HR transformation under control
How can you prototype an AI-supported HR transformation without delegating sensitive judgements?
3500 € per session, excl. VAT
In short
Two days, totalling 14 hours excluding breaks, to scope an HR transformation, prototype a process supported by generative AI and prepare its pilot. Participants bring together service quality, data protection, social dialogue and human oversight, then test their deliverables before proposing a conditional launch decision.
Why this training?
An HR transformation changes responsibilities, management practices and the employee experience. Accelerating document production without clarifying approval workflows can multiply inconsistencies and shift the workload to local teams. Generative AI can help structure journeys and draft supporting materials. However, integrating it requires controlled sources, professional verification and criteria for rejecting an inaccurate, discriminatory or unsuitable proposal. Running case study: Vesperine Habitat, a fictional multi-site property management organisation, wants to harmonise how it welcomes new employees. Its documents differ across sites; HR responses arrive late. The pilot focuses on preparing onboarding journeys, without assessing or ranking people. Transfer to the workplace: Following internal approval, adapt the dossier to your organisation’s onboarding process and submit the pilot to the HR sponsor. Plan a review of incidents, workload and employee feedback before any expansion.
Objectives of this training
- Map the onboarding process and its pain points.
- Define the boundaries of AI contributions and human judgement.
- Build a traceable documentary prototype.
- Test the quality, fairness and limitations of the prototype.
- Formalise a pilot with responsibilities and stop conditions.
Who is it for and what are the prerequisites?
Roles and tasks concerned
- HR directors and HR service transformation leads.
- HRIS project managers and HR development managers.
Prior skills
- Have practical experience of managing a cross-functional HR process.
- Know how to use a generative assistant and verify its responses.
What you will work on
Define the HR mandate
Objective: Define the boundaries of the expected change. Employee experience, HR workload, scope and exclusions.
Map current onboarding
Objective: Locate breakdowns and responsibilities. Documents, stakeholders, timescales and data re-entry.
Make judgements on AI uses
Objective: Choose proportionate assistance. Usefulness, risks, alternatives without AI.
Put safeguards in place
Objective: Organise protection and oversight. Minimisation, access, approval and escalation.
Design the target process
Objective: Allocate tasks and judgements. Checkpoints, exceptions, fallback mode.
Build the prototype
Objective: Produce a verifiable journey. Instructions, fictional corpus, references and limitations.
Put responses to the test
Objective: Detect defects before the pilot. Accuracy, omissions, accessibility and fairness.
Prepare support
Objective: Anticipate changes in HR work. Information, training, social dialogue and avenues for appeal.
Configure the pilot
Objective: Make the experiment measurable. Limited scope, baseline, incidents, reversibility.
Defend the conditional launch
Objective: Make the case for continuing, correcting or deferring. Evidence, residual risks and required approvals.
What you take away
- Transformation charter and responsibility map.
- Onboarding journey prototype with sources and instructions.
- Completed test grid and risk register.
- Pilot dossier: governance, support, indicators and stopping.
Method and assessment
- Short inputs followed by immediate practice on the running case study.
- Individual work followed by work in pairs, with peer review of outputs.
- Guided group discussion: what works, what needs correcting and what remains a human decision.
- Preparation: Describe a candidate HR process without sharing an employee file. Check access to an authorised tool; use only the fictional or anonymised cases provided.
Observable criteria: Each process step has an explicit owner and approval. ; Each proposal from the prototype refers to a source or flags its uncertainty. ; Tests document errors, corrections and unjustified differences between situations. ; No sensitive decision is automated; outputs are approved by a qualified HR professional. ; Each indicator has a measurement method, a proposed threshold and an owner..
Frequently asked questions
Does the HRIS need to be replaced?
No. The documentary prototype requires no technical integration.
Can employee files be used?
Not during the exercises: only fictional or anonymised cases, in authorised tools.
Are legal obligations definitively resolved?
No. Applicable requirements and consultation arrangements must be checked with your legal department.
Will the solution be deployed at the end of the two days?
No. A tested prototype and a pilot plan are produced; launch requires internal approvals.
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