Prioritising skills
How can scattered needs be turned into a prioritised, costed and evaluable training programme with AI support?
1960 € per session, excl. VAT
In short
This 7-hour day, excluding breaks, enables participants to structure skills needs, weigh up actions and prepare to monitor them. Generative AI assists with synthesis and drafting, without replacing HR analysis. Each participant produces an operational dossier whose assumptions, costs and quality criteria can be verified.
Why this training?
A list of requests is not enough to guide investment in skills. Without a needs analysis, it conflates organisational difficulties, individual wishes and needs that training can genuinely address. AI helps to group requests and suggest comparable wording. The approach requires traceable sources, human judgement and budget checks to avoid artificial priorities. Running case study: The fictional organisation Varnelle Maintenance comprises three technical teams. A change in procedures reveals skills gaps, while managers request competing training courses. The dossier provided includes anonymised needs, availability and a training budget for the exercise, with no invented provider rates. Transfer to the workplace: Apply the matrix to a real area of work, using anonymised data, then submit the decisions to a qualified HR professional before scheduling. Plan a review of learning in the workplace with the relevant managers.
Objectives of this training
- Assess needs on the basis of documented skills gaps
- Prioritise actions using explicit criteria
- Formulate observable learning objectives
- Build a schedule compatible with operational constraints
- Check the budget and define evaluation methods
Who is it for and what are the prerequisites?
Roles and tasks concerned
- HR managers and skills development officers
- Training managers and HR partners supporting managers
Prior skills
- Be familiar with your organisation's needs gathering and training decisions.
- Be able to formulate a structured request to a generative AI tool.
- Be able to work with simple tables and check calculations.
What you will work on
Set the framework for HR priorities
Objective: Define the scope of skills challenges. Business priorities, scope, constraints and confidentiality of HR data.
Assess requests
Objective: Distinguish training from other responses. Skills gap, organisational problem, imprecise request and assumption.
Decide on priorities
Objective: Justify the selected actions. Business urgency, population concerned, feasibility and weighting of criteria.
Define learning pathways
Objective: Link skills to learning methods. Observable objectives, prerequisites, practice and assessment of learning.
Organise resources and scheduling
Objective: Test operational feasibility. Availability, employee time, cover, direct costs and missing data.
Measure learning and transfer
Objective: Choose evidence useful to the work. Distinction between satisfaction, learning and application in the role.
Check the final dossier
Objective: Prepare for informed HR validation. Consistency, traceability, limitations of AI proposals and legal points to check.
What you take away
- Matrix of needs, gaps and sources
- Reasoned prioritisation grid
- Table of actions, schedule and budget to be completed
- Evaluation framework and validation register
Method and assessment
- Short inputs followed by immediate practice using the running case study.
- Individual work followed by work in pairs, with reciprocal review of outputs.
- Guided group discussion: what works, what needs correcting and what remains a human decision.
- Preparation: Prepare an anonymised example of a training request, or use only the fictional dossier provided. Check access to an AI tool authorised by your organisation and identify internal confidentiality rules.
Observable criteria: Each selected need refers to a source and an observable gap. ; Each priority has an explicit justification and a human decision. ; Each action specifies an objective, audience, delivery method, person responsible and deadline. ; Calculations are checked; unknown costs remain flagged. ; Each action includes evidence of learning and an indicator of transfer to the workplace.
Frequently asked questions
Can individual interviews be used?
Only anonymised, minimised and authorised extracts; no personally identifiable dossier is needed.
Does AI choose who receives training?
No. Sensitive decisions remain with people; AI only helps to structure the elements of the analysis.
How should training obligations be addressed?
Applicable obligations and consultation arrangements must be checked with your legal department.
Will the budget be final?
No. Validation requires confirmed internal costs and actual proposals from providers.
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