AI for HR: From Awareness to Responsible Adoption

We start by cutting through the fear and hype to show where AI genuinely helps in everyday HR work. Then we tackle the responsibilities that come with it: bias, fairness, privacy, legal obligations and accountability. From there, delegates explore HR’s role in leading AI adoption, see AI tools demonstrated live and learn practical prompting techniques. The workshop closes by turning insight into action, with delegates beginning a practical 90-day plan for their own organisation.

Section 1: AI Awareness & Confidence
Demystifying AI for HR
Here we cut through the fear and the hype to build a shared, practical understanding of what AI is, and what it isn’t. We move quickly from “What is AI?” to “Where could AI actually help us?”. We also create a safe space to talk openly about the concerns AI raises for people and roles.
Topics include:
• What AI can and cannot do, and why the difference matters for HR decisions.
• Real HR use cases: drafting, summarising, employee support, learning and knowledge management.
• Addressing fear and resistance: telling healthy caution apart from uncertainty.

Section 2: HR AI Governance & Risk
Using AI Responsibly in HR
Because HR deals with decisions that affect people, how AI is used matters as much as whether it’s used. We work through what acceptable use looks like and where bias can creep in. We also look at why human judgement must always stay in the loop.
Topics include:
• Acceptable AI use: a support tool, not a decision-maker.
• Bias, fairness and discrimination in recruitment, performance and development.
• Human oversight: checking AI outputs for accuracy, bias and appropriateness.

Protecting People, Data and the Organisation
HR holds some of the most sensitive information in any organisation. Here we look at what happens to data entered into AI tools and at the legal and policy frameworks that apply. We then work out what to do when an AI output gets it wrong.
Topics include:
• Data privacy and confidentiality when using AI tools.
• Relevant legal and regulatory considerations, and building clear internal AI policies.
• Escalation and accountability: AI does not remove organisational responsibility.

Section 3: Leading Change: HR as AI Champions
HR as AI Change Champion Introducing an AI tool doesn’t automatically mean people will use it. We help delegates position HR as the enabler of adoption. That means translating AI plans into practical people considerations and equipping managers to lead their teams through change.
Topics include:
• HR’s role in AI rollout: supporting leadership teams.
• Equipping managers to communicate about AI, answer questions and surface concerns.
• Change enablement and building everyday adoption.

Hands-On AI for Everyday HR Work
This is where theory meets everyday work. We demonstrate AI in the tools people already use and introduce practical prompting techniques that make outputs more useful. We also explore how custom AI assistants and agents can support specific HR processes.
Topics include:
• Live demonstrations of Microsoft 365 Copilot for drafting, summarising and analysing information.
• Everyday prompt engineering: giving context, instructions, desired outputs and constraints.
• Custom AI assistants and agents for onboarding, policy queries and HR knowledge.

From Insight to Action: Your 90-Day Plan
With options on the table, we give delegates a structured way to turn insight into implementation. Delegates begin developing a practical 90-day plan built around their own organisation’s priorities, opportunities and responsibilities.
Topics include:
• Identifying priorities and quick-win AI opportunities.
• Assigning actions, owners and timelines.
• Measuring progress and sustaining adoption.

Minimum of 2 delegates required per booking request