AI in HR training teaches HR professionals how to use generative AI tools such as ChatGPT, Microsoft Copilot and Gemini in recruitment, onboarding, learning, performance and people analytics. Bodhih's hands-on program covers prompting, HR workflows, bias and privacy risks, human oversight and drafting an AI use policy for the HR function.
- Recommended: 1 day in person, or 3 x 2.5-hour live virtual labs, customised to your approved AI tools
- Level: Foundation to Intermediate · In person · Live virtual · Blended
- Designed with the ADDIE model and customised to your context
- Offered by Bodhih since 2008 to 2,000+ organisations across 7 regions
Also known as: generative AI for HR, AI for HR professionals course, ChatGPT for HR training, AI in recruitment training
Where and how: AI in HR training as an in-person workshop in Bengaluru, Mumbai, Delhi NCR, Gurugram, Hyderabad, Chennai, Pune, Kolkata, Ahmedabad and Jaipur; as a live online course; or delivered overseas in Dubai, Singapore and across the Middle East, Asia and Africa.
Why HR needs AI skills and AI judgement
Generative AI can draft a job description in seconds, summarise hundreds of survey comments and answer routine policy questions. Used carelessly, it can also leak personal data, repeat bias in hiring and damage employee trust.
HR sits at the centre of both sides, as a user of AI and as the function that shapes how people work with it. Practical AI in HR training helps teams save time on routine work while keeping people decisions fair, explainable and human.
What participants will be able to do
Prompt with purpose
Write clear, structured prompts that produce usable HR drafts on the first or second attempt.
Speed up hiring work
Use AI to draft inclusive job descriptions, interview guides and candidate communications, with human review.
Improve employee support
Build prompt templates for onboarding content, policy FAQs and manager guidance.
Analyse text at scale
Summarise survey comments and exit feedback into themes, then verify them against the source data.
Manage the risks
Recognise bias, hallucination and privacy risks and apply safeguards before AI output is used.
Draft an HR AI policy
Outline acceptable uses, prohibited uses, data rules and human oversight for your HR team.
Who should attend
- HRBPs and HR generalists who want to save time on routine drafting
- Talent acquisition teams handling high hiring volumes
- L&D teams creating content, assessments and learning journeys
- HR operations and shared services teams answering employee queries
- HR leaders shaping AI governance and change for the organisation
- GCC HR teams working with global AI policies and tools
Program outline
Recommended design, customised to your context after a short needs analysis.
01Generative AI essentials for HRModule 1 · 60 min+
- How large language models work, in plain language
- What AI does well and where it fails in HR contexts
- Setting up approved tools and data-safe habits
02Prompting for HR tasksModule 2 · 75 min+
- A simple prompt structure: role, context, task, format and constraints
- Building a shared HR prompt library
- Lab: rewriting a weak prompt into a strong one for a policy email
03AI across talent acquisitionModule 3 · 75 min+
- Drafting inclusive job descriptions and checking gendered language
- Creating structured, competency-based interview guides
- Where AI screening creates bias risk and why human review is essential
04AI for onboarding, learning and performanceModule 4 · 75 min+
- Onboarding plans, welcome content and FAQ drafts
- Turning SOPs into microlearning and quiz items
- Drafting feedback and goal statements that managers then personalise
05AI for people insightsModule 5 · 60 min+
- Theming engagement and exit survey comments
- Asking AI to explain a chart, then checking its reasoning
- Keeping identifiable data out of public tools
06Responsible AI, privacy and policyModule 6 · 75 min+
- Bias, transparency and explainability in people decisions
- India's DPDP framework and consent for employee data; high-risk treatment of employment AI under the EU AI Act for EU-linked groups
- Workshop: drafting a one-page AI use policy for HR
How we deliver it
Your tools, your use cases
We run labs on the AI tools your organisation has approved and use tasks your HR team handles every week.
Hands-on labs
Most of the time is spent prompting, reviewing and improving outputs, not watching demonstrations.
Human in the loop
Every exercise includes a review step, so participants build the habit of checking accuracy, tone and fairness.
Leave with assets
Participants take away a prompt library, review checklists and a draft HR AI policy for their team.
Tailored versions
For talent acquisition teams
Deeper practice on sourcing messages, job descriptions, interview design and fair use of AI in screening.
For HR leaders
A half-day session on AI strategy for HR, workforce impact, governance and building an adoption roadmap.
How we measure impact
Following the Evaluate phase of ADDIE, participants complete a pre and post AI capability check on AssessAll covering prompting, risk recognition and judgement. We ask each person to log two AI-assisted tasks per week for a month and estimate time saved. At 30, 60 and 90 days we review prompt library use and policy adoption with the HR lead, and share a summary of gains and risks found.
Pair this program with AssessAll, Bodhih’s AI assessment platform, for pre- and post-program skill measurement.
Frequently asked questions
How is AI used in HR?
HR teams use AI to draft job descriptions, interview guides and policies, answer routine employee questions, create learning content, summarise survey feedback and analyse workforce data. Some use AI in screening and scheduling. The value comes from saving time on routine work, while people decisions stay with trained humans.
Can HR use ChatGPT for job descriptions?
Yes, generative AI is useful for first drafts of job descriptions, as long as a person checks accuracy, tone and inclusive language. Avoid entering confidential information into public tools. Our AI in HR training includes templates that produce role-specific, bias-checked drafts faster than writing from scratch.
What are the risks of using AI in hiring?
Key risks include bias learned from historical data, decisions that cannot be explained to candidates, privacy breaches and over-reliance on automated scores. Organisations linked to the EU should note that the EU AI Act treats many employment uses of AI as high-risk. Human review and clear policies reduce these risks.
Will AI replace HR jobs?
AI is more likely to change HR roles than remove the need for them. Routine drafting, scheduling and query handling can be automated, which frees time for advisory, coaching and change work. HR professionals who learn to use AI well, and to govern it, will be better placed as roles evolve.
How do we create an AI policy for HR?
Start by listing current and planned uses, then classify them as allowed, allowed with review or not allowed. Set rules for personal data, approved tools, human oversight and disclosure to employees and candidates. Assign an owner and review the policy regularly, since tools and regulations change quickly.
Do participants need technical skills?
No. The program is designed for HR professionals with no coding background. Participants need a laptop and access to at least one approved generative AI tool. We share setup guidance beforehand and adapt exercises to the tools your organisation allows.
Is it safe to put employee data into AI tools?
Only when the tool is approved by your organisation and the use fits your data protection policy. Public consumer tools should never receive names, salaries, health details or performance records. India's DPDP framework adds consent and purpose obligations for personal data, so our AI in HR training teaches anonymisation habits and clear rules on what can be shared.