Publication date : 05/19/2025
Course : Integrating AI into HR practicesAdopting Artificial Intelligence in everyday life
Practical course - 2d
- 14h00 - Ref. IRI
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 | Understand the fundamental concepts of AI and their applications in the HR field |
| Assess the opportunities and risks of integrating AI into HR processes |
| Design AI-based solutions tailored to the specific needs of an HR department |
| Apply prompt engineering techniques to effectively exploit generative AI tools |
| Develop a strategy for the sustainable and ethical adoption of AI within the HR function. |
Intended audience
Anyone in human resources wishing to use AI in their day-to-day work.
Prerequisites
No
Practical details
Hands-on work
Quizzes, case studies based on realistic fictional examples or on participants' own subjects, production of prompts. Reflection in sub-groups and individually.
Course schedule
1 Get to grips with the fundamentals of AI in HR
- Understand the key concepts of AI (machine learning, deep learning, algorithms and models...)
- Have an overview of the main applications of AI to different HR fields: payroll, recruitment, QVCT...
- Identify the opportunities, limitations and challenges of using AI in HR.
Hands-on work
Interactive quiz on the fundamental concepts of AI applied to HR (types of learning, definitions, concrete applications). Explanations to illustrate the opportunities, limits and challenges of AI in HR. Group debriefing to deepen understanding of key concepts.
2 Master the methods for operational implementation of AI at HR level.
- Understand the role of HR data in feeding AI: payroll, DSN, DOETH, declarative data, GEPP, etc.
- Adapt HR working methods to the integration of AI: roles and responsibilities, collaborative approach...
- Structure prompts and evaluate the quality of results using the 7-step prompting method
- Gathering the conditions for a successful HR AI project
Hands-on work
In sub-groups, analysis of real-life examples of AI implementation in HR and identification of the specific features of the AI project, the benefits obtained, the challenges encountered, the conditions for success, the HR data required and the risks to be anticipated. Collective feedback and discussion.
3 AI for talent attraction and development
- Using AI to improve employer branding, recruitment and integrate new employees
- Understanding labor market trends (GPEC, SWP)
- Nurturing the skills development strategy (GEPP)
- Map skills and predict changes in recruitment needs
- Customize training to suit the employee's individual career path
Hands-on work
Use of a generative AI tool to transform a standard job description into an attractive ad, applying the 7-step prompting method. Comparison of results and identification of elements that strengthen the employer brand. Collective feedback and discussion.
4 AI to optimize HR administrative processes and communication
- Identify automatable administrative tasks and AI-based automation solutions
- Using chatbots to improve communication and HR services for employees
- Set up automated workflows and HR virtual assistants
Hands-on work
In sub-groups, design an HR chatbot to answer employees' frequently asked questions. Definition of its tree structure, drafting of standard answers and design of a simple prototype. Testing and optimization of the chatbot, using the prompting method. Collective feedback and discussion.
5 AI at the service of engagement, performance and QWL
- Improve employee commitment and quality of life at work
- Measure and improve performance, engagement and QHCT: trend prediction, interview optimization...
- Analyze well-being indicators and prevent psychosocial risks
Hands-on work
In sub-groups, analysis of engagement data and proposal of improvement actions. Using a case study, identify key engagement factors, segment populations and draw up an action plan. Collective feedback and discussion.
6 Adopting new practices and making AI a long-term practice
- Strengthening the legal framework for ethical AI in HR: RGPD-compliant data management, non-discrimination...
- Managing the risks associated with AI adoption: bias and discrimination in recruitment, mental health risks
- Implement a continuous improvement approach
Hands-on work
Drawing up an ethical charter for the use of AI in HR processes. Identification of the fundamental principles to be respected and definition of potential risks. Establishment of a governance process to ensure compliance with the charter and its evolution over time.
Customer reviews
3,8 / 5
Customer reviews are based on end-of-course evaluations. The score is calculated from all evaluations within the past year. Only reviews with a textual comment are displayed.
LAETITIA M.
04/12/25
4 / 5
Interesting and relevant content. Good balance between theory and practice, and a trainer and presenter who manage to hold your attention and not give you the impression that the course is too long, despite the distance learning. Although distance learning limits concentration and human interaction.
ANAIS T.
04/12/25
3 / 5
I think we strayed too far from the training programme. It lacked structure. The debates were sometimes long and lost the rhythm.
ALEXANDRA M.
04/12/25
4 / 5
It took a little while to get going, because we'd already had a morning's introduction to AI at our company, which could have been redundant. However, it was very interesting, the trainer adapted to the group and was able to guide us through the practical aspects despite our different levels of expectation. I'm going away with something concrete, knowing how to act quickly, and having understood that AI is a fantastic tool, as long as you stay under supervision.
PARTICIPANTS
Anyone in human resources wishing to use AI in their day-to-day work.
PREREQUISITES
No
TRAINER QUALIFICATIONS
The experts leading the training are specialists in the covered subjects. They have been approved by our instructional teams for both their professional knowledge and their teaching ability, for each course they teach. They have at least five to ten years of experience in their field and hold (or have held) decision-making positions in companies.
ASSESSMENT TERMS
The trainer evaluates each participant’s academic progress throughout the training using multiple choice, scenarios, hands-on work and more.
Participants also complete a placement test before and after the course to measure the skills they’ve developed.
TERMS AND DEADLINES
Registration must be completed 24 hours before the start of the training.
ACCESSIBILITY FOR PEOPLE WITH DISABILITIES
Do you need special accessibility accommodations? Contact Mrs. Fosse, Disability Manager, at psh-accueil@orsys.fr to review your request and its feasibility.
Anyone in human resources wishing to use AI in their day-to-day work.
PREREQUISITES
No
TRAINER QUALIFICATIONS
The experts leading the training are specialists in the covered subjects. They have been approved by our instructional teams for both their professional knowledge and their teaching ability, for each course they teach. They have at least five to ten years of experience in their field and hold (or have held) decision-making positions in companies.
ASSESSMENT TERMS
The trainer evaluates each participant’s academic progress throughout the training using multiple choice, scenarios, hands-on work and more.
Participants also complete a placement test before and after the course to measure the skills they’ve developed.
TEACHING AIDS AND TECHNICAL RESOURCES
• The main teaching aids and instructional methods used in the training are audiovisual aids, documentation and course material, hands-on application exercises and corrected exercises for practical training courses, case studies and coverage of real cases for training seminars.
• At the end of each course or seminar, ORSYS provides participants with a course evaluation questionnaire that is analysed by our instructional teams.
• A check-in sheet for each half-day of attendance is provided at the end of the training, along with a course completion certificate if the trainee attended the entire session.
• The main teaching aids and instructional methods used in the training are audiovisual aids, documentation and course material, hands-on application exercises and corrected exercises for practical training courses, case studies and coverage of real cases for training seminars.
• At the end of each course or seminar, ORSYS provides participants with a course evaluation questionnaire that is analysed by our instructional teams.
• A check-in sheet for each half-day of attendance is provided at the end of the training, along with a course completion certificate if the trainee attended the entire session.
TERMS AND DEADLINES
Registration must be completed 24 hours before the start of the training.
ACCESSIBILITY FOR PEOPLE WITH DISABILITIES
Do you need special accessibility accommodations? Contact Mrs. Fosse, Disability Manager, at psh-accueil@orsys.fr to review your request and its feasibility.
Dates and locations
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Remote class
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Guaranteed date, in person or remotely
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