Course : Supporting change in the context of AI implementation
Practical course - 2d
- 14h00 - Ref. IAH
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 | Understanding the challenges and impacts of AI |
| Identify the roles and responsibilities of an organization's ecosystem |
| Understanding resistance to change |
| Communicating effectively in a context of change |
| Build a specific change management plan |
| Managing follow-up |
Intended audience
Executives, HR Directors, Executive Committees, HRBPs, department heads, managers and project leaders
Prerequisites
No
Practical details
Hands-on work
Collective reflection, role-playing and role-playing situations, sub-group exercises to build a plan and dashboards adapted to the context.
Teaching methods
Active teaching.
Course schedule
1 Defining Artificial Intelligence (AI)
- Understanding AI
- Identify the myths and beliefs surrounding AI
- Understanding the challenges of AI for business
Group discussion
Taking stock of individual and collective beliefs about AI
2 Understanding resistance to change
- Understanding the causes of resistance to change
- Representing change: a question of filters
- Identify potential gains and losses, real or assumed
- Better manage emotions, thoughts and possible tensions
- Establish the cost/benefit balance of change for employees
Role-playing
Practice identifying resistance to change by interpreting various scenarios
3 Understanding the impact of AI implementation
- Identifying CSR impacts
- Understanding the evolution of professions
- Anticipating changes in practices and postures
- Define the evolution of key HR processes
- Analyze the impact of implementing AI by department and by employee
Hands-on work
Carry out an impact assessment of AI implementation
4 Build a specific change management plan
- Understanding the conditions for a successful change management approach
- Identify the key stages of a change management plan
- Practice the policy of "small steps": define the macro-steps to achieve rapid results
- Developing an integrated approach at all levels of the company
Hands-on work
Define a specific change management plan
5 Communicating change effectively
- Clarify the objectives of change and give it meaning
- Build a message that gives a clear vision of change
- Building your communication plan: objectives and resources
Hands-on work
Building a communication plan around a transformation project
6 Implementing and monitoring change
- Setting up and managing the change dashboard
- Determining the manager's role and position in implementation
- Involving HR managers in the success of change
Hands-on work
Case studies: practice presenting a transformation project to employees in a clear and reassuring way, giving it meaning and highlighting the benefits for employees. Sub-group exercise: set up a change monitoring dashboard.
Customer reviews
4,5 / 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.
NICOLAS T.
22/10/26
4 / 5
rich, dynamic content achieved through the use of third-party tools; the trainer’s sound professional expertise, which enriched the discussions
LUCAS C.
22/10/26
3 / 5
I had expected a training course that focused much more on issues specific to AI. Although the examples used revolved around AI, I didn’t notice any significant difference compared to a change management training course in a non-AI context.The training did, however, help to formalise the process and the assessments to be carried out. On the other hand, I was left wanting more in terms of sharing techniques and solutions to support the change process in light of the findings of the assessment.
JULIEN B.
22/10/26
5 / 5
Jérôme managed to energise and bring our discussions to life throughout these two days, which were packed with topics, methods and tools, as well as several very interesting exchanges.
Publication date : 12/19/2024
PARTICIPANTS
Executives, HR Directors, Executive Committees, HRBPs, department heads, managers and project leaders
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.
Executives, HR Directors, Executive Committees, HRBPs, department heads, managers and project leaders
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.
This programme is an original creation, developed by the teaching teams at ORSYS Formation. Any reproduction, representation, adaptation or use, in whole or in part, without the prior written authorisation of ORSYS, is strictly prohibited. ORSYS reserves the right to take any action necessary to protect its intellectual property rights.
This programme is an original creation, developed by the teaching teams at ORSYS Formation. Any reproduction, representation, adaptation or use, in whole or in part, without the prior written authorisation of ORSYS, is strictly prohibited. ORSYS reserves the right to take any action necessary to protect its intellectual property rights.