How to effectively learn AI Prompting, with the 'AI for Global Heads of Human Resources (Prompt Course)'?

Start Here: Build an AI-Ready HR Leadership Playbook for a Global Enterprise

This course equips Global Heads of Human Resources and their leadership teams with a comprehensive, practical framework for using AI and ChatGPT across the full people lifecycle. It brings together strategic planning, operational excellence, and responsible AI governance so you can set direction, guide your Centers of Excellence, and deliver measurable value across regions and business units.

What you will learn

• Enterprise-wide AI strategy for HR: How to establish guiding principles, governance, and operating norms that help HR teams use AI responsibly and consistently.
• Prompting practices that work in HR: How to frame problems, set constraints, and request outputs that support policy, analytics, and decision-making while keeping people at the center.
• Global compliance and risk controls: Practical ways to integrate privacy, bias mitigation, auditability, and regional legal considerations into everyday AI-assisted work.
• Outcomes and measurement: How to define KPIs and leading indicators across talent acquisition, onboarding, performance, retention, and culture, and link them to business results.
• Cross-functional orchestration: How HR can work with Legal, IT, Communications, and Business leaders to scale responsible usage and avoid duplication.
• Scalable templates and playbooks: How to standardize workflows so teams can operate faster without sacrificing judgment, nuance, or fairness.

How the modules fit together

The course covers the full spectrum of HR leadership priorities, including succession planning, crisis management, talent acquisition, onboarding, diversity and inclusion, performance management, learning and development, employee satisfaction, HR policy, compensation and benefits, workforce analytics, retention, culture, health and wellness, and remote workforce management. Each topic is presented as a practical module with a clear purpose and guidance on how to apply AI safely and effectively.

Across modules, you will learn to create consistent workflows that connect upstream planning with downstream execution. For example, workforce analytics can inform hiring plans and skill development; onboarding insights can flow into performance conversations; sentiment analysis can feed both culture and retention initiatives. The prompts in the course are designed to be combined and sequenced so your teams can move from insight to action with clear accountability.

How to use the prompts effectively

• Set a clear role and audience: State who you are acting as (e.g., CHRO, HRBP, CoE leader) and who the output is for (e.g., Board, executive team, regional HR). This keeps recommendations relevant and appropriately scoped.
• Provide context and constraints: Add policies, KPIs, geography, seniority levels, budget ranges, and timelines. Well-framed context helps the model produce outputs you can actually use.
• Request structured outputs: Ask for summaries, bullet points, matrices, checklists, or step-by-step plans to streamline review and implementation.
• Iterate with intent: Treat each exchange as a drafting loop. Refine assumptions, test variations, and compare options before finalizing.
• Validate with data and expertise: Cross-check AI-generated content with your HRIS/ATS/LMS reports and SME feedback. Keep a human-in-the-loop for sensitive decisions.
• Stress-test for fairness and risk: Probe for bias, edge cases, and regional differences. Add mitigation steps and approval points where needed.
• Localize outputs: Adapt for language, cultural norms, legal requirements, and union agreements. Use standard templates to keep format consistent while content reflects local needs.
• Protect sensitive information: Apply your organization's data classification rules. Avoid personal data unless you have proper consent and controls.
• Version and reuse: Store refined prompt sets, templates, and decision criteria in a shared repository with version control so teams don't start from scratch.

Course structure

• Orientation: Principles of responsible usage in HR, data privacy and consent, bias and fairness considerations, and working agreements for global teams.
• Core functional modules: Each module addresses a major HR area such as planning, acquisition, onboarding, performance, development, compensation, policies, analytics, wellness, culture, retention, crisis readiness, and remote work. You'll see how AI can support both daily operations and long-range decisions.
• Integration playbooks: How to connect insights across modules, coordinate with other functions, and link outputs to systems of record and governance.
• Capstone: Build a practical AI roadmap for HR with use-case prioritization, risk controls, change plans, and metrics.

Value for global HR leadership

• Strategic clarity: A consistent approach to where AI adds value in HR and where human judgment must lead.
• Speed with control: Faster drafting, analysis, and scenario planning with checkpoints that maintain quality and compliance.
• Better decisions: Repeatable workflows that convert data and expert guidance into options and trade-offs leaders can act on.
• Improved employee experience: More coherent communications, fairer policies, and thoughtful programs that scale across regions.
• Cost and capacity gains: Reduced rework, standardized deliverables, and clearer roles help teams do more with the resources they have.
• Evidence-based leadership: KPIs and narrative summaries that help you brief executives and Boards with confidence.

Ethics, compliance, and risk

Responsible usage is embedded throughout the course. You will learn how to operationalize fairness checks, keep audit trails, and respect consent and confidentiality. The material highlights regional differences that matter for HR, including data protection laws and employment practices, and shows how to document approval flows for higher-risk activities such as policy changes, compensation analysis, and sensitive communications.

Change leadership and adoption

• Operating model: Define roles across Global HR, regional teams, and Centers of Excellence for prompt maintenance, training, and issue resolution.
• Enablement: Provide job aids, office hours, and review routines so teams build skill and confidence.
• Governance: Establish intake and approval paths for new use cases, with clear criteria for risk, value, and readiness.
• Measurement: Track both productivity and quality indicators, including fairness and employee trust.