One NZ rolls out responsible AI training: what HR needs to know
One New Zealand is launching a company-wide training module to help employees use AI responsibly at work. The Ka Tika e-learning module will be available to 2,500 staff on the Pā Tangata platform and takes under 30 minutes to complete. It follows the company's adoption of Microsoft Copilot to improve productivity.
"Our Responsible AI training aims to equip everyone at One NZ with the understanding of how to use AI confidently and safely," said Jodie King, chief people officer at One NZ. "It also recognises that responsible AI isn't just for specialists, it's a skill everyone needs in an AI-enabled business."
Inside the Ka Tika module
- Format: Short, scenario-based learning with questions to test judgment and safe use.
- Focus areas: Spotting bias, misinformation, and over-reliance on AI. Using AI to drive creativity and save time.
- Principles covered: Fairness, privacy, transparency, and security.
- Context: How One NZ uses AI at work, its benefits and risks, and the guardrails to keep it trustworthy.
Why this matters for HR
Trust is on the line. A recent One NZ poll found nearly half of New Zealanders don't trust large companies' use of AI, and 62% would stop using a company if they had concerns about its AI use. This is an HR moment: training signals accountability, sets clear behaviors, and reduces risk while enabling productivity.
"We know there will be changes to roles, and we want our people to understand how AI can take care of the heavy lifting," King said. "This means our people can focus on what humans do best, which includes building relationships, solving complex problems, and creating new ideas."
Implementation playbook for HR
- Define approved use cases: Where AI helps (summaries, drafts, analysis) and where it doesn't (final legal decisions, sensitive customer outreach without checks).
- Set guardrails: Data privacy rules, no upload of confidential data to public tools, human-in-the-loop for high-stakes tasks.
- Manager enablement: Provide talking points, team norms, and weekly check-ins on what's working or risky.
- Governance: Stand up a Responsible AI Community of Practice to review incidents, share patterns, and update guidance.
- Change comms: Keep it simple: why AI, how to use it safely, where to get help, and what "good" looks like.
- Pair with tools training: If using Copilot or similar, publish clear prompts, examples, and review steps before publishing AI-assisted work.
Metrics that matter
- Training completion rate and scenario quiz scores
- Reported safe-use incidents and resolution time
- Self-reported time saved and quality improvements
- Adoption of approved AI tools by function
- Employee confidence using AI and perceived risk (pulse surveys)
- Customer trust indicators: complaints, churn signals tied to AI use
Policy and standards alignment
Anchor your approach to recognized frameworks to strengthen trust and auditability. The NIST AI Risk Management Framework is a good reference for risk identification, governance, and continuous improvement.
For HR teams building AI capability fast
If you are mapping skills by role and need structured learning paths, explore curated options by job function here: Complete AI Training: Courses by Job.
Bottom line
One NZ's Ka Tika training makes responsible AI use a baseline skill, not a niche. For HR, this is the blueprint: short, practical training; clear guardrails; active governance; and metrics that prove value and protect trust. Build capability now-before your customers and your people decide you're behind.
Your membership also unlocks:
