Day 1 Afternoon (13.00-17.00)
Apply the Analysis across the Employee Lifecycle.

Module 4: Talent Acquisition and Skills Assessment
Connect a truthful employee value proposition with attraction and retention. Compare internal talent with external hiring. Use AI to support role clarity, job related criteria and interview preparation, while checking poor proxies for skill, language bias and accessibility.

Activity: Rewrite a fictional vacancy to reflect the actual work and employer offer, then build a structured interview guide. Compare English and Bahasa Indonesia AI outputs with bilingual review where available. Identify evidence a selection decision requires.

Output: A role brief and assessment rubric with a manager review checkpoint and questions for a recruitment technology vendor.

Module 5: Learning Leadership Development and Mobility
Link learning to changed work, leadership capability and succession needs. Explore coaching, motivation, team development, learning platforms and internal opportunities. Consider frontline access, time away from work and uneven digital confidence.

Activity: Build a development pathway for employees and the managers supporting them. Combine work based practice, peer learning, coaching and digital resources. Critique AI generated material for accuracy, local relevance and practical access.

Output: A development pathway with a manager coaching action, a work based assessment and a measure of application.

Module 6: Performance Rewards and Employee Experience
Compare ongoing feedback, coaching and formal performance reviews. Link individual and team goals with rewards for results and behavior. Examine employee experience and where AI can distort judgments, infer too much from weak data or become surveillance.

Activity: Review fictional manager notes and an employee query. Separate facts from interpretations, identify missing context and calibrate judgments with another manager before preparing a feedback conversation. Decide what should remain a human responsibility.

Output: A feedback guide, an AI review checklist and an escalation route for employee concerns.

Day 2 Morning (09.00-12.00)
Test an Application and define the controls it needs.

Module 7: Practical AI Lab
Work with a fictional task inventory, role description and short HR policy extract. Choose a job redesign summary, learning pathway or employee FAQ. Learn to specify context, source material, constraints and review criteria.

Activity: Draft a request, inspect the first answer, revise it and compare the result with the supplied evidence. Test an ambiguous question and a missing fact. Use a locally appropriate English or Bahasa Indonesia variant and record where language review is needed.

Output: A reusable prompt, an evidence checked draft and a short test log recording errors, corrections and when a person must take over.

Module 8: Governance Privacy and Decision Authority
Identify data that should not enter a public AI tool, who may approve use, and who remains responsible for an outcome. Discuss vendor terms, retention, access, cross border processing, security and record keeping. Distinguish an internal drafting aid from a tool influencing employment decisions.

Activity: Review the chosen workflow using a practical risk checklist. Allocate approval and review responsibilities to HR, IT or security, management and local legal advisers as appropriate. Practice explaining the process to an employee who challenges an answer.

Output: A draft control checklist covering permitted data, human review, escalation, vendor questions and a stop rule.

Lab Arrangements Use only fictional or synthetic data. No paid subscription is required. Where an approved tool is unavailable, groups work from printed prompts and prepared outputs, with the same testing and review steps. No real hiring, pay, promotion or termination decision is made in the lab.

Day 2 Afternoon (13.00-17.00)
Turn the analysis into a practical HR improvement plan.

Module 9: Cultural Competency Leadership and Change
Examine how leadership behavior, team norms and consultation affect change. Practice cultural competency across languages, locations and working styles without assuming a national personality. Address concerns about jobs, workload, fairness and monitoring.

Module 10: HR analytics and the business case
Use HR measures to support a decision. Check data quality, definitions and denominators; distinguish correlation from causation. Compare benefits with implementation, review and training costs, and avoid treating time saved as automatically realized savings.

Module 11: 90 day Implementation Clinic

Please ask brochure for more details