• Module 1: Introduction to AI in HR – Demystifying ChatGPT & Gemini
  
• Module 2: AI for Recruitment & Talent Sourcing
  
• Module 3: AI-Powered HR Documentation & Policy Drafting
  
• Module 4: Employee Engagement, L&D & Performance Management with AI
  
• Module 5: HR Productivity Hacks – Your Daily AI Toolkit

Everyday AI for HR: Practical Use of ChatGPT & Gemini to Boost Productivity is a hands-on, one-day course designed to empower HR professionals with the tools and techniques to integrate AI into their daily workflows.

Participants will explore how to use ChatGPT and Gemini to simplify recruitment, draft HR documents, enhance employee engagement, and manage performance more efficiently.

With real-life examples, live demos, and guided prompt labs, this training demystifies AI and turns it into a practical assistant for modern HR teams—boosting productivity, creativity, and impact without requiring technical expertise.

1. Understanding the core functions and differences between ChatGPT and Gemini in an HR context.
2. Applying AI Tools to streamline recruitment tasks such as job postings, resume screening, and
   interview prep.
   
3. Using ChatGPT/Gemini to draft HR policies, letters, memos, and SOPs quickly and professionally.
   
4. Creating employee engagement surveys, learning materials, and feedback forms using AI.
   
5. Building daily AI workflows to improve productivity in tasks like reporting, meeting prep, and employee communication.
   
6. Generating personalized performance reviews and IDPs with the help of structured AI prompts.
   
7. Enhancing creativity and save time by using prompt templates and AI-generated content for
   HR projects.
   
8. Identifying ethical considerations and best practices for responsible AI use in HR operations.
   
9. Developing confidence in using AI tools as everyday assistants, not replacements, for HR roles.
   
10. Walking away with ready-to-use prompt
    templates, HR content ideas, and toolkits to implement immediately.

• HR Executives & Officers – looking to automate repetitive tasks and enhance productivity.
  
• Talent Acquisition & Recruitment Specialists – seeking faster, smarter sourcing and screening tools.
  
• Learning & Development Managers – aiming to create engaging training content and quizzes using AI.
  
• HR Business Partners & Generalists – wanting to support business goals with AI-driven solutions.
  
• People Managers & Team Leads – who manage
  HR-related responsibilities and want to use AI for planning, documentation, and communication.
  
• HRIS / HR Tech Enthusiasts – interested in integrating ChatGPT & Gemini into current HR systems and tools.

• Quizzes. For long, complicated training, stop periodically to administer brief quizzes on information presented to that point. Begin sessions with a pre-quiz and let participants know there will also be a follow-up quiz. Trainees will stay engaged in order to improve their pre-quiz scores on the final quiz. Further this will motivate participants by
  offering awards to the highest scorers or the most improved scores.
  
• Small group discussions. Break the participants down into small groups and give them case studies or work situations to discuss or solve.
  This is a good way for knowledgeable veteran employees to pass on their experience to newer employees.
  
• Case studies. Adults tend to bring a problem- oriented way of thinking to workplace training. Case studies are an excellent way to capitalize
  on this type of adult learning. By analysing real job- related situations, employees can learn how
  to handle similar situations. They can also see how various elements of a job work together to create problems as well as solutions.
  
• Active summaries. Create small groups and have them choose a leader. Ask them to summarize the lecture’s major points and have each team leader present the summaries to the class. Read
  aloud a prewritten summary and compare this with participants’ impressions.
  
• Q & A sessions. Informal question-and- answer sessions are most effective with small groups and for updating skills rather than teaching new skills. For example, some changes in departmental
  procedure might easily be handled by a short explanation by the supervisor, followed by a question-and-answer period and a discussion period.
  
• Participant control. Create a subject menu of what will be covered. Ask participants to review it and pick items they want to know more about. Call on a participant to identify his or her choice. Cover that topic and move on to the next participant.
  
• Demonstrations. Demonstrate the steps being taught or the processes being adopted.
  
• Other activities.
  o Create a personal action plan.
  o Paraphrase important or complex points in the lecture.