Introduction
The programme “Creating Leadership Development Programs Using Artificial Intelligence” develops professional practice in Human Resources. It connects the subject with workplace challenges by examining existing evidence and practices and choosing methods appropriate to the organization and its available resources.
The learning progresses from artificial intelligence applications and controls to performance, competency, and individual development management, with practical work on leadership and team direction, human resource planning and job analysis, recruitment, selection, and candidate experience. Participants prepare outputs to support workplace application and review the quality and results of implementation.
Learning objectives
- Design an AI use case with verification criteria and human review in an application related to “Creating Leadership Development Programs Using Artificial Intelligence”.
- Identify leadership practices suited to the situation and allocate responsibilities clearly.
- Connect workforce and job requirements to objectives and required capabilities.
- Design a selection process based on job requirements and consistent assessment evidence.
- Build a performance agreement, feedback process, and development plan tied to specific gaps.
Learning areas
1. Artificial Intelligence Applications and Controls
- Identify a task that AI can support, and separate inputs and human decisions from outputs produced by the tool.
- Prepare suitable test data and examples while respecting confidentiality, privacy, and permissions, and use de-identified training exercise data.
- Write clear instructions covering the task, context, constraints, and output format, and compare multiple formulations using a fixed set of examples.
- Check outputs for errors, bias, and unsupported information, and identify cases that require specialist review.
- Assess the feasibility of use in terms of quality, time, cost, and risk, and document controls for approval, monitoring, and stopping when failures occur. The application examines a case related to “Creating Leadership Development Programs Using Artificial Intelligence”.
2. Leadership and Team Direction
- Analyze the leadership situation in terms of the task, the team's experience, and the constraints affecting the decision, and select an appropriate approach to direction.
- Distinguish the leader's responsibility for results from team members' responsibility for delivery, and define performance expectations that can be monitored.
- Apply delegation by specifying the task, authority, resources, and review checkpoints, and address overlapping team responsibilities.
- Conduct a leadership conversation that includes listening, questioning, and specific feedback linked to behavior and results.
- Address a practical situation requiring a choice between leadership approaches, and document the reasons for the choice and how its effects will be monitored.
3. Human Resource Planning and Job Analysis
- Analyze workforce demand according to workload, services, and anticipated changes, and document estimation assumptions.
- Inventory current skills, jobs, and vacancy risks, and compare the current position with target requirements.
- Prepare a job description covering purpose, responsibilities, relationships, competencies, and performance indicators without confusing the job with its incumbent.
- Select options for closing gaps through recruitment, development, redeployment, and work design, estimating resources and impact.
- Build indicators to monitor vacancies, workforce movements, retention, and skill coverage, and review the plan when organizational needs change.
4. Recruitment, Selection, and Candidate Experience
- Translate the job description into observable selection criteria, separating essential requirements from attributes that can be developed.
- Prepare a clear job advertisement and recruitment plan targeting appropriate sources, avoiding requirements unrelated to the work.
- Design a structured interview, behavioral and situational questions, and a standard template for recording evidence and evaluating answers.
- Select appropriate assessment tools and work samples, and review fairness, privacy, and permissions for accessing candidate data.
- Document the selection decision, its rationale, communication steps, and onboarding, and measure quality of hire and candidate experience after implementation.
5. Performance, Competency, and Individual Development Management
- Translate unit objectives into agreed individual results, specifying weights, success criteria, and sources of performance evidence.
- Define competencies using observable levels and behaviors, and connect assessment to role requirements without broad personal judgments.
- Conduct a follow-up discussion covering achievements, obstacles, and required support, and record facts and commitments professionally.
- Analyze performance gaps to distinguish causes related to skills, procedures, resources, and motivation, and select an intervention suited to the cause.
- Prepare a development plan with practical tasks, support, and review dates, and monitor the transfer of learning into actual work results.
Practical outputs
- A use case brief and a test template for the quality of AI outputs.
- A map of leadership roles and a mechanism for team delegation and follow-up.
- A workforce plan, job description, and capability gap map.
- A selection matrix, interview guide, and candidate scorecard.
- A performance agreement card, individual development plan, and review session guide.
Who should attend
- Practitioners, specialists and supervisors whose work relates to the programme subject.
- Managers and teams working in human resources, according to their practical responsibilities.
- Professionals responsible for applying the outputs of “Creating Leadership Development Programs Using Artificial Intelligence” within their organizations.
Prerequisites
- Working familiarity with the programme field and the ability to discuss a professional case or challenge.
- Confirm the suitability of your experience and any specialist prerequisites with the Union before participation.
Conclusion
The programme “Creating Leadership Development Programs Using Artificial Intelligence” brings together concepts, case review and a practical application. Participants prepare steps that can be adapted to their responsibilities and organizational resources, with an indicator to follow application and review results after returning to work.
Participation arrangements and any special requests are specified in the confirmation issued by the Union.