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Description

AI and Job Roles: Analysing Impacts, Mapping Skills and Supporting People

Two days to equip the HR function to address the transformation of job roles by artificial intelligence

  • 2 days — 14 h
  • In-person or virtual
  • Intermediate
  • Up to 6 participants

Artificial intelligence enters organisations through tools long before it enters through job roles. Employees use it without a framework, managers wonder which positions are affected, and the HR function is called upon without holding any analysis of the activities that are genuinely being transformed.

These 14 hours provide a method of analysis at the level of activities rather than entire job roles. Participants break jobs down into activities, assess the degree of transformation of each one and derive the skills to be developed. The final part addresses change management and employee dialogue.

Learning objectives

  • Describe the main uses of artificial intelligence within work activities
  • Break a job down into activities and assess their degree of transformation
  • Identify the skills to be developed and those losing value
  • Build development paths suited to the populations concerned
  • Define usage rules that are clear and understandable for employees
  • Prepare the dialogue with managers and employee representatives

What makes this programme different

An analysis carried out activity by activity rather than on job roles taken as a whole
An impact grid built during the programme and applied to a real job role
Work on employee objections and on preparing internal dialogue

Programme

1Understanding what AI changes in work

Concrete uses rather than predictions

  • Main types of use observed in support functions and operational roles
  • Distinction between automated tasks
  • assisted tasks and unchanged tasks
  • Current limitations and points of caution regarding the reliability of outputs
  • Effects on workload and on the actual content of positions

2Analysing impacts role by role

Working down to activity level

  • Breaking a job down into elementary activities
  • Building a grid to assess the degree of transformation
  • Identifying the most exposed jobs and the populations concerned
  • Involving jobholders and managers in the analysis

3Mapping skills and building development paths

What must be learned and unlearned

  • Tool usage skills and skills for reviewing outputs
  • Raising the bar on critical thinking and verification
  • Skills that lose value and redeployment of jobholders
  • Building differentiated paths according to populations
  • Choosing between formal training
  • on-the-job support and communities of practice

4Supporting change and opening dialogue

Addressing concerns without denying them

  • Gathering the perceptions and concerns expressed by employees
  • Defining clear usage rules and their limits
  • The manager's role in day-to-day support
  • Preparing information and consultation with employee representatives
  • Long-term monitoring and adjustment of the measures put in place

Who is it for

HR and workforce planning managers as well as learning and development managers · transformation project leaders and HR business partners supporting operational teams.

Prerequisites

Hold an HR or skills development responsibility and be familiar with the job roles within your scope

Dates & locations

36 scheduled dates between November 2026 and December 2027. Seats are confirmed in the order enquiries are received.

November 2026

December 2026

January 2027

February 2027

March 2027

April 2027

May 2027

June 2027

September 2027

October 2027

November 2027

December 2027

None of these dates suit you? We open additional sessions on request, and any programme can be run privately for your team.

Practical details

Before the programme
Online positioning questionnaire. Your development objectives are shared with the trainer, who tailors the practical case studies to your context.
Teaching methods
Theoretical input, workshops and practical case studies. Digital course materials and method sheets provided.
Assessment
Multiple-choice tests and role-play exercises. Assessment of learning at the start and end of the programme, with immediate and 60-day follow-up evaluations.
After the programme
One year of access to the e-learning platform. Self-assessment of the skills acquired and a 30-day follow-up session with your trainer.
How to register
Registration online or on the basis of a quotation.
Lead time
11 working days after confirmation of registration.
Accessibility
Accessible to people of determination. Contact our accessibility coordinator to design a suitable solution: contact@mpf-academy.ae
Start dates
Rolling intake: in addition to the scheduled sessions, this programme can start on request.