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Description

AI Governance in HR: Classifying Use Cases, Documenting and Taking Action

Map the artificial intelligence tools used across human resources and secure those that affect decisions about people

  • 1 day — 7 h
  • In-person or virtual
  • Foundation
  • Up to 6 participants

Artificial intelligence tools have found their way into HR practices without any centralised decision. CV screening, writing assistance, interview analysis, features embedded in existing software: nobody knows precisely what is being used or on which data. Yet the organisation should be able to explain it.

One day to inventory current uses, understand how recognised AI governance principles and international standards apply to HR processes, then launch the compliance effort: classifying use cases, informing the individuals concerned and assembling the documentation required.

Learning objectives

  • Identify the artificial intelligence uses already present in HR processes
  • Position these uses against recognised risk-level classifications
  • Identify transparency obligations towards candidates and employees
  • Organise human oversight of decisions supported by a tool
  • Assemble the documentation to be retained for each use case
  • Embed governance requirements into the selection of any new tool

What makes this programme different

The inventory of your organisation's AI uses is started during the day
A question grid to put to vendors before any purchase is built
Transparency notices for candidates and employees are drafted in workshop

Programme

1Mapping your AI uses

Knowing what is already running

  • HR functions concerned from recruitment through to career management
  • Dedicated tools and features embedded in existing software
  • Data processed and individuals concerned
  • Survey method to apply with the teams

2Understanding the applicable requirements

Classify before deciding

  • Logic of classifying use cases by risk level
  • HR uses subject to closer scrutiny
  • Allocation of responsibilities between vendor and employer
  • Transparency and information obligations

3Moving to compliance

Taking action

  • Organising human oversight of decisions
  • Drafting the notices intended for candidates and employees
  • Documentation to build and retain
  • Questions to put to vendors before a purchase
  • Informing internal stakeholders and employee representatives

Who is it for

HR managers and officers responsible for HR information systems, together with compliance focal points involved in the roll-out of HR tools.

Prerequisites

No prerequisites

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.