Design the pilot for HR process automation so its result is decisive rather than merely encouraging.
Automating Human Resources Operations from Recruitment to Onboarding
Move HR process automation from general awareness to a repeatable, reviewable practice.
📍 Abu Dhabi🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
Technology choices around HR process automation are easy to reverse on paper and expensive to reverse in practice. Vendors sell the digital and data-driven work discipline as a product; it behaves in practice as a change programme. It is pitched for practitioners with responsibility for this area of digital and data-driven work, not for observers of it. It establishes a shared vocabulary for HR process automation so that teams can disagree productively about it. Field experience suggests that the barrier to better the digital and data-driven work discipline is rarely technical. Improvement in this area of digital and data-driven work stalls when it depends on one capable individual rather than a defined method. They gain the ability to sequence improvements to HR process automation in an order their organisation can absorb. Cases are chosen to expose the trade-offs in this part of digital and data-driven work rather than to illustrate ideal conditions. The course ends by identifying what the participant will stop doing to make this aspect of digital and data-driven work sustainable.
Expected Learning Outcomes
Design the integration points between HR process automation and the systems already in production.
Plan the handover of HR process automation so that capability is not lost when key staff move on.
Define success criteria for HR process automation in business terms before any technology is selected.
Set the minimum documentation for HR process automation that is genuinely necessary, and stop there.
Assess whether HR process automation should be built in-house, bought, or delivered through a partner.
Communicate the purpose of HR process automation to those who have to comply with it.
Who Should Attend
Public sector officials applying HR process automation within a regulated framework.
Staff seconded into improvement work on HR process automation.
Programme managers coordinating delivery of HR process automation across teams.
Public sector digital leads applying HR process automation under procurement and privacy rules.
Operations managers whose processes are changed by HR process automation.
Technology and digital transformation managers leading HR process automation.
Course Modules
HR process automation: security, privacy and regulatory obligation
2 sessions · 8 pointsSession 1Testing HR process automation before relying on it
- Record the reasoning behind each architectural choice in HR process automation.
- Build the user briefing that explains what HR process automation does and does not decide.
- Confirm the retention and deletion rules applied to data inside HR process automation.
- Classify the data in HR process automation and apply access controls that match the classification.
Session 2The data question everyone skips at the start of HR process automation
- Remove steps in HR process automation that add effort without adding assurance.
- Set the metrics that will show whether HR process automation is drifting from its intended behaviour.
- Verify that HR process automation still performs when input volume doubles unexpectedly.
- Check that records of HR process automation answer the questions likely to be asked.
HR process automation: monitoring, drift and operational ownership
2 sessions · 8 pointsSession 1What breaks first when HR process automation meets real volume
- Confirm that contractual obligations around HR process automation are understood.
- Compare the cost of HR process automation with the cost of its absence.
- Collect evidence on the present handling of HR process automation before proposing changes.
- Estimate the resource HR process automation requires to run as designed.
Session 2Explaining HR process automation to people whose jobs it changes
- Record the rationale for each significant choice made about HR process automation.
- Specify the fallback path when HR process automation is unavailable.
- Define the exit route from the supplier supporting HR process automation.
- Agree who is on call for HR process automation outside working hours.
HR process automation: from pilot to production
2 sessions · 8 pointsSession 1Making HR process automation secure without making it unusable
- Decide which legacy process HR process automation retires, and set the date.
- Set escalation thresholds for HR process automation that work out of hours.
- Anticipate the objections HR process automation will raise and prepare the answers.
- Build the internal briefing that explains HR process automation to those affected.
Session 2Who answers for HR process automation, and to whom
- Confirm that those complying with HR process automation understand why it exists.
- Reduce the variation in how HR process automation is carried out between teams.
- Assess the regulatory obligations HR process automation triggers in each jurisdiction.
- Record what was learned when HR process automation did not go as planned.
HR process automation: vendor selection and avoiding lock-in
2 sessions · 8 pointsSession 1Building the method for HR process automation step by step
- Design the pilot for HR process automation so that a negative result is still useful.
- Test HR process automation against edge cases drawn from real historical records.
- Prepare the summary of HR process automation that senior management will read.
- Benchmark the organisation's HR process automation against comparable operations.
Session 2Proving HR process automation paid for itself
- Identify the skills the team lacks to operate HR process automation independently.
- Test the procedure for HR process automation against a realistic scenario.
- Measure the current quality of the data feeding HR process automation before assuming it is usable.
- Plan how HR process automation is versioned and how a bad release is rolled back.
Choose the package that suits you
Silver Package
At least 3 people
USD1,250
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Gold Package
At least 3 people
USD1,850
- 5-night stay in a 5-star hotel
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Complete your registration
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