The British Academy for Training and Development offers this training program in “Artificial Intelligence, People Analytics, and the Future of Human Resources” in response to the profound transformations reshaping the world of work, where data-driven insight and intelligent technologies have become central to effective human capital management.

This program focuses on the structured use of artificial intelligence and people analytics to enhance workforce understanding, strengthen decision-making quality, and improve strategic workforce planning. It also explores the evolving professional and organizational dimensions that are redefining the role of human resources, shifting it from a traditional operational function to a strategic partner in shaping organizational direction.

The program delivers advanced, well-balanced knowledge that integrates analytical thinking with future-oriented perspectives, enabling participants to respond confidently to professional changes, align HR practices with modern labor market demands, and build more accurate, agile, and sustainable human resource systems through responsible and well-governed use of intelligent technologies.

Who Should Attend?

• Human resources managers seeking to enhance their strategic influence.

• Senior executives involved in workforce planning and human capital decisions.

• Talent management and organizational development specialists.

• Professionals interested in applying data analytics within HR environments.

Knowledge and Benefits:

After completing the program, participants will be able to master the following:

• To deepen participants’ understanding of artificial intelligence concepts relevant to human resources.

• To clarify the strategic value of people analytics in supporting managerial decision-making.

• To enable participants to anticipate the future evolution of HR roles and functions.

• To strengthen the ability to link people data with organizational performance indicators.

• To reinforce professional awareness of ethical data and technology usage.

• Introduction to Artificial Intelligence in Human Resources

  • Evolution of artificial intelligence in modern organizations.

  • Core concepts of intelligent technologies.

  • Key areas of AI application in HR functions.

• Digital Transformation and the Role of HR

  • Foundations of organizational digital transformation.

  • Impact of digital change on HR responsibilities.

  • Integration of technology with strategic vision.

• Fundamentals of People Analytics

  • Concept and organizational scope of people analytics.

  • Types of workforce-related data.

  • Opportunities and limitations of HR analytics.

• Sources of People Data

  • Employee operational data.

  • Behavioral and organizational data.

  • Structuring and unifying data sources.

• Data-Driven Decision Making

  • Role of analytics in improving decision quality.

  • Levels of managerial decision-making.

  • Use of performance indicators in guidance.

• Descriptive Analytics in HR

  • Analysis of employee turnover rates.

  • Interpretation of absence and attendance patterns.

  • Measurement of workforce stability.

• Predictive Analytics for Workforce Planning

  • Principles of workforce demand forecasting.

  • Anticipating future skill and staffing gaps.

  • Managing human capital risks.

• Strategic Human Resource Planning

  • Aligning workforce plans with organizational goals.

  • Developing growth and change scenarios.

  • Sustaining human capital value.

• Artificial Intelligence in Talent Acquisition

  • Automation of initial screening processes.

  • Enhancing candidate selection quality.

  • Improving recruitment decision efficiency.

• Data-Based Talent Selection

  • Modern assessment and evaluation criteria.

  • Aligning skills with job roles.

  • Reducing bias in hiring decisions.

• Performance Analytics

  • Objective measurement of individual performance.

  • Linking performance outcomes to strategic objectives.

  • Monitoring professional growth and development.

• Data-Driven Talent Management

  • Identifying high-potential employees.

  • Workforce succession planning.

  • Strengthening talent retention strategies.

• Artificial Intelligence and Organizational Learning

  • Precise analysis of learning and development needs.

  • Designing personalized learning pathways.

  • Supporting continuous learning cultures.

• Developing Future Skills

  • Identifying skills required for the digital economy.

  • Preparing for emerging job roles.

  • Reskilling and workforce adaptability.

• Employee Experience and Behavioral Analytics

  • Measuring employee satisfaction levels.

  • Analyzing engagement and organizational commitment.

  • Enhancing the overall work environment.

• Data-Driven Employee Wellbeing

  • Indicators of organizational health.

  • Promoting work–life balance.

  • Reducing employee burnout.

• Ethics of Artificial Intelligence in HR

  • Protection of personal data privacy.

  • Ensuring fairness and objectivity in analytics.

  • Upholding professional accountability.

• Compliance and Regulatory Frameworks

  • Legal structures governing data use.

  • Safeguarding employee rights.

  • Minimizing organizational risk exposure.

• The Future of Human Resources Roles

  • Transition toward strategic HR leadership.

  • Knowledge- and insight-driven leadership.

  • Maximizing the organizational value of HR.

• Organizational Readiness for Change

  • Building adaptive organizational cultures.

  • Structured approaches to change management.

  • Strengthening long-term organizational resilience.

• Integrating AI into HR Policies and Practices

  • Updating HR policies and procedures.

  • Aligning technology with organizational culture.

  • Ensuring sustainability of intelligent solutions.

• A Future Vision for Human Resource Management

  • Anticipating global HR trends.

  • Assessing the impact of technology on labor markets.

  • Creating long-term organizational value.