PROGRAM 02 · TEAM TRAINING

AI & Data for HR & Admin Professionals

Hire, train, analyse and automate: AI for HR and Admin teams.

8 sessions3 modules4 hands-on projects3 days · 9 am–5 pmCertificate on completion

CHOOSE A FORMAT

Request a proposal See the curriculum

Who this course is for

HR Executives, Officers and Managers
Admin, Office and Facilities Managers
Training, L&D and Compliance teams
HR & Admin in RMG, banking, NBFI and NGO

What your team will be able to do

Run hiring end to end with AI support
Build TNA, training content and e-learning video
Analyse HR, admin and training data faster
Deploy four working automations

How it runs

3 days at your office, 8 sessions

Three sessions a day plus a hands-on build lab every afternoon. Day 3 ends with capstone presentations.

Day 1

9:00 am – 5:00 pm

AI chatbots for hiring and training

9:00–10:30S1Prompt engineering for HR & admin

10:30Tea break

10:45–12:15S2Hiring & recruitment

12:15Lunch & prayer

1:00–2:30S3Training content, decks & video

2:45–4:30LABBuild lab: prompt library and hiring kit on your files

4:30–5:00Q&A and day recap

Day 2

9:00 am – 5:00 pm

HR analytics, then the first two builds

9:00–10:30S4Formulas & HR data cleaning

10:30Tea break

10:45–12:15S5HR analytics & management narrative

12:15Lunch & prayer

1:00–2:30S6Projects 01 & 02: Assistant & alerts

2:45–4:30LABBuild lab: HR report, assistant and alerts on your data

4:30–5:00Q&A and day recap

Day 3

9:00 am – 5:00 pm

Last two builds and the capstone

9:00–10:30S7Project 03: Leave & approval workflow

10:30Tea break

10:45–12:15S8Project 04: CV screening assistant

12:15Lunch & prayer

1:00–3:00LABCapstone build clinic

3:15–4:30LABCapstone presentations

4:30–5:00Certificates and next steps

Group: 10–40 people from one organisationSame content and projects in both formatsBangla delivery with English technical termsEvery session ends with a deliverable

Curriculum

8 sessions, one build in each

3 modules · 8 sessions · 4 hands-on projects

PART 1AI Chatbots for Workplace ProductivitySessions 1–3

Chatbot Landscape & Tool Selection

Gemini, ChatGPT, Claude and DeepSeek — comparative strengths for HR work
Free vs paid tiers; building a workflow that requires no international payment card
Bangla vs English output quality; when to draft in English and translate

Prompt Engineering Fundamentals

What a prompt actually is; why the same question gives different answers
The four-part structure: role, context, task, output format
Role prompting — instructing the model to act as an HR manager, recruiter or legal reviewer
Controlling output: length, tone, language, table or bullet format

Advanced Prompting Techniques

Few-shot prompting: teaching the model with examples of your own work
Step-by-step reasoning for multi-part tasks such as policy comparison
Constraint prompting: what to include, what to exclude, what to never assume
Chained prompts — breaking a large task into a sequence of smaller ones

Iteration & Prompt Library Building

Why the second prompt matters more than the first; refining instead of restarting
Diagnosing a bad output: vague instruction, missing context or wrong tool
Building and storing reusable prompt templates for repeated HR tasks
Testing a prompt before it goes into daily use

Daily HR & Admin Correspondence

Office circulars, notices, memos and internal announcements
Vendor, supplier and service-provider correspondence
Meeting minutes and action-point extraction from long discussions
Bilingual drafting — professional Bangla and English versions of the same notice

Data Privacy & Verification Discipline (Core)

What must never be pasted: salary data, NID, disciplinary records, unpublished financials
Anonymising data before prompting; safe vs unsafe HR use cases
Hallucination awareness; verifying every figure, date and legal reference
Drafting a basic AI use policy for the HR department

Manpower Planning & Role Definition

Manpower requisition: translating a business need into an approved headcount
Job analysis to job description; writing JDs that reflect the real role, not a copied template
Competency and qualification framing by grade; must-have versus nice-to-have criteria
Salary range benchmarking and budget framing before the role is advertised

Sourcing & Job Advertising

Job advertisements adapted for BDJobs, LinkedIn, Facebook groups and internal notice
Employer branding language; writing ads that attract the right applicant, not the most applicants
Internal job postings, employee referral messaging and campus recruitment content
Passive candidate outreach messages and follow-up sequences

CV Screening & Shortlisting

Building a structured screening criteria sheet before any CV is opened
AI-assisted CV summarisation and comparison against the JD
Extracting experience, skills, education, current employer and notice period consistently
Ranking and shortlisting logic — and why AI must never auto-reject a candidate
Screening bias: university name, gender, age and English fluency as hidden filters

Interviewing & Assessment

Structured interview question banks by role, grade and competency
Behavioural and situational question design; probing follow-up questions
Evaluation scorecards and interviewer alignment before the panel sits
Converting interview notes into a comparable, evidence-based assessment summary
Practical assessment and case task design for technical and non-technical roles

Offer, Onboarding & Candidate Experience

Candidate communication: shortlist, interview invite, regret and offer letters
Reference check questions and background verification checklists
Joining documentation, appointment letter and induction schedule preparation
First-90-day onboarding plan and buddy briefing content
Induction schedule, training plan and department orientation content

Where AI Must Stop

Selection decisions, salary negotiation and cultural judgement stay human
Legal and reputational risk in automated hiring; candidate data protection and consent
Bangladesh Labour Act 2006 context — every hiring document requires human and legal review

DELIVERABLEBuild a complete hiring kit for one live vacancy: JD, job ad, screening sheet and interview guide

PART 2Data Analysis with Excel & Google SheetsSessions 4–5

Structuring HR Data for Analysis

Essential columns for headcount, attrition and recruitment KPIs
Analytical column design: tenure bands, age bands, attrition flag, cost centre
Framing the right question before building the analysis

Pivot Tables & Core HR Metrics

Headcount distribution by department, grade, gender and location
Attrition rate, average tenure, early attrition and retention analysis
Recruitment funnel: applications, shortlist, interview, offer, joining
Time to fill, cost per hire and offer acceptance rate

Compensation & Payroll Summary Analysis

Salary distribution, band analysis and internal equity checks
Overtime and attendance pattern analysis
Anonymising sensitive payroll data before any AI-assisted step

Admin & Facilities Cost Analysis

Utility, fuel, transport and maintenance cost trends
Vendor spend concentration and contract renewal cost impact
Office consumables and asset depreciation summaries
Cost per employee for admin services; budget vs actual tracking

Performance Management & Goal Setting

SMART goal and KPI drafting for different roles and grades
Performance reviews: turning manager notes into structured, evidence-based feedback
Rating consistency and calibration across departments
Probation confirmation, PIP documentation and mid-year review support

Employee Retention & Engagement Analytics

Attrition by department, grade, tenure band and manager — finding the real pattern
Early attrition and first-year turnover; cost of replacement estimation
Flight-risk indicators from attendance, leave, performance and engagement data
Employee engagement and pulse survey analysis; extracting themes from open comments
Exit interview analysis; turning stated reasons into an actionable retention plan

Training Needs Analysis (TNA)

Building a TNA from appraisal ratings, skill gaps and business goals
Department-wise and grade-wise competency gap mapping
Designing and analysing a TNA survey; consolidating manager inputs
Prioritising needs against budget; annual training calendar and plan
Training budget allocation and cost per participant

Training Effectiveness & Evaluation

Kirkpatrick levels — reaction, learning, behaviour and results
Pre- and post-test analysis; measuring actual skill gain
Feedback form analysis; extracting themes from open comments
Training ROI and cost-benefit reporting for management
Attendance, completion and certification tracking

Succession, Career Growth & Internal Mobility

Succession planning and high-potential identification
Career path and promotion criteria documentation
Internal mobility and cross-department movement tracking

Employee Relations & Documentation

Grievance and disciplinary documentation — drafting support with mandatory human review
Show-cause, explanation and warning letter structures under the Labour Act
Employee file completeness and record-keeping standards

Turning Analysis into Management Reporting

AI-written commentary from pivot output — insight versus description
Chart selection; avoiding visual overload in a management pack
The verification rule: never report a number the AI produced without checking it

PART 3Applied Projects — AI Assistants & AutomationSessions 6–8

Applied projects

Four automations, running in your organisation

01Session 6

HR Policy Assistant

Colleagues ask about leave or conduct and get an answer from your own employee handbook, with the section cited.

INHandbook & leave policy
AIGrounded Gemini assistant
OUTAnswer with the section cited

Built with Google AI Studio

02Session 6

Document & Contract Expiry Alerts

Contracts, work permits, trade and fire licences, insurance and AMC dates checked daily, with alerts 30, 15 and 7 days ahead.

INEmployee & admin renewal sheet
RUNDaily Make scenario
OUTAlert to the right owner

Built with Make · Sheets · Gmail

03Session 7

Leave, Attendance & Approval Workflow

Leave requests routed to the line manager, balances updated automatically, and a monthly leave and attendance summary ready for payroll.

INLeave request form
RULESMake approval routing
OUTUpdated leave balance

Built with Make · Forms · Sheets

04Session 8

CV Screening Assistant

CVs uploaded through a form become comparable rows scored against the job description, with shortlist flags; humans make every decision.

INCVs in a Drive folder
AIGemini structured extraction
OUTScored shortlist in your sheet

Built with Gemini API · Make · Drive

Capstone presentation

Each person presents one automation built for their own workplace.

Day 3 afternoon

Applied across every session

Responsible & Ethical AI in HR & Admin

Fairness & Non-Discrimination

Where bias enters: training data, job ad wording, screening criteria, past patterns
Proxy discrimination — university name, photo, age & gender inferred indirectly

Transparency & Candidate Rights

Telling candidates when AI is used in screening and what it is used for
Explainability: stating the reason for a decision without pointing at a tool

Privacy & Data Protection

Data minimisation — collect only what the decision requires
Retention and deletion of applicant and employee data

Ethics of People Analytics

The line between workforce analytics and surveillance
Flight-risk & productivity scoring — accuracy, fairness, trust

Workforce Impact & Honest Communication

Talking to employees about AI without triggering job-loss fear
Reskilling and role redesign as AI absorbs routine HR work

Building Your AI Use Policy

Approved tools, acceptable use and prohibited data categories
Disclosure rules: when AI involvement must be stated in a document

Outcomes

By the end, your team can

Choose the right AI tool and write prompts that work first time
Maintain a prompt library covering your repeated HR tasks
Run a full hiring cycle with AI — JD, ad, screening, interview guide, offer
Build a TNA, training calendar and complete session material
Produce decks, recruitment graphics and training video without a design team
Apply fairness, transparency and privacy standards to every AI-assisted HR decision

And leaves with

Headcount, attrition and recruitment analysis built with AI assistance

Management commentary you can defend number by number

Leave, attendance and headcount tracking that runs without chasing

Licence, contract and AMC renewal alerts that reach the right owner

Four deployed automations running in your own organisation

A written AI use policy for your own HR department

Tools your team will use

Chatbots

ChatGPTGeminiClaudeCopilotDeepSeek

Content

CanvaGammaCapCutGoogle Slides

Data

Microsoft ExcelGoogle Sheets

Automation

MakeGoogle AI StudioApps Script

How your team will learn

Build-along classes — you work while the trainer works
Practise on your own workplace file, not dummy data
Recordings, prompt library and setup guides for download
Certificate of completion after capstone submission

Request a proposal

Bring this program to your HR and admin team

Tell us about your team. We reply within one working day with a plan built around your own documents and workflows.

1 · A short discovery call with your HR and admin lead
2 · We tailor examples to your masked files
3 · Offline at your office, or online live classes

Chat on WhatsApp

Request a proposal

AI & Data for HR & Admin Professionals

Who this course is for

What your team will be able to do

3 days at your office, 8 sessions

Day 1

Day 2

Day 3

8 sessions, one build in each

Chatbot Landscape & Tool Selection

Prompt Engineering Fundamentals

Advanced Prompting Techniques

Iteration & Prompt Library Building

Daily HR & Admin Correspondence

Data Privacy & Verification Discipline (Core)

Manpower Planning & Role Definition

Sourcing & Job Advertising

CV Screening & Shortlisting

Interviewing & Assessment

Offer, Onboarding & Candidate Experience

Where AI Must Stop

Prompt Engineering for Documents, Decks & Visuals

Presentations & HR Documents

Training & Learning Content Development

Graphics for Recruitment & Internal Communication

Video Creation & Employer Branding

E-Learning & Induction Video

Working Between Chatbot and Spreadsheet

Formula Generation & Error Debugging

Cleaning Messy HR Data

Cleaning Admin, Asset & Vendor Data

Structuring HR Data for Analysis

Pivot Tables & Core HR Metrics

Compensation & Payroll Summary Analysis

Admin & Facilities Cost Analysis

Performance Management & Goal Setting

Employee Retention & Engagement Analytics

Training Needs Analysis (TNA)

Training Effectiveness & Evaluation

Succession, Career Growth & Internal Mobility

Employee Relations & Documentation

Turning Analysis into Management Reporting

Project 01 — HR Policy Assistant (Google AI Studio)

Project 02 — Document & Contract Expiry Alerts (Make)

Designing the Workflow Before Building It

Building the Pipeline

Leave Balance Management

Attendance & Employee Record Maintenance

Testing, Error Handling & Handover

Building the Screening Pipeline

Responsible Use — The Non-Negotiables

Capstone Presentation & Course Wrap-up

Four automations, running in your organisation

HR Policy Assistant

Document & Contract Expiry Alerts

Leave, Attendance & Approval Workflow

CV Screening Assistant

Capstone presentation

Responsible & Ethical AI in HR & Admin

Fairness & Non-Discrimination

Transparency & Candidate Rights

Privacy & Data Protection

Ethics of People Analytics

Workforce Impact & Honest Communication

Building Your AI Use Policy

By the end, your team can

And leaves with

Tools your team will use

How your team will learn

Bring this program to your HR and admin team