This course contains the use of artificial intelligence.
71 tools for designing AI in HR in one short course: 28 ready-to-use procedures, matrices, templates and checklists, 22 models and methods, and 21 downloadable tool files.
Open a lecture, take the file, fill it in for one HR process of your company.
Why AI in HR stays a row of one-off chats
88% of HR tech leaders say AI has not brought them significant ROI (CIO, March 2026). The tools are not the problem. The problem is that every new HR task still starts from an empty chat window. You paste a job description into a chat, copy the answer back and move on. Next week the same task starts from zero again. SHRM’s State of AI in HR 2026 shows that 62% of HR functions use AI somewhere in the organization, but only 39% use it inside HR.
What changes after this course
You look at any HR task the way an architect looks at a building. You break it down, choose the right AI capability for each part, decide where AI acts alone and where a person approves, connect the data it needs, set the moment it starts, and build in the protection. The result is a one-page architecture you can show to IT, legal and your CEO, and a 90-day roadmap with pilot metrics. The method does not depend on any product, so it keeps working when the tools change.
What is inside: 71 tools, counted lecture by lecture
You do not have to take this number on trust. Open any lecture and read its description: every tool inside is listed there by name.
- 21 downloadable tool files: Task Decomposition Worksheet, AI-Fit Scorer, Capability Matching Matrix, Human Agency Decision Tree, AI HR Manager RACI Builder, Data Flow Canvas, Trigger Chain Designer, Guardrails Checklist, AI Risk Assessment Worksheet, One-Page Architecture Builder, HR Maturity Self-Assessment, 90-Day Roadmap Template and others
- 28 ready-to-use tools inside the presentations:
- 6 step-by-step procedures: trigger map design, AI risk assessment, one-page architecture assembly, 90-day AI rollout
- 6 matrices and decision trees: AI-fit assessment matrix, AI capability selection matrix, AI risk and guardrail mapping matrix, data connection pattern decision tree
- 5 templates and sample documents: one-page architecture template, AI audit log specification, HR architect role development plan
- 5 checklists: AI data hygiene, AI output validation, compliance readiness, architecture validation
- 6 other tools: resume input sanitization prompt, AI implementation metrics, AI pilot leadership report script
- 22 models and methods explained with examples: six AI capabilities palette, AI autonomy levels, human-in-the-loop, AI trigger types, data minimization, GDPR, EU AI Act, HR AI maturity model
Where the tools are
- HR task decomposition and the AI capabilities map (2 lectures, 14 tools).
- Human-in-the-loop and HR data: autonomy levels, connectors, MCP (2 lectures, 17 tools).
- Automation triggers and AI governance: bias and prompt injection (2 lectures, 23 tools).
- Solution architecture and the transformation roadmap (2 lectures, 18 tools).
The course follows an eight-layer model, one layer per lesson, and each layer answers one plain question: what the task is, which capability fits, how much autonomy AI gets, which data it uses, what starts it, what protects it, how it all fits on one page and how to roll it out.
Who is teaching
I am Mike, the #1 HR instructor on Udemy, with 1,800,000+ course enrollments from 170,000 students, and the author of about 200 books on Amazon. I built the people system at Preply as it became a unicorn and worked at Wargaming, iDeals and Alfa-Bank across 20 years in HR. I hold PHRi, SHRM-CP and HCI sHRBP certifications and represent HRCI in Eastern Europe.
I build such solutions for my own work. For our PHRi exam preparation course I made an agent that helps people practise on tests. The materials had a limited number of questions, so I created an assistant with its own knowledge base. It offers a question with answer options, the student answers, and it explains why the answer is right or wrong. At any moment the student can say “I did not understand, explain it more simply”, and it does. I also remember where automation in HR started. When chatbots became popular about ten years ago, recruiting was one of the first places where they were used, because it is one of the most repetitive and labour-heavy processes in HR. It is still the best place to begin, and the first lecture starts with a task of that kind.
How to use the course
Go through the eight lectures in order: each one ends with a short assignment on your own company, so by the last lecture you have a real architecture and not notes. It takes six hours. Section and lecture titles show how many tools are inside, and each lecture description lists them by name.
What is included
- 8 lectures across 4 sections, 6 hours
- 29 downloadable resources: 21 tool files and the lecture presentations
- 71 tools across the lessons, ready to use on your own HR process
- A practical assignment on your own company in every lesson
- Lifetime access to all materials
- Active instructor support in the Q&A section
- A Udemy Certificate of Completion
Where to start
Take one HR task you repeat every week. Open the first lecture, download the Task Decomposition Worksheet and break the task into five to seven subtasks. Enrol now and start your first lesson today.
