HR & People
Learning and development content curation
Match individual development plan objectives with relevant internal resources, external courses, and self-directed learning materials. Produces a personalised learning path for each employee.
50–70%
reduction in L&D planning and curation time
Opportunity assessment
Negligible commercial impact. Saves time at the margins but won't move the needle on revenue or profit.
Relatively straightforward. Off-the-shelf tools handle the core task. Implementation is well-understood with good examples to follow.
Moderate data needs. Works with data most businesses hold, but will likely need consolidation, cleaning, or reformatting before use.
Very low risk. Fully internal use. A person checks everything before it goes further. Worst case is a minor internal inconvenience.
Light people impact. A new tool slots into an existing workflow. Minimal training needed. Most people will adapt quickly.
Tooling required
Things to consider
The resource library must be curated and current — if the AI recommends an outdated course or a link that no longer exists, it undermines confidence in the system.
Individual development plans need to be structured well enough for the AI to match against — vague objectives ('improve leadership skills') produce vague recommendations.
Human L&D judgment is still needed to validate that the recommended learning is appropriate for the individual's level and context, especially for senior roles.
The most immediate value is for common skill gaps (Excel, presentation skills, product knowledge) where good resources exist and curation is genuinely time-consuming. Specialist or senior development needs still require a human L&D conversation.
Experiment starter: For your next cohort of new managers, build a structured development plan template and use an LLM to generate a curated learning path for each person from their completed plan. Ask managers to rate the relevance of the recommendations at their 30-day and 90-day check-ins. Strong relevance ratings across the cohort validate the approach.
Go deeper in the playbook
Section — Opportunity Identification, including the AI Opportunity Assessment ScorecardSection — RAG and Knowledge Systems: Unlocking Proprietary DataThis is an decision support opportunity — see the relevant playbook section for how to approach it.More in HR & People
Job description drafting
Generate first-draft job descriptions from role parameters, reporting line, and key responsibilities. HR reviews and refines. Consistent structure and tone across roles.
CV screening and shortlisting
Score applications against defined role criteria. Produces a ranked shortlist with rationale. Reduces screening time for high-volume roles.
HR policy knowledge base
A RAG system over HR policies, handbooks, and procedures that answers employee questions accurately. Reduces routine query volume to HR teams.
AI Transformation Playbook
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