CHRO and CLO
Owns learning, culture and the people impact of AI.
1Open with
“Which roles in your organization would change most if AI were used well?”
Recommended package
AI Fluency Foundation
2They care about
- Role-relevant learning, not one more awareness course
- Fit with the LMS and existing learning offer
- Employee trust, works councils and data privacy
- Managers who make it stick
3The story
- Think about
- Generic AI courses get completed and forgotten. Learning that is not tied to people's actual tasks does not change how they work.
- Position it
- Foundations for everyone, persona paths built from interviews with the people who do the work, belts, champions and a manager toolkit that turns skills into team habits.
- How we prove it
- Literacy and adoption in aggregate. Engagement data is never used to rank or assess individual employees.
4Proof to use
- 100 early adopters in advanced Copilot training at the life sciences reference
- Life sciences reference: about 15,000 employees in scope, with Hub, Agent and Cockpit in production
- Persona pathways and hackathons in a workforce program at an energy utility
5Ask them
- Which personas matter most for AI in the next year?
- Who publishes learning in your LMS, and how long does it take?
- How do employee representatives view AI and usage data?
6Likely objections
- “Does this replace our LMS?”
- No. Learning is packaged for your LMS and you publish it. The hub presents or links to learning data; the relationship to your LMS is agreed per client.
- “Will this be used to monitor employees?”
- No. Data is reported in aggregate and never used to rank performance. Any personal data use is reviewed with your data privacy officer.
Avoid:Suggesting the agent assesses proficiency. Belts or leaderboards as performance measures.
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