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1. Literacy
Aby AcademyAI
5 lessonsNot startedComplete
For HR
AI for HR, measured in six.
HR is being asked to lead AI capability across the organisation, and to use these tools well in its own work. AcademyAI helps you do both, with evidence at every step.
Free for individuals. Team plans on application. Works with ChatGPT, Copilot, Claude and Gemini.
How it works
Assess. Train. Prove. Measure.
One loop for building AI capability across the workforce, run by HR.
Assess
Baseline every team on judgement, output quality and safe use, scored across six measurements.
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Train
Role-based courses for each function, so recruiters, managers and finance each learn what their work needs.
Learn the fundamentals6 courses
- LiteracyNot startedComplete
- Safe & Responsible UseNot startedComplete
- FramingNot startedComplete
- SpecificationNot startedComplete
- ApplicationNot startedComplete
- Evaluation & ReflectionNot startedComplete
Based on your tools
- Copilot for people policiesAuto-created
- Claude for interview prepAuto-created
Prove
Approved workflows for people processes, with the guardrails HR sets built in.
SharedJob description drafting
Approved for the People team
18 recruiters using this
Measure
Capability by team, role and site. Re-assess and report the change.
Before
After
+18 ptsvs previous
Assess
A skills baseline you can defend.
Every employee is mapped on the same six measurements, so you can plan learning, spot risk and compare teams fairly.
LiteracyKnows what AI can and cannot do, and the language to use it well.
Safe & Responsible UseApplies AI safely and ethically across privacy, security and bias.
FramingEvaluating opportunity and defining a clear goal.
SpecificationUnderstanding how to apply AI to workflows that deliver efficient and reliable results.
ApplicationPuts AI to work inside real tasks and workflows.
Evaluation & ReflectionJudges the accuracy, quality and risk of what AI produces.
Train
Training that fits each role, not one course for all.
Courses close the gaps the assessment finds, written for the work each function does. Your policies and approved tools sit inside the lessons.
See the capability modelProve
Approved ways of working across HR.
Turn the best way to write a job ad, prepare a review or answer a policy question into a shared workflow. HR approves it once and everyone uses the same version.
Measure
Report capability like any other people metric.
See AI capability by team, role and location. Track the change after each programme and take real evidence to the board.
Sign up for free DashboardWhy AcademyAI
Why HR teams choose AcademyAI.
AcademyAI turns your AI investment into outcomes, not another generic L&D catalogue. Four things set it apart.
01 · Evidence
Verification, not completion.
Completion rates tell L&D who attended. AcademyAI measures capability, graded against rubrics and visible to managers, so HR reports evidence, not a participation log.
02 · Specificity
Role-specific, not generic.
A recruiter, an HR business partner and a reward lead use AI differently. Modules and assessments match the work each role does and is accountable for.
03 · Outcome
Behaviour change, not content delivery.
Structured tasks rooted in your own handbook, policies and HR systems, so practice turns into how the people team works.
04 · Independence
Platform-agnostic, not tied to one vendor.
Your AI tools will change more than once in the next three years. We train judgement, application and ethics, so your L&D investment stays useful.
The gap
AI adoption is inevitable. AI capability is not.
Procurement signed the licences. IT rolled out the seats. Now HR is asked to make it stick, and the gap shows up as shadow usage, uneven output and people risk nobody has measured.
71%
of UK employees use unapproved AI tools at work bypassing the systems their employers thought were in place.
Microsoft UK · Work Trend Index
28%
feel confident using AI in their day-to-day work despite widespread access at most firms.
UK Government · DSIT, 2025
30%
of staff inside AI-adopting businesses actually use the tools their employer has deployed.
UK Government · DSIT, 2025
The evidence
The case for capability is already made.
For HR, the number that matters most is the first one: people stay where their skills grow.
66%
Better retention at firms that invest in measurable AI capability over generic training.
LinkedIn Workforce Report, 2025
3.5x
Productivity multiplier for AI-skilled professionals over their unskilled peers on knowledge work.
BCG · Harvard, 2024
40%
Faster task completion on real consulting briefs by teams trained to apply AI, not just access it.
BCG, 2024
22%
Higher earnings for AI-skilled professionals across legal, finance and consulting.
PwC AI Jobs Barometer, 2025
Built for people teams
Two jobs, one platform.
Most AI training for HR teaches the HR team a few prompts. That is half the job. The other half is leading capability for everyone else.
For CPOs, HR directors and L&D leads
Lead AI capability across the workforce
Procurement bought the licences. IT rolled out the seats. Now the board wants to know whether people can actually use them.
- Baseline every role with a short, scored assessment, not a usage report.
- See gaps by team and role on one capability radar.
- Assign role-based courses that close the gaps you found.
- Show the board what changed, with re-assessment and certification.
For HR business partners, advisers and recruiters
Use AI well in your own HR work
HR handles some of the most sensitive data in the organisation. Your team needs to know what to hand to a tool, and what never to.
- Courses built around real HR tasks, from policy queries to interview packs.
- Safe use of personal data, fairness and bias checks built in.
- Your handbook, policies and language loaded as context.
- Learn in the browser or in Slack, in short sessions.
Measured in six
What good looks like for an HR team.
Every role is scored on the same six capabilities. Here is how each one shows up in HR work.
Literacy
Knows what these tools can and cannot do with policy, case notes and people data.
Knows a tool can summarise a grievance file, and that it can also miss what matters.
Safe & Responsible Use
Keeps personal and special category data out of the wrong tools, and checks for bias.
Strips names and health details before drafting, and checks job adverts for exclusionary language.
Framing
Spots where a tool helps, and where a person must lead.
Uses help for first drafts of policy FAQs. Keeps disciplinary decisions with people.
Specification
Sets up repeatable workflows the whole team can rely on.
Builds one shared prompt that answers policy questions from your own handbook.
Application
Puts the tools to work inside real HR tasks.
Onboarding plans, interview question sets, engagement survey themes.
Evaluation & Reflection
Judges the accuracy, fairness and tone of what comes back.
Checks every draft before it reaches an employee, a candidate or a tribunal bundle.
Prove
Workflows your HR team can share.
When one adviser finds a workflow that works, it becomes the team standard, with governance. A few to start with:
PROMPT
Policy question to plain-English answer
Takes off your plate
Finding the clause and drafting a reply an employee can follow.
A person still checks
That the answer matches the current policy and the person's contract.
GUIDE
Role profile to inclusive job advert
Takes off your plate
First draft of the advert, plus a check for biased or exclusionary wording.
A person still checks
Pay, requirements and tone before it goes out.
PROMPT
Competency framework to interview pack
Takes off your plate
Structured questions and scoring guides for each competency.
A person still checks
Fairness and consistency across every candidate.
AUTOMATION
Survey comments to engagement themes
Takes off your plate
Grouping hundreds of free-text comments into themes with examples.
A person still checks
That themes reflect what people said, and that nobody can be identified.
GUIDE
New starter to 30, 60, 90 day plan
Takes off your plate
A first plan built from the role, team and your onboarding checklist.
A person still checks
Fit with the manager's real priorities.
PROMPT
Case notes to neutral chronology
Takes off your plate
A dated timeline of events from investigation notes.
A person still checks
Accuracy, neutrality and anything the notes left out.
The AI Capability Model
Know where your workforce stands on the AI capability curve.
Every organisation sits somewhere between unmanaged AI adoption and a self-sustaining, AI-native operation. Most are at the very first stage. Few realise it.
01
Unmanaged
Most start here
AI is everywhere and nowhere. HR cannot see who uses what, or how well.
02
Baselined
HR can see capability across the workforce: strengths, gaps, who is ready and who needs support.
03
Enabled
People apply AI confidently and consistently to the real work of their roles.
04
Integrated
AI capability is part of how work gets done, from onboarding to performance reviews.
05
AI-native
The organisation renews its own AI capability as fast as the technology changes.
Measure
Evidence you can take to the board.
Completion rates tell you who clicked. AcademyAI tells you who can do the work.
- Capability by team and roleOne radar for the whole organisation, with drill-down to each team and person.
- Manager dashboardsManagers see where their team stands and which courses close the gaps.
- AI literacy evidenceLiteracy and safe use are scored by role, so you can show how staff AI literacy is being built.
- CertificationProof of capability people can show leadership, auditors and clients.
Is AcademyAI HR software?
No. AcademyAI is not an HR system. It is an AI capability platform: it assesses how well people use AI tools, trains the gaps by role, and shows what changed. HR teams use it to lead AI capability across the organisation and to build their own.
What does AI training for HR teams cover?
Short, role-based courses built around real HR tasks: policy queries, job adverts, interview packs, onboarding plans, survey themes and case chronologies. Every course maps to the six capabilities, with safe use of personal data and fairness checks built in.
How does it handle personal and sensitive data?
The training teaches people what they can hand to a tool and what they never should, including personal and special category data. Our security page sets out how AcademyAI stores and protects your own data.
Does it help with EU AI Act Article 4 AI literacy?
Article 4 asks organisations that use AI systems to take measures to ensure their staff have a sufficient level of AI literacy. AcademyAI scores literacy and safe use by role, so you have a record of where staff stand and what has been done to build it. It supports your approach but is not legal advice.
Which AI tools does it work with?
ChatGPT, Microsoft Copilot, Claude and Gemini, plus the other tools your teams already use. We train the underlying capability, so it stays useful when the tools change.
How is it different from an LMS or an L&D catalogue?
An LMS or catalogue delivers content and tracks completion. AcademyAI assesses real capability, trains the gaps by role and re-assesses, so you can report what people can do, not who attended. It can sit alongside the learning platform you already use.
Can we use the Apprenticeship Levy?
No. AcademyAI is a direct subscription, not a levy-funded apprenticeship. That means no fixed programme length, and you can see progress from the first re-assessment.
How do we get started?
Take the free capability diagnostic to see where your organisation stands, or book a 30 minute demo and we'll walk you through a rollout that starts with the HR team.
See where your people really stand.
Get a capability radar for your organisation and a plan to close the gaps, starting with HR.