4-Hour Virtual Seminar on Mastering Human Resource Management (HRM) in 2026 Using Claude and other AI tools
Product Id : 11751
Price Details
Human Resource Management is being reshaped by rapid changes in workforce expectations, compliance pressures, talent shortages, analytics, and the accelerating role of artificial intelligence. This timely and highly practical 4-hour virtual seminar shows HR professionals and organizational leaders how to strengthen core HRM practices in 2026 while using Claude and other AI tools to improve decision-making, streamline administrative work, support recruiting and employee communications, organize workforce data, and elevate strategic impact.
Participants will leave with a clearer understanding of where AI can add real value across the employee lifecycle, where caution and human judgment are still essential, and how to begin using AI in ways that are effective, ethical, and aligned with business goals.
By participating, you will:
- Understand the major forces shaping Human Resource Management in 2026, including labor market shifts, employee expectations, compliance demands, and digital transformation
- Identify where Claude and other AI tools can support HR work across recruiting, onboarding, policy communication, employee engagement, learning and development, reporting, and workforce planning
- Use AI more effectively to draft, refine, summarize, organize, and analyze HR content while preserving appropriate review, context, and professional judgment
- Recognize the risks of using AI in HR, including bias, privacy concerns, overreliance, hallucinations, data handling issues, and legal or ethical missteps
- Develop stronger HR decision-making by connecting people strategies to business priorities, operating realities, and measurable organizational outcomes
- Walk away with practical ideas, sample applications, and implementation approaches that can be used immediately in day-to-day HR work
Why you should attend
Would you like to understand the major forces shaping Human Resource Management in 2026, including labor market shifts, employee expectations, compliance demands, and digital transformation?
What about recognizing the risks of using AI in HR, including bias, privacy concerns, overreliance, hallucinations, data handling issues, and legal or ethical missteps?
Could walking away with practical ideas, sample applications, and implementation approaches that can be used immediately in day-to-day HR work be helpful?
If you answered "yes" to any of these questions, come laugh, listen and learn as Chris DeVany helps us improve performance!
Who Will Benefit
- All
- Presentation Segment 1 - 90 Minutes
- The state of HRM in 2026: what is changing and why it matters
- How HR roles are evolving from administrative support to strategic business partnership
- Where Claude and other AI tools fit within HRM: opportunities, limits, and realistic expectations
- High-value HR use cases for AI in recruiting, job descriptions, candidate communications, interview preparation, and onboarding support
- Using AI to improve HR writing: policies, manager communications, employee messages, FAQs, training summaries, and internal talking points
- Examples of prompt strategies HR professionals can use to save time and improve quality
- Presentation Segment 2 - 90 Minutes
- Applying AI to performance management, employee relations preparation, learning and development, and workforce communications
- Using AI to summarize meetings, identify themes in feedback, organize notes, and support better follow-through
- HR analytics and reporting support: turning raw information into dashboards, summaries, trend insights, and action-oriented narratives
- Ethics, privacy, bias, transparency, and compliance considerations when using AI in HR settings
- Human review and governance: what HR should always verify before acting on AI-generated content or recommendations
- Building trust with leaders and employees when AI becomes part of HR operations
- Presentation Segment 3 - 30 Minutes
- How to begin: practical steps for adopting Claude and other AI tools within HR workflows
- Simple implementation roadmap for pilot use cases, guardrails, approvals, and training
- Action planning: where to start first for immediate value and lower risk
- Q&A - 10 Minutes
- Participant questions and answers
- Final takeaways and next-step recommendations
He has published numerous articles in the fields of surviving mergers and acquisitions, surviving change, project management, management, sales, team-building, leadership, ethics, customer service, diversity and work-life balance, in publications ranging from ASTD/Performance In Practice to Customer Service Management. His book, “90 Days to a High-Performance Team”, published by McGraw Hill and often accompanied by in-person, facilitated instruction, has helped and continues to help thousands of executives, managers and team leaders improve performance.
He has appeared hundreds of times on radio and television interview programs to discuss mergers and acquisitions (how to manage and survive them), project management, sales, customer service, effective workplace communication, management, handling rapid personal and organizational change and other topical business issues. He has served or is currently serving as a board member of the International Association of Facilitators, Sales and Marketing Executives International, American Management Association, American Society of Training and Development, Institute of Management Consultants, American Society of Association Executives, Meeting Professionals International and National Speakers Association. Chris is an award-winning Toastmaster’s International Competition speaker. He recently participated in the Fortune 500 Annual Management Forum as a speaker, panelist and seminar leader.
Chris has distinguished himself professionally by serving multiple corporations as manager and trainer of sales, operations, project management, IT, customer service and marketing professionals. Included among those business leaders are Prudential Insurance, Sprint, BayBank (now part of Bank of America), US Health Care and Marriott Corporation. He has assisted these organizations in mergers and acquisitions, facilitating post-merger and acquisition integration, developing project management, sales, customer service and marketing strategies, organizing inbound and outbound call center programs, training and development of management and new hires, and fostering corporate growth through creative change and innovation initiatives. Chris holds degrees in management studies and organizational behavior from Boston University. He has traveled to 22 countries and 47 states in the course of his career.