A self-paced AI for HR online course for HR business partners, recruiters, L&D and HR managers. You build on your own hiring, policy, onboarding, performance and people-data work, a person grades it against a rubric, and you sit a proctored exam. About 16 hours over 4 weeks.
AI for HR is a self-paced online certification from Bodhih Training Solutions, formally titled Bodhih Applied AI: HR — Practitioner. The course teaches HR professionals to use generative AI on hiring, policy questions, onboarding, employee communication, performance, learning design and people analytics, with fairness and privacy guardrails in every module. It takes about 16 hours over 28 days and is assessed by a graded eight-asset portfolio and a proctored exam. It costs ₹7,999 plus GST.
You asked an assistant a leave question and it replied in fluent, plausible detail that matched nothing in your handbook. In HR, an invented policy or legal claim reaches an employee as a promise.
The draft arrives in seconds. What you lack is a method for checking the wording and the screening criteria for bias before a candidate ever sees them, and a record that you checked.
One person pastes employee details into a chat window, another refuses to touch the tools at all. There is no shared view of what may go in, what a person must approve, or what AI must never decide.
AI for HRBPs who answer policy questions, write announcements and support managers through reviews. You build a Policy Brain grounded in your handbook and a performance and feedback kit.
AI for recruitment that stays fair: inclusive job descriptions, structured interview guides, scorecards and a bias check of your screening criteria, with a person making every decision.
AI for learning and development and for people data: a skills map and six-week learning plan, then an insight one-pager where you check the numbers by hand before your CHRO reads them.
A course records that you watched. This records that your work changed. Each of the eight assets is built on your own HR work, graded by a person on five criteria, and the credential is issued only when both the portfolio and the proctored exam pass. No real employee or candidate personal data goes into any of it.
Ten six-part briefs for the HR tasks you do every week, each with its before and after output, so a good result can be repeated instead of regenerated.
For one real role: an inclusive job description, a structured interview guide, a scoring rubric, and a bias check of the description and the screening criteria.
A project that answers policy questions from your handbook and not from memory, with written instructions, knowledge files, escalation rules and ten scored test questions.
A 30-60-90 onboarding journey for one role, a policy or change announcement with its FAQ, and a frontline message in a regional language checked by a native speaker.
Rewritten measurable goals, a bias-checked review draft, a feedback conversation guide and a prompt card managers can use before a one-to-one.
A skills map for one role drawn from real work, the gap analysis, and a six-week blended learning plan with one AI-drafted micro-lesson.
An analysis of an attrition or survey dataset: a chart, two numbers checked by hand, themes from comments with small groups protected, and a recommendation for the CHRO.
One weekly HR task turned into a repeatable workflow with human approval gates, two run transcripts, a risk log, the HR-AI-use checklist applied, and a one-page team adoption plan.
The path runs in order: a diagnostic, eight modules covering briefing, hiring, policy, onboarding and communication, performance, learning, people analytics and workflows, then the portfolio, a capstone plan, a mock and the certification exam. As you read the module list, notice which of these you would use this week.
Measured before you start and again on the same instrument at the end, so the change is recorded rather than claimed.
A 30-minute diagnostic: 16 items across the eight domains plus one timed baseline task (rewrite a job description and draft a structured interview guide, your usual way, in 20 minutes). Not scored for the credential — it sets your baseline and is re-run at 90 days.
Write inclusive job descriptions and outreach, build structured interviews and scorecards, and use AI-assisted screening only where a person always decides.
Ground an assistant in your handbook so answers cite the policy, and set escalation rules so confidential, POSH, medical and grievance matters go to a person.
Draft 30-60-90 journeys, clear and kind announcements, and frontline messages in regional languages, without making promises the policy does not support.
Turn vague goals into measurable ones, draft evidence-based reviews, prepare feedback conversations and help managers calibrate. AI never rates people.
Map the skills a role really needs, find the gap, and design blended learning with AI-drafted micro-lessons, checked for accuracy, IP and accessibility.
Analyse HR datasets and survey comments at scale, check the numbers yourself, protect anonymity, and write the so-what your CHRO can act on.
Want the detail before you decide? Read the guide: AI for HR: where it helps, where a person must decide.
| What is compared | A typical AI course | AI for HR at Bodhih |
|---|---|---|
| Proof of skill | A completion certificate, sometimes after a quiz. | Eight graded work products plus a proctored 40-item scenario exam. Both must pass before the credential is issued. |
| What you practise on | Generic prompts and examples from someone else’s company. |
Straight answers on time, price, tools and the credential. If yours is not here, ask us and you will have a reply the same working day.
Yes. AI for HR from Bodhih Training Solutions is a self-paced online certification written for HR professionals: HR business partners, generalists, recruiters, talent acquisition, L&D, HR operations and HR managers. The course covers hiring, policy questions, onboarding, employee communication, performance, learning design, people analytics and HR workflows, and it ends in a graded portfolio, a proctored exam and a verifiable credential.
The AI for HR course takes about 16 hours of work, and most learners are expected to finish in 28 days, or roughly 4 weeks alongside a full-time job. The course is self-paced and runs through 14 stages: a 30-minute diagnostic, eight modules of 60 to 75 minutes each, the portfolio, a capstone plan, an optional mock and the 60-minute certification exam.
The AI for HR course costs ₹7,999 plus GST for an individual, and ₹6,499 per seat for companies. GST at 18% applies to Indian billing addresses and a GST invoice is issued. Individuals pay online by UPI, card or netbanking and get access the moment payment is confirmed. The price covers the diagnostic, all eight modules, portfolio grading, the mock, the certification exam and the credential.
No. The AI for HR course needs no coding and no technical background. Everything is done in plain language inside an AI assistant: writing a clear brief, grounding answers in your own documents, checking the output and deciding what a person must approve. The people analytics module has you analyse a dataset by asking questions and then checking two numbers by hand, not by writing formulas or code.
The labs in the AI for HR course are written for Claude, using Projects, Skills, connectors and file analysis. Every principle is taught tool-agnostically, so someone using ChatGPT, Microsoft Copilot or Gemini can still do the work. What transfers is the method: the six-part brief, grounding in your own handbook, testing, human approval gates and the HR-AI-use checklist.
The AI for HR course is ₹7,999 plus GST, about 16 hours, and access opens the moment your payment is confirmed. The fair hiring kit, the Policy Brain and the people-insight note are yours to use at work whether or not anyone asks to see the credential. Enrol today and start with the 30-minute diagnostic.
Starting records where you stand today. That baseline is what the re-measurement is compared against, and it is never rewritten afterwards.
For first-time and new people managers: run your team’s week with an AI assistant, and keep every decision about a person your own.
Reconciliations, close, forecasts, MIS and audit support with AI, with every number tied out and a person signing off.
An examined, working understanding of AI and machine learning. No coding.
UPI, card or netbanking · access as soon as payment is confirmed
Buying for a team? Company seats are ₹6,499 each, plus GST. Ask for company pricing or an in-house workshop, or call +91 99000 11601.
A lead strand runs inside the same course: communicating change, enabling managers, and rolling AI out to an HR team with approval gates, a risk log and a one-page adoption plan.
This course is not for you if you want a short overview of AI trends, or if you are not prepared to build and submit eight pieces of work for grading.
How a language model uses your prompt, the six-part brief (RAGCEF), iterating instead of regenerating, and catching invented policies and legal claims. Portfolio asset A1: your HR prompt playbook.
Inclusive job descriptions, outreach, structured interviews and scorecards, AI-assisted screening where a person always decides, and equal-opportunity, disability and candidate-data guardrails. Asset A2.
A Claude project that answers from your handbook, not from memory: grounding, instructions vs knowledge files, escalation rules, testing, and confidentiality and POSH. Asset A3.
30-60-90 onboarding journeys, clear and kind writing, frontline and regional-language messages, communicating change (lead strand), and accurate promises. Asset A4.
Submit drafts of assets A1–A4 for coach feedback against the five-criterion rubric. Not scored; one written review within five working days.
Measurable goals, fair evidence-based reviews, SBI feedback conversations, enabling managers and calibration (lead strand), and why AI never rates people. Asset A5.
Skills maps from real work, finding the gap, blended learning, AI-drafted micro-lessons and practice, and IP, accuracy and accessibility. Asset A6.
Analysing HR datasets with AI and checking the numbers, metrics that matter, survey comments at scale, the so-what for the CHRO, anonymity and pay-equity care. Asset A7.
Choosing what to automate, Claude Skills and connectors, human approval gates and rolling AI out to your team (lead strand), fairness and explainability, the law and the HR-AI-use checklist. Asset A8.
Eight work products built on your own HR work, each with its evidence. Graded on five criteria (0–4): briefing the AI, output quality and people fit, evidence and accuracy, fairness, privacy and judgement, business value. Each asset ≥ 12/20 with no criterion at 0; weighted portfolio ≥ 70%. One resubmission per asset. No real employee or candidate personal data.
Three workflows for your HR team or work area with owners, metrics with baselines, the main risk and its control, training, and where a human approves — presented to your coach or a peer. Reviewed with the portfolio.
Forty scenario items, sixty minutes, exam conditions without proctoring. Drawn from the mock pool only — nothing here appears in the final.
Forty items, sixty minutes, proctored (tier 1). Pass: 70% overall and at least 60% in every domain. One free retake after seven days. The credential is issued when both the exam and the portfolio pass.
Finishing this pathway issues a credential backed by the evidence you produced along the way. It is verifiable by link and is also issued as an Open Badge 2.0, so an employer can check it without taking your word for it.
| Your own roles, handbook, goals and HR tasks, with no real employee or candidate personal data. |
| Who checks your work | Usually nobody. Automated quiz scores at most. | A human reviewer grades each asset on five criteria, including fairness, privacy and judgement. One resubmission is allowed per asset. |
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| Measurement | None before the course and none after it. | A diagnostic and timed baseline task at the start, re-run at 90 days to show whether the change held. |
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| Responsible AI in HR | A closing slide on ethics. | Guardrails in every module: equal opportunity, candidate and employee data, confidentiality, and the decisions AI must never make. |
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| For HR leaders | A separate course, if one exists. | A lead strand inside the same course, ending in a team adoption plan and a 90-day AI plan for HR. |
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The AI for HR credential is verifiable: it is issued by Bodhih Training Solutions with assessment on AssessAll, carries a link anyone can check, and is also issued as an Open Badge 2.0. It is a professional credential from a corporate training company working since 2008, not a university degree or a statutory qualification. It is issued only when both the graded portfolio and the proctored exam pass.
The AI for HR course is assessed in two parts, and both must pass. The portfolio of eight work products is graded by a person on five criteria scored 0 to 4; each asset needs at least 12 out of 20 with no criterion at zero, and the weighted portfolio needs 70%. The proctored certification exam has 40 items in 60 minutes; the pass mark is 70% overall and at least 60% in every domain.
Yes. Companies can buy seats on the AI for HR course for their HR teams at ₹6,499 per seat for companies, plus GST, which is lower than the individual price. Organisations that prefer the programme delivered in-house can ask for a workshop; there is no public price for that, so talk to us. Bodhih can be reached at solutions@bodhih.com or +91 99000 11601.
The best way to learn AI for HR is to practise on your own work and have someone check it. Look for a course that covers the whole HR cycle and not only recruitment, treats fairness and employee data as part of every task, grades real work, and measures whether the change lasted. The Bodhih AI for HR course does this through eight graded assets, a proctored exam and a 90-day re-measurement.
Yes, at principle level. The AI for HR course builds responsible AI in HR into every module: equal opportunity and disability in hiring, candidate and employee data, confidentiality, anonymity in people data, and why AI never rates or decides about a person. It teaches awareness of laws such as the DPDP Act and POSH at principle level. It is not legal, tax or professional advice.
No. The AI for HR course does not allow real employee or candidate personal data in any portfolio asset. You work on your own roles, policies and tasks, with personal details removed or replaced, and the people analytics asset uses an attrition or survey dataset with small groups protected. Handling people data carefully is itself one of the five criteria your work is graded on.