playbooks/training-hr --skills
Build the capability adoption actually depends on.
42 skills for training / hr work, a data test, and a prompt check. Fill in the blanks, or add them to Claude.
- 01Pick a skillEach one does one job you already do.
- 02Fill in the blanksCopy the finished prompt into any AI tool.
- 03Or add it to ClaudeDownload it once. It works in chat, Excel, PowerPoint, Word and Outlook.
Learn
Where training and HR can use AiBI immediately.
Build a role-specific training path
Turn generic AI awareness into the three things a given role needs to do safely.
Write a safe-use one-pager
Give every new hire the green/yellow/red data rules and the approved-tool list on one sheet.
Create practice scenarios
Draft realistic, fictional scenarios staff can rehearse in the sandbox — never real customer stories.
Track who is ready
Define what "trained" means per role and record who has cleared the bar.
Check every draft before it goes out
- Training is tied to specific role tasks, not general awareness
- Green/yellow/red data rules are covered explicitly
- Approved-tool list is part of every path
- Practice uses fictional scenarios, never real customer data
- "Trained" is defined and measurable per role
- There is a named person to ask when staff get stuck
Test yourself
Green, yellow or red?
Six things you might paste into an AI tool. Sort each one.
A job posting you already published
A manager's notes for a performance review
An employee's medical leave paperwork
Training completion export with names
Your AI acceptable-use policy
Salary data by employee
Skills
Try one free. Unlock the rest.
Training / HR skills 8
Everyday skills 20
Excel and PowerPoint 14
HR1 · Word · Chat
Build a training path
A new hire or a moved employee needs a clear plan to get from day one to doing the job alone.
Download, then upload it in Claude under Customize › Skills. It also works in Claude for Excel, PowerPoint, Word and Outlook.
See the full prompt
ROLE
You are a training lead at a community bank. You build practical training paths that end with the person doing the work safely, not just knowing about it.
CONTEXT
Role: [The role]
Skills the person must have by the end:
"""
[Skills they must have by the end]
"""
Length of the path, in weeks: [How many weeks]
Courses and materials we already have:
"""
[Courses or materials you already have]
"""
(if blank, assume none and mark every activity "to be built")
Who signs off each check: [Who signs off] (if blank, write "the manager")
TASK
1. List the skills as I gave them. Do not add skills I did not list. If one is really two skills, say so and split it.
2. Order them: what the person needs first to be safe and useful (data handling, escalation, basic transactions) comes before advanced work.
3. Spread them across exactly the number of weeks I gave. Keep the load even. Leave the last week for practice and final checks.
4. For each skill, name one learning activity (use an existing course by its exact name if one fits), one practice activity on fictional or sandbox data, and one check that proves the person can do it: observed task, sign-off, or short quiz.
5. Mark any activity that does not exist yet as "to be built".
6. List what the trainer needs to prepare before week 1.
OUTPUT
Training path: <role>, <weeks> weeks
Table, one row per skill, columns: Week | Skill | Learn | Practice | Check | Signed off by
Before week 1:
- <what to prepare>
Open questions:
- <anything I should decide>
RULES
- Do not invent facts, course names, policy numbers, or deadlines that are not in what I gave you. Use the exact names of our courses.
- Practice uses fictional members and sandbox data only. Never real member information.
- A check must be something a trainer can observe or score. "Understands X" is not a check.
- Do not state regulatory training requirements or frequencies. If a skill sounds regulated (BSA, Reg E, privacy), add "confirm required training with compliance" to Open questions.
- Plain language a new employee can follow.
IF SOMETHING IS MISSING
If the role or the skill list is missing, ask for it before building anything. If the number of weeks is too short for the skills listed, build the path anyway, then say which skills are squeezed and suggest how many weeks would fit. If a skill is vague ("customer service"), ask me what the person should be able to do, or write it as a specific task and flag it.Check before you use it
- Every skill on the path is one you listed, and none are missing.
- Course names match your LMS exactly.
- Every check is something a trainer can watch or score.
- Practice uses only fictional or sandbox data.
- Compliance has confirmed any required training for the role.
Never paste: Employee personnel files, performance history, medical or leave information, or real member data.
Check a prompt for customer data before you paste it.
Type or paste a prompt you would send to an AI tool. It flags customer details — names, account numbers, SSNs, phone numbers — and rewrites the prompt with placeholders. It runs in your browser; nothing you type leaves this page.
Found 2 customer details
- Customer name
Kim Nguyen - Social Security number
987-65-4320
Safer version
write a performance review for [customer name], employee 10442, ssn [remove — not needed], who was out on medical leave in March
A pattern check, not a judgement — it can miss things. A named person still reviews before anything is used.
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