AI Fundamentals & Prompt Engineering for HR

The program opened by establishing a firm conceptual foundation — something rarely provided in AI courses that rush participants into tools without context. dotpy.tech's training philosophy ensured that Mobica's HR managers first understood why artificial intelligence represents a structural shift in how organizations operate, not merely another software upgrade to adopt and forget. Participants explored how large language models (LLMs) process language, make decisions, and can be guided to produce consistent, high-quality HR outputs at scale.

A pivotal early session contrasted manual processes, rule-based automation, and truly intelligent AI-powered workflows — giving participants the strategic lens to identify where automation creates genuine value versus where it merely adds complexity. The Mobica team quickly connected these frameworks to their own challenges: CV screening bottlenecks, fragmented KPI reporting, and hours lost to monthly report compilation.

The afternoon shifted to Prompt Engineering — the art and science of communicating with AI systems to extract excellent, reliable results. Through structured exercises, participants wrote, tested, and iteratively refined 5+ prompts tailored to actual Mobica use cases, from candidate scoring rubrics to performance review summaries. By end of Day 1, every participant had moved from AI observer to active AI practitioner.

Mastering the AI Toolkit: From Claude to Make.com

Day 2 was a deep-dive tour of the most powerful AI tools currently reshaping HR departments globally. Rather than a superficial overview, each tool was explored through Mobica-specific use cases — ensuring that every skill learned could be applied within days of returning to the office. Participants worked hands-on with Claude for in-depth CV scoring and performance feedback writing, ChatGPT for rapid job description generation, and NotebookLM for instantly building Q&A bots from onboarding document libraries.

Advanced tools including Gamma (AI-powered presentation creation), Napkin AI (for transforming HR metrics into boardroom-ready infographics), and Gemini (for analyzing employee feedback and predicting turnover risk) were demonstrated with live data scenarios. The session also introduced Lovable.dev — a no-code application builder that allows HR teams to create internal tools and employee portals without developer involvement, opening entirely new possibilities for self-service HR infrastructure.

By the close of Day 2, Mobica's HR managers had a concrete, prioritized toolkit: they knew which AI tool to reach for in each scenario, how to combine them for maximum efficiency, and where the highest-impact opportunities sat within their existing workflows. The room was energized — this was not a theoretical exercise but a practical capability transfer.

Building Real Automation Workflows with Make.com

Day 3 was where transformation moved from concept to reality. Working within Make.com's visual workflow builder, participants constructed three fully functional automation systems — each directly addressing one of Mobica's most pressing HR operational challenges. No coding was required; instead, teams built production-ready automations through drag-and-drop logic connected to live AI models.

Automation 1 — CV Screening & Ranking: An end-to-end pipeline where incoming application emails trigger automatic CV extraction, Claude-powered candidate scoring, and ranked shortlisting — sending the top 5 candidates to hiring managers with interview slots already proposed. What previously consumed 20 hours per week of manual HR effort was compressed into a process running in hours, automatically, with higher consistency and documented scoring rationale.

Automation 2 — KPI Monitoring & Alerts: A real-time intelligence layer over Mobica's existing spreadsheet-based KPI tracking, where daily metric updates trigger automated Claude analysis identifying the root cause of any performance drop — and instantly sending corrective action recommendations to the relevant manager. The days of discovering KPI issues weeks after the fact were officially over for Mobica's HR team.

Automation 3 — Monthly HR Report Generation: A workflow that automatically compiles all monthly HR metrics, passes them through Claude for narrative analysis and risk flagging, and delivers a professionally formatted report — a process that previously consumed 10+ hours of senior HR time, now completed in under 5 minutes with richer insights than manually produced reports.

Building Intelligent HR Agents: The Future of People Operations

The program culminated with its most forward-looking session: the design and deployment of intelligent AI agents — autonomous systems that don't just execute workflows, but reason, adapt, and handle multi-step decision-making independently. This distinction was clearly articulated: a workflow tool follows fixed rules; an AI agent thinks through scenarios, handles exceptions, and continuously learns from context.

Three agents were built and demonstrated live. The Intelligent Recruitment Agent handles an entire hiring pipeline autonomously — receiving job requisitions, posting to job boards, screening incoming CVs, scheduling top-candidate interviews, and sending personalized rejection communications — freeing the recruiting team to focus entirely on the human element: the interviews themselves. The Employee Development Agent continuously analyzes skills gaps across the workforce, recommends and enrolls employees in relevant learning paths, and tracks progress in real time, enabling AI-guided career development at organizational scale.

Perhaps most strategically significant was the Performance & Wellbeing Agent: a continuous monitoring system that tracks KPIs, attendance patterns, and outcome data to detect early warning signals before they escalate into retention risks or team health crises. For Mobica's HR leadership, this represented a fundamental shift from reactive to predictive people management — one of the most powerful competitive advantages available to modern enterprises.