The company plans to train executives across its other departments on AI. It chose to start with one: HR.
Its brief set clear goals from the start:
Improved productivity through task automation, faster and better decision-making, cost savings, and enhanced communication.”HR team, the client
Key takeaways
- Start a company-wide rollout with one department and measure it.
- Run a needs assessment before you design the sessions.
- Measure one month after training, when habits show.
- Give leadership a short report they can take to the board.
The challenge
For the HR and admin team, the work that mattered most was SOP standardisation, training records and employee communications.
- A company-wide rollout that had to start small and prove itself.
- Microsoft 365 with Copilot as the tool set.
- Training in English and Malay, claimed through HRD Corp.
The solution
A needs assessment first
We sent a needs survey to all 32 HR staff before designing the training, so the sessions matched their tasks.
AI Foundation in two cohorts
On 11 November and 9 December 2025.
Measured before, after and one month later
An eight-page training report for HR.
A board member asked for the one-month results so HR could share them with the board.
The results
| Measure | Start | End |
|---|---|---|
| Confident writing prompts | 26% | 93% |
| Aware of how to use AI responsibly | 52% | 96% |
| Familiar with AI | 59% | 96% |
Source: Mereka AI Lab training report for the client. Needs analysis before training (n = 22); surveys at the start and end of each session (n = 27 and n = 28); one-month impact survey across both cohorts (n = 19). Cohorts trained 11 November and 9 December 2025. All figures are self-reported.
Sources and methods
All figures come from our training report for the client. The start-of-session and end-of-session groups overlap but are not identical. “Part of daily work” and “use AI every day” are separate questions, so their figures differ. Time saved is self-reported.
