Managers and Leaders, News
Managers and Leaders, News
Managers and Leaders, News
Developing Your Global Talent Pipeline
Developing Your Global Talent Pipeline
Developing Your Global Talent Pipeline
Developing Your Global Talent Pipeline
Developing Your Global Talent Pipeline
Developing Your Global Talent Pipeline
Developing Your Global Talent Pipeline
Developing Your Global Talent Pipeline
Developing Your Global Talent Pipeline
Buyce Tarhan was a key speaker at the 8th American Chamber of Commerce Conference in Moldova, in November 2024. She is an HR professional a coach, facilitator and is currently examining how HR can use AI to have a positive impact on both HR and business.
Buyce Tarhan was a key speaker at the 8th American Chamber of Commerce Conference in Moldova, in November 2024. She is an HR professional a coach, facilitator and is currently examining how HR can use AI to have a positive impact on both HR and business.
Buyce Tarhan was a key speaker at the 8th American Chamber of Commerce Conference in Moldova, in November 2024. She is an HR professional a coach, facilitator and is currently examining how HR can use AI to have a positive impact on both HR and business.
Buyce Tarhan was a key speaker at the 8th American Chamber of Commerce Conference in Moldova, in November 2024. She is an HR professional a coach, facilitator and is currently examining how HR can use AI to have a positive impact on both HR and business.
Buyce Tarhan was a key speaker at the 8th American Chamber of Commerce Conference in Moldova, in November 2024. She is an HR professional a coach, facilitator and is currently examining how HR can use AI to have a positive impact on both HR and business.
Buyce Tarhan was a key speaker at the 8th American Chamber of Commerce Conference in Moldova, in November 2024. She is an HR professional a coach, facilitator and is currently examining how HR can use AI to have a positive impact on both HR and business.
Jalie Cohen, Forbes
Jalie Cohen, Forbes
Jalie Cohen, Forbes
One of the key takeaways from the November conference was, “We are not going to be replaced by AI but will be replaced by someone who is good at using it.”
One of the key takeaways from the November conference was, “We are not going to be replaced by AI but will be replaced by someone who is good at using it.”
One of the key takeaways from the November conference was, “We are not going to be replaced by AI but will be replaced by someone who is good at using it.”
That stuck with me and I got especially curious how HR and OD would be utilizing this. We read, hear and experience that AI is transforming the HR landscape slowly but surely—not by replacing people, but by amplifying what makes HR truly valuable: empathy, insight, and connection. The articles published by CIPD and Vlerick Business School indicate that the take of AI by HR might be slow but surely significant. While CIPD signposts that ethical considerations are important, Vlerick argues that on the contrary to what it is thought, it is the lack of expertise, time and budget not ethical concerns that is slowing down the adaptation. provided that ethical considerations are also in place.
That stuck with me and I got especially curious how HR and OD would be utilizing this. We read, hear and experience that AI is transforming the HR landscape slowly but surely—not by replacing people, but by amplifying what makes HR truly valuable: empathy, insight, and connection. The articles published by CIPD and Vlerick Business School indicate that the take of AI by HR might be slow but surely significant. While CIPD signposts that ethical considerations are important, Vlerick argues that on the contrary to what it is thought, it is the lack of expertise, time and budget not ethical concerns that is slowing down the adaptation. provided that ethical considerations are also in place.
That stuck with me and I got especially curious how HR and OD would be utilizing this. We read, hear and experience that AI is transforming the HR landscape slowly but surely—not by replacing people, but by amplifying what makes HR truly valuable: empathy, insight, and connection. The articles published by CIPD and Vlerick Business School indicate that the take of AI by HR might be slow but surely significant. While CIPD signposts that ethical considerations are important, Vlerick argues that on the contrary to what it is thought, it is the lack of expertise, time and budget not ethical concerns that is slowing down the adaptation. provided that ethical considerations are also in place.
Personally, I am enjoying the offerings of AI immensely. It is a relationship that will be successful if both parties (i.e. I and my AI companion) are mutually committed and nourishing each other. I am learning how to prompt, make sense of the answers and build on the concepts, or research findings that AI can bring in split seconds and provide feedback to it so that it gets me; my ethical considerations, values and level of quality.
Personally, I am enjoying the offerings of AI immensely. It is a relationship that will be successful if both parties (i.e. I and my AI companion) are mutually committed and nourishing each other. I am learning how to prompt, make sense of the answers and build on the concepts, or research findings that AI can bring in split seconds and provide feedback to it so that it gets me; my ethical considerations, values and level of quality.
Personally, I am enjoying the offerings of AI immensely. It is a relationship that will be successful if both parties (i.e. I and my AI companion) are mutually committed and nourishing each other. I am learning how to prompt, make sense of the answers and build on the concepts, or research findings that AI can bring in split seconds and provide feedback to it so that it gets me; my ethical considerations, values and level of quality.
As an HR professional, one of the most frequent criticisms of our profession is around our ability to put HR value into numbers; sometimes we have the numbers but lack analytical fluency. AI can help HR professionals to address this.
As an HR professional, one of the most frequent criticisms of our profession is around our ability to put HR value into numbers; sometimes we have the numbers but lack analytical fluency. AI can help HR professionals to address this.
As an HR professional, one of the most frequent criticisms of our profession is around our ability to put HR value into numbers; sometimes we have the numbers but lack analytical fluency. AI can help HR professionals to address this.
Talent acquisition: AI matches candidates to roles faster and more fairly
Talent acquisition: AI matches candidates to roles faster and more fairly
Talent acquisition: AI matches candidates to roles faster and more fairly
Onboarding: New hires get guided, customized learning journeys
Onboarding: New hires get guided, customized learning journeys
Onboarding: New hires get guided, customized learning journeys
L&D: Content can adapt to employee needs in real time
L&D: Content can adapt to employee needs in real time
L&D: Content can adapt to employee needs in real time
Engagement: Pulse surveys and digital behavior analysis spot issues early
Engagement: Pulse surveys and digital behavior analysis spot issues early
Engagement: Pulse surveys and digital behavior analysis spot issues early
Performance: Coaching prompts and bias detection tools add depth to reviews
Performance: Coaching prompts and bias detection tools add depth to reviews
Performance: Coaching prompts and bias detection tools add depth to reviews
Whether you’re a CHRO designing future talent strategies or an L&D leader scaling personalized learning, AI can help you move faster and smarter. Tools like Microsoft Copilot and Google Gemini are already embedded in platforms we use daily. You can, for example, use Copilot in Outlook and Word to draft employee memos, training guides. Gemini is useful for creating onboarding experiences and feedback templates. Without any coding skills, you can use AI to analyze Excel or Sheets for trends and skills gaps with simple prompts.
Whether you’re a CHRO designing future talent strategies or an L&D leader scaling personalized learning, AI can help you move faster and smarter. Tools like Microsoft Copilot and Google Gemini are already embedded in platforms we use daily. You can, for example, use Copilot in Outlook and Word to draft employee memos, training guides. Gemini is useful for creating onboarding experiences and feedback templates. Without any coding skills, you can use AI to analyze Excel or Sheets for trends and skills gaps with simple prompts.
Whether you’re a CHRO designing future talent strategies or an L&D leader scaling personalized learning, AI can help you move faster and smarter. Tools like Microsoft Copilot and Google Gemini are already embedded in platforms we use daily. You can, for example, use Copilot in Outlook and Word to draft employee memos, training guides. Gemini is useful for creating onboarding experiences and feedback templates. Without any coding skills, you can use AI to analyze Excel or Sheets for trends and skills gaps with simple prompts.
These aren’t just conveniences. They are opportunities to focus on what really matters; your people.
These aren’t just conveniences. They are opportunities to focus on what really matters; your people.
These aren’t just conveniences. They are opportunities to focus on what really matters; your people.
Buyce Tarhan is an engineer by training who moved into HR & OD. Based in the UK and Turkey, she appreciates the challenges HR has to deal with in supporting business.
This video is Buyce in action, delivering a key note speech on leadership, at the 8th AmCham Conference. To read her full profile, click here.
Buyce Tarhan is an engineer by training who moved into HR & OD. Based in the UK and Turkey, she appreciates the challenges HR has to deal with in supporting business.
This video is Buyce in action, delivering a key note speech on leadership, at the 8th AmCham Conference. To read her full profile, click here.
Buyce Tarhan is an engineer by training who moved into HR & OD. Based in the UK and Turkey, she appreciates the challenges HR has to deal with in supporting business.
This video is Buyce in action, delivering a key note speech on leadership, at the 8th AmCham Conference. To read her full profile, click here.
What Next?
What Next?
What Next?
If you want to develop your leaders, talent pool and employees to focus on the work that only they can do well, we will be happy to discuss your needs. We have been designing and delivering tailored training for leaders, managers and teams, since 2007. We specialize in applied, practical learning, so participants can build on their expertise and apply what they learn, straight away. We work with HR teams to co-design hybrid, live online or asychronous materials, to fit with your specific needs. For an informal discussion on how we can help your people be the agile, innovative and confident workforce you need, so get in touch.
If you want to develop your leaders, talent pool and employees to focus on the work that only they can do well, we will be happy to discuss your needs. We have been designing and delivering tailored training for leaders, managers and teams, since 2007. We specialize in applied, practical learning, so participants can build on their expertise and apply what they learn, straight away. We work with HR teams to co-design hybrid, live online or asychronous materials, to fit with your specific needs. For an informal discussion on how we can help your people be the agile, innovative and confident workforce you need, so get in touch.
If you want to develop your leaders, talent pool and employees to focus on the work that only they can do well, we will be happy to discuss your needs. We have been designing and delivering tailored training for leaders, managers and teams, since 2007. We specialize in applied, practical learning, so participants can build on their expertise and apply what they learn, straight away. We work with HR teams to co-design hybrid, live online or asychronous materials, to fit with your specific needs. For an informal discussion on how we can help your people be the agile, innovative and confident workforce you need, so get in touch.
NEWSLETTER
NEWSLETTER
NEWSLETTER
Developing Your Global Talent Pipeline
Developing Your Global Talent Pipeline
Developing Your Global Talent Pipeline
People drive business
People drive business
People drive business
Take a Moment To Explore
Take a Moment To Explore
Take a Moment To Explore
We have case studies, resources, articles and testimonials here. This is updated regularly so do check back. If there is something you would like to see here, get in touch.
We have case studies, resources, articles and testimonials here. This is updated regularly so do check back. If there is something you would like to see here, get in touch.
We have case studies, resources, articles and testimonials here. This is updated regularly so do check back. If there is something you would like to see here, get in touch.
Does Inclusive Leadership Make Good Business Sense
Does Inclusive Leadership Make Good Business Sense
Does Inclusive Leadership Make Good Business Sense
What does the data and stories from real people tell us? Jacqueline Williams is a senior facilitator with CLS. She was recently invited to be ...
What does the data and stories from real people tell us? Jacqueline Williams is a senior facilitator with CLS. She was recently invited to be ...
What does the data and stories from real people tell us? Jacqueline Williams is a senior facilitator with CLS. She was recently invited to be ...
Hot Topics & Trends In HR And L&D
Hot Topics & Trends In HR And L&D
Hot Topics & Trends In HR And L&D
Taster Sessions for People Professionals We have run several taster sessions for people professionals over the last few years. These are well attended ...
Taster Sessions for People Professionals We have run several taster sessions for people professionals over the last few years. These are well attended ...
Taster Sessions for People Professionals We have run several taster sessions for people professionals over the last few years. These are well attended ...
Developing Your Global Talent Pipeline
Developing Your Global Talent Pipeline
Developing Your Global Talent Pipeline
Multinational organizations need to ensure consistency in leadership development while respecting local realities. This client story ...
Multinational organizations need to ensure consistency in leadership development while respecting local realities. This client story ...
Multinational organizations need to ensure consistency in leadership development while respecting local realities. This client story ...
We deliver training that’s sensitive to your local cultures, needs and languages. Our multi-lingual, multi-cultural team span 5 continents.
About CLS
Registered in England, Company Number: 01637181
VAT Number: GB386933795
DUNS Number: 294464672
Newsletter
We deliver training that’s sensitive to your local cultures, needs and languages. Our multi-lingual, multi-cultural team span 5 continents.
About CLS
Registered in England, Company Number: 01637181
VAT Number: GB386933795
DUNS Number: 294464672
Newsletter
We deliver training that’s sensitive to your local cultures, needs and languages. Our multi-lingual, multi-cultural team span 5 continents.
About CLS
Registered in England, Company Number: 01637181
VAT Number: GB386933795
DUNS Number: 294464672
Newsletter
© 2025 corporate-learning-solutions Technology by Protocloud Technologies Pvt. Ltd.
© 2025 corporate-learning-solutions Technology by Protocloud Technologies Pvt. Ltd.
© 2025 corporate-learning-solutions Technology by Protocloud Technologies Pvt. Ltd.