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You can spend your whole life pushing paperwork through the HR department, spending hours calling candidates, or you can automate it and free up 50% of your time.
There are many automation tools, the market is growing every year, it's difficult to navigate, and it's even more difficult to implement a system in a company. Mike Pritula shares his personal experience of working with and implementing systems: PeopleForce, ETWeb, SuccessFactors, Workplace, Confluence, Jira, Asana, Trello, Slack, MS Teams, Lever, BreezyHR, chatbots - and this is just personal experience. During the course we will analyse both domestic and foreign solutions, teach how to trade, choose the best system for the task, integrate with each other and automate your HR
There are many automation tools, the market is growing every year, it's difficult to navigate, and it's even more difficult to implement a system in a company. Mike Pritula shares his personal experience of working with and implementing systems: PeopleForce, ETWeb, SuccessFactors, Workplace, Confluence, Jira, Asana, Trello, Slack, MS Teams, Lever, BreezyHR, chatbots - and this is just personal experience. During the course we will analyse both domestic and foreign solutions, teach how to trade, choose the best system for the task, integrate with each other and automate your HR
How this course can be useful
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All information about the systemsIn the course we will look at over 40 different HR systems for all occasions, learn what to automate first, what to automate second and so on. We will look at how to justify to the business the need for automation systems. -
Working tools and casesWe will not only discuss the different systems and their benefits, but also look at the case of the 9 most useful tools, and you will go from making a list for automation to choosing systems for yourself personally
Join the course participants' Telegram chat ⇢⇢⇢⇢
Course programme
The course is recorded, with homework check and chatting
Recorded class with a feedback on the homework
Recorded class with a feedback on the homework
Session 1. HR Tech Landscape and Automation Strategy
- What is included in the HR tech landscape of a modern company
- Map of the main HR system categories: Core HRIS, HCM, ATS, LMS/LXP, Performance, Engagement, Compensation, People Analytics, HR Service Delivery
- Best-of-breed vs all-in-one: building a stack from the best solutions or buying a single platform
- System of Record, System of Engagement, and System of Intelligence: the role of each layer
- How company size, geography, and maturity determine the right HR tech stack
- What an HR tech stack looks like for companies with 100, 500, 1,000, and 10,000+ employees
- Where to find and compare solutions: G2, Capterra, analyst reviews
- What to automate first: Impact × Effort × Frequency × Pain
- Why you should not automate a broken HR process
- HR Process Inventory: creating a complete list of HR processes
- Assessing the automation level of each process
- Identifying manual work, Excel dependency, duplicate data, and shadow HR tools
- Where companies overpay for multiple systems with overlapping functionality
- How to estimate the potential ROI of automation
- Must-have, should-have, and nice-to-have functionality
- Creating an HR tech architecture: which systems should be the core and which should be satellites
- Practice: auditing your HR tech stack and building an Automation Heatmap
Recorded class with a feedback on the homework
Recorded class with a feedback on the homework
Session 2. Core HRIS and How to Buy HR Systems
- HRIS, HRMS, and HCM: what is the difference and what does a company really need?
- What should be included in Core HR: employee master data, org structure, workflows, documents, absence, time, payroll integrations
- Enterprise solutions: Workday and SAP SuccessFactors
- Mid-market solutions: HiBob and Personio
- Rippling: HR + IT + Finance in one architecture
- Deel: global HR platform, payroll, EOR, and international employees
- BambooHR: classic SMB/mid-market HRIS
- PeopleForce: HRIS for growing companies
- How to compare systems based on real business requirements rather than an impressive demo
- 50–100 requirements for your future HRIS: how to build a requirements matrix
- Must-have vs configurable vs customization
- How to create a shortlist of 3–5 systems
- How to write an RFI/RFP and receive comparable proposals
- How to prepare a demo scenario: make vendors demonstrate your processes instead of their standard presentation
- How to score vendors
- Evaluating integrations, API, security, GDPR, data residency, and SSO
- Implementation fees, licenses, support, integrations: calculating the true TCO over 3–5 years
- Why the “per employee per month” price tells you very little about the total cost
- How to organize a pilot / proof of concept
- How to collect references and validate a vendor with existing customers
- Negotiations: where HR tech vendors are usually willing to offer discounts
- Price per user, minimum commitment, implementation fee, multi-year contract, payment terms
- How to use competing offers in negotiations
- Which contract terms to review carefully before signing
- Practice: creating an RFP + vendor scorecard and selecting an HRIS from several options
Recorded class with a feedback on the homework
Recorded class with a feedback on the homework
Session 3. ATS and Recruitment Automation
- Architecture of a modern recruiting tech stack
- Career site → sourcing → ATS → assessment → interview → offer → onboarding
- What an ATS should automate and what is better left to humans
- Greenhouse: structured hiring and mature recruiting workflows
- Ashby: ATS + recruiting analytics + scheduling
- Lever: ATS + CRM and talent pipeline management
- Teamtailor: candidate experience, career site, and recruitment marketing
- SmartRecruiters: enterprise recruiting platform
- Comparing systems using the same hiring process
- Requisition approval and job opening automation
- Career site and automated job posting
- Candidate CRM and talent pools
- Interview scheduling without dozens of messages
- Interview kits, scorecards, and structured interviewing
- Offer management and approvals
- Referral management
- Recruiting analytics: time-to-hire, time-to-fill, conversion, source quality
- AI features available in modern ATS platforms
- AI sourcing, matching, screening, interview notes, and candidate communication
- Where AI genuinely saves recruiters time
- Candidate data, privacy, bias, and compliance
- Integrating ATS with HRIS, LinkedIn, job boards, assessment, and onboarding
- Practice: designing a fully automated recruiting funnel
Recorded class with a feedback on the homework
Recorded class with a feedback on the homework
Session 4. Performance and Engagement Systems
- Why Excel + Google Forms stop working when performance management scales
- Architecture of a performance management platform
- Goals / OKR → 1:1 → Continuous Feedback → Review → 360 → Development
- Lattice: performance, goals, engagement, and people management
- Leapsome: performance + engagement + learning
- Culture Amp: engagement, performance, and employee experience
- Workday Peakon Employee Voice: continuous listening and engagement
- 15Five and lightweight solutions: when simple is enough
- How to choose between a standalone system and a performance module within your HRIS
- Goal setting and OKR cascading
- Automating 1:1s and check-ins
- Continuous feedback and recognition
- Performance Review: self-review, manager review, and peer review
- 180°/360° feedback
- Calibration sessions and talent reviews
- 9-box and succession planning
- Pulse surveys and engagement surveys
- Analyzing open-ended employee comments
- Action planning after an engagement survey
- AI features in performance systems: feedback summaries, review drafts, and manager recommendations
- How to avoid the “we bought Lattice, but managers don’t use it” problem
- Which metrics demonstrate real system adoption
- Practice: designing a digital performance cycle from goal setting to talent review
Recorded class with a feedback on the homework
Recorded class with a feedback on the homework
Session 5. LMS and LXP
- LMS vs LXP: managing learning or managing the learning experience
- How a modern corporate learning stack works
- Docebo: enterprise LMS and AI capabilities
- 360Learning: collaborative learning and expert-driven content creation
- TalentLMS: fast deployment of a traditional corporate LMS
- Sana: AI-native learning experience
- Build vs Buy: when does a company actually need its own LMS?
- Internal content + external libraries: building a learning ecosystem
- Udemy Business, Coursera, LinkedIn Learning, and other libraries within the learning stack
- SCORM, xAPI, and other standards: what HR really needs to understand
- Learning paths and academies
- Mandatory/compliance training
- Skills-based learning
- Personalized learning recommendations
- AI-generated learning content
- Learning analytics: completion is far from the most important metric
- How to connect learning with performance and skills
- Integrating LMS with HRIS, SSO, Teams/Slack
- Migrating content from a legacy LMS
- How to launch an LMS that employees will actually use
- Practice: requirements → shortlist → corporate Learning Academy structure
Recorded class with a feedback on the homework
Recorded class with a feedback on the homework
Session 6. Digital Workplace and HR Service Delivery
- Digital Employee Experience: where employees “live” today
- What happened after the shutdown of Workplace from Meta and what companies are replacing it with
- Microsoft Teams as an employee workspace
- Slack as a work platform and interface to other systems
- Workvivo as an employee experience and internal communications platform
- Staffbase: employee communications, intranet, and frontline employees
- Intranet 2.0: why the traditional portal with thousands of pages no longer works
- Employee portal as a single entry point to HR
- Employee self-service and manager self-service
- HR Service Delivery: request → classification → SLA → resolution → knowledge base
- HR ticketing: when HR should move from email and direct messages to a service delivery model
- Service catalog: which HR services employees should be able to access
- Knowledge Base: turning HR policies into an easy-to-use knowledge base
- HR chatbot as the first level of support
- AI-powered search across policies and procedures
- Teams/Slack bot: bringing HR to where employees already work
- When a request should be escalated from a bot to a human
- Employee communications: segmentation instead of “send to everyone”
- Frontline employees without corporate email: a separate digital workplace challenge
- HR Service Delivery metrics: volume, SLA, resolution time, self-service rate, CSAT
- Practice: designing a unified Digital HR Front Door for employees
Recorded class with a feedback on the homework
Recorded class with a feedback on the homework
Session 7. Integrations, Implementation, and Adoption
- Why buying an HR system is only the beginning of the project
- What HR tech architecture looks like: Core HRIS at the center with other systems around it
- Employee ID and a unified data model
- Single Source of Truth: which system owns which data
- APIs explained simply for HR professionals
- Native integrations vs API vs middleware vs CSV
- Webhooks and event-driven integrations
- Zapier and Make for HR automation without developers
- Unified API: when a single integration layer for HR systems makes sense
- Example: New Hire in ATS → HRIS → payroll → Slack/Teams → LMS → IT
- Joiner / Mover / Leaver as a key end-to-end workflow
- Automated account provisioning and deprovisioning
- Data mapping and why integrations break
- SSO, permissions, roles, and security
- Sandbox, testing, and UAT
- Data migration: cleaning data before migration
- Implementation roadmap: Discovery → Design → Configuration → Integration → Migration → Testing → Launch
- Why HR tech projects fail because of people and processes, not technology
- Stakeholder map: HR, IT, Finance, Legal, Security, managers, employees
- Change management during implementation
- Champions and superusers
- Training and launch communication campaign
- Adoption dashboard: login rate, active users, completion, self-service, feature adoption
- Automation ROI: hours, FTEs, errors, process speed, and employee experience
- What to do with a system that only 30% of employees use
- Quarterly HR tech review: which systems to keep, replace, or retire
- Creating a 12-month HR Automation Roadmap
- Practice: mapping your HR tech stack architecture + implementation roadmap
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Join chat How the course is taught
1
Webinar recording
You watch the recorded sessions at your own pace and study the material. We open 1 lesson per week
2
Homework checked by the course author
Each webinar has a practical task that you must do to get a diploma
3
A case study of the participants
We chat on Telegram and discuss participants' cases remotely
4
Getting a diploma
Students who successfully complete the course assignments will receive a diploma at the end of the course
Diploma of HR Professional after completing the course
So coveted and valuable
So coveted and valuable
- Integrates into Linkedin and HH profiles
- Each diploma has a unique code
- QR code on the diploma leads to the online version
- Impossible to forge
- Issued on a certified Accredible platform (the same place where Rosetta Stone, Google, Udacity, Kaplan University and others issue certificates), look at an example
Who leads?
Course author and facilitator Mike Pritula
- Founder of Mike Pritula Academy
- No.1 Opinion Leader in HR for 2019
- 15 years in HR Wargaming, Preply, iDeals, Starlightmedia, Alfa-Bank
- Top 10 HR in CIS
- Since 2010 engaged in online training
- HRCI representative in CIS
- PHRi certified
- Was the first to launch HRCI online certification preparation courses in Russian
- HR-soft author and startup consultant
- Over 5000 trained HR professionals
- Author of HR competency model
- Author of the most comprehensive HR audit checklist
- HR person of the year in Ukraine (2018) and Belarus (2017)
- Over 100 published articles and presentations
- Over 2 million views on articles
- Author of a column on Lifehacker.ru
- Author of the book "Resume for a million"
HR-persona
by Headhunter Ukraine and Belarus
TOP-20
HR leaders by Headhunter
TOP-5 HR
by delo.ua
#1
HRCI CIS representative
What's inside the course
Here is what you will get on the course
-
Intensive course workIn the course you are not a passive listener, but actively participate in chat during the class and between classes, and practice all the knowledge you have learned and receive feedback from the course author -
ToolsYou will receive a large number of proven tools that the author has tested in a wide variety of companies, many of which have been developed personally, as well as examples from top companies -
Ready-made solutionsYou don't have to develop all the solutions yourself. You will get ready-to-use solutions straight away, on a "take-it-or-leave-it" basis. Your only task is to adapt all the tools you receive to your company -
ExamplesWe will have many examples and cases from companies in a wide variety of industries of how they have solved business problems using sourcing tools. You are sure to find many ideas for yourself -
Homework assignmentsIn your homework, you will adapt all the tools and solutions to your business, and the course author will personally check how you did it. -
Chat roomAll students are added to a dedicated Telegram-chat where they can ask questions and get help, share experiences and find like-minded people and friends.
CONVENIENT STUDENT ACCOUNT
How a course is taught
All resources: webinar recordings, presentations, supplementary materials, are stored in your personal account.
For communication and support, all participants communicate in a dedicated Telegram chat room.
For communication and support, all participants communicate in a dedicated Telegram chat room.
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