AI Adoption / AI Training
For organisations that need sustained capability rather than a single event. Role-based learning paths, assessment against a rubric, certification that means something, and adoption measured in usage data instead of attendance sheets.
AI Training
Role mapping and baseline
Core learning paths
Applied assessment
Certification and handover
It differs from a workshop in duration and in accountability. A workshop creates momentum in a day. A training programme runs across weeks, assigns different paths to different roles, assesses whether people can actually do the thing, and reports adoption to whoever sponsored the budget. For most enterprises the sequence that works is literacy first, then function-specific tracks, then a standing programme that onboards new joiners without a facilitator having to be booked each time.
Who it is for
People are placed by what their role requires rather than by seniority. Most organisations run all four in parallel across different populations.
For people who will use AI tools daily in their own workflow. The largest population and the one that drives measurable productivity change.
For the people each function nominates to support colleagues. They get depth, facilitation skills, and a direct line to us.
For people who approve AI use in their teams and need to judge when an output is safe to act on.
For technical staff who will construct internal tools, agents, and integrations rather than only consume them.
The curriculum
Twelve weeks is the standard shape. It compresses to six for a single function and extends when the learner population runs into the thousands.
We map roles to learning paths and take a capability baseline, so the improvement claimed at the end has a starting number behind it.
Blended delivery across live facilitated sessions, self-paced modules, and in-flow practice on real work. Cohorts run in parallel across paths.
People are assessed on doing the work rather than on recall. Each path has its own rubric tied to what that role is expected to produce.
Certification for those who pass, a gap plan for those who do not, and handover of materials so your L&D team can run the next intake.
Outcomes
Assessment scores at start and end by role and function, so the change is attributable.
Actual tool usage from your telemetry, since attendance and completion rates say nothing about behaviour.
Which workflows measurably changed, tracked against the shortlists teams produced during training.
Materials, rubrics, and facilitator guides handed over so the next intake does not need us.
Delivery in India
Most of our work runs with banks, NBFCs, insurers, and manufacturers headquartered in India. The programme assumes Indian regulatory context, distributed field teams, and mixed levels of digital comfort across the workforce.
Sessions cover the Digital Personal Data Protection Act 2023 alongside RBI, IRDAI, and SEBI expectations, so teams learn what they can put into a model before they start using one.
Facilitators travel to your offices, branches, and plants. Virtual cohorts run on IST with recordings for shift-based teams.
Content works for relationship managers, collections agents, and plant supervisors, without assuming a desk, a laptop, or prior AI exposure.
Facilitation runs in English and Hindi as standard. Additional regional languages are arranged for large field cohorts on request.
Delivered onsite in
Free download
Every module, session agenda, duration, and audience across the five programmes, plus the assessment rubric we use to measure whether behaviour actually changed.
Questions
If your question is here in a form we have not covered, ask us directly and we will answer it plainly.
Role mapping and a capability baseline, four parallel learning paths for practitioners, champions, managers, and builders, applied assessment against role-specific rubrics, certification, and handover of all materials so your L&D team can run subsequent intakes independently.
Twelve weeks is the standard shape. It compresses to six weeks for a single function and extends when the learner population runs into several thousand people across multiple locations.
A workshop is a single facilitated day that creates momentum on specific work. A training programme runs across weeks, assigns different paths by role, assesses whether people can actually perform, and reports adoption to the budget sponsor. Most organisations run workshops first and a programme once they need scale.
Yes. Certification follows an applied assessment against a role-specific rubric, so people are judged on producing work rather than on recall. Participants who do not pass receive a gap plan and a reassessment window.
We report three things: capability movement against the week-one baseline, actual tool usage pulled from your telemetry, and evidence of workflow change tracked against the shortlists teams produced during training. Completion rates are recorded but never presented as an outcome.
That is the intent. The champion path includes facilitation training, and week 10 to 12 covers handover of materials, rubrics, and facilitator guides. Most clients run their second intake with our support and their third independently.
From 100 to around 10,000 learners. Above roughly 500 the delivery mix shifts towards self-paced modules with live anchor sessions per region, and the champion network becomes the main support layer rather than our facilitators.
Yes, blended across onsite and virtual. Live sessions run onsite in Bengaluru, Mumbai, Delhi NCR, Pune, Hyderabad, Chennai, Kolkata, and Ahmedabad, with virtual cohorts on IST covering smaller locations and shift-based teams.
Keep going
Build the programme
Send us your role mix and learner numbers and we will propose paths, a schedule, and a measurement plan.