AI Prompts for ChatGPT for HR Professionals

Write a [POLICY NAME: E.G. FLEXIBLE WORKING / GRIEVANCE / PERFORMANCE MANAGEMENT] policy for [COMPANY NAME]. The company has [X] employees and operates in [INDUSTRY / COUNTRY]. Key principles the policy must reflect: [LIST]. The policy should be: written in plain English that any employee can understand, clear about who it applies to, what the process is, and what employees can expect. Under [X] words. Avoid legal jargon unless essential.

Update this existing policy for [POLICY TYPE]: [PASTE CURRENT POLICY]. Changes I need to make: [DESCRIBE]. Reasons for the change: [DESCRIBE]. The updated version should preserve the original intent while incorporating the changes. Flag any sections that look outdated even beyond the changes I have asked for, and suggest updates. Keep the same structure and plain-English tone.

Write a section for our employee handbook on [TOPIC: E.G. ANNUAL LEAVE / EXPENSES / HYBRID WORKING / PERFORMANCE EXPECTATIONS]. Company: [DESCRIBE]. The section should: be easy for a new joiner to understand on day one, cover the key things people need to know, link to the full policy if one exists, and feel human rather than corporate. Under [X] words. Practical and specific, not vague principles.

Write a FAQ document for employees on [POLICY OR TOPIC: E.G. THE NEW PERFORMANCE REVIEW PROCESS / PARENTAL LEAVE / THE HYBRID WORKING POLICY]. The policy is [BRIEF DESCRIPTION]. Common questions I expect employees to have: [LIST ANYTHING YOU KNOW]. Write 10 to 12 Q&A pairs that answer the questions employees will actually ask, in the language they would use to ask them. Clear and direct, not legalistic.

Write an all-employee announcement for a change to [POLICY NAME] at [COMPANY]. What is changing: [DESCRIBE]. Why: [DESCRIBE THE REASON]. When it takes effect: [DATE]. What employees need to do, if anything: [DESCRIBE]. The announcement should be: honest about why the change is happening, clear about what it means for people, and easy to read in under two minutes. Not a copy of the policy itself.

Design a [X DAY / X WEEK] onboarding plan for a new joiner in the [ROLE] role at [COMPANY]. The new joiner needs to: understand the company, its culture, and how it operates; get up to speed on their specific role and team; build relationships with key people; and be productive as quickly as possible. Structure it day by day or week by week with: activities, who to meet, and what they should know or be able to do by the end.

Write onboarding content for new joiners at [COMPANY] on [TOPIC: E.G. HOW WE WORK / OUR VALUES IN PRACTICE / THE PERFORMANCE REVIEW PROCESS / HOW TO USE OUR TOOLS]. The audience is [DESCRIBE: ALL NEW JOINERS / MANAGERS ONLY / SPECIFIC FUNCTION]. It should take no more than [X MINUTES] to read or complete. Make it practical and engaging, not a wall of text. Include a brief check-in question at the end to confirm understanding.

Write an onboarding checklist for managers welcoming a new joiner to their team. It should cover: what to do before day one, what to cover on day one, week one priorities, and what to check in on during the first 30 / 60 / 90 days. Include specific actions, not vague guidance like "make them feel welcome". Keep it practical and easy to follow without being overwhelming.

Design a [DURATION] training session on [TOPIC: E.G. GIVING FEEDBACK / INCLUSIVE INTERVIEWING / MANAGING CONFLICT / HAVING DIFFICULT CONVERSATIONS] for [AUDIENCE: MANAGERS / ALL EMPLOYEES]. Learning objectives: [LIST WHAT PARTICIPANTS SHOULD BE ABLE TO DO DIFFERENTLY AFTER THE SESSION]. Include: a suggested structure, key content to cover, an activity or exercise to practise the skill, and how to assess whether the learning has landed.

Write a 30-60-90 day plan template for a new joiner in a [SENIORITY LEVEL: E.G. INDIVIDUAL CONTRIBUTOR / MANAGER / SENIOR LEADER] role. The template should: set clear expectations for each phase, distinguish between learning, contributing, and leading milestones, and be specific enough to be useful but flexible enough to adapt to any role. Include a section for the new joiner's own goals alongside company expectations.

Write an employee communication announcing a [RESTRUCTURE / REDUNDANCY PROGRAMME / TEAM REORGANISATION] at [COMPANY]. What is changing: [DESCRIBE]. Why: [DESCRIBE THE BUSINESS REASON HONESTLY]. What it means for employees: [DESCRIBE IMPACT]. Timeline: [DATES]. What happens next: [PROCESS]. The communication should be honest, clear, and humane. Employees will be anxious. Avoid corporate euphemisms. Under [X] words.

Help me write a formal response to a grievance raised by [EMPLOYEE / ANONYMOUS]. The grievance is about [DESCRIBE THE NATURE OF THE COMPLAINT WITHOUT IDENTIFYING DETAILS]. The outcome of the investigation: [DESCRIBE]. I need to communicate: what we found, what action we are taking, and the process for appeal. The letter must be factual, fair, and professionally worded. Do not include anything that could be used against the company in an employment tribunal.

Write a letter confirming the outcome of a disciplinary process for [EMPLOYEE NAME, OR USE GENERIC]. The outcome is [DESCRIBE: FIRST WRITTEN WARNING / FINAL WRITTEN WARNING / DISMISSAL]. The reason: [DESCRIBE THE CONDUCT OR PERFORMANCE ISSUE]. The letter should include: the decision, the reasons, the improvement required (if applicable), the consequences of further issues, the right to appeal, and the deadline to appeal. Professional and specific.

I need to communicate to a team about [SENSITIVE SITUATION: A COLLEAGUE'S LONG-TERM ILLNESS / AN UNEXPECTED DEPARTURE / A SAFEGUARDING SITUATION / A DEATH]. I need to let the team know what they need to know without breaching privacy, give them space to respond, and tell them what support is available. Help me write a brief, careful message that handles this with the right level of sensitivity and clarity.

Help me prepare a script or talking points for a difficult conversation I need to have with [EMPLOYEE / MANAGER] about [TOPIC: MANAGING SOMEONE ONTO A PIP / COMMUNICATING A DEMOTION / ADDRESSING INAPPROPRIATE BEHAVIOUR / DISCUSSING A LONG-TERM ABSENCE]. I am worried about [SPECIFIC CONCERN]. Give me: how to open, the key points I must make, how to handle the likely reaction, and how to close constructively with clear next steps.

Help me design or improve the performance review process for [COMPANY]. Current process: [DESCRIBE WHAT YOU HAVE NOW, OR "WE HAVE NOTHING FORMAL"]. Size: [X EMPLOYEES]. What I want the process to achieve: [DESCRIBE: FAIR PAY DECISIONS / DEVELOPMENT CONVERSATIONS / IDENTIFYING HIGH PERFORMERS / MANAGING OUT UNDERPERFORMERS]. Give me a recommended structure: timeline, components, who does what, and what to avoid based on common mistakes.

Write guidelines for managers participating in a performance calibration session at [COMPANY]. Rating scale: [DESCRIBE: E.G. 1 TO 5 / EXCEEDS / MEETS / BELOW]. The guidelines should explain: the purpose of calibration, how to describe and defend a rating, how to handle disagreement, what language to use and avoid, and how to ensure fairness across different teams and managers. Under two pages.

Help me design a development programme for [AUDIENCE: E.G. NEW MANAGERS / HIGH-POTENTIAL EMPLOYEES / SENIOR INDIVIDUAL CONTRIBUTORS] at [COMPANY]. Duration: [X MONTHS]. Resources available: [BUDGET, TIME, INTERNAL EXPERTS]. What I want participants to be able to do after the programme that they cannot do now: [LIST]. Give me a structure: the learning areas to cover, what format each should take, and how to assess impact.

Write an employee engagement survey for [COMPANY]. Size: [X EMPLOYEES]. The key areas I want to understand: [LIST: E.G. OVERALL ENGAGEMENT / MANAGER QUALITY / CAREER DEVELOPMENT / CULTURE / WELLBEING]. Write 15 to 20 questions: a mix of Likert-scale statements and open questions. The survey should take no more than [X MINUTES] to complete, cover the areas that most predict retention, and include questions I can benchmark over time.

Write a communication plan for rolling out [PEOPLE INITIATIVE: E.G. NEW PERFORMANCE REVIEW PROCESS / WELLBEING PROGRAMME / VALUES REFRESH / NEW CAREER FRAMEWORK] at [COMPANY]. Audience: [ALL EMPLOYEES / MANAGERS / SPECIFIC GROUP]. Timeline: [DATES]. Key messages at each stage: [LAUNCH / DURING / FOLLOW-UP]. Channels to use: [EMAIL / ALL-HANDS / MANAGER CASCADE]. The plan should build awareness, understanding, and buy-in, not just announce the thing exists.