Before we run anything, we look at how your organisation actually works. Team, capability, process, bottleneck. The programme is written from what we find.
of Malaysian employers now assess AI skills when hiring.
Jobstreet by SEEK, Hiring, Compensation & Benefits Report 2025
of companies plan to provide their teams any AI training this year.
Microsoft & LinkedIn, Work Trend Index 2024
The distance between those two figures is where most firms are currently exposed. The market has begun to expect a capability that few firms are building deliberately.
Every engagement begins here. Before anything is scheduled, we spend time inside the organisation understanding how work actually moves, not how the org chart says it should.
Nothing is scheduled until we know what each team needs, and who needs it.
How responsibilities actually sit across departments, so the right people end up in the right room.
What staff have tried and what they are quietly avoiding. Confidence varies enormously inside one department.
The reports written monthly, the documents reviewed weekly, the correspondence handled daily.
Where work waits on one person. This sets the order of the programme, because it returns the most hours.
Department by department. What is being done, by whom, and how long it takes today.
Sessions, groupings and sequence, each justified by something the analysis found rather than by a module list.
The two or three recurring pieces of work each department will build in the room and run weekly afterwards.
Awareness is easy to buy. Capability is not. The difference is whether the training was written from your work or written for everyone.
Sessions are designed and delivered by certified AI trainers who build and deploy AI systems professionally. That is what keeps the sessions in plain language. The limits are explained by someone who has run into them. No jargon is required of participants, and none is used for its own sake.
Run in plain language for staff with no technical background. What each department works on is decided by its own analysis.
A single group, one department or a leadership team. Enough to establish what the tools are genuinely good at, where they fail, and to build one workflow together.
The standard engagement for one department. Two or three recurring workflows built on your own documents, with time to run them unaided before the day ends.
Several departments in sequence, with the handovers between them addressed directly. Suited to organisations where the bottleneck sits between functions rather than inside one.
Malaysian employers above a headcount threshold pay a mandatory levy of one percent of payroll into HRD Corp. It can only be reclaimed against approved training, so most firms are holding a balance they are already entitled to spend.
Our registration as a Training Provider is in progress. Claimable status is not yet confirmed, and this page will say so here once e-TRiS approval is granted. Until then, assume our training is not claimable.
If something here is not covered, put it in the enquiry and we will answer it directly.
No. Every session is built for non-technical staff and run in plain language on their own work.
Sessions are designed and delivered by certified AI trainers who build and deploy AI systems professionally. That is what keeps the sessions in plain language. The limits are explained by someone who has run into them. No jargon is required of participants, and none is used for its own sake.
No. Every programme is written for one organisation from its own assessment of the departments involved, which HR teams may know as a training needs analysis. We would rather run fewer programmes to a higher standard than fill a calendar.
No. We scope training by department rather than industry. Finance, HR, operations, sales and service teams face similar document work everywhere, and the analysis tailors each session to yours.
Not yet. Training Provider registration is in progress. Once approved, eligible employers will be able to fund our training from their levy. Write to us and we will tell you where the application stands.
From a boardroom of six to departments of thirty or more. The analysis determines the format and the groupings we recommend.
Tell us which departments you have in mind and we will set out how the assessment would run in your organisation.
No obligation, and no mailing list.