Microsoft 365 Copilot App Study Guide for an HR Project Manager

Audience: HR project managers who are very new to AI
Format: practical study guide + reusable prompt templates
Checked against Microsoft sources on: March 6, 2026

1) What this guide is for

This guide is meant to help you use the Microsoft 365 Copilot app as your daily AI workspace for HR project work: planning, recruiting, onboarding, policy communication, stakeholder updates, survey analysis, meeting follow-up, and knowledge retrieval.

Think of the app as your AI control center. Microsoft describes it as a single place where you can chat, search, create content, work with agents, collaborate on AI-generated pages, and access apps. [S1][S2]

If you are basic to AI, start here:

Ask Copilot to summarize what already exists.
Ask it to draft a first version.
Ask it to improve tone, structure, accuracy, or audience fit.
Ask it to turn the result into something shareable: a page, report, email, deck outline, survey, or image.
Always review before sending.

2) What the Microsoft 365 Copilot app is

The Microsoft 365 Copilot app is Microsoft’s AI-first work app. It gives you one place to:

chat with Copilot
upload or create files
create and refine Pages
organize work in Notebooks
use Agents
use Researcher for deeper, multi-step analysis
create images, banners, videos, forms, and other assets through Create
revisit generated content in Library
add apps from the App store
work from web, desktop, and mobile [S1][S2][S3][S4][S5][S6]

For an HR project manager, that matters because it reduces context switching. Instead of bouncing between email, notes, docs, meetings, and design tools, you can start in Copilot and move outward only when needed.

3) What you need before you begin

3.1 Account and access

Use your work or school account. The app is available as a web app, desktop app for Windows and Mac, and mobile apps for iOS and Android. [S3][S6]

3.2 License reality check

There is an important difference between Copilot Chat and the full Microsoft 365 Copilot experience.

If you have a Microsoft 365 Copilot subscription, you should see Work and Web tabs in Chat. If those tabs do not appear, you likely do not have the full subscription experience. [S7]

With the full license, Copilot can ground responses in your work data such as emails, meetings, chats, and documents, not just the web or files you manually upload. [S8]

3.3 Privacy and permissions

Microsoft states that Microsoft 365 Copilot and Microsoft 365 Copilot Chat use the same enterprise data protection terms as Microsoft 365 commercial offerings. Prompts and responses are covered by enterprise protections, and Copilot respects existing permissions. In plain English: it should not show you files or messages you do not already have access to. [S9][S10]

3.4 Beginner rule

Never treat Copilot like an oracle. Treat it like a smart first-draft partner.

Use it for:

first drafts
summarization
pattern finding
restructuring
research support
communication prep

Do not skip:

fact checking
policy review
legal/compliance review
sensitive HR judgment

4) The beginner mental model: how to think about Copilot

A simple way to use Copilot is this:

Ask
Start with the goal.
Example: “Summarize the key themes from these onboarding feedback notes.”

Shape
Add context, audience, format, tone, and source.
Example: “Summarize the key themes from these onboarding feedback notes for HR leadership. Use bullets. Group by process, manager support, systems friction, and training.”

Verify
Check names, numbers, dates, policy wording, and missing context.

Share
Turn the answer into a page, memo, deck outline, meeting recap, or survey.

This one loop will carry most beginners surprisingly far.

5) The prompt formula that works best

Microsoft’s prompt guidance says a strong prompt can include four parts:

Goal – what you want
Context – background Copilot should know
Expectations – tone, format, level of detail, audience
Source – the files, emails, notes, or messages to use [S11]

Microsoft also recommends:

adding detail
putting instructions in a deliberate order
using positive instructions
iterating when the first result is not good enough [S12]

5.1 A simple beginner template

Use this every time:

Goal: Help me do [task]
Context: I am an HR project manager working on [project]
Expectations: Respond in [format] for [audience] with [tone] and [length]
Source: Use [meeting notes / file / email thread / policy / web / notebook]

5.2 Example

Draft a project update for our onboarding redesign.
Context: We are standardizing onboarding across three regions.
Expectations: Write for HR leadership, keep it to 250 words, use plain English, and include risks, progress, and next steps.
Source: Use the meeting notes from this week and the attached project brief.

5.3 The follow-up habit

Microsoft explicitly notes that good results usually come from back-and-forth conversation, not one perfect prompt. [S11]

Useful follow-ups:

“Make this shorter.”
“Turn this into an executive summary.”
“What assumptions did you make?”
“What is missing?”
“Rewrite this for managers, not HR.”
“Create a table version.”
“Turn this into a page.”

6) The core features you should learn first

6.1 Copilot Chat

Chat is the fastest place to start. In the app, Chat is where you ask questions, summarize, brainstorm, and draft. With the full Microsoft 365 Copilot experience, Chat can work across both Web and Work contexts. [S7][S8]

Best for HR PM work

summarizing long threads
turning notes into actions
drafting stakeholder messages
comparing options
generating first-draft plans

Beginner tip
Use Chat when you are still figuring out the problem.

6.2 Pages

Pages let you turn a useful Copilot response into something durable, editable, and shareable. Microsoft describes Pages as an interactive workspace that sits side-by-side with chat. You can even ask Copilot to “Create a page” or “Generate a page.” [S13][S14]

Best for HR PM work

project briefs
working drafts
operating procedures
rollout plans
FAQ pages
meeting-to-decision documents

Beginner tip
Use Pages when a chat answer starts becoming something you will need again next week.

6.3 Notebooks

Notebooks are focused workspaces where you gather the content for one task: chats, files, pages, meeting notes, links, and more. Copilot then answers based on that curated notebook content. [S15]

Best for HR PM work

policy refresh projects
onboarding redesign
benefits review
vendor selection
training program design
multi-source initiative tracking

Why this is powerful
A normal chat can drift. A notebook keeps Copilot scoped to the material that matters.

Audio overview in Notebooks

Microsoft also supports audio overviews for notebooks: a conversational, podcast-style summary of notebook content. This requires at least one reference file and may have daily usage limits. [S16]

Best for HR PM work

catching up on a project while commuting
reviewing a long onboarding workstream
getting a quick recap before a steering meeting

6.4 Agents

Agents are specialized helpers. In the app you can open built-in agents, browse more in the Agent Store, or create your own. Microsoft also allows users to build an agent either by describing what it should do or by starting from a template. [S17][S18][S19]

Best for HR PM work

recurring HR Q&A
onboarding guidance
policy navigation
manager coaching prompts
benefits FAQ support
structured project routines

Beginner tip
Do not build an agent on day one. First notice what you repeat often. Then automate that pattern.

6.5 Researcher

Researcher is for deeper work. Microsoft describes it as a multi-step research assistant that gathers, analyzes, and summarizes information from the web and, at work, from documents, emails, meetings, and chats you have access to. It returns a structured, source-cited report. [S20]

Best for HR PM work

compensation benchmarking
policy comparison
best-practice research
market trend scans
decision support memos
preparing leadership briefs

Use Researcher instead of regular Chat when

the question is broad
you need citations
you need a report you can share
the task has multiple sources and multiple steps

Advanced note: Claude in Researcher

Microsoft support now documents a Claude option inside Researcher for some organizations. Microsoft states this rollout is gradual, requires admin enablement for Anthropic models, and full availability was expected by the end of March 2026. [S21]

That is interesting, but not essential for beginners. The important part is: Researcher exists, and it is the right tool for serious research tasks.

6.6 Create

Create helps you generate visual and communication assets inside the app. Microsoft says Create can make images, banners, videos, and more, and support content like forms is also documented in the Copilot app experience. [S22][S23][S24]

Best for HR PM work

onboarding banners
campaign visuals for benefits enrollment
internal comms graphics
pulse survey drafts
quick awareness posters
training support materials

Beginner tip
Create is great for speed, but brand and legal review still matter.

6.7 Library

Library is the visual hub for Copilot-generated content like pages and images, including items shared with you. [S25]

Best for HR PM work

reusing campaign materials
finding older AI-generated drafts
recovering a page you want to repurpose
sharing generated assets with teammates

6.8 App store

The app store inside Microsoft 365 Copilot lets you discover Microsoft and third-party apps and add them to the Copilot app. [S26]

Best for HR PM work

bringing adjacent tools into your workspace
reducing tool switching
expanding Copilot with task-specific apps

6.9 Mobile

The Microsoft 365 Copilot app is available on mobile, which is useful for quick summarization, follow-ups, and review on the move. [S6]

Best for HR PM work

review a recap before a meeting
ask for a summary between calls
capture ideas while traveling
read notebook or chat outputs without opening a laptop

7) The best feature-to-task map for HR project managers

Your task	Best starting feature	Why
Make sense of messy notes	Chat	Fast summarization and clustering
Turn a good answer into a working doc	Pages	Durable and shareable
Keep one project grounded in the right files	Notebooks	Focused scope and better answers
Do a serious market or policy scan	Researcher	Structured, cited, multi-step output
Handle repeatable HR questions	Agents	Reusable workflow
Create campaign visuals or forms	Create	Fast asset generation
Reuse and organize AI-generated output	Library	Central retrieval
Add supporting apps	App store	Extend the workspace

8) A practical workflow for almost any HR project

Use this 8-step pattern:

Step 1: Start in Chat

Ask Copilot:

“Help me break this HR project into workstreams, milestones, risks, and dependencies.”

Step 2: Add real context

Add a file, meeting notes, or a clear description.

Step 3: Push for structure

Ask for:

table
timeline
RACI
summary by theme
executive update
risk log

Step 4: Turn it into a Page

Ask:

“Create a page from this and organize it as project objective, scope, timeline, owners, risks, and next steps.”

Step 5: Move the project into a Notebook

Add:

project brief
meeting notes
old deck
policy docs
stakeholder emails
survey results

Step 6: Use Researcher for deep questions

Ask:

“Create a cited report comparing onboarding best practices for hybrid employees in large global organizations.”

Step 7: Use Create for comms assets

Ask for:

campaign banner
kickoff poster
infographic
survey draft

Step 8: Build an agent only if the pattern repeats

Example:

onboarding assistant
manager FAQ assistant
benefits Q&A helper

9) HR use cases and ready-to-use prompt templates

The templates below are practical templates created from Microsoft’s prompt guidance and HR scenario patterns. Many of the use cases also map directly to Microsoft’s HR scenario library for recruiting, onboarding, learning, benefits, and issue resolution. [S11][S12][S27][S28][S29][S30][S31]

Use these templates as a starting point. Replace the brackets.

9.1 Recruiting

A. Draft a job description

Draft a job description for a [job title].
Context: This role sits in [department] and will support [main goals].
Expectations: Include role summary, key responsibilities, must-have qualifications, preferred qualifications, success measures, and an inclusive tone. Keep it realistic and concise.
Source: Use our existing job description style and this hiring brief: [paste or attach].

B. Create interview questions

Generate 12 interview questions for a [job title].
Expectations: Split them into behavioral, technical, and stakeholder-management questions. Add what a strong answer should show. Keep the tone professional and fair.

C. Salary benchmark research

Create a cited research brief on market compensation for a [job title] in [locations].
Expectations: Include range assumptions, regional differences, market drivers, and a short executive summary.
Source: Use Researcher with both web and work sources where available.

D. Offer letter starter

Draft a customizable offer letter template for a [job title].
Expectations: Use placeholders for compensation, start date, manager name, location, and policy references. Keep it editable and HR-friendly.
Important: Do not invent legal language that should come from counsel; flag where legal review is needed.

E. Candidate communication

Draft a warm but concise update email to a candidate after [interview stage].
Expectations: Keep the tone human, clear, and respectful. Include next step, expected timeline, and contact point.

9.2 Onboarding

A. 30-60-90 onboarding plan

Build a 30-60-90 day onboarding plan for a new [job title].
Context: The employee is based in [region] and works with [teams].
Expectations: Include learning goals, stakeholder meetings, systems access, manager check-ins, and quick wins.

B. New-hire welcome page

Create a page for a new hire welcome pack.
Expectations: Organize it into first week, first month, key contacts, systems, learning resources, policies, and FAQs. Use simple language and headings.

C. Identify expert network

Identify 10 people or roles in [department] who would be strong onboarding contacts for a new [job title].
Expectations: Group them by topic such as systems, business process, stakeholders, and culture. Explain why each group matters.
Source: Use work data only.

D. Check-in email series

Draft 4 check-in emails for a new hire to receive during their first 60 days.
Expectations: Keep them supportive, short, and action-oriented. Include one email for week 1, week 2, day 30, and day 60.

E. Onboarding friction review

Summarize the main friction points in our onboarding feedback from the last [time period].
Expectations: Group the output into systems, manager support, clarity of role, training, and culture. End with the top 5 fixes by impact.

9.3 Learning and development

A. Learning path design

Design a 12-week learning path for [audience].
Context: The goal is to strengthen [skills] for [business need].
Expectations: Include weekly themes, estimated effort, manager involvement, and measures of success.

B. Training session outline

Draft a facilitator guide for a 60-minute training on [topic].
Expectations: Include learning goals, agenda, discussion prompts, activities, and a follow-up summary email.

C. Skill-gap summary

Analyze these notes, survey responses, and performance themes to identify the top skill gaps for [group].
Expectations: Rank the gaps, explain the evidence, and suggest training responses.

D. Learning comms

Draft a launch message for a new learning program.
Expectations: Write versions for employees, managers, and leadership. Keep each version under 180 words and make the call to action clear.

9.4 Benefits and compensation

A. Competitive benefits scan

Create a cited report comparing benefits trends for companies in [industry] across [locations].
Expectations: Include common offerings, emerging trends, possible employee-value differences, and a concise leadership summary.
Source: Use Researcher.

B. Compensation strategy brief

Draft an executive summary of our compensation review.
Context: We are reviewing [roles / regions / grades].
Expectations: Include what changed, why it matters, major risks, assumptions, and recommended next steps.

C. Employee FAQ draft

Draft a plain-English FAQ for employees about [benefit or policy change].
Expectations: Use question-and-answer format, avoid jargon, and flag items that still need policy confirmation.

D. Enrollment campaign materials

Create a benefits enrollment campaign package.
Expectations: Give me a short launch email, a Teams announcement, a poster headline, and 5 FAQ questions employees are likely to ask.

E. Financial model handoff note

Summarize the assumptions, changes, and open questions in this compensation model for HR leadership.
Expectations: Use bullets and separate confirmed inputs from estimates.

9.5 Employee engagement and surveys

A. Survey creation

Draft a pulse survey on [topic].
Expectations: Include 8 to 10 questions, a mix of scaled and open-text items, and a short introduction explaining purpose and anonymity expectations.

B. Survey analysis

Summarize these survey responses.
Expectations: Group findings into strengths, concerns, requested changes, and quick wins. Highlight sentiment patterns and quote themes without exposing personal details.

C. eNPS action plan

Based on this employee feedback summary, draft a 90-day action plan to improve engagement.
Expectations: Include actions, owners, milestones, employee communications, and success measures.

D. All-hands follow-up

Draft a post-all-hands HR recap for employees.
Expectations: Summarize what was announced, what it means for employees, what questions remain open, and where updates will be posted.

9.6 Employee relations and issue handling

A. Summarize a complex issue

Summarize this email thread and meeting notes about [issue].
Expectations: Separate facts, open questions, actions taken, unresolved risks, and stakeholders involved. Do not make legal conclusions.

B. Build a case timeline

Create a timeline of events from these notes and emails.
Expectations: Use date, event, owner, and source columns. Flag missing dates or unclear statements.

C. Draft a neutral internal summary

Draft a neutral internal summary for HR leadership about this employee issue.
Expectations: Keep the language factual, balanced, and non-judgmental. Separate observed facts from interpretation.

D. Next-step planning

Suggest possible next steps for handling this issue.
Expectations: Group suggestions into information gathering, stakeholder alignment, communication, and documentation. Note where policy, legal, or ER review is required.

9.7 Policy and compliance communication

A. Policy rewrite in plain English

Rewrite this policy in plain English for employees.
Expectations: Keep the meaning intact, reduce jargon, add clear headings, and end with “what this means for you.”

B. Manager version of a policy

Turn this policy update into a manager briefing note.
Expectations: Focus on what managers need to do, what they should avoid, and what employee questions they should route to HR.

C. Change announcement

Draft a communication plan for a new policy rollout.
Expectations: Include audience segments, message goals, channels, timeline, FAQ topics, and likely points of confusion.

9.8 Meetings, projects, and stakeholder management

A. Turn notes into action items

Turn these meeting notes into a clear action tracker.
Expectations: Output as owner, task, due date, dependency, and status-risk columns.

B. Steering committee update

Draft a steering committee update for [project].
Expectations: Keep it concise. Include progress, risks, decisions needed, and next steps.

C. Project plan starter

Build a project plan for [initiative].
Expectations: Break it into workstreams, milestones, dependencies, risk areas, and stakeholder groups.

D. RACI draft

Create a first-draft RACI for [project].
Expectations: Use the main tasks we discussed and assign likely roles, but clearly label assumptions.

9.9 Communications and content polishing

A. Make it executive-ready

Rewrite this update for senior leadership.
Expectations: Use fewer words, sharper framing, and emphasize outcomes, risks, and decisions.

B. Make it employee-friendly

Rewrite this message for employees with no HR background.
Expectations: Use plain English, short paragraphs, and a supportive tone.

C. Compare versions

Compare these two drafts and tell me which is clearer, lower risk, and more likely to be understood by employees. Explain why.

D. Translate tone, not just words

Rewrite this text in a warmer, more human tone without losing accuracy or changing policy meaning.

9.10 Create feature prompts for visuals and campaign assets

A. Benefits poster

Create a clean internal poster for [campaign].
Expectations: Use a professional workplace style, clear headline, short supporting text, and space for our logo or brand kit.

Create a banner for our new hire onboarding hub.
Expectations: Modern, welcoming, diverse workplace feel, suitable for internal use, wide format.

C. Training infographic

Create an infographic concept for [training topic].
Expectations: Show 5 steps, simple icons, and a clean corporate look.

D. Survey launch graphic

Create a visual for an employee pulse survey launch.
Expectations: Encourage participation, keep it friendly, and avoid stock-photo clichés.

10) Prompts that are especially useful in Pages

Once you already have a decent answer in chat, use these:

Create a page from this and organize it as a one-page brief.

Convert this into a project charter page with scope, timeline, owners, risks, and decisions needed.

Turn this into a reusable FAQ page.

Expand section 2 with more detail, but keep the rest unchanged.

Rewrite this page for managers instead of HR specialists.

Add a “known risks” section and a “questions we still need answered” section.

Pages are where raw AI output usually becomes usable work product. [S13][S14]

11) Prompts that are especially useful in Notebooks

Use Notebooks when you have a pile of material and need grounded answers.

Based only on this notebook, summarize the top 5 decisions already made.

What are the biggest contradictions across the documents in this notebook?

Draft a status update using only notebook content.

What questions should we answer before finalizing this policy?

Create a briefing note for a new team member joining this project.

Turn this notebook into a study guide for leadership review.

This works well because Notebooks are designed to gather files, pages, chats, notes, and links into one scoped workspace. [S15]

12) Prompts that are especially useful in Researcher

Use Researcher when you need citations and depth.

Research current onboarding best practices for hybrid employees in large organizations and produce a cited report with recommendations for our context.

Compare how organizations structure parental leave communication and summarize the practices that most improve employee understanding.

Analyze market compensation trends for [role family] in [locations] and provide a leadership summary plus detailed appendix.

Review the web and our internal materials, then identify gaps between our current manager onboarding process and current best practice.

Build a decision memo with options, trade-offs, and cited evidence.

Researcher is built specifically for deeper, structured, source-cited research. [S20]

13) Prompts that are especially useful for Agents

Use an agent when the same need keeps coming back.

Good HR agent ideas

Onboarding helper
Benefits explainer
Policy finder
Manager toolkit assistant
Recruiting coordinator helper
Learning program navigator

Agent-design starter prompt

Help me create an agent for [purpose].
Context: It should support [audience] with [common tasks].
Expectations: Suggest the instructions, scope boundaries, sample prompts, and what sources or apps it should connect to. Also list risks and what the agent should refuse or route to a human.

Microsoft supports creating an agent by describing what you want it to do or by choosing a template. [S18]

14) The best beginner habits

14.1 Start broad, then narrow

Bad:

“Write the policy.”

Better:

“Draft a first version of a plain-English employee guide for this policy.”

14.2 Give Copilot the audience

Examples:

for HR leadership
for line managers
for all employees
for new hires
for legal review
for an executive steering committee

14.3 Specify the format

Examples:

bullet summary
table
FAQ
email
project charter
1-page brief
deck outline
timeline
action tracker

14.4 Tell it what source to use

Examples:

use this meeting note
use this email thread
use only notebook content
use web and work sources
use the attached policy

14.5 Ask for gaps

Examples:

“What is missing?”
“What assumptions did you make?”
“Where is the evidence weak?”
“What could be misunderstood by employees?”

That last step is where a merely decent output becomes useful.

15) The most common beginner mistakes

Mistake 1: prompts with no context

Example:

“Write an update.”

That is like asking someone to cook dinner without telling them whether you want pasta, sushi, or a fire extinguisher.

Mistake 2: expecting perfect output in one try

Microsoft’s own guidance pushes iteration. [S11][S12]

Mistake 3: using Chat when you really need Researcher

If you need a cited report, use Researcher.

Mistake 4: using a normal chat when the project should be a Notebook

If the work spans many files and weeks, move it into a Notebook.

Mistake 5: trusting generated wording for sensitive HR decisions without review

Especially for:

legal wording
disciplinary language
policy interpretation
compensation communication
employee relations summaries

Mistake 6: building an agent too early

First do the task manually a few times. Then automate the pattern.

16) Safe-use rules for HR work

Use extra care with:

employee personal data
sensitive investigations
legal matters
protected-category issues
compensation decisions
anything that could materially affect an employee

Practical rule:

Let Copilot help with summarizing, structuring, drafting, and surfacing options
Let humans make judgment calls, approvals, and final decisions

Also remember that AI can sound confident even when it is wrong or incomplete. Review like a grown-up, not like a fan club.

17) A 7-day learning plan for a beginner

Day 1 – Learn Chat

Do 5 tasks:

summarize notes
draft an email
rewrite an update
turn bullets into a short brief
ask what is missing

Day 2 – Learn prompt structure

Practice adding:

audience
format
tone
source

Day 3 – Learn Pages

Turn 3 useful chat outputs into pages.

Day 4 – Learn Notebooks

Create one notebook for a real HR project and add 3 to 5 sources.

Day 5 – Learn Researcher

Run one real research task and compare it with a normal chat result.

Day 6 – Learn Create

Make one comms asset, one banner, and one form or survey draft.

Day 7 – Decide whether you need an Agent

List repetitive HR tasks. Only then consider building an agent.

18) A copy-paste starter pack

Universal starter

Help me with [task].
I am an HR project manager working on [project].
Write for [audience].
Respond as a [format].
Keep the tone [tone].
Use [source].
If anything is unclear, list assumptions and questions.

Better summary

Summarize this content for [audience].
Group it by themes.
Highlight risks, decisions, and next steps.
Keep it under [length].
Use only [source].

Better draft

Draft a first version of [document].
Context: [context]
Audience: [audience]
Expectations: [format, tone, length]
Source: [source]
End with a section called “What still needs human review.”

Better analysis

Analyze this material and identify patterns, gaps, contradictions, and actions.
Put the result in a table.
Use evidence from [source].
Separate facts from assumptions.

Better rewrite

Rewrite this for [audience].
Keep the meaning, improve clarity, remove jargon, and shorten by [x]%.
Flag any sentence that may create risk or confusion.

19) When to use which feature: the short version

Use Chat when you need speed.
Use Pages when you need a working document.
Use Notebooks when the project has many sources.
Use Researcher when you need depth and citations.
Use Agents when the need repeats.
Use Create when communication needs visuals or forms.
Use Library when you want to find and reuse generated assets.

That is the whole playbook, just wearing different hats.

20) Final advice

If you are basic to AI, do not try to master everything at once.

Get good at this order:

Chat
Prompt structure
Pages
Notebooks
Researcher
Create
Agents

That sequence matches how most real work matures: question → draft → share → organize → research → communicate → automate

Use Copilot to remove blank-page friction, speed up synthesis, and improve communication quality.
Do not use it to skip thinking.

21) Source notes

All product and feature statements in this guide were checked against Microsoft documentation and support content available on March 6, 2026.

Microsoft 365 Copilot App Study Guide for an HR Project Manager

1) What this guide is for

2) What the Microsoft 365 Copilot app is

3) What you need before you begin

3.1 Account and access

3.2 License reality check

3.3 Privacy and permissions

3.4 Beginner rule

4) The beginner mental model: how to think about Copilot

Ask → Shape → Verify → Share

5) The prompt formula that works best

5.1 A simple beginner template

5.2 Example

5.3 The follow-up habit

6) The core features you should learn first

6.1 Copilot Chat

6.2 Pages

6.3 Notebooks

Audio overview in Notebooks

6.4 Agents

6.5 Researcher

Advanced note: Claude in Researcher

6.6 Create

6.7 Library

6.8 App store

6.9 Mobile

7) The best feature-to-task map for HR project managers

8) A practical workflow for almost any HR project

Step 1: Start in Chat

Step 2: Add real context

Step 3: Push for structure

Step 4: Turn it into a Page

Step 5: Move the project into a Notebook

Step 6: Use Researcher for deep questions

Step 7: Use Create for comms assets

Step 8: Build an agent only if the pattern repeats

9) HR use cases and ready-to-use prompt templates

9.1 Recruiting

A. Draft a job description

B. Create interview questions

C. Salary benchmark research

D. Offer letter starter

E. Candidate communication

9.2 Onboarding

A. 30-60-90 onboarding plan

B. New-hire welcome page

C. Identify expert network

D. Check-in email series

E. Onboarding friction review

9.3 Learning and development

A. Learning path design

B. Training session outline

C. Skill-gap summary

D. Learning comms

9.4 Benefits and compensation

A. Competitive benefits scan

B. Compensation strategy brief

C. Employee FAQ draft

D. Enrollment campaign materials

E. Financial model handoff note

9.5 Employee engagement and surveys

A. Survey creation

B. Survey analysis

C. eNPS action plan

D. All-hands follow-up

9.6 Employee relations and issue handling

A. Summarize a complex issue

B. Build a case timeline

C. Draft a neutral internal summary

D. Next-step planning

9.7 Policy and compliance communication

A. Policy rewrite in plain English

B. Manager version of a policy

C. Change announcement

9.8 Meetings, projects, and stakeholder management

A. Turn notes into action items

B. Steering committee update

C. Project plan starter

D. RACI draft

9.9 Communications and content polishing