Talent & Performance Management in the AI Era — Professional Excellence Series

Why This Programme為何選擇本課程为何选择本课程

Not Just Another AI Workshop不只是另一個 AI 工作坊不只是另一个 AI 工作坊

Judgment, Not Just Tools判斷力，而非只是工具判断力，而非只是工具

Most AI courses teach you which buttons to press. This programme teaches you when not to press them. You'll build the critical thinking to question AI outputs, spot hidden risks, and make decisions that keep humans accountable.大部分 AI 課程教你按哪些按鈕。本課程教你何時不該按。你將建立質疑 AI 產出的批判思維，識別隱藏風險，並做出保持人工問責的決策。大部分 AI 课程教你按哪些按钮。本课程教你何时不该按。你将建立质疑 AI 产出的批判思维，识别隐藏风险，并做出保持人工问责的决策。

Frameworks You'll Use Monday Morning即可上手的框架即可上手的框架

Leave with the GROW coaching model, Self-Determination Theory motivation toolkit, and a personal 30-60-90 day action plan—practical tools you can apply immediately, not theoretical concepts that gather dust.帶走 GROW 教練模型、自我決定理論激勵工具箱，以及個人 30-60-90 天行動計劃——可立即應用的實用工具，而非束之高閣的理論概念。带走 GROW 教练模型、自我决定理论激励工具箱，以及个人 30-60-90 天行动计划——可立即应用的实用工具，而非束之高阁的理论概念。

Built for Real Workplaces專為真實職場而建专为真实职场而建

Generic courses use generic cases. Every case study, role-play, and exercise is designed for integrated resorts, government departments, and service industries—hierarchical cultures, multilingual teams, shift work, and limited decision-making authority.一般課程使用一般案例。每個個案研究、角色扮演及練習均為綜合度假村、政府部門及服務業度身設計——層級文化、多語言團隊、輪班工作及有限決策權。一般课程使用一般案例。每个个案研究、角色扮演及练习均为综合度假村、政府部门及服务业度身设计——层级文化、多语言团队、轮班工作及有限决策权。

AI + Human Wisdom, in BalanceAI 與人類智慧的平衡AI 与人类智慧的平衡

Learn the “delegate, augment, refuse” principle for dividing work between AI and humans. You'll know exactly which tasks to hand to AI, which to enhance with AI, and which to keep firmly human.掌握「委派、增強、拒絕」的人機分工原則。你將清楚知道哪些任務交給 AI、哪些用 AI 增強、哪些必須保留人工處理。掌握“委派、增强、拒绝”的人机分工原则。你将清楚知道哪些任务交给 AI、哪些用 AI 增强、哪些必须保留人工处理。

Course Introduction課程簡介课程简介

Manage Talent with Confidence in the Age of AI在 AI 時代自信管理人才在 AI 时代自信管理人才

This programme is designed for working professionals in Macau, focusing on how to manage talent and performance responsibly and practically in an era where artificial intelligence is reshaping the workplace. Participants will examine talent management practices across the entire employee lifecycle—from recruitment and onboarding to performance evaluation and retention—while learning how to use tools like Microsoft Copilot and approved HR AI agents to support management decisions without replacing human accountability and care.本課程專為澳門在職專業人士設計，聚焦人工智能重塑職場的時代，如何以負責任且實用的方式管理人才與績效。學員將從招聘、入職、績效評估到留任發展，全面檢視員工生命週期中的人才管理實務，並重點學習如何運用 Microsoft Copilot 及人力資源 AI 代理等工具輔助管理判斷，而非取代人的問責與關懷。本课程专为澳门在职专业人士设计，聚焦人工智能重塑职场的时代，如何以负责且实用的方式管理人才与绩效。学员将从招聘、入职、绩效评估到留任发展，全面检视员工生命周期中的人才管理实务，并重点学习如何运用 Microsoft Copilot 及人力资源 AI 代理等工具辅助管理判断，而非取代人的问责与关怀。

The course begins with the "Seven AI Traps" framework, helping participants build critical thinking and risk awareness before adopting AI tools. Participants then gain hands-on experience applying AI in job descriptions, interview questions, performance feedback, employee engagement analysis, and coaching conversation preparation. Alongside AI capabilities, the course strengthens the core foundations of talent management: workplace motivation grounded in Self-Determination Theory, performance coaching through the GROW model, and the legal, ethical, and communication skills needed to manage underperformance.課程以「七大 AI 陷阱」為起點，幫助學員建立批判思維與風險意識，繼而學習 AI 工具在職位描述、面試問題、績效反饋、員工參與度分析及教練對話準備中的實務應用。同時，課程強化傳統人才管理核心：以自我決定理論為基礎的職場激勵、GROW 教練模型的績效指導，以及處理績效不佳時的法律、倫理與溝通技巧。课程以"七大 AI 陷阱"为起点，帮助学员建立批判思维与风险意识，继而学习 AI 工具在职位描述、面试问题、绩效反馈、员工参与度分析及教练对话准备中的实务应用。同时，课程强化传统人才管理核心：以自我决定理论为基础的职场激励、GROW 教练模型的绩效指导，以及处理绩效不佳时的法律、伦理与沟通技巧。

Upon completion, participants will be equipped to lead AI-empowered people operations: boosting team productivity, strengthening performance culture, inspiring employee motivation, and responsibly managing the ethical and governance challenges that arise when AI is applied to human resources.完成課程後，學員將具備信心領導 AI 賦能的人力運作：提升團隊生產力、強化績效文化、激發員工動力，並妥善管理 AI 應用於人力資源時所帶來的倫理與治理挑戰。完成课程后，学员将具备信心领导 AI 赋能的人力运作：提升团队生产力、强化绩效文化、激发员工动力，并妥善管理 AI 应用于人力资源时所带来的伦理与治理挑战。

What Sets This Course Apart本課程的獨特之處本课程的独特之处

Four Reasons This Programme Is Different四個與眾不同的理由四个与众不同的理由

Seven AI Traps as the Foundation for Critical Thinking以七大 AI 陷阱建立批判思維根基以七大 AI 陷阱建立批判思维根基

The course opens by diagnosing AI misuse, critical thinking erosion, privacy breaches, approval gaps, context blindness, automation bias, and the "AI-can-do-everything" fallacy—so participants learn to identify risks before adopting AI tools.課程首先診斷 AI 劣作、批判思維萎縮、私隱洩漏、審批缺口、語境盲區、自動化偏見及「萬能論」謬誤，讓學員在採用 AI 前先學會辨識風險。课程首先诊断 AI 劣作、批判思维萎缩、隐私泄露、审批缺口、语境盲区、自动化偏见及"万能论"谬误，让学员在采用 AI 前先学会辨识风险。

AI as a Management Tool, Not a ReplacementAI 是管理工具，而非替代方案AI 是管理工具，而非替代方案

Participants gain hands-on experience using Microsoft Copilot and approved HR AI agents to draft job descriptions, design interview questions, prepare coaching conversations, and analyse feedback themes—while preserving human judgment and accountability mechanisms.學員將親身體驗運用 Microsoft Copilot 及獲批准的人力資源 AI 代理撰寫職位描述、設計面試問題、準備教練對話及分析反饋主題，同時保留人工判斷與問責機制。学员将亲身体验运用 Microsoft Copilot 及获批准的人力资源 AI 代理撰写职位描述、设计面试问题、准备教练对话及分析反馈主题，同时保留人工判断与问责机制。

GROW Coaching Model Throughout Performance ConversationsGROW 教練模型貫穿績效對話GROW 教练模型贯穿绩效对话

From goal setting and continuous feedback to managing underperformance, the course uses GROW (Goal, Reality, Options, Way Forward) as the core framework to elevate participants' coaching leadership capabilities.從目標設定、持續反饋到處理績效不佳，課程以 GROW（Goal 目標、Reality 現況、Options 選擇、Way Forward 行動）為核心，提升管理者的教練式領導能力。从目标设定、持续反馈到处理绩效不佳，课程以 GROW（Goal 目标、Reality 现况、Options 选择、Way Forward 行动）为核心，提升管理者的教练式领导能力。

Designed for Real Workplace Realities專為職場情境設計专为职场情境设计

Case studies, live demonstrations, and group exercises address the real challenges of integrated resorts, government departments, and service industries—hierarchical cultures, multilingual teams, shift work, and limited decision-making authority.個案研究、現場示範及小組練習均針對綜合度假村、政府部門及服務業的層級文化、多語言團隊、輪班工作及有限決策權等現實挑戰而設。个案研究、现场示范及小组练习均针对综合度假村、政府部门及服务业的层级文化、多语言团队、轮班工作及有限决策权等现实挑战而设。

Weekly Curriculum每週課程安排每周课程安排

Six Weeks. Six Breakthroughs.六週。六個突破。六周。六个突破。

Week 1: Seven AI Traps in People Management & Critical Thinking第 1 週：AI 時代的七大人才管理陷阱與批判思維第 1 周：AI 时代的七大人才管理陷阱与批判思维

Identify and diagnose 7 evidence-based AI traps: AI misuse, critical thinking erosion, privacy breaches, approval gaps, context blindness, automation bias, and the "AI-can-do-everything" fallacy認識並診斷運用 AI 於人才管理時的七大實證陷阱：AI 劣作、批判思維萎縮、私隱洩漏、審批缺口、語境盲區、自動化偏見及「萬能論」謬誤认识并诊断运用 AI 于人才管理时的七大实证陷阱：AI 劣作、批判思维萎缩、隐私泄露、审批缺口、语境盲区、自动化偏见及"万能论"谬误
Analyse how each trap manifests in Macau integrated resort and government personnel management contexts分析各陷阱在澳門綜合度假村及政府部門人員管理情境中的具體表現與風險分析各陷阱在澳门综合度假村及政府部门人员管理情境中的具体表现与风险
Establish an "AI-assisted, human-judged, manager-accountable" human-AI collaboration decision framework建立「AI 輔助、人工判斷、管理問責」的人機協作決策框架建立"AI 辅助、人工判断、管理问责"的人机协作决策框架
Learn practical checklists for validating AI outputs in job descriptions, performance feedback, and people analytics學習驗證 AI 產出的實用清單，確保職位描述、績效反饋及人員數據分析符合專業標準学习验证 AI 产出的实用清单，确保职位描述、绩效反馈及人员数据分析符合专业标准
Master data privacy and information security basics to avoid pasting employee confidential data into unapproved AI tools掌握數據私隱與資訊安全的基本原則，避免將員工機密資料貼入未經批准的 AI 工具掌握数据隐私与信息安全的基本原则，避免将员工机密资料贴入未经批准的 AI 工具
Complete a personal and team AI risk diagnosis, and develop your first immediately actionable safeguard完成個人與團隊的 AI 風險診斷，制定第一項可即時執行的防範措施完成个人与团队的 AI 风险诊断，制定第一项可即时执行的防范措施

Week 2: Microsoft Copilot & AI Agents in Management Practice第 2 週：Microsoft Copilot 與 AI 代理的管理實務第 2 周：Microsoft Copilot 与 AI 代理的管理实务

Overview of Microsoft Copilot and approved HR AI agent application scenarios in management workflows概覽 Microsoft Copilot 及獲批准的人力資源 AI 代理在管理流程中的應用場景概览 Microsoft Copilot 及获批准的人力资源 AI 代理在管理流程中的应用场景
Use Copilot to draft job descriptions, interview questions, onboarding plans, 1:1 meeting agendas, and team communications運用 Copilot 草擬職位描述、面試問題、入職計劃、一對一會議議程及團隊溝通文件运用 Copilot 草拟职位描述、面试问题、入职计划、一对一会议议程及团队沟通文件
Use AI to summarise employee engagement surveys, organise feedback themes, and identify retention risk signals運用 AI 摘要員工參與度調查、整理反饋主題及識別留任風險訊號运用 AI 摘要员工参与度调查、整理反馈主题及识别留任风险信号
Establish a "delegate, augment, refuse" human-AI division of labour principle建立「委派、增強、拒絕」的人機分工原則，判斷哪些任務適合 AI、哪些必須保留人工處理建立"委派、增强、拒绝"的人机分工原则，判断哪些任务适合 AI、哪些必须保留人工处理
Practise output validation, context checking, and human review processes to avoid the 7 traps from Week 1實踐輸出驗證、背景脈絡檢查及人工覆核流程，避免落入第 1 週的七大陷阱实践输出验证、背景脉络检查及人工复核流程，避免落入第 1 周的七大陷阱
Design an AI-assisted management workflow tailored to your actual Macau workplace設計一個符合澳門職場實際的 AI 輔助管理工作流程设计一个符合澳门职场实际的 AI 辅助管理工作流程

Week 3: Talent Management & Workplace Motivation第 3 週：人才管理與職場激勵第 3 周：人才管理与职场激励

Understand the talent management lifecycle: recruitment, onboarding, development, retention—and link to team performance and organisational outcomes理解人才管理生命週期：招聘、入職、發展、留任，並連結至團隊績效與組織成果理解人才管理生命周期：招聘、入职、发展、留任，并连结至团队绩效与组织成果
Apply Self-Determination Theory (autonomy, competence, relatedness) to Macau integrated resort and government workplace scenarios應用自我決定理論（自主、能力、關聯）於澳門綜合度假村及政府部門的工作情境应用自我决定理论（自主、能力、关联）于澳门综合度假村及政府部门的工作情境
Distinguish intrinsic vs. extrinsic motivators; design zero-cost recognition mechanisms for resource-constrained environments區分內在與外在激勵因素，設計資源有限環境下的零成本認可機制区分内在与外在激励因素，设计资源有限环境下的零成本认可机制
Connect daily work to guest experience or public service value to elevate meaning for frontline and back-office staff將日常工作與賓客體驗或公共服務價值連結，提升前線及後勤員工的工作意義感将日常工作与宾客体验或公共服务价值连结，提升前线及后勤员工的工作意义感
Use AI to analyse engagement data and feedback themes, while applying human judgment to interpret cultural and contextual nuances運用 AI 分析參與度數據與反饋主題，同時以人工判斷詮釋文化與情境脈絡运用 AI 分析参与度数据与反馈主题，同时以人工判断诠释文化与情境脉络
Design evidence-based interventions to boost team motivation and retention設計提升團隊動力與留任意願的實證干預措施设计提升团队动力与留任意愿的实证干预措施

Week 4: Performance Management & GROW Coaching第 4 週：績效管理與 GROW 指導教練第 4 周：绩效管理与 GROW 指导教练

Master the components of effective performance management systems: goal setting, continuous feedback, performance review, and development linkage掌握有效績效管理系統的組成要素：目標設定、持續反饋、績效評核與發展連結掌握有效绩效管理系统的组成要素：目标设定、持续反馈、绩效评核与发展连结
Use OKRs, KPIs, and behavioural indicators to design clear, measurable team and individual performance goals運用 OKR、KPI 及行為指標設計清晰、可衡量的團隊與個人績效目標运用 OKR、KPI 及行为指标设计清晰、可衡量的团队与个人绩效目标
Deep-dive into the GROW coaching model (Goal, Reality, Options, Way Forward) for performance and development conversations深入學習 GROW 教練模型（Goal 目標、Reality 現況、Options 選擇、Way Forward 行動），應用於績效與發展對話深入学习 GROW 教练模型（Goal 目标、Reality 现况、Options 选择、Way Forward 行动），应用于绩效与发展对话
Use AI to prepare coaching questions, organise performance data, and simulate difficult conversation scenarios運用 AI 準備教練問題、整理績效數據及模擬困難對話情境，強化對話質素运用 AI 准备教练问题、整理绩效数据及模拟困难对话情境，强化对话质量
Role-play common Macau workplace scenarios: underperformance, employee disengagement, and high-potential talent development透過角色扮演練習，處理績效不佳、員工脫離及高潛質人才發展等澳門職場常見情境透过角色扮演练习，处理绩效不佳、员工脱离及高潜质人才发展等澳门职场常见情境
Distinguish coaching from directive management; master coaching leadership in hierarchical cultures區分指導與指令式管理，掌握在層級文化中的教練式領導技巧区分指导与指令式管理，掌握在层级文化中的教练式领导技巧

Week 5: Managing Underperformance, Improvement Plans & Fair Process第 5 週：處理績效不佳、改進計劃與公平流程第 5 周：处理绩效不佳、改进计划与公平流程

Diagnose root causes of performance issues: distinguishing capability, willingness, environment, and personal circumstances診斷績效問題的根本原因：能力、意願、環境與個人狀況的區分與分析诊断绩效问题的根本原因：能力、意愿、环境与个人状况的区分与分析
Establish objective, specific performance evidence collection methods to avoid bias and subjective judgment建立客觀、具體的績效證據收集方法，避免偏見與主觀判斷影響決策建立客观、具体的绩效证据收集方法，避免偏见与主观判断影响决策
Design fair, achievable Performance Improvement Plans (PIPs) using the GROW model to transform them into development conversations設計公平、可達成的績效改進計劃（PIP），結合 GROW 模型轉化為發展對話设计公平、可达成的绩效改进计划（PIP），结合 GROW 模型转化为发展对话
Master difficult performance conversation skills: managing defensive emotions, expressing expectations clearly, providing support, and setting consequences掌握處理困難績效對話的技巧：管理防衛情緒、清晰表達期望、提供支持與設定後果掌握处理困难绩效对话的技巧：管理防卫情绪、清晰表达期望、提供支持与设定后果
Understand Macau labour law basics, natural justice, documentation, and legal/ethical considerations in performance decisions了解澳門勞動法基本原則、自然公正、文件紀錄及績效決策中的法律與倫理考量了解澳门劳动法基本原则、自然公正、文件纪录及绩效决策中的法律与伦理考量
Use AI to assist with documentation and progress tracking, while ensuring privacy, transparency, and human oversight運用 AI 輔助文件紀錄與進度追蹤，同時確保私隱、透明與人工監督运用 AI 辅助文件纪录与进度追踪，同时确保隐私、透明与人工监督

Week 6: AI-Empowered Talent Management Blueprint & Action Commitment第 6 週：AI 賦能人才管理藍圖與行動承諾第 6 周：AI 赋能人才管理蓝图与行动承诺

Integrate all six weeks of knowledge to build personalised human-AI collaboration principles and AI usage guidelines整合六大週知識，建立個人化的管理人機協作原則與 AI 使用守則整合六大周知识，建立个人化的管理人机协作原则与 AI 使用守则
Learn to "manage upward" with limited authority: run small-scale pilots and build evidence to win support學習在決策權有限的情況下如何「向上管理」、推動小規模試點並累積實證爭取支持学习在决策权有限的情况下如何"向上管理"、推动小规模试点并累积实证争取支持
Design a 30-60-90 day personal action plan: adopt one AI tool, build one coaching habit, drive one team improvement experiment設計 30-60-90 天個人行動計劃：採納一項 AI 工具、建立一項教練習慣、推動一項團隊改進實驗设计 30-60-90 天个人行动计划：采纳一项 AI 工具、建立一项教练习惯、推动一项团队改进实验
Build sustainable high-performance team rituals: meeting cadence, recognition mechanisms, and psychological safety建立可持續的高績效團隊儀式：例會節奏、認可機制及心理安全感維護建立可持续的高绩效团队仪式：例会节奏、认可机制及心理安全感维护
Complete a personal capstone report: propose a measurable AI-empowered talent management or performance improvement initiative完成個人專題報告：提出一項可監督、可衡量的 AI 賦能人才管理或績效改進方案完成个人专题报告：提出一项可监督、可衡量的 AI 赋能人才管理或绩效改进方案
Course summary, peer feedback, and establishing continuous learning partnerships課程總結、同儕回饋、建立持續學習夥伴關係课程总结、同侪反馈、建立持续学习伙伴关系

The Cost of Waiting錯過的代價错过的代价

What You Stand to Lose不參加的代價不参加的代价

Your Competitors Are Already Using AI您的競爭對手已在使用 AI您的竞争对手已在使用 AI

While you hesitate, other departments and organisations are already using Copilot to draft job descriptions, analyse engagement data, and prepare coaching conversations in minutes—not days. Every week without these skills is a week your competitors gain ground.當您猶豫時，其他部門與機構已在用 Copilot 數分鐘內完成職位描述、參與度分析及教練對話準備。每推遲一週，競爭對手就多前進一步。当您犹豫时，其他部门与机构已在用 Copilot 数分钟内完成职位描述、参与度分析及教练对话准备。每推迟一周，竞争对手就多前进一步。

Critical Thinking Is Eroding批判思維正在萎縮批判思维正在萎缩

Without structured training, teams increasingly accept AI outputs without question—introducing bias, errors, and compliance risks into hiring, performance reviews, and employee communications. The longer you wait, the harder these habits are to unlearn.未經系統培訓，團隊越來越傾向盲目接受 AI 產出——為招聘、績效評核及員工溝通帶來偏見、錯誤與合規風險。越遲正視，越難改變。未经系统培训，团队越来越倾向盲目接受 AI 产出——为招聘、绩效评核及员工沟通带来偏见、错误与合规风险。越迟正视，越难改变。

Performance Conversations Are Getting Harder績效對話越來越困難绩效对话越来越困难

In a tightening labour market, managers who rely on directive commands lose their best people. Without GROW coaching skills and AI-assisted preparation, difficult conversations become avoidance patterns—and underperformance goes unaddressed for months.在人才競爭加劇的環境下，依賴指令式管理的領導者會流失優秀人才。沒有 GROW 教練技巧與 AI 輔助準備，困難對話變成迴避模式——績效問題拖延數月無人處理。在人才竞争加剧的环境下，依赖指令式管理的领导者会流失优秀人才。没有 GROW 教练技巧与 AI 辅助准备，困难对话变成回避模式——绩效问题拖延数月无人处理。

Your Best People May Walk您的優秀人才可能流失您的优秀人才可能流失

Employees who feel unheard, uncoached, and unrewarded leave—often for competitors who invest in their managers' capabilities. This programme gives you the motivation frameworks and coaching tools to retain the very people you can't afford to lose.感到不被聆聽、缺乏指導、缺乏認可的員工會離開——往往轉投投資於管理者能力的競爭對手。本課程為您提供留住關鍵人才的激勵框架與教練工具。感到不被聆听、缺乏指导、缺乏认可的员工会离开——往往转投投资于管理者能力的竞争对手。本课程为您提供留住关键人才的激励框架与教练工具。

Talent & Performance Management in the AI EraAI 時代的人才與績效管理AI 时代的人才与绩效管理