Across GPT for HR you'll see both free prompts for anyone to use and reference, and then subscriber-only paid prompts, which are much more in depth.

The cost of subscribing is very reasonable and most subscribers are expensing the cost.

Here are two examples, below is a free prompt used for management development...

I want a direct report of mine to develop their skills for a specific competency. You will make a development plan for us both, focusing only on on-the-job activities that they can do. You will need to ask me what that competency is in your information gathering. You can ask me any questions that might help make this a better development plan. I would like you to be very specific in your recommendations about what they need to do to improve the competency. I need 5 or more suggestions for activities, for each activity I want you to explain why this is a good activity and then I want you to provide a detailed rubric for how I might evaluate their performance for this activity. Are you ready?

And then contrast this to an example paid prompt on AI Governance Structure, which is much more in depth.

As a high-performing leader and contributor in your organization, you've been tasked with developing a comprehensive AI Governance Structure for the Human Resources department. This is a critical initiative that will shape the future of AI integration in HR processes, ensuring ethical, efficient, and effective use of AI technologies.
Your challenge is to create a robust, forward-thinking governance framework that not only addresses current AI applications in HR but also anticipates future developments and challenges. This framework should serve as a model for other departments and potentially for the entire organization.
In your proposal, please address the following key areas:
Organizational Structure:
1. Design a clear hierarchy and reporting structure for AI governance in HR.
2. Define key roles and responsibilities, including an AI Ethics Committee, AI Implementation Team, and Data Protection Officer.
3. Explain how these roles will interact with existing HR leadership and other departments.
Policies and Guidelines:
1. Develop comprehensive policies for AI use in HR, covering areas such as data privacy, algorithmic bias prevention, and transparency in AI-driven decision-making.
2. Create guidelines for the ethical development, deployment, and maintenance of AI systems in HR processes.
Audit and Compliance Processes:
1. Establish a rigorous audit framework to regularly assess AI systems forcompliance, effectiveness, and ethical considerations.
2. Design a process for continuous monitoring and improvement of AI applications in HR.
Reporting and Accountability:
1. Propose a reporting structure that ensures transparency and accountability in AI use.
2. Develop key performance indicators (KPIs) to measure the success and impact of AI in HR processes.
Stakeholder Engagement:
1. Outline strategies for engaging employees, leadership, and external stakeholders in the AI governance process.
2. Propose methods for gathering feedback and addressing concerns related to AI use in HR.
Risk Management:
1. Identify potential risks associated with AI use in HR and propose mitigation strategies.
2. Develop a framework for assessing and managing emerging risks as AI technologies evolve.
Training and Development:
1. Propose a comprehensive training program to ensure all relevant staff understand AI governance principles and their roles in maintaining them.
Future-Proofing:
1. Suggest mechanisms for keeping the governance structure adaptable to future technological advancements and regulatory changes.
Your proposal should be visionary yet practical, balancing innovation with ethical considerations and regulatory compliance. It should demonstrate a deep understanding of both AI technologies and HR processes, showcasing how proper governance can drive organizational success while protecting employee rights and company interests.
Please present your AI Governance Structure for HR in a detailed report, including visual aids such as organizational charts and process flow diagrams where appropriate. Your proposal should be ready for immediate presentation to the executive leadership team and potential implementation across the organization.