Human resources professionals face an increasing demand for efficiency and precision in managing information. Generative AI (GenAI) presents a powerful tool to streamline tasks such as summarizing lengthy reports, analyzing meeting transcripts, and identifying key insights. Yet the value of these tools hinges on one critical element: the prompts you provide.
Whether you’re navigating complex performance reviews or synthesizing employee feedback, your ability to guide artificial intelligence with clarity and intent can transform how you manage and utilize information.
Customize the prompt template below for your own summarization needs. Are you not getting the results you want from the GenAI tool? Try adding specificity, such as word count, to your prompts. Need more coaching? Check out the AI prompt best practices for HR functions.
Prompt Template
Act as an HR analyst tasked with preparing a summary of a [resource]. Your goal is to summarize the key findings clearly and concisely while providing actionable recommendations for [company name]. The summary should include:
- Overview.
- Key findings and their relevance to [company name].
- Trends or insights.
- Action items.
Please ensure the summary is structured in a way that is easy to read and understand, with clear headings for each section, and is suitable for presentation to [audience].
[resource]:
[company name]:
[audience]:
Example
User Input: Act as an HR analyst tasked with preparing a summary of a [resource]. Your goal is to summarize the key findings clearly and concisely while providing actionable recommendations for [company name]. The summary should include:
- Overview.
- Key findings and relevance for [company name].
- Trends or insights.
- Action items.
Please ensure the summary is structured in a way that is easy to read and understand, with clear headings for each section, and is suitable for presentation to [audience].
[resource]: deskless workers research.pdf
[company name]: Heartland Cosmetics
[audience]: senior management
ChatGPT Response
1. Overview
The report explores the high turnover rates among deskless workers — those in front-line roles like retail associates, warehouse staff, and field technicians — and provides strategies to boost retention. It analyzes key drivers behind attrition and what employers can do to create a more engaging, supportive work environment that builds long-term loyalty.
For Heartland Cosmetics, which likely employs many deskless workers across retail and manufacturing, these insights are highly relevant to reducing costs, maintaining productivity, and preserving brand consistency through employee continuity.
🔍 2. Key Findings & Relevance for Heartland Cosmetics
Key Findings:
Turnover is rampant: 45% of deskless workers are planning to leave their jobs in the next six months.
Primary motivators for leaving: Low pay, lack of growth opportunities, poor communication, and insufficient training.
Employees want to grow: 60% said learning new skills is important to them, but only 25% feel supported in their development.
Communication gaps persist: 42% of front-line employees feel disconnected from company leadership.
Supportive management is critical: Workers who feel valued by their managers are three times more likely to stay.
Relevance to Heartland Cosmetics:
With operations relying heavily on retail sales associates and warehouse/logistics personnel, Heartland is directly impacted by deskless worker turnover.
High churn risks damaging customer experience and increasing costs through constant recruiting and training.
Heartland’s values of quality, consistency, and customer service require a stable, skilled front-line workforce.
3. Trends & Insights
Work as a value exchange: Employees increasingly view their time and effort as transactional — they expect tangible returns like fair pay, training, and respect.
Microlearning and mobile-first training are rising trends to support deskless workers, especially Generation Z.
Career-pathing is underleveraged: There’s a notable disconnect between the desire for career growth and the lack of structured development programs.
Real-time feedback tools and front-line surveys are being adopted to improve communication and adapt to worker needs faster.
4. Action Items for Heartland Cosmetics
Talent Retention Strategies
Conduct stay interviews: Identify what keeps current employees engaged — and what risks pushing them away.
Implement front-line development paths: Clearly communicate promotion tracks and provide upskilling programs tailored for retail and factory roles.
Recognize and reward loyalty: Celebrate milestones publicly and reward tenure with bonuses or internal mobility.
Communication & Engagement
Use mobile communication tools: Deploy a mobile-friendly platform to share updates, training, and recognition messages with all staff.
Bridge leadership disconnect: Ensure regular communication between HQ and front-line teams — consider a quarterly “pulse survey” and leadership Q&A sessions.
Learning & Development
Launch microlearning programs: Provide short, engaging, and role-relevant training modules accessible via mobile.
Personalize training plans: Adapt learning paths to each employee’s goals and performance data.
Monitor Impact
Track turnover drivers: Implement exit interviews and monitor turnover trends by location, manager, and tenure.
Measure engagement regularly: Use employee NPS (Net Promoter Score) or satisfaction surveys to detect disengagement early.
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