How we help
Workshops built on the company's own tasks, after which the change shows in the process, not just in a survey
The AI Business Center Foundation (AIBC) is a think tank and advisory partner that helps the boards of construction, industrial and technical-services companies adopt artificial intelligence so that it delivers measurable results and builds competitive advantage. GenAI competence programmes are the first level of our method.
Training is no longer the goal. It has become the way onto the first level
Companies acquire licences for generative AI tools, organise a one-day training session and wait for results. According to McKinsey, The State of AI 2026, 8 in 10 employees see time savings from GenAI; only 4 in 10 companies see an impact on operating profit (EBIT). Training in how to use a tool does not close that gap, because it teaches features, not the company’s work.
The problem we solve
An employee who does not know which task to use a model for uses it to write longer emails. Research by BetterUp Labs and the Stanford Social Media Lab (September 2025) showed that 4 in 10 office workers received AI-generated content in the past month that they had to fix or reject. Communication speeds up while its value falls.
What we do
Before the workshop: a short test showing what employees do with the tools and what they do not; 2–3 real tasks from each department as exercise material; an access check so that the day does not begin with technical problems.
During the workshop: groups of up to 20 people, mixed across departments; the foundations, that is, how a language model works and why it answers the way it does; practice on the company’s documents, correspondence, proposals and data; rules for working with data and for checking answers before they are sent to a customer.
After the workshop: a personal certificate with a verification link, a library of templates on the company intranet, and a usage review after 30 days: for what, how often, and what has become faster.
The programme’s message is simple: generative AI takes away low-value work, and the time recovered goes to customers, decisions and quality. An employee who hears “you will do twice as much” will not adopt any tool.
What stays with the company
- a library of working templates for departments,
- before-and-after test results and usage data after 30 days,
- documented measures through which the company supports the development of AI literacy of its staff (Art. 4 of the AI Act),
- a list of candidates for the role of process translator, the people who will lead the second level.
Where the programme leads
Competence is the first level of semantic transformation, that is, organising a company’s names, processes and data so that people, language models and board reports understand them the same way. The next levels are naming processes in departments, linking them through a shared vocabulary and measuring value in a quarterly report for the board.
Competence programmes may be financed from public funds for workforce development. We check this as part of our grants and funding service.
The first step
A conversation with HR and the decision-maker on the board about the departments, sites and tasks worth starting with. If the company already has licences without a clear effect, we start with the 30-day readiness assessment.
Frequently asked questions
Does the AI Act require a company to train its employees?
Art. 4 of the AI Act, as amended by the AI Omnibus, states that providers and deployers of AI systems must support the development of AI literacy of their staff, rather than ensure a set level. The provision does not specify the form of that support. A competence programme is one possible form, and its value lies in the result in the process, not in meeting the provision.
What material do we work on in the workshops?
On tasks from the company's departments: documents, correspondence, proposals, meeting notes and data that the company selects within the agreed scope. Before the workshop we collect 2–3 real tasks from each department and check access to the tools.
How do we measure the effect of the programme?
With a short test before and after the workshop, with tool usage data from administrative logs after 30 days and, in selected processes, with time taken and the number of corrections before and after. Satisfaction with the workshop is an extra, not a measure.
What do participants receive?
A personal certificate of completion with a verification link, and access to the library of working templates developed in the workshop, which the company maintains in-house.
Let’s start with an assessment
Let’s talk about a programme for the departments that most need to recover time today.