Изградете агент за коучинг, който подготвя мениджърите за трудни разговори

Едно от най-често срещаните искания, които нашите приятели в управлението на таланти са помолени да направят, е да помогнат на някого да тренира през труден разговор или да се усъвършенства като лидер. Докато това често е една от най-приятните части на работата, може да е трудно да се осигури видът на обучение, от което се нуждае мениджър или служител, без пълния набор от данни. За щастие, това е мястото, където SDK на талантния агент и кръстовището на HR и IT наистина блестят. Нека да разгледаме как да изградим бърз агент за коучинг в Slack, който помага да се реши този проблем. Предпоставки Ще позволим на агента SDK да направи по-голямата част от тежкото повдигане тук и да изтеглите агента HRBP и агента HR Analyst, за да ни помогнете. Първо, свържете се с Peoplelogic.dev, за да защитите пясъчната кутия за Agent SDK След това клонирайте стартера Agent SDK от https://github.com/peoplelogic/agent-sdk-starter След това нека активираме HRBP и HR Analyst в src/main/resources/application.properties: peoplelogic.agent.HRBusinessPartnerAgent.enabled=true peoplelogic.agent.HRAnalystAgent.enabled=true Създаване на вашия инструмент за коучинг За да добавим коучинг функционалността към HRBP агента, трябва да създадем нов инструмент. Това трябва да се постигне чрез нова Също така ще свържем няколко от останалите компоненти на SDK, с които ще трябва да работим. Започнете с пътеводител @PeoplelogicTool @PeoplelogicTools("hrbp-coaching-tools") public class HRBPCoachingTools { @Autowired PersonalContentRetriever personalContentRetriever; @Autowired @Qualifier("apmContentRetriever") ContentRetriever apmContentRetriever; @Autowired CustomerKnowledgeContentRetriever customerKnowledgeContentRetriever; @Autowired ChatMemoryProvider chatMemoryProvider; @Autowired ChatModel chatLanguageModel; @Autowired HRAnalystAgent analyst; HRBusinessPartnerAgent agentWithFiles; } Досега, толкова добре - ние сме донесли компоненти, които ни помагат да вземем данни от организацията и също така качили през разговора и ние сме донесли някои основни компоненти като модела за чат и паметта, така че да можем да настроим някои надписи на нашите агенти. Дефиниция на: agentWithFiles private final String COACHING_CONVERSATION_SEGMENT = "You are providing structured coaching guidance for managers based on company-provided training materials, performance documentation, values, employee history, and engagement insights. " + "Your goal is to help managers facilitate productive, constructive, and values-driven coaching conversations with their direct reports. " + "Use the company handbook, leadership principles, performance documentation (including APM), and engagement trends from PersonalContentRetriever to guide best practices." + "Do not just provide generic coaching advice - prompt the user for additional information through the questions below to tailor the advice specifically for the users questions. " + "\n\nHere are the steps to take and the details to provide:\n" + "**1) Understand the Context:**\\n" + " * Identify the employee’s role, responsibilities, and recent performance trends.\\n" + " * Reference recent performance reviews, feedback, and IDP goals to align coaching with personal development areas.\\n" + " * Retrieve relevant company values, leadership principles, or training materials to inform the conversation.\\n" + " * Consider engagement data: Has the employee reported lower motivation? Are they flagged for burnout risk? Have survey responses indicated disengagement or stress?\\n" + " * Review prior coaching conversations for continuity.\\n" + "\\n **2) Prepare a Coaching Plan:**\\n" + " * Summarize key strengths and recent achievements of the employee.\\n" + " * Highlight areas for growth, focusing on skill development, leadership behaviors, or goal alignment.\\n" + " * Identify any performance concerns and prepare structured, constructive feedback.\\n" + " * Suggest conversation starters that align with company coaching frameworks (e.g., open-ended questions, values-based feedback, and action-oriented dialogue).\\n" + "\\n **3) Incorporate Engagement Insights:**\\n" + " * If recent engagement data is available, summarize key findings.\\n" + " * Highlight any early warning signs of burnout, stress, or disengagement.\\n" + " * Recommend specific leadership actions to address motivation concerns, such as increased recognition, rebalancing workload, or providing career growth opportunities.\\n" + " * If the employee has high engagement scores, suggest ways to keep momentum going (e.g., stretch assignments, mentorship roles).\\n" + "\\n **3) Handling Specific Coaching Scenarios:**\\n" + " **Scenario: Coaching an Underperforming Employee**\\n" + " * Identify the specific performance gaps based on reviews, OKRs, and manager feedback.\\n" + " * Provide a script for addressing performance concerns using a structured approach (e.g., SBI: Situation-Behavior-Impact).\\n" + " * Recommend follow-up actions, such as skills training, mentorship, or reassigning work to better match strengths.\\n" + " **Scenario: High-Potential Coaching & Career Growth**\\n" + " * Recognize recent achievements and set expectations for leadership development.\\n" + " * Suggest stretch assignments, cross-functional projects, or learning opportunities.\\n" + " * Align growth plans with company goals to maximize impact.\\n" + " **Scenario: Addressing Low Engagement or Burnout Risk**\\n" + " * Review recent engagement data to understand concerns (e.g., workload, manager relationships, career stagnation).\\n" + " * Provide conversation starters to uncover underlying challenges.\\n" + " * Suggest leadership interventions (e.g., workload adjustments, increased flexibility, career pathing discussions).\\n" + " **Scenario: Giving Feedback Based on Company Values**\\n" + " * Retrieve company values and leadership principles from the PersonalContentRetriever.\\n" + " * Structure feedback using real-world examples that reinforce those values.\\n" + " * Recommend actions that align with cultural expectations (e.g., collaboration, innovation, customer focus).\\n" + "\\n **4) Set Next Steps:**\\n" + " * Summarize key takeaways from the conversation.\\n" + " * Provide actionable follow-ups, such as scheduling a check-in, setting measurable goals, or recommending additional support.\\n" + " * If needed, generate a follow-up message or email summarizing key points for the employee.\\n" + "\\n **5) Generate Additional Prompts for the User:**\\n" + " * 'How can I coach Alice on improving leadership skills based on her performance review?'\\n" + " * 'What feedback should I give Bob in our 1:1 based on company values?'\\n" + " * 'How can I address engagement concerns with my direct report in a coaching session?'\\n" + " * 'Give me a script for a coaching conversation based on Charlie’s recent performance trends.'\\n" + " * 'How can I coach Derek to take on a more strategic leadership role in the company?'\\n" + " * 'What actions should I take if an employee’s engagement scores have dropped?'"; Доста бърз, но никой никога не е казал, че коучингът е лесен! С това от пътя просто трябва да коригираме HRBP агента малко. Можете да видите, че ние автоувирахме в HRAnalystAgent с неговата конфигурация по подразбиране - това е така, защото искаме да го наречем с всичките му налични инструменти. Сега трябва да коригираме HRBP, така че когато го наричаме от вътрешността на нашия инструмент, той не използва никакви други инструменти - просто знанията, които му даваме. Добавете този метод в долната част на вашия клас: private HRBusinessPartnerAgent getAgentWithPersonalFiles() { if (agentWithFiles == null) { agentWithFiles = AiServices.builder(HRBusinessPartnerAgent.class) .retrievalAugmentor(PeoplelogicRetrievalAugmentor.builder() .queryTransformer(ExpandingQueryTransformer.builder().chatModel(chatLanguageModel).build()) .queryRouter(new DefaultQueryRouter(apmContentRetriever, personalContentRetriever, customerKnowledgeContentRetriever)) .build()) .chatMemoryProvider(chatMemoryProvider) .chatModel(chatLanguageModel) .tools(Collections.emptyList()).build(); } return agentWithFiles; } С това извън пътя, можем да стигнем до реалната работа - нека изградим нашия инструмент. Изграждане на треньора За да изградим действителния треньор, ще трябва да създадем метод, който можем да използваме, когато искаме да помогнем на някого с лидерски коучинг. @Tool("Provides an interactive coach or roleplay scenario to help HR and managers have a coaching conversation with an employee. " + "You need to ask who the employee is. If no specific topic provided after prompting, just assume general performance coaching." + "You should ask if there is any additional information the user wants to provide (surveys, okrs, etc) relevant to the conversation. " + "You can also ask for the employee's job description (optional) just so we know the roles and responsibilities." + "If additional details are not provided and job description is not provided, you may ask the user if they'd like the information retrieved from connected tools." + "This tool will always output the full coaching plan or the parts that have been compiled so far.") @SneakyThrows public String roleplayOrProvideCoachingAdviceHelpMeCoachAnEmployee(@ToolMemoryId String memoryId, @P("Employee Name") String employeeName, @P("Specific topic for coaching") String specificTopic, @P(value = "Filenames of additional inputs - excluding job descriptions", required = false) String additionalFiles, @P(value = "Employee's Job Description", required = false) String jobDescription) { } Както можете да видите, ние даваме на инструмента както много подробно описание И подробно име, така че LLM има възможно най-много информация, за да се обадите на нашия инструмент. По-напреднала версия на този инструмент може да избере да използва API на Universal Talent, за да извлече всички тези подробности и да ги включи в отговора, без да е необходимо качване. Сега нека да разгледаме как можем да използваме цялата тази информация: String userQuery = "Help me have a coaching conversation with " + employeeName + " around " + specificTopic + ". " + "If additional files are provided, try to use those. It should be an interactive conversation. " + "At the end, always provide me with the additional questions I may ask you to continue the conversation or suggest some scenarios to roleplay based on the information provided and the specific topic."; // Setup the reviews and surveys processing through the HR Analyst and wait for files to be uploaded if (additionalFiles != null && !additionalFiles.isEmpty()) { additionalFiles = getFilenamesAsJoinedString(additionalFiles); String analysisQuery = "analyze these okr cycles, engagement results and review results located in files '" + additionalFiles + "'. All files have been provided already - do not ask for them again. Everything is confirmed - no more required."; SearchFileContext.setCurrentFiles(additionalFiles.split(",")); if (!waitForUpload(analysisQuery, personalContentRetriever)) { return "There was a problem uploading the files to analyze. Please try again."; } // Call the HR Analyst and append the results to the user query Result analystResults = analyst.acceptWork(memoryId + "_coaching", analysisQuery, ""); userQuery = userQuery + "\n\n" + analystResults.content().getResponse(); } Ще разделим това на няколко части за опростяване. Първо, ще настроим основната инструкция, за да отидем с предишното ни съобщение на системата - не забравяйте, че всяко обаждане до агентите се нуждае и от двете! След това трябва да направим известно почистване на допълнителните входове и да се уверим, че те действително са били качени. Накрая, ще се обадим на HR Анализатора и ще го оставим да работи магията си, анализирайки каквито и да е прегледи, проучвания или OKRs и включвайки тези в това, което искаме да предадем на инструмента за обучение. // Check if we have provided a job description if (jobDescription != null && !jobDescription.isEmpty()) { additionalFiles = getFilenamesAsJoinedString(additionalFiles + ", " + jobDescription); String analysisQuery = "analyze these okr cycles, engagement results, job descriptions and review results located in files '" + additionalFiles + "'. All files have been provided already - do not ask for them again. Everything is confirmed - no more required."; SearchFileContext.setCurrentFiles(additionalFiles.split(",")); if (!waitForUpload(analysisQuery, personalContentRetriever)) { return "There was a problem uploading the files to analyze. Please try again."; } } String result = getAgentWithPersonalFiles().answerWithPrompt(memoryId + "_coaching", userQuery, COACHING_CONVERSATION_SEGMENT); return "Here is the plan - output it in full to the user: " + result; Всичко, което остава, е да се справим с файла за описание на работата и след това да изпратим цялата тази информация на HRBP агента, който създадохме по-рано.Отново правим някои основни проверки за почистване и безопасност в случай, че е предоставено описанието на работата и след това се обаждаме на HRBP агента с всичко, което сме събрали досега и изпращаме резултата обратно на LLM! Треньорът в действие Сега, когато сме написали известията, конфигурирали агентите, изградили инструментите, просто трябва да разкажем на вградения HRBP агент за новия ви инструмент. peoplelogic.agent.HRBusinessPartnerAgent.tools=hrbp-coaching-tools Разполагайте агентите си или зареждайте приложението локално и след това нека зареждаме нашето приложение Slack и да видим дали инструментът работи. Here's a structured coaching plan for your conversation with Brian about his promotion readiness: *1. Start with Positivity • Opening Statement "Brian, I want to start by acknowledging the great work you've been doing. Your passion, curiosity, and empathy really shine through in your role. Let's celebrate some of your recent accomplishments." • Celebrate Wins "You've made significant strides in making our releases more predictable and improving communication between product and engineering, which has led to fewer re-opens. Your efforts in tightening our product strategy are also noteworthy." *2. Discuss Strengths • Highlight Strengths "Your ability to write prolifically and your constant drive to learn and research new things are incredible strengths. These skills are vital for your role and contribute greatly to our team's success." *3. Explore Growth Opportunities • Growth Areas "Looking ahead, I see an opportunity for you to balance immediate sales opportunities with long-term breakthrough successes. It's important to push boundaries while ensuring we can effectively communicate our value propositions." • Skill Development "Continuing to enhance your organizational skills and understanding market demands will be crucial. Engaging more with customers to understand their future directions can provide valuable insights." *4. Discuss Promotion Readiness • Promotion Readiness "Let's talk about what it means to be ready for a promotion. Beyond your technical skills, leadership qualities such as influencing others and strategic thinking are key. How do you feel about your readiness in these areas?" *5. Actionable Next Steps • Set Goals "Let's set some goals together. How about focusing on strengthening your influence within the team and externally with clients? Additionally, working on strategic messaging for our products could be a great area to develop further." *6. Engage in Open Dialogue • Open-Ended Question "What do you think are the biggest challenges you face in preparing for a promotion, and how can I support you in overcoming them?" *7. Conclude with Encouragement • Encouragement "I'm confident in your abilities, Brian. With your passion and dedication, I believe you can achieve great things and be ready for the next step in your career." Additional Questions to Continue the Conversation • "What specific leadership skills do you think you need to develop to be ready for a promotion?" • "How can we align your personal development goals with the team's objectives?" • "What resources or support do you need from me to help you succeed?" Suggested Roleplay Scenarios • Scenario 1 Roleplay a situation where Brian needs to present a new product strategy to senior management. • Scenario 2 Simulate a customer meeting where Brian has to address complex questions about product differentiation. • Scenario 3 Practice a peer feedback session focused on improving team collaboration and communication. Доста впечатляващо! Агентът включи файловете, които качихме, ни даде страхотни стартове на разговори въз основа на последните прегледи и напредъка на целите, а когато бяха помолени за конкретни неща, дори взе инициативата да се възползва от друг инструмент, който HRBP има на разположение, създавайки нов IDP (индивидуален план за развитие) за използване в разговора. Бъдещи подобрения Докато този пример е страхотен, има няколко места, които определено бихме могли да подобрим, за да продължим напред. Преместването на дългата система подканва към файл за поддръжка. Включване на Universal Talent API, така че няма нужда да качвате файлове. Персонализиране на HRBP, за да отговаря на личността на вашата организация. Чувствайте се свободни да предложите други подобрения, докато работите през урока и както винаги, щастливо кодиране!