才能マネジメントで私たちの友人が求められる最も一般的な要請の1つは、困難な会話を通じて誰かをコーチするのを助けること、またはリーダーとしてスキルアップすることです。これはしばしば仕事の最も楽しい部分の1つですが、完全なデータのセットなしにマネージャーや従業員が必要とするコーチングの種類を提供することは困難です。 幸い、これはTalent Agent SDKとHRとITの交差点が本当に輝く場所です。この問題を解決するのに役立つスピードコーチングエージェントをSlackで構築しよう。 前提条件 私たちは、エージェントSDKがここで最も重いリフトを行うようにし、HRBPエージェントとHRアナリストエージェントを引っ張って私たちを助けます。 まず、Peoplelogic.dev にアクセスして Agent SDK のサンドボックスを確保します。 次に、エージェントSDKのスタートアップをクローンする https://github.com/peoplelogic/agent-sdk-starter 次に、HRBPとHRアナリストを src/main/resources/application.properties 内で有効にします。 peoplelogic.agent.HRBusinessPartnerAgent.enabled=true
peoplelogic.agent.HRAnalystAgent.enabled=true
 あなたのコーチングツールの設定 コーチング機能をHRBPエージェントに追加するには、新しいツールを作成する必要があります。 これを新たな手段を通して行う必要がある。 コンポーネント. We're also going to wire in several of the other SDK components that we'll need to work with. 私たちはまた、私たちが作業する必要がある他のSDKコンポーネントのいくつかをワイヤーする予定です。 ガイドを始める @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;
}
 これまで、とても良い - 私たちは組織からデータを取得するのに役立つコンポーネントを導入し、会話を通じてアップロードし、チャットモデルやメモリのようないくつかのコアコンポーネントを導入しましたので、私たちは私たちのエージェントのいくつかのオーバーライドを設定することができます。 定義: 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?'";
 かなり速く、しかし誰もコーチングが簡単だと言ったことはありません! その方法で、私たちはHRBPエージェントを少し調整する必要があります。 私たちはHRAnalystAgentでデフォルトの構成で自動化したことがわかります - それは、私たちが利用可能なすべてのツールでそれを呼びたいからです。今、私たちはHRBPを調整する必要がありますので、私たちのツールの内部から呼び出したとき、それは他のツールを使用しません - 私たちがそれを提供している知識だけです。 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;
}
 その方法で、私たちは実際の仕事に到達することができます - 私たちのツールを構築しましょう。 コーチの構築 実際のコーチを構築するには、リーダーシップコーチングで誰かを助けたいときにSDK呼び出しができる方法を作成する必要があります。 @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) {
}
 あなたが見ることができるように、私たちは、ツールに非常に詳細な説明と詳細な名前を提供しているので、LLMは私たちのツールを呼ぶためにできるだけ多くの情報を持っています。 このツールのより高度なバージョンでは、Universal Talent API を使用して、これらのすべての詳細を取得し、アップロードを必要とせずに回答に含めることができます。 では、これらの情報のすべてをどのように使用するかを見てみましょう: 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<PeoplelogicResult> analystResults = analyst.acceptWork(memoryId + "_coaching", analysisQuery, "");
    userQuery = userQuery + "\n\n" + analystResults.content().getResponse();
}
 まず、私たちは以前のシステムメッセージと一緒に行くための基本的な指示を設定します - 覚えておいて、エージェントへのすべての呼び出しには両方が必要です! 次に、我々は追加の入力のいくつかのクリーニングを行い、それらが実際にアップロードされていることを確認する必要があります。 // 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;
 残っているのは、仕事の説明ファイルを処理し、その後、私たちが以前設定したHRBPエージェントにすべての情報を送信することです。また、私たちは、仕事の説明が提供された場合に、いくつかの基本的なクリーニングとセキュリティチェックを行い、それから私たちはこれまでまとめたすべてを持ってHRBPエージェントに電話し、結果をLLMに送信します! トレーナー in Action プロンプトを書いた後、エージェントを構成し、ツールを構築した後、新しいツールについて組み込まれたHRBPエージェントに伝えなければなりません。 peoplelogic.agent.HRBusinessPartnerAgent.tools=hrbp-coaching-tools
 エージェントを展開するか、アプリケーションをローカルにロードし、Slackアプリケーションをロードして、ツールが機能しているかどうかを確認しましょう。 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.
 かなり印象的! エージェントは私たちがアップロードしたファイルを組み込んで、最近のレビューや目標の進捗状況に基づいて素晴らしい会話スタートを提供し、詳細に依頼されたとき、HRBPが利用可能な別のツールを活用し、会話で使用する新しいIDP(個人開発プラン)を作成しました。 将来の改善 この例は素晴らしい例ですが、我々は確実に前進を向上させることができるいくつかの場所があります。 長いシステムを移動すると、メンテナビリティのためのファイルに提示されます。 Universal Talent API を含め、ファイルをアップロードする必要はありません。 HRBPを組織の個性に適合させる。 チュートリアルを通じて作業し、いつものように、幸せなコーディングで他の改善を提案してください!

このオーディオは、ストーリーの元の言語で制作されています。

ハードな会話のためにマネージャーを準備するAIコーチングエージェントを構築する

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