ການສ້າງອຸປະກອນການຝຶກອົບຮົມ AI ທີ່ອຸປະກອນການຝຶກອົບຮົມຜູ້ບໍລິຫານສໍາລັບການສອບເສັງທີ່ເຂັ້ມແຂງ

ການຝຶກອົບຮົມຂອງພວກເຮົາແມ່ນການຝຶກອົບຮົມໃຫ້ຜູ້ຊ່ຽວຊານໃນການຝຶກອົບຮົມແລະການຝຶກອົບຮົມ. ນອກເຫນືອຈາກການຝຶກອົບຮົມຂອງພວກເຮົາແມ່ນການຝຶກອົບຮົມການຝຶກອົບຮົມການຝຶກອົບຮົມ, ການຝຶກອົບຮົມແລະການຝຶກອົບຮົມ. ຂ້າພະເຈົ້າສືບຕໍ່ໄດ້ຮັບການປະທັບໃຈກໍໂດຍການຝຶກອົບຮົມ ITS ແລະການຝຶກອົບຮົມ ITS ຄໍາຖາມ ພວກເຮົາຈະໃຫ້ Agent SDK ເຮັດໃຫ້ຫຼາຍທີ່ສຸດການຕັດສິນໃຈທີ່ຢູ່ນີ້ແລະ pull ໃນ Agent HRBP ແລະ Agent HR Analyst ເພື່ອຊ່ວຍໃຫ້ພວກເຮົາ out. ສໍາລັບຄວາມງ່າຍດາຍ, ພວກເຮົາຍັງຈະລົງທະບຽນກ່ຽວກັບການເຊື່ອມຕໍ່ Slack ສ້າງຕັ້ງຂຶ້ນໃນ SDK ແລະ tutorials ນີ້ອະນຸຍາດໃຫ້ທ່ານ already ມີການຕິດຕັ້ງທີ່. ຂ້າພະເຈົ້າສືບຕໍ່ໄດ້ຮັບການປະທັບໃຈຂອງຂ້າພະເຈົ້າ! ຫຼັງຈາກນັ້ນ, clone Agent SDK starter ຈາກ https://github.com/peoplelogic/agent-sdk-starter ຫຼັງຈາກນັ້ນ, ກະລຸນາເປີດ HRBP ແລະ HR Analyst ໃນ src / main / resources / application.properties: peoplelogic.agent.HRBusinessPartnerAgent.enabled=true peoplelogic.agent.HRAnalystAgent.enabled=true ການຕິດຕັ້ງເຄື່ອງມື Coaching ຂອງທ່ານ ເພື່ອເພີ່ມ functionality ການຝຶກອົບຮົມກັບ agent HRBP, ພວກເຮົາມີຄວາມຕ້ອງການທີ່ຈະສ້າງເຄື່ອງມືໃຫມ່. ພວກເຮົາມີຄວາມຕ້ອງການທີ່ຈະເຮັດວຽກນີ້ໂດຍຜ່ານການໃຫມ່ ພວກເຮົາຍັງຈະສາຍໃນຈໍານວນຫຼາຍຂອງອຸປະກອນ SDK ອື່ນໆທີ່ພວກເຮົາມີຄວາມຕ້ອງການທີ່ຈະເຮັດວຽກ. ດາວນ໌ໂຫລດ Guide @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; } ໃນປັດຈຸບັນ, ທີ່ດີ - ພວກເຮົາມີສ່ວນປະກອບທີ່ຊ່ວຍໃຫ້ພວກເຮົາມີຂໍ້ມູນຈາກບໍລິສັດແລະດາວໂຫລດໂດຍຜ່ານການສົນທະນາແລະພວກເຮົາມີສ່ວນປະກອບຕົ້ນຕໍໃດໆເຊັ່ນ: ໂມງໂທລະສັບມືຖືແລະຄວາມຮູ້ສຶກທີ່ດີເພື່ອໃຫ້ພວກເຮົາມີຄວາມສາມາດໃນການຕິດຕັ້ງຂະຫນາດນ້ອຍຂອງຜູ້ຊ່ຽວຊານຂອງພວກເຮົາມີ. ລະຫັດ QR 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?'"; ຂ້າພະເຈົ້າສືບຕໍ່ໄດ້ຮັບການປະທັບໃຈກໍໂດຍການຝຶກອົບຮົມ HRBP ແລະການຝຶກອົບຮົມ HRBP 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; } ມີການດໍາເນີນການນີ້, ພວກເຮົາສາມາດເຂົ້າເຖິງການເຮັດວຽກທີ່ແທ້ຈິງ - ກະລຸນາສ້າງເຄື່ອງມືຂອງພວກເຮົາ. ການສ້າງຝຶກອົບຮົມ ເພື່ອສ້າງການຝຶກອົບຮົມທີ່ແທ້ຈິງ, ພວກເຮົາມີຄວາມຕ້ອງການທີ່ຈະສ້າງວິທີທີ່ພວກເຮົາຍັງສາມາດມີການໂທ SDK ໃນເວລາທີ່ພວກເຂົາເຈົ້າຕ້ອງການຊ່ວຍໃຫ້ຜູ້ທີ່ມີການຝຶກອົບຮົມ leadership. @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) { } ພວກເຮົາ ກໍາ ລັງເຮົາມີຄວາມຊ່ຽວຊານໃນການຄົ້ນຄວ້າແລະວິທີການທີ່ດີເລີດຂອງພວກເຮົາ. ພວກເຮົາມີຄວາມຊ່ຽວຊານໃນການຄົ້ນຄວ້າແລະວິທີການທີ່ດີເລີດຂອງພວກເຮົາແລະວິທີການທີ່ດີເລີດຂອງພວກເຮົາ. ດາວໂຫລດເພີ່ມເຕີມຂອງເຄື່ອງມືນີ້ສາມາດເລືອກເອົາການນໍາໃຊ້ Universal Talent API ເພື່ອຊອກຫາຂໍ້ມູນທັງຫມົດນີ້ແລະລວມເອົາພວກເຂົາໃນຄໍາຮ້ອງສະຫມັກໂດຍບໍ່ມີການດາວໂຫລດໃດໆ. ໃນປັດຈຸບັນ, ກະລຸນາເບິ່ງວິທີທີ່ພວກເຮົາສາມາດນໍາໃຊ້ຂໍ້ມູນທັງຫມົດນີ້: 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(); } ຖ້າຫາກວ່າທ່ານກໍາລັງຊອກຫາຂໍ້ມູນເພີ່ມເຕີມກ່ຽວກັບການເຮັດວຽກຂອງພວກເຮົາ, ທ່ານຈະຊອກຫາຂໍ້ມູນເພີ່ມເຕີມກ່ຽວກັບການເຮັດວຽກຂອງພວກເຮົາ. ຖ້າຫາກວ່າທ່ານກໍາລັງຊອກຫາຂໍ້ມູນເພີ່ມເຕີມກ່ຽວກັບການເຮັດວຽກຂອງພວກເຮົາ, ທ່ານຈະຊອກຫາຂໍ້ມູນເພີ່ມເຕີມ. // 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; ຂ້າພະເຈົ້າສືບຕໍ່ໄດ້ຮັບການປະທັບໃຈກໍໂດຍການບໍລິການລູກຄ້າຂອງພວກເຮົາ, ຂ້າພະເຈົ້າຫວັງວ່າຈະໄດ້ເຮັດວຽກຮ່ວມກັບທ່ານອີກເທື່ອຫນຶ່ງ! ການຝຶກອົບຮົມໃນ Action ໃນປັດຈຸບັນພວກເຮົາມີຄວາມຮູ້ສຶກວ່າພວກເຮົາມີຄວາມຮູ້ສຶກວ່າພວກເຮົາມີຄວາມຮູ້ສຶກວ່າພວກເຮົາມີຄວາມຮູ້ສຶກວ່າພວກເຮົາມີຄວາມຮູ້ສຶກວ່າພວກເຮົາມີຄວາມຮູ້ສຶກວ່າພວກເຮົາມີຄວາມຮູ້ສຶກວ່າພວກເຮົາມີຄວາມຮູ້ສຶກວ່າພວກເຮົາມີຄວາມຮູ້ສຶກວ່າພວກເຮົາມີຄວາມຮູ້ສຶກວ່າພວກເຮົາມີຄວາມຮູ້ສຶກວ່າພວກເຮົາມີຄວາມຮູ້ສຶກວ່າພວກເຮົາມີຄວາມຮູ້ສຶກວ່າພວກເຮົາມີຄວາມຮູ້ສຶກວ່າພວກເຮົາມີຄວາມຮູ້ສຶກວ່າພວກເຮົາມີຄວາມຮູ້ສຶກວ່າພວກເຮົາມີຄວາມຮູ້ສຶກວ່າພວກເຮົາມີຄວາມຮູ້ສຶກວ່າພວກເຮົາມີຄວາມຮູ້ສຶກວ່າພວກເຮົາມ peoplelogic.agent.HRBusinessPartnerAgent.tools=hrbp-coaching-tools ການນໍາໃຊ້ຕົວແທນຂອງທ່ານຫຼືດາວໂຫລດການນໍາໃຊ້ໃນທ້ອງຖິ່ນແລະຫຼັງຈາກນັ້ນພວກເຮົາຈະດາວໂຫລດຄໍາຮ້ອງສະຫມັກ Slack ຂອງພວກເຮົາແລະເບິ່ງວ່າເຄື່ອງມືໄດ້ເຮັດວຽກ. 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. ສະ ຫນັບ ສະ ຫນູນ ສະ ຫນູນ ສະ ຫນູນ ສະ ຫນູນ ສະ ຫນູນ ສະ ຫນູນ ສະ ຫນູນ ສະ ຫນູນ ສະ ຫນູນ ສະ ຫນູນ ສະ ຫນູນ ສະ ຫນູນ ສະ ຫນູນ ສະ ຫນູນ ສະ ຫນູນ ສະ ຫນູນ ສະ ຫນູນ ສະ ຫນູນ ສະ ຫນູນ ສະ ຫນູນ ສະ ຫນູນ ສະ ຫນູນ ສະ ຫນູນ ສະ ຫນູນ ສະ ຫນູນ ສະ ຫນູນ ສະ ຫນູນ ການປັບປຸງຕໍ່ໄປ ໃນຂະນະທີ່ຕົວຢ່າງນີ້ແມ່ນຫນຶ່ງທີ່ດີ, ມີຫຼາຍໆສະຖານທີ່ທີ່ພວກເຮົາມີຄວາມເຂັ້ມແຂງທີ່ພວກເຮົາມີຄວາມເຂັ້ມແຂງທີ່ພວກເຮົາມີຄວາມເຂັ້ມແຂງ. ການປ່ຽນແປງຂອງລະບົບທີ່ຍິ່ງໃຫຍ່ຈະທົດສອບກັບເອກະສານສໍາລັບການຄຸ້ມຄອງ. ລວມທັງ Universal Talent API ດັ່ງນັ້ນບໍ່ຈໍາເປັນຕ້ອງອັບໂຫລດເອກະສານ. ການປັບແຕ່ງ HRBP ກັບ persona ຂອງບໍລິສັດຂອງທ່ານ. ມີຄວາມສົນໃຈທີ່ຈະສະເຫນີການປັບປຸງອື່ນໆໃນຂະນະທີ່ທ່ານເຮັດວຽກໂດຍຜ່ານ tutorials ແລະເປັນປົກກະຕິ, coding Happy!