RH & talents
Skills Gemini Enterprise : rh & talents.
المهارات 15
- مهارة
Calibration prep
Prepares a talent or performance calibration session for a group of teammates: one-page evidence summaries per person from the managers' reviews, a distribution view of the proposed ratings by manager and team, consistency flags (rating vs evidence, leniency or severity by manager, recency), a bias checklist for the facilitator and an agenda. Humans make every rating decision.
- مهارة
Candidate communication writer
Drafts clear, warm and legally careful emails and messages to candidates at every step: application acknowledgement, interview invitation and scheduling with Calendar slots, status update or delay notice, respectful rejection with optional job-related feedback, offer-call follow-up and talent-pool keep-in-touch.
- مهارة
Career development plan
Builds an individual development plan with a teammate or for themselves: aspirations and target role, a gap analysis against the role framework, 3 development goals, 70-20-10 actions (on-the-job stretch, mentoring and exposure, training), milestones with dates, support needed and a review rhythm.
- مهارة
Engagement survey analyzer
Analyzes official company engagement survey results (HR-run waves such as the baromètre social, eNPS) and free-text comments for a team, store, warehouse or department: scores vs previous wave and benchmark, key drivers, themes and sentiment from comments with representative anonymized verbatims, anonymity protection (no group under 5 respondents, no re-identification), and a focused action plan with 2-3 commitments and a team feedback session.
- مهارة
Exit interview synthesizer
Synthesizes exit interviews and leaver feedback across a team, store, warehouse or job family into anonymized themes: primary and contributing reasons for leaving, controllable vs uncontrollable, regretted vs non-regretted patterns at aggregate level, early-tenure signals, retention risks for current teams and 3-5 targeted actions. Also proposes an exit interview guide if none exists.
- مهارة
HR policy Q&A
Answers questions about HR policies and rules (leave, working time, remote work, expenses, training, mobility, parental leave, benefits, code of conduct) strictly from official policy documents found in Drive and Confluence, with a citation for every statement, the scope (country, entity, population) and the document date, and escalates to HR when the policy is missing, unclear or the case is personal.
- مهارة
Interview debrief synthesizer
Consolidates interviewer scorecards and notes for one candidate into an evidence grid per competency, shows where interviewers agree or diverge, flags non-job-related comments and missing evidence, and lists the open questions to settle in the hiring debrief. It never recommends hire or no-hire.
- مهارة
Interview kit builder
Creates a structured interview kit for a role: competencies from the job description, behavioral and situational questions with follow-ups, a 1-4 rating rubric with observable anchors per competency, an interviewer split across the loop and a candidate-facing agenda.
- مهارة
Job description writer
Writes an inclusive, skimmable job description and job ad for a store, warehouse, HQ, tech or sourcing role: mission, outcomes for the first year, responsibilities, a short must-have list kept apart from nice-to-haves, gender-neutral wording, a bias-word scan and channel-ready versions.
- مهارة
Learning path designer
Designs a training program or learning path for a group of teammates: needs analysis, learning objectives written with Bloom's verbs, modules sequenced from basics to practice, blended formats (on-the-job, e-learning, workshop, peer coaching) sized for store, warehouse, HQ or tech constraints, an assessment and Kirkpatrick 4-level evaluation plan, and a rollout timeline.
- مهارة
Offer letter drafter
Drafts an offer letter or promise of employment from the official company template found in Drive, filling only facts provided by the user or approved sources, with visible placeholders for anything missing, a consistency check across title, dates, pay, working time and contract type, and a cover email. It never invents compensation, benefits or clauses.
- مهارة
Onboarding plan builder
Builds a complete onboarding plan for a new teammate in a store, warehouse, HQ or tech team: pre-boarding checklist before day 1, a day-by-day first week, 30-60-90 day goals, a buddy brief, mandatory and role trainings found in Drive or Confluence, an access and equipment checklist, and check-in rituals with the manager.
- مهارة
Performance review writer
Helps a manager write a fair, evidence-based performance review for one teammate: gathers work evidence from goals, Jira, GitHub, Drive and feedback received, maps it to goals and competencies, drafts strengths and growth areas with concrete examples, checks the wording for bias and vague labels, and prepares the review conversation. It never sets the rating.
- مهارة
Self-assessment coach
Coaches a teammate through their own self-assessment for an annual, mid-year or promotion review: pulls their own work evidence from Jira, GitHub, Drive, Calendar and kudos in Gmail or Chat, turns it into STAR achievements tied to goals and competencies, helps name growth areas honestly, calibrates tone (no under-selling, no inflation) and prepares their questions for the review meeting.
- مهارة
Team skills matrix
Builds a skills matrix for a team from the role framework and teammates' self-declared levels: a people-by-skills grid on a 0-4 scale, coverage per skill against the target, bus-factor and single-point-of-failure alerts, cross-training pairs and a prioritized training plan.