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Use case · HR & People Development

One profile.
One goal.
A fitting path.

We start from your skill model, role profiles and training offering. Together with HR, managers and IT we clarify which data is used, who may see it and who decides on development steps. The result is your workflow for individual development plans.

CORAProcess assistant

Your team

“Use our skill model, the role profiles and the training catalogue. Create a workflow for development conversations: compare a person's skills with their current and target role. Show gaps and propose suitable courses and learning steps. Only use data the person and their manager are allowed to see. Prepare the conversation as a draft; the person and their manager decide on development paths together.”

CORA is drafting the process …

The description becomes the workflow

Describe once.
Run every time.

Your description becomes a workflow for every development conversation: from the current profile to a jointly agreed development plan.

CORA builds the process. Your team reviews the test cases and approves it. Only then does it run for every matching event – with your permissions.

Match skills · Show gaps · Propose paths

  1. Meeting scheduled
  2. Check rights
  3. Match profile
  4. Development proposal
  5. Joint plan
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One run in detail

How CORA prepares a development conversation.

A conversation between a developer and his manager: from the profile to an agreed plan.

All names, numbers and values in this example are fictitious.

  1. TriggerDevelopment conversation on 18 November in the calendar.
  2. IntegrationRead profile

    Read: current role “Senior developer”, nine skills, target role “Team lead” and the course catalogue. Performance reviews are not requested.

  3. CodeMatch skills
    SkillCurrentTarget
    Technical depth44
    Leadership24
    Budget responsibility13
    Communication34
  4. RuleSelect offers

    Three suitable courses are available; one exceeds the budget frame and needs approval.

  5. AIDescribe the path
    Technical depth already supports the target role. The largest gap is leadership: proposal is the “First leadership role” programme and leading a small project team next quarter. Budget responsibility can be built through a placement in controlling.
  6. HumanAgree

    In the conversation both agree on the programme and the project lead; the placement moves to next year.

  7. IntegrationSave

    Development plan saved in the HR system, course request created in the learning platform.

From existing documents to a tested workflow

From existing documents
to a tested workflow

1Your documents and example cases

DocumentSkill model
  • Skill levels
DocumentRole profile team lead (fictitious)
  • Requirements
DocumentTraining catalogue
  • Courses
  • Learning paths

2Business systems and data

SystemHR system
  • Role
  • Skills
  • Performance review
SystemLearning platform
  • Courses
  • Completions

3People, roles and rights

Person cardEmployee
Own profile
Role cardManager
Own team
Other profileBlocked
No access
  1. Build process
  2. Test
  3. Approve

Running process

  1. Meeting scheduled
  2. Check rights
Target role clear
  1. Show gaps
  2. Learning path draft
Goal open
  1. Describe options
  2. Conversation template
Data missing
  1. Clarify with HR

Process steps in detail

What AI does – and what rules, code and integrations handle.

CORA uses AI where language, context or unstructured information needs to be understood. Calculations run as tested code, limits and responsibilities as rules, system access through defined integrations. Approvals stay with people.

  • AILanguage model: understands, summarises, drafts1×
  • RuleFixed conditions, thresholds, responsibilities2×
  • CodeCalculations and models, versioned and testable1×
  • IntegrationRead and write access via MCP servers or interfaces2×
  • HumanReview, approval and decision1×
  1. 01

    Prepare conversation

    The workflow starts a few days before the development conversation.

    Rule

    Implementation: Trigger: meeting in the calendar or request by the person

  2. 02

    Read profile and offering

    CORA reads role, skills and course catalogue – with the rights of the requesting person.

    Integration

    Implementation: MCP server for the HR system, interface to the learning platform

  3. 03

    Match skills

    For the current and target role, an overview of gaps by level is produced.

    Code

    Implementation: Comparison of current and target levels per skill

  4. 04

    Select learning offers

    Only available and suitable offers are considered.

    Rule

    Implementation: Availability, prerequisites, budget frame

  5. 05

    Describe the development path

    The AI describes strengths, gaps and possible learning steps in plain language and explains the course selection.

    AI

    Implementation: Language model with skill model and catalogue

  6. 06

    Hold conversation and agree

    Together they adjust the proposal and agree on the plan.

    Human

    Implementation: Person and manager

  7. 07

    Save plan, request courses

    After agreement, plan and course requests are created; paid courses follow the existing approval path.

    Integration

    Implementation: Write access to development plan and course request

Connected systems

  • HR systemreads role and skills, writes the agreed development planvia MCP server
  • Learning platformreads the catalogue, writes course requestsvia interface (API)
  • Calendarreads the meeting datevia interface (API)
  • Company sign-inchecks identity and rolevia single sign-on

How we work

We start with your
actual work.

  1. 01

    Understand existing documents

    Skill model, role profiles, training catalogue and anonymised example plans show us how development is described today. From them we derive skill levels, learning formats and conversation templates. We clarify inconsistent terms with HR.

  2. 02

    Connect data and business systems

    With your IT we connect the HR system, learning platform and calendar. Personnel number, role and course ID link the data. We define where data is read and where drafts of development plans are stored.

  3. 03

    Assign identities, rights and roles

    Identity comes from your company sign-in. Employees see their own profile, managers their team, HR its approved scope. The AI acts on behalf of the responsible person; performance reviews stay out of scope.

  4. 04

    Test together and go live

    From the description, documents and clarified system access, CORA drafts the process. Together with your business unit we select test cases and expected results. Testing runs without write access. Example tests: Clear move to a target role, missing skill data, course no longer available, request for someone else's profile.

Your team decides on rules, AI steps and approvals. We activate the tested workflow, compare effort and results and practise the next changes in the skill workshop. Integrations, knowledge and reusable building blocks remain as the foundation for further processes.

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How the case
runs

Before the conversation, CORA reads the permitted profile data, compares it with the current and target role and selects suitable offers from the catalogue. The result is a conversation draft with gaps and possible learning steps.

What it
produces

Skills overview with gaps, conversation template, reasoned learning proposals and an agreed development plan with course requests. The status is kept for the next conversation.

Where your team
decides

The person and their manager decide together on goals and learning steps. CORA does not rate performance or make personnel decisions. Paid measures follow your approval path.

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