Translate capability gaps and role aspirations into a prioritized learning plan with targeted development actions.

Before you start

What you’ll need

Completed performance review with a documented Capability Gap Summary
Access to the employee's career aspirations or development preference notes
Available development resources catalogue or inventory for your organisation
Employee Development Preferences
Development Resources Catalogue

Who’s involved

Manager — Validates development priorities and approves the final learning plan for the employee.
L&D Specialist — Reviews development recommendations for resource availability and alignment with organisational capability needs.

Safe use

Data Handling — This workflow processes capability gap assessments, employee career aspirations, and development preference notes. Do not paste these inputs into public or unapproved GenAI tools.
Verification — GenAI may recommend development actions misaligned with documented gaps or suggest unavailable resources. Verify every recommendation traces to a specific capability gap before finalising the plan.

Execution steps

Hybrid

download From HR11 — Performance Review
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Confirm the Capability Gap Summary from the performance review is finalised and available
Verify employee development preferences have been collected and reviewed for completeness
Check that the development resources catalogue is current for your organisation

Data Handling: Redact any personal health, family, or financial details from the employee's development preferences before including in the prompt context.

Structure capability gaps into prioritised development objectives

CONTEXT You will be provided with the following source documents: 1. Capability Gap Summary 2. Employee Development Preferences 3. Development Resources Catalogue TASK Transform each capability gap into a structured development objective. Prioritise objectives based on gap severity and alignment with the employee's career direction. Produce a Prioritised Development Objectives table. OUTPUT FORMAT Begin with a one-sentence summary stating the total number of objectives and overall development urgency ([High / Moderate / Low]). Then produce a markdown table with these columns: - **Objective ID** — sequential (OBJ-1, OBJ-2...) - **Source Gap** — Gap ID from the Capability Gap Summary - **Capability Area** — the skill or competency to develop - **Objective Statement** — one sentence describing the desired development outcome - **Career Alignment** — how the objective supports the employee's stated aspirations - **Priority** — [High / Medium / Low] based on gap severity and career alignment CONSTRAINTS Do not invent gaps not present in the Capability Gap Summary. Do not recommend specific training products or vendors. Do not include employee names or identifying information in the output.

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Verification: Verify that every development objective traces to a documented gap — GenAI may infer needs not supported by the assessment.

GenAI

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Confirm the Prioritised Development Objectives have been reviewed and approved

Match development objectives to available learning approaches

CONTEXT You will be provided with Prioritised Development Objectives and a Development Resources Catalogue listing available learning options within your organisation. TASK For each development objective, identify relevant learning options from the catalogue and standard development approaches that could address the capability gap. Produce a Development Options Map linking objectives to possible actions. OUTPUT FORMAT Produce a markdown table with these columns: - **Objective ID** — matches the Prioritised Development Objectives - **Option Type** — [Formal Training / Coaching / Mentoring / Stretch Assignment / Self-Directed Learning / Peer Learning] - **Option Description** — one sentence describing the specific action - **Source** — [Catalogue / Generic] indicating whether the option comes from the provided resources or is a standard development approach - **Estimated Effort** — [Low / Medium / High] based on time and commitment required - **Fit Rationale** — one sentence explaining why this option addresses the gap Include two to three options per objective where possible. If no catalogue match exists, provide at least one generic option. CONSTRAINTS Do not fabricate catalogue entries not in the provided resources. Do not recommend options requiring resources unavailable to a typical practitioner. Do not include cost estimates — those are outside the scope of this workflow.

Development Options Map

Verification: Verify that catalogue-sourced options actually exist in the provided resources — GenAI may hallucinate programme names or descriptions.

GenAI

Development Options Map
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Confirm the Development Options Map covers all prioritised objectives

Assess development options for fit and impact

CONTEXT You will be provided with a Development Options Map and the Prioritised Development Objectives for an employee's development plan. TASK Evaluate each mapped option against the development objective it serves. Assess fit based on relevance to the gap, estimated effort, and likely impact on the capability area. Produce a Development Fit Assessment that ranks options within each objective. OUTPUT FORMAT For each objective, produce: ### [Objective ID] — [Capability Area] A markdown table: - **Option** — brief description from the Development Options Map - **Relevance** — [High / Medium / Low] how directly it addresses the gap - **Effort-to-Impact** — [Favourable / Balanced / Demanding] ratio of required effort to expected benefit - **Recommended Rank** — numeric rank within this objective (1 = top choice) - **Rationale** — one sentence justifying the rank CONSTRAINTS Do not recommend options marked as low relevance as the top choice. Do not assess options against criteria not stated in the objective. Do not introduce new options not present in the Development Options Map.

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Verification: Verify that option rankings are consistent with relevance and effort-to-impact ratings — GenAI may rank familiar option types higher regardless of fit.

GenAI

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Confirm the Development Fit Assessment has been reviewed for ranking accuracy

Produce a targeted time-bound learning plan

CONTEXT You will be provided with a Development Fit Assessment ranking learning options per objective, and the Prioritised Development Objectives for an employee. TASK Using the top-ranked option for each development objective, draft a learning plan that sequences development actions across a realistic time horizon. Group related actions where they reinforce each other and assign a time frame to each. OUTPUT FORMAT Structure the plan as follows: ## Development Summary Two to three sentences stating the total number of actions, the time horizon covered, and the primary focus area. ## Learning Plan A markdown table: - **Action ID** — sequential (ACT-1, ACT-2...) - **Objective ID** — linked development objective - **Development Action** — specific action description from the fit assessment - **Action Type** — [Formal Training / Coaching / Mentoring / Stretch Assignment / Self-Directed Learning / Peer Learning] - **Time Frame** — when to start and target completion (e.g., Month 1–2, Q2) - **Success Indicator** — one observable or measurable outcome showing progress - **Priority** — [High / Medium / Low] ## Sequencing Notes Two to three bullet points explaining why actions are ordered as they are and which actions reinforce each other. CONSTRAINTS Do not include more than one action per objective unless the fit assessment identified equally ranked alternatives for different aspects of the same gap. Do not assign time frames shorter than two weeks or longer than six months per action. Do not include actions for gaps rated Low priority unless all higher-priority gaps are covered first.

Draft Learning Plan
Confirm every action traces to a development objective and an evaluated option
Verify time frames are realistic and do not exceed six months per action
Check that high-priority gaps are addressed before lower-priority items

Hybrid

Draft Learning Plan
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Confirm the manager has reviewed the Draft Learning Plan
Verify the employee development preferences are accessible for alignment checking

Align draft plan with employee preferences and finalise

CONTEXT You will be provided with a Draft Learning Plan and the employee's development preferences describing career aspirations and learning style interests. TASK Review the draft plan for alignment with the employee's stated learning preferences and career aspirations. Adjust sequencing or action descriptions where preferences suggest a better fit, without changing the underlying gap-to-action linkage. Produce the final Targeted Learning Plan. OUTPUT FORMAT Use the same structure as the Draft Learning Plan with these additions: ## Employee Alignment Check A markdown table: - **Action ID** — from the draft plan - **Preference Alignment** — [Aligned / Adjusted / Flagged] - **Adjustment Note** — describe any change made or concern flagged, or "No change" if aligned Then reproduce the full learning plan table with any adjustments applied. ## Sign-Off Section - **Manager Approval:** [Pending] - **Employee Acknowledgement:** [Pending] - **Review Date:** [Suggested date for first progress check] CONSTRAINTS Do not remove actions that address high-priority gaps even if they conflict with preferences — flag them instead. Do not alter the gap-to-action linkage established in earlier steps. Do not add new development actions not evaluated in the fit assessment.

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Confirm all preference adjustments are flagged transparently in the alignment check
Verify no high-priority gap actions were removed due to preference conflicts
Check that the sign-off section includes a suggested review date

Reference

Guardrails

Gap-Linked Actions Only — Every development action must trace to a documented capability gap — do not include generic training that lacks a clear gap rationale.
Practical Over Aspirational — Prioritise development actions the employee can realistically start within the plan period over long-term aspirational programmes.
Evidence Before Prescription — Complete gap framing and option evaluation before producing recommendations to avoid anchoring on pre-selected solutions.

Pitfalls

Accepting AI-suggested training programmes without verifying they exist in your organisation's available resources.
Pasting employee career aspirations containing personal health or family information into the GenAI prompt without redaction.
Letting the AI produce a generic learning plan that lists development categories without tying each action to a specific capability gap.
Skipping the option evaluation step and jumping directly from gaps to a plan, missing better-fit development alternatives.

Definition of Done

Every development action in the learning plan traces to a specific capability gap from the input gap summary.
The plan assigns a concrete development action type and time horizon to each priority gap.
No recommended action references a specific vendor, product, or programme not present in the development resources catalogue.
The targeted learning plan covers all high-priority gaps and provides clear rationale for any deprioritised items.

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HR12 v1.0
Apr 8, 2026

AGASI Technologies

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