Customer Case Study · HR
A leading power transmission company's HR team learned to prompt GenAI into building their own tool: one scorecard per leader with rating history, retention risk, readiness and successors.
All numbers and figures are indicative and synthetic to maintain client confidentiality.
Talent reviews meant pulling each leader's ratings, risk and succession data from scattered HR sheets, then rebuilding the same slides by hand.
Ratings, 360 scores, compensation, LTIP and succession sat in different files owned by different teams.
Rating trends across FY24–FY26 and performance by half-year had to be stitched together for each leader.
Risk of loss, impact of loss and mobility were discussed in the room, not visible on the page beforehand.
Each review cycle meant rebuilding one-pagers in PowerPoint and re-checking every number.
HMC taught the HR team to prompt GenAI into building working tools: data fields, scoring rules, a one-page layout and bulk export.
Select a step to see what happened.
We started from the review conversation, not the data.
Deliverable: Field inventory and source map.
The HR team wrote the rules in plain language before any build.
Deliverable: Field dictionary and scoring rules.
In hands-on workshops, the HR team prompted the scorecard into existence themselves.
Deliverable: Executive Talent Scorecard, built by HR.
Used for the Talent Review 2025–2026 cycle.
Deliverable: Review pack for the 2025–26 cycle.
The same five-step pattern now drives other HR tools.
Deliverable: Reusable tool-building playbook.
Below is a working replica built on synthetic data. Filter the leadership pool, toggle between review cycles to watch leaders move on the 9-box, then open any scorecard and export it.
Replica on synthetic data. Names are fictional. All numbers and figures are indicative and synthetic to maintain client confidentiality.
Every leader now arrives at the review with a complete page. Retention risk is visible before the meeting, not discovered in it.
% of leaders with each field group ready for review
Leaders by risk of loss × impact of loss, current filters
All numbers and figures are indicative and synthetic to maintain client confidentiality.
Fields, Score, Flag, Layout, Export. Once HR knew the steps, they could prompt new tools without waiting for IT.
Start from what leadership asks about each executive. The page layout follows those questions.
Masking toggles for compensation and LTIP made the same scorecard safe to use in wider forums.