🤖 Agent End-to-End Evaluation Report

{"question":"One Maersk Bonus Plan policy","location":null}

```modelphase { "objectives": [ "Find detailed information about the One Maersk Bonus Plan policy from the HR knowledge base." ], "plan": [ "1. Call searchHrKnowledge with the question 'One Maersk Bonus Plan policy' and location as user's country if known, else null.", "2. Analyze the returned articles for relevant and specific information about the bonus plan policy.", "3. Summarize the key points about the One Maersk Bonus Plan policy for the user." ], "key_assumptions": [ "User's country is unknown, so location parameter will be null for a global search.", "The knowledge base contains relevant information about the One Maersk Bonus Plan policy." ], "pre_execution_checks": [ "Confirm the question is clear and specific enough for the knowledge base search." ], "selected_tools": [ "searchHrKnowledge - to retrieve policy details from the HR knowledge base." ], "post_tool_rethink": "If no relevant information is found, inform the user that the policy details are not available and recommend contacting HR.", "fallback_plan": { "trigger": "No relevant articles or empty results from searchHrKnowledge.", "steps": [ "Inform the user that the One Maersk Bonus Plan policy details are not available in the knowledge base.", "Recommend contacting the HR team for detailed information." ] } } ``` I am checking the details of the One Maersk Bonus Plan policy for you.The One Maersk Bonus Plan (OMBP) is a global bonus plan introduced in January 2019 to foster teamwork and collaboration by linking bonus payouts to the overall company performance rather than individual or business unit performance. Here are some key points about the policy: - The bonus payout is based on the One Maersk Scorecard, reflecting collective achievement and shared company goals. - Eligibility generally includes office-based colleagues with permanent contracts from job levels JL1 to JL9, with some exceptions based on local agreements. - The annual bonus payout typically occurs in April, based on the previous calendar year's business results. - Employees must be employed on April 1 of the payout year to receive the bonus, unless local legislation states otherwise. - The bonus is not pension eligible unless required by local law. - The company may amend or terminate the policy at any time. - Specific rules apply for cases like voluntary separation, termination, international transfers, and legally mandated bonuses. If you want, I can provide more detailed information or answer specific questions about the plan. You can also refer to the official Global One Maersk Bonus Policy 2026 document for full details.

{"question":"STARS recognition program","location":null}

```modelphase { "objectives": [ "Find detailed information about the STARS recognition program from the HR knowledge base." ], "plan": [ "1. Call searchHrKnowledge with the question 'STARS recognition program' and the user's location if known (assumed unknown here).", "2. Analyze the returned articles for relevant details about how the STARS recognition program works.", "3. Summarize the key points about the program's operation, eligibility, and process for recognition." ], "assumptions": [ "User's location is unknown, so global or general policy search will be done." ], "pre_execution_checks": [ "Validate the question is clear and specific enough for knowledge base search." ], "selected_tools": [ "searchHrKnowledge - to get official policy and program details." ], "post_tool_rethink": "If no relevant information is found, inform the user that no details are available and suggest contacting HR.", "fallback_plan": { "triggers": [ "No relevant articles found about STARS recognition program." ], "steps": [ "Inform the user that no specific information about the STARS recognition program was found in the knowledge base.", "Recommend contacting the local HR team for detailed information." ] } } ``` I will check the HR knowledge base for details on how the STARS recognition program works.```modelphase { "objectives": [ "Provide a clear and concise explanation of how the STARS recognition program works based on the HR knowledge base." ], "plan": [ "Summarize the key points from the retrieved HR knowledge articles about the STARS recognition program.", "Explain the eligibility, budget, types of awards, and how recognition is given.", "Mention additional resources and related recognition programs briefly." ], "key_assumptions": [ "The user wants a general overview of the STARS recognition program.", "The user is interested in how the program works including eligibility, types of awards, and process." ], "pre_execution_checks": [ "The knowledge base returned relevant articles about the STARS recognition program." ], "selected_tools": [ "searchHrKnowledge (already used to get relevant info)" ], "post_tool_rethink": "The retrieved information is sufficient to answer the user's question comprehensively.", "fallback_plan": "If the knowledge base had returned no relevant information, politely inform the user that no details are available and recommend contacting their People Partner or HR team." } ``` The STARS recognition program at Maersk is designed to celebrate and reward colleagues for their achievements throughout the year. It is part of the Total Rewards framework and is available to permanent office-based and frontline colleagues at Job Levels 0-6. Every six months, a budget is allocated based on a percentage of the annual salary mass of eligible colleagues, managed by senior leaders who use it to recognize and reward their teams. There are two main types of awards: - STARS Bonus Award: A monetary award recognizing significant achievements that exceed expectations, paid as a gross amount up to two months' salary. About 15% of colleagues receive this annually. - STARS Spot Award: Appreciates actions and behaviors aligned with Maersk values, given as cash or in-kind gifts up to $500 USD equivalent. Around 40% of colleagues receive this annually. Recognition is intended to be timely, close to the achievement, and there is no limit to how many times a colleague can receive an award. The program encourages leaders to reward both significant results and smaller important achievements. For more details on how to initiate awards, approval processes, and communication templates, leaders can refer to the FAQ for Leaders and other resources. There are also other recognition programs like Go for Best, Global Inventor Reward, CX Champion Award, and Sales Masters, which are separate from STARS. If you want, I can help you find more specific details or direct you to the resources for leaders.

{"question":"internal hiring policy","location":null}

```modelphase { "objectives": [ "Find the internal hiring policy at Maersk from the HR knowledge base." ], "plan": [ "1. Call searchHrKnowledge with question='internal hiring policy' and location based on user's profile (if known).", "2. Analyze the returned articles for relevant policy details on internal hiring.", "3. Summarize the internal hiring policy clearly and warmly for the user." ], "key_assumptions": [ "User's location is unknown, so global policy search will be used.", "The HR knowledge base contains relevant internal hiring policy information." ], "pre_execution_checks": [ "No user location available, so location parameter will be null." ], "selected_tools": [ "searchHrKnowledge - to retrieve internal hiring policy information." ], "post_tool_rethink": "If no relevant internal hiring policy is found, inform the user and recommend contacting HR for details.", "fallback_plan": { "triggers": [ "No relevant articles found", "Tool failure or empty results" ], "steps": [ "Inform the user that no specific internal hiring policy was found in the knowledge base.", "Recommend contacting the HR team for detailed information." ] } } ``` I am checking the internal hiring policy at Maersk for you.I looked up the internal hiring policy at Maersk for you. Here are the key points: - Maersk encourages employees to pursue internal career moves across brands, functions, job families, and levels to support growth and retention. - All vacancies should be advertised internally for at least 5 working days to ensure fairness and transparency, even if a preferred internal candidate is identified. - Internal appointments without posting are allowed only in specific cases such as having a documented succession plan or retaining a high-performing employee at risk. - Employees are encouraged to meet certain tenure guidelines before applying for internal moves, depending on their job level. - Internal candidates apply through the Maersk internal job portal (Career Hub) and are given priority consideration, though external candidates may be selected if they are significantly stronger. - The process includes eligibility checks, manager notifications, interviews, and feedback to candidates. - Transfer notice periods vary by job level, typically one to two months, and internal transfers across legal entities require formal resignation and new contracts. If you want, I can guide you on how to access the Internal Job Hub or provide more details on any specific part of the policy.

{"question":"how to conduct a performance reflection in MPACT","location":""}

```modelphase { "objectives": [ "Find detailed information on how to conduct a performance reflection in MPACT." ], "plan": [ "1. Call searchHrKnowledge with the question 'how to conduct a performance reflection in MPACT' and the user's location if known (assumed unknown here).", "2. Analyze the returned articles for relevant instructions or guidelines on performance reflection in MPACT.", "3. Summarize the key steps or guidelines for the user based on the knowledge base content." ], "assumptions": [ "User's location is unknown, so global policy search will be used.", "The knowledge base contains relevant information about MPACT performance reflections." ], "pre_execution_checks": [ "Validate the question is clear and specific.", "Confirm availability of searchHrKnowledge tool." ], "selected_tools": [ "searchHrKnowledge - to get official guidelines and procedures for performance reflection in MPACT." ], "post_tool_rethink": "If no relevant information is found, inform the user that no documented procedure is available and recommend contacting HR or their manager.", "fallback_plan": { "trigger": "No relevant or specific information found in knowledge base about performance reflection in MPACT.", "steps": [ "Inform the user that no documented procedure was found in the knowledge base.", "Recommend contacting their HR team or manager for guidance on conducting performance reflections in MPACT." ] } } ``` I will now check the HR knowledge base for how to conduct a performance reflection in MPACT.```modelphase { "objectives": [ "Explain what a Performance Reflection in MPACT is", "Describe the key questions and structure of the Performance Reflection", "Outline the steps to conduct a Performance Reflection in Workday", "Mention the importance and frequency of Performance Reflections" ], "plan": [ "Summarize the definition and purpose of a Performance Reflection in MPACT.", "List the three main reflection questions focusing on individual progress, team support, and way forward.", "Explain the preparation step including requesting feedback from others in Workday.", "Describe how to start and complete the Performance Reflection in Workday, including submitting and acknowledging feedback.", "Mention the frequency requirement (at least once every six months) and its role in salary review and talent decisions." ], "key_assumptions": [ "User is familiar with Workday and MPACT terminology.", "User wants a clear, concise guide on conducting the reflection." ], "pre_execution_checks": [ "Knowledge base search returned relevant articles on MPACT Performance Reflection." ], "selected_tools": [ "searchHrKnowledge (already used to gather policy and procedural content)" ], "post_tool_rethink": "The knowledge base provided comprehensive and relevant information; no further tool calls needed.", "fallback_plan": "If the knowledge base had no relevant info, recommend contacting local HR or Workday support for guidance on MPACT Performance Reflections." } ``` You can conduct a Performance Reflection in MPACT as a structured discussion with your leader at least once every six months. It helps you reflect on your progress, impact, and feedback over the past months and supports your career development and talent decisions. The reflection focuses on three main questions: - Your individual progress on objectives, impact for customers, and challenges faced. - How you helped your team succeed and how you can better support them. - How you can have more impact going forward, including additional feedback or recognition. Before the reflection, you can request feedback from colleagues in Workday to include in the discussion. You start the reflection in Workday by selecting the Performance Reflection template, setting the period dates, and submitting your self-reflection answers. You may also upload a transcript of your performance conversation if desired. After you submit, your leader provides their feedback in Workday, and you then review and acknowledge their input to complete the process. This reflection is important for your annual salary review, promotion discussions, and other talent decisions. For detailed steps and tips, see the MPACT Performance Conversations and How to Capture Performance Reflection in Workday articles.

{"question":"provident fund withdrawal procedure","location":"India"}

```modelphase { "objectives": [ "Provide the user with the procedure and policy details for withdrawing from the provident fund in India." ], "plan": [ "1. Call searchHrKnowledge with question='provident fund withdrawal procedure' and location='India' to get the relevant policy and procedure details.", "2. Analyze the returned knowledge base articles for specific instructions or guidelines on withdrawing from the provident fund in India.", "3. Respond to the user with a clear, concise explanation of the withdrawal process and any important conditions or steps mentioned in the policy." ], "key_assumptions": [ "The user is an employee based in India and the provident fund withdrawal policy is country-specific.", "The knowledge base contains relevant and up-to-date information about provident fund withdrawal in India." ], "pre_execution_checks": [ "User location is known as India.", "The question is clear and specific about provident fund withdrawal." ], "selected_tools": [ "searchHrKnowledge - to retrieve the official policy and procedure details for provident fund withdrawal in India." ], "post_tool_rethink": "If the knowledge base returns no India-specific information, check for global policy and inform the user accordingly with a recommendation to contact local HR.", "fallback_plan": "If no relevant information is found or the knowledge base is unavailable, politely inform the user that the specific procedure is not available and recommend contacting the local HR team for assistance." } ``` I will check the official procedure and policy details for withdrawing from the provident fund in India.I looked up the procedure for withdrawing from your provident fund in India. The specific step-by-step process is not detailed in the articles I found, but generally, you should reach out to your local People Function contact at your site. They can guide you through the withdrawal process and coordinate with provident fund specialists if needed. To proceed: 1. Contact your local People Function or HR representative. 2. They will provide guidance and help you with any required forms or approvals. 3. You may also find some self-service options or knowledge articles in Workday to assist you. If you want, I can help you find the contact details for your local People Function or assist with any related Workday tasks. Would you like me to do that?

{"question":"POSH prevention policy","location":"India"}

```modelphase { "objectives": [ "Find the POSH (Prevention of Sexual Harassment) policy relevant to India location.", "Provide a clear and concise summary of the POSH prevention policy as per the company's HR knowledge base." ], "plan": [ "Call searchHrKnowledge with question='POSH prevention policy' and location='India' to retrieve relevant policy articles.", "Analyze the returned articles for India-specific POSH policy content.", "Summarize the key points of the POSH prevention policy for the user." ], "key_assumptions": [ "User's location is India as stated.", "The HR knowledge base contains a POSH policy article specific to India." ], "pre_execution_checks": [ "Validate user's location as India.", "Ensure searchHrKnowledge tool is available." ], "selected_tools": [ "searchHrKnowledge - to get the POSH prevention policy details specific to India." ], "post_tool_rethink": "If no India-specific article is found, check for global policy and inform the user accordingly with a recommendation to contact local HR.", "fallback_plan": { "triggers": [ "No relevant POSH policy article found for India.", "searchHrKnowledge returns empty or irrelevant results." ], "steps": [ "Inform the user that no India-specific POSH policy was found in the knowledge base.", "Provide any available global POSH policy information if present.", "Recommend contacting local HR for detailed India-specific POSH policy." ] } } ``` I am checking the POSH prevention policy for India in the company's HR knowledge base.I looked up the POSH prevention policy for India but did not find a specific article on it in the Maersk HR knowledge base. POSH (Prevention of Sexual Harassment) policies are typically focused on creating a safe and respectful workplace environment, preventing harassment, and providing clear procedures for reporting and addressing complaints. For detailed and India-specific POSH policy information, I recommend reaching out to your local HR team or checking the internal Maersk Workday resources or portals where such policies are usually documented and accessible. If you want, I can help you with other HR policies or any related questions.

{"question":"exit process","location":"India"}

```modelphase { "objectives": [ "Find the exit process policy for employees leaving the organization in India." ], "plan": [ "1. Call searchHrKnowledge with question='exit process' and location='India' to get the relevant policy information." ], "key_assumptions": [ "User's location is India as stated.", "The exit process is documented in the HR knowledge base." ], "pre_execution_checks": [ "Confirm user's location is India.", "Ensure searchHrKnowledge tool is available." ], "selected_tools": [ "searchHrKnowledge - to retrieve the exit process policy for India." ], "post_tool_rethink": "If no India-specific exit process is found, check for global policy and inform the user accordingly.", "fallback_plan": { "triggers": [ "No relevant articles found for India.", "Tool failure or empty results." ], "steps": [ "Inform the user that no India-specific exit process information was found.", "Provide Maersk Group global exit process information if available.", "Recommend contacting local HR team for detailed exit process." ] } } ``` I will check the exit process for leaving the organization in India for you.I found information on the exit process from the organization. Here is a summary of the typical steps involved in the offboarding process: - You will be assigned an offboarding journey in Workday once your termination is approved. - The journey includes steps such as settling any pending travel expenses, ensuring all vacation or leave records are up to date, and informing your manager or local absence tracker. - You need to return all company assets like mobile phone, computer, access card, company credit card, and any home office equipment. - Complete all required and recommended steps in the offboarding journey in Workday, marking each step as complete. - If you have questions or need assistance, you can raise a case with the People Advisory team through Workday. - The process may include an exit survey and other local tasks specific to your location. For India-specific details or any additional local requirements, it is recommended to follow instructions from the People Operations Advisory team or contact your local HR team. If you want, I can guide you on how to access and start your offboarding journey in Workday. Would you like that?

{"question":"new joiner onboarding","location":"Denmark"}

```modelphase { "objectives": [ "Provide relevant information and guidance for a new joiner at Maersk.", "Include key policies, onboarding procedures, and important resources for new employees." ], "plan": [ "1. Call searchHrKnowledge with question='new joiner onboarding' and user's country location to get specific onboarding and new joiner information.", "2. Summarize the key points from the knowledge base about what a new joiner needs to know at Maersk.", "3. Provide a warm, clear, and concise response with essential information and next steps for the user." ], "key_assumptions": [ "User's country location is known or can be inferred from context for relevant policy search.", "The knowledge base contains onboarding or new joiner related articles." ], "pre_execution_checks": [ "Confirm user's country location from profile or context.", "Ensure searchHrKnowledge tool is available." ], "selected_tools": [ "searchHrKnowledge - to get official onboarding and new joiner information." ], "post_tool_rethink": "If no relevant onboarding information is found, inform the user politely and suggest contacting HR for detailed onboarding guidance.", "fallback_plan": { "triggers": [ "No relevant onboarding articles found", "searchHrKnowledge returns empty or irrelevant results" ], "steps": [ "Inform the user that specific onboarding information could not be found in the knowledge base.", "Recommend contacting their local HR team or onboarding coordinator for detailed guidance." ] } } ``` I will check the Maersk HR knowledge base for information relevant to new joiners and onboarding.As a new joiner at Maersk, here are some key things to know: - You are expected to complete the mandatory Global Onboarding programme within your first four months. This programme helps you settle in, understand Maersk's heritage, values, strategy, and your role. - Before your first day, you can access preboarding content in Workday to start learning about Maersk and update your personal information. - The onboarding journey in Workday is broken into steps you can complete at your own pace, but it's encouraged to work through it intensively in your first month. - Your manager and an onboarding buddy will support you to feel welcomed, engaged, and help you quickly contribute to your team. - The onboarding covers important topics like Maersk's purpose, DE&I, wellbeing, strategy, customer centricity, and more. If you want, I can guide you on how to access the onboarding programme or provide more details on any part of the process.

{"question":"early careers and graduate hiring programs","location":null}

```modelphase { "objectives": [ "Find relevant HR policies and information about early careers and graduate hiring at Maersk.", "Identify if there are specific programs related to early careers and graduate hiring." ], "plan": [ "Call searchHrKnowledge with the question 'early careers and graduate hiring programs' and location as user's country if known, else null.", "Analyze the returned articles for specific programs, policies, or guidelines related to early careers and graduate hiring.", "Summarize the key points and provide a clear, concise answer to the user." ], "key_assumptions": [ "User's country is unknown, so global policy search will be used.", "The knowledge base contains relevant information about early careers and graduate hiring." ], "pre_execution_checks": [ "No personal data needed, only policy search.", "User's location is unknown, so pass null for location." ], "selected_tools": [ "functions.searchHrKnowledge - to get policy and program details from the HR knowledge base." ], "post_tool_rethink": "If no relevant information is found, inform the user and suggest contacting HR for details.", "fallback_plan": { "trigger": "No relevant articles or empty results from searchHrKnowledge.", "steps": [ "Inform the user that no specific information was found in the knowledge base.", "Recommend contacting the local HR team or visiting the internal HR portal for more details." ] } } ``` I will now check the HR knowledge base for information about early careers and graduate hiring programs at Maersk.I looked up the HR policies regarding early careers and graduate hiring at Maersk. Here is what I found: - Maersk has structured early careers programs designed to provide valuable opportunities to students and graduates at different stages of their academic development. The main frameworks are the Internship Framework and the Apprenticeship Framework. - The Internship Framework offers short-term, supervised programs for students currently enrolled in diploma, graduation, post-graduation, or professional courses. It provides practical experience, mentorship, and career development opportunities. - The Apprenticeship Framework combines on-the-job learning with academic instruction, often mandated by government regulations. It focuses on nurturing students in specific technical skills and knowledge. - Both programs emphasize a fair and transparent selection process aligned with Maersk's global recruitment policy and diversity, equity, and inclusion (DEI) principles. - Participants receive regular feedback, mentoring, and opportunities to build professional networks. The programs aim to build a pipeline of future leaders and contribute to a diverse and skilled workforce. - The programs are governed by local legislation and agreements with academic institutions, with clear objectives and expectations set at the start. - Maersk continuously evaluates these programs to ensure they meet the needs of participants and the company. If you want, I can provide more details or specific guidance on how to apply or participate in these programs.

Hello! I'm doing great, thank you for asking. How can I assist you with your HR or Workday needs today?

I understand this can be a difficult situation. For sensitive matters like this, I recommend speaking directly with your HR Business Partner or your manager. You can also raise a confidential case in Workday to address your concerns appropriately.