BACK

Previous Page:
COMPASS CAPABILITIES

Capabilities - What's New?  

What's so special about Compass Capabilities?

FUNCTIONS
Compass Capabilities has several unique functions to make practical the whole notion of defining Capabilities, assessing Person Capabilities, and using Capabilities to specify jobs, candidates and skill needs. Before Compass Capabilities, it was all just a fine idealistic notion. Now it can be your HR Department's new valuable currency and your enterprise's organizational reality.

  • Types [function]:
    Capabilities come in all flavours: Attitudes, Skills, Knowledge, Expertise, Experience, Understanding, Abilities, Competencies, Qualifications, Accreditations, Licenses, Certificates, Diplomas, Degrees, Attributes, Behaviours, Characteristics, and so on.

  • Hierarchical Definitions [function]:
    Capabilities can be defined at all levels, so that they link from one to another and combine to form a meaningful tree-like structure. For example, accounting knowledge and credit control experience are needed for financial control expertise OR ophthalmology experience, pharmacology knowledge and surgical procedures skills are needed for laser eye surgery expertise. Compass Capabilities captures this hierarchical relationship between Capabilities perfectly. This means that you can define their meaning precisely and in a consistent manner from one Capability to the next, and from one level to the next.

  • Building the Cap-Tree [function]
    How Hard is it to get started? Just start with a small base of Capabilities and build up from there. And you don't have to start at the bottom. Just nominate Capabilities at any level and fit them into the Cap-Tree as it develops. You can build up, build down, or build sideways ... and with multi-session functionality, you can do all three at the same time. And with multi-user functionality, you can collaborate to get it exactly right. Compass Capabilities allows you to chop and change whenever you need. It's amazing how quickly the whole Cap-Tree starts to take shape. The review functionality controls the whole process right through to verification, confirmation and sign-off by the RSC Committee. That means you can get started at any time, at any point ... and you can use your new Capability definitions straight away. One more thing ... Compass Capabilities comes pre-loaded with many Capability definitions already, so it makes it even easier to get going. Also, our consultants can do the hard definitional work for you and can even provide a bureau service that means you do not have to learn or handle the software by yourself at all.

  • Assessment [function]:
    You can assess Capabilities, validate or verify them, project forward to see which ones you'll need and what other ones you could acquire. Some might come to you [free of charge] because they are inferred [upward in the Caps-tree] or calculated [downwards in the Caps-tree].

  • Requirements, Personal Preferences and Organizational Needs [function]:
    You can determine which ones are needed to fill a job / position, OR you can see what jobs your Capabilities are [or will be] fit for. Because Compass Capabilities also allows for personal preferences [and the strength of those preferences and whether positive or negative] to be logged, the system helps to point you in the right direction that not only suits your Capabilities but also your real interests. Organizational needs can also be logged, and this helps with Career Planning and Succession Planning in a very practical way.

    SO WHAT?
    When the "data meanings" that enterprise defines for its set of relevant Capabilities are deployed with the above-mentioned functions of Types, Hierarchical Definitions, Assessment, Requirements, Personal Preferences and Organizational Needs, the HR professional is properly empowered [possibly for the first time] to carry out their work. The following HR processes can be undertaken with confidence [because they are based on validatable assessments and consistently applied Capabilities meanings, rather than the hitherto guesswork, estimates or assertions of management].

    • candidate qualification [and exclusion]
    • candidate ranking and selection
    • training requirement identification [skills audit, Capabilities gaps and recruitment planning
    • staff development and experience acquisition verification
    • career path planning
    • succession planning
    • staff reviews [for performance, progress, potential].

    this boils down to:

    • fully integrated Staff Planning [whole HR cycle - from recruitment, selection, training, staff development, performance management, staff reviews, career planning, succession planning, outplacement, retrenchment, re-skilling, skills shortfalls, through to recruitment planning.
    • a language that can be used throughout the enterprise / organization that provides consistent meaning to every named capability and much greater clarity in HR speak.
    • meritocracy for selection, promotion and remuneration policies.
    • stronger and more persuasive dialogue between HR professional and Operational Managers
    • better support mechanisms and job and candidate specifications
    • greater understanding and harmony between staff and management
    • more effective staff recruitment, retention and re-training activities.

    Compass Capabilities helps you get things right!
    Capabilities are at the heart of the position, the organization and the person. Why not get them right from the outset?

    IBDC / Compass consultants stand ready to walk you through Compass Capabilities so you can see how it can work wonders in your organization.

    • LINKS

    Next Page:
    COMPASS CAPABILITIES