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Staff Benefits

Compass Business Suite contains Business Processes for many strategic HR functions, suitable for all types of enterprises. These strategic HR functions are of significant importance to the enterprise and if performed well, can be of substantial benefit to the employee or staff member.

The Assessment Centre is central to most of the strategic HR functions because it is used to determine the precise Capabilities and aptitudes of each staff member.

Career Planning, Staff Selection, Recruitment, Succession Planning, Mentoring and Coaching functions are all strongly inter-connected because they share the same data about the actual Capabilities of each staff member.

Compass Business Suite's concept of Capabilities is not just the broad catagories of skills or expertise. It covers in specific detail, the exact attitudes, attributes, skills, knowledge, know-how and extent of abilities that are required for a task, role, position, project or job to be performed and the precise capabilities that each staff member actually possesses.

The HR business processes within the ‘Compass Business Suite’ facilitate the Career Planning interviews with staff members and the on-going record-keeping of what was agreed, the progress made and the future steps needed.

They allow career plans to guide and motivate staff in attaining requisite learning and honing specific skills and behaviours that will qualify them to perform particular roles within the organization.

The Compass Business Suite, and the surrounding business processes will allow both the organization and the staff member to monitor Career progression, obtaining specific feedback along the way, and targeting learning programs to their specific career goals.

The Capabilities system, along with the accreditation requirements layed out within the Assessment Centre, prescribes the necessary organization-specific capabilities that must be attained in order for an individual to fulfill a specific role.

If a staff member is aiming to fulfill a particular role, and the organization has agreed that there is a realistic opportunity for that staff member to fulfill that role in the future, they can undertake training and other learning in a planned and logical manner. With time, they build their Capabilities up until they qualify for the new role.

The succession planning business process makes sure that staff are not being developed in areas that are not lacking within the organization. This ensures that the career goals of staff members are aligned with the needs of the organization.

The result is that staff will be motivated and empowered to build their own careers, by using the structures that are in place - Capabilities, Career Planning, Training & Development

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