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COMPASS CAPABILITIES

Automated Capabilities Analysis Features

Compass Capabilities System has been built to provide the HR professional with meaningful tools for assessment, candidate selection, position and candidate specification, career planning, succession planning and manpower planning.

Compass Capabilities system automated features
HR professionals can use the many automated features of the Compass Capabilities system to quickly determine the following:

• capability definitions look up and search - what does a capability mean, or which capabilities are relevant to an area, job, position, role, etc.
• person capability look up - who's got what? OR who's not got it?
• capability calculation [down the Cap-tree] analysis
• capability inference [up the Cap-tree] analysis
• gap analysis - which Capabilities is the organization lacking? Where are we over-endowed with talent?
• what Capabilities would this candidate or new recruit or present incumbent, need to develop to competently carry out this job?
• preference analysis - how many staff have we got that could, and would want to do this job?
• needs analysis - which Capabilities does the enterprise need to develop that can feasibly be filled by re-training current staff?
• best fit analysis - who are the best candidates for the job [in ranked order]?

Explanatory Confidence at Last
The seasoned HR professional can now look up details and statistical information about the current labour workforce, the future planned and likely contingent, and what happened to the best skills and attitudes of the past stars.

Real Support in the CORRIDOR™
When skills walk out the door, nobody is more saddened [sometimes even distressed] than the HR professional who has spent countless hours planning, specifying, negotiating with management, recruiting, training, counselling, negotiating with staff, groups and unions, and encouraging individuals on all sides to do their best and rise to the occasion. That knowledge and know-how can now be captured in Compass CORRIDOR™ in the shape of processes, plans and terminology. If there are assets, things or other people involved, all this can be captured in CBS to comprise a useful and far-reaching repository of information from which others can learn and on which management at all levels can reliably draw [whenever confronted with the need].

This is also true of HR information and processes. HR processes tend to be complex yet very integrated. They require the HR practitioner to have the understanding and skill to carry them out effectively. Unfortunately, HR is also the functional area in many businesses that can get away for a while with focusing energies on applying apparent effectiveness. A serious benefit of CBS is that if a senior manager has access to Compass Capabilities, it is possible for that person [who may be the HR Director or a senior line manager with HR understanding] to determine whether the HR Department is engaging in such ineffective and unprofitable practices.

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