Career COMPASS

CareerCOMPASS

CareerCOMPASS

Human resources in an organization have a crucial role to play whenit comes to the management of employees. The ability to recruit andretain employees is dependent on how best they are treated by theparticular organization. Career development and management of skillsof the individual employees is crucial as a way of encouraging theemployees as they undertake the tasks assigned to them (Clawson, &ampHaskins, 2011). Establishment of a career management framework helpsin building productive employees. COMPASS serves the purpose ofproviding the framework through which employees are assisted in theorganization to be better.

COMPASS Framework

Career Types

HR has the mandate of understanding a particular employee’s careertype that they most prefer. HR should match the preference of theemployee’s career with the goals of the organization. It ismandatory that the employer discusses with the employee to get theiropinion on the type of career that best appeals to them. Four careertypes have value to the organization, and they include linear, steadystate expert, transitory and spiral (Clawson, &amp Haskins, 2011).

Organized for Fit

HR has the mandate of ensuring that they have a proper framework tofollow when it comes to hiring and promoting employees. There shouldbe specific qualities the organization should look out for whenconsidering a particular individual for a job. Further, knowledge andskills they possess should guide in deciding if they fit for theparticular job.

Motivation and Energy

The motivation for employees continues to play a vital role indictating how much energy they put into the job they have beenassigned. Employees should be engaged in their work as a way ofcontinually enhancing their productivity. HR needs to take theinitiative of coming up with a motivational strategy to helpemployees be encouraged to work. Employers should have energizingwork to maximize the talent of the employees. Rewards should be apart of HR to encourage employees.

Political Savvy

It is essential for HR to understand the perspective of the people inthe organization. Knowing whether workers are pleased especially inissues such as promotions is helpful when it comes to learning thenotion employees have on HR. It should be the duty of HR to learnabout the same to assist them in developing a positive attitude ofworkers in the organization.

Assessment and Feedback

Assessment and feedback are of significance when it comes to thesuccess of employees when it comes to career and job success. HRmanagers who have been mandated with the task of conductingperformance assessment should do the work in a subjective mannerwithout haste and detachment. Feedback given to the employees shouldserve as an assurance of their strengths while informing them to workon their weakness (Simonsen, 2000).

Systematic Development

Talent development within the organization should be done in asystematic manner. The systematic approach should be one that entailschallenging employees on their plans. It is crucial they be aware ofwhat it would take for them to reach the levels they desire to.

Success

Every organization should strive to create successful employees. HRshould have a distinct definition of a how a successful employeeshould be. Further, HR should take pride in promoting the success ofa particular employee after existing from the firm.

Critique of Paragraph

The article brings out crucial components as regards to HR systems.The views presented by the author are helpful in shaping how theorganization manages human resources. The goal of the organizationshould be to treat employees in the right way for their productivity.

Benefits and Recommendations

Benefits learned include understanding how best employees should beaddressed. The article helps expand knowledge on various aspects ofHR and how it can be applied to typical organizations (Simonsen,2000). The COMPASS framework is beneficial to an organization thatemploys the same.

References

Clawson, J. G., &amp Haskins, M. E. (2011). :navigating key aspects of employer-employee relationships. Peopleand Strategy, 34(1), 46.

Simonsen, P. (2000). Career compass: Navigating your careerstrategically in the new century. Davies-Black Pub..