Learning is unlearning: An HRM Special

If you read my "HRM: Company Visit Part 1", you would know that this is the entry where is would right down a detailed summary of what Mr. Carlito S. Llano, the HR manager in LYR Marketing and Furniture Center taught us, in our first visit.

Acquisition of human resources

Before the any company began there are already some constraints that have been written down. Aside form what services do the company offers, one of the factors is what positions are needed to be filled/ available and how many employees must the company have.

In Hiring People, the company:

• Determines the key positions

• Determines the need of the company

• Determines the need of the people

• 
  

“Business need says what characteristics are needed by the organization from their applicants, what jobs/positions are needed to be filled or how many employees does the company needs.” says Mr. Llano.

In LYR the preliminary characteristics they search for in an employee are the ff:

• Honest

• Loyal

• Diligent

• Obedient

• Patient

• Accommodating

• Cheerful

• Knowledgeable in mathematics

In Recruiting for employees, our adopted company executes the ff. steps to gather new applicants:

• Disseminate the information through pamphlets and posters

• Goes to school/university campuses

• Spreading the information through friends, family and colleagues asking for referrals

After gathering applicants, they test their applicants’ in terms of:

• Mathematics (simple MDAS)

• IQ (state of mind)

• Personality (state of character)

• Interview with the HR manager

• And sometimes, computer typing tests for those jobs that require the said skill

According to Sir Carlito, there are two types of tests that he applies during applicants IQ test: First, is the standardized test. Standardized test are the so-called universal questionnaires, those that have been a “trademark” test questions that are used not only by their company but also by the other companies worldwide. Second, is the Non-standardized test that he made for the company’s use only. In this test, he tests if the applicants have the key points needed by LYR Company. Non –standardized tests have two types, namely the projective and objective. Projective are those subjective types of exams, an example is an essay exam. While objective test has a clear and defined answer, an example of which is an enumeration quiz.

If an applicant passed all test, then the company does a background check on the applicant. The purpose for this is to make sure that an employee does symbolize the characteristics that the company embodies.

If the applicant is deemed an asset to the company, he is then first oriented by the HR manager of the rules and regulations of the company and then he is handed to his supervisor, who will then orient him with what is his duties, responsibilities, accountabilities and will mentor him at his first few days in work.

TRANING

Training as defined by Sir Carlito, is an actual need. It needs analysis, training design based on the training needs.

Why is training needed?

• Lack of knowledge

• Deficiency in performance

• New technology

There are a lot of training methodologies but LYR chose Monitoring and Mentoring as there main training method.

Sample: If one of the collectors in LYR, have failed the reach quota he is expected to, a few times already, he will be then accompanied by someone more experienced in the company or by a senior and retrain him.

Two types of Training:

• Development: Acquiring knowledge

• Enhancement: enriching skills which are already there but only minimal.

DEVELOPMENT

"Learning is unlearning.", Mr.Carlito Llano replied when we asked him on what is his opinion should be done first when you want to develop an employees skills. He said that in order to enhance a person's knowledge and skills, one must first unlearn or take away all his habits and knowledge for that certain skill, so that he may incorporate new methods and new habits. It doesn't really mean that a person should throw all those past knowledge away but he should forget it only for a time for him to gather new knowledge and later integrate it with his old thoughts.

Training=development

LYR trains people to develop themselves in terms of KASH.

• K == Knowledge

• A == Attitude

• S == Skills

• H == Habits

Performance Appraisal

The HR manager is the one who does the appraisals. Mr.Llano gave us a copy of a document that informs on how does LYR executes the performance appraisals of the company.

Collective Bargaining

Mr. Llano told us that collective bargaining refers to unionized companies. But he couldn't elaborate more on the topic for LYR Co. isn't a unionized company. Yet, he gave use examples and its advantages and disadvantages.
One of its the advantages, is that a formulating a payroll system will be easier and that the company human resource is organized.
Its disadvantages however includes, that if in case an employee is to be told off or suspended or dismissed it has to go on a certain process that the union approves of or else the union may decide to go on "welgas" that can tarnish the name of the company and decrease its profits.