What's your element.?: An HRM special Part 2

"What's your element.?", is a question Sir Llano asked us when we asked him to give us a some questions that he asks on his applicants. Actually, he asked the same question in our first official visit. He told us that he can derive the character of a person just by asking the said question.

I answered, " Earth". While, three of my group mates picked, "Air" while the other answered "Water". Sir Llano said that the interpretation of EARTH is that, the person is humble and hard-working. She has a direct and through plan to do things and finish it at the arranged time. They are ideal workers. (Wheeew, I love being an Earth element.! Its really me.) Air means that the person is ambitious and loves to travel to places. He/she loves freedom and doesn't like being confined to a place. Water, means always flowing. He/she is calm and always on the go. Even though no one picked FIRE, Sir Llano still interpreted it. He said that FIRE people are passion driven entities. They have a set their minds to a certain goal and are doing everything to make their dreams to come true.

After, the element segment, we asked questions pertaining to our reports. Sir Llano's answers are directed below.

Job Analysis

• process of determining and reporting pertinent information relating to the nature of the job. Mr. Llano explained to us, that the information gathered from job analysis is useful to a company for a number of applications including to define a job description, writing a job description, creating performance appraisals, selection and promotion, training needs assessment, compensation and organizational analysis/planning.

Job Design

• process of structuring work and designating the specific work activities of an individual or group of individuals to achieve certain organizational objectives. As what I understood about this, it is merely about the design of the job. Thus, this addresses to the questions to how the job will be performed, who would perform it and where is it to be performed.

Job Description

• focuses on the job. It explains what the job is and what the duties, responsibilities, and general working conditions. The difference between a job description is merely about job while job design encompasses both the job and the person who would perform it.

Job Specification

• concentrates on the characteristics to perform the job. It describes the qualifications the incumbent must posses to perform the job. Typically, the qualifications includes the degree of education, desirable amount of previous experience in similar work, specific skills required and health considerations.

Performance Evaluation

• evaluates the person on the job that he is doing. How efficient he is in his job and what is his character while on the job. Example, is he always punctual or is he friendly to the customers or does he collect the quota that is expected from him.

Job Evaluation

• systematic determination of the value of each job in relation to other jobs in the organization. I learned that job evaluation establishes the basis for an internal ranking of jobs where jobs are taken as a whole and ranked against each other. This also established the so-called Job Grading where points are given to various aspects of the job such as the educational and skills required to perform the job. Such process consistently place job requiring more of the factors at a higher level in the job hierarchy than that of jobs that require fewer factors. Thus, an important concept of Job Evaluation is that the evaluation is conducted of the job, not the Person doing the job.