| If you're in the corporate sector, you probably | | | | part-times to venture into full-time. |
| would've heard about this thing called corporate | | | | Environmental experience, is basically what you call |
| and human governance - Where discussions speak | | | | 'hands-on' reflects a person's experience at work |
| of "Corporate governance is manifested as an | | | | in the industry practicing numerous functions, |
| external, outside-in rules and regulations to legislate | | | | methods and patterns that serves a set of |
| the corporations whereas human governance is | | | | objectives. This 'act' is viewed as the bearer of |
| an inside-out values-based conviction to guide the | | | | knowledge through actions over time. |
| human where the human is viewed essentially as | | | | Experience through knowledge is the act of |
| a non-material soul embodied in the physical being | | | | experiencing a particular group of subjects |
| rather than as machine." - Quoted from MIA's | | | | through a medium. In certain industries, this is |
| Embracing Human Governance. | | | | viewed as 'good but not good enough', since |
| No, I'm NOT talking about this thing, actually. I | | | | hands-on knowledge is portrayed as the prevalent |
| can't think of a better term to 'governance' than | | | | one. |
| itself as for the topic I'm about to discuss at this | | | | Life profile is basic personal information that may |
| particular moment. Hopefully I'm not confusing. | | | | display a person's traits, personalities, attitude and |
| What I'm implying here in particular is simple - | | | | sometimes, judgments. Who knows, a person |
| System disciplines (the straight-forward, no holds | | | | who loves listening to Jazz is a deeper thinker (I |
| barred structured framework) and human | | | | have no substantial proof on this). |
| disciplines (influential, changeable structures as | | | | Still, in many people's mind today, general |
| deem fit). If you'd like to relate this subject to | | | | acceptance of a possible candidate for a job is |
| continuous improvement of corporate activities, | | | | viewed in a very systematical, shallow and |
| go ahead by all means. I'd like to implement a | | | | industrial approach, which is why and how system |
| very soft approach towards this topic and bend | | | | & human governance relates to this particular |
| laws (or lies that benefits a system) in this post. | | | | situation. Examples of these views are: |
| The situation I'm about to talk about relates to: | | | | |
| The standard job interview process, which | | | | 1. An experienced 15-year veteran MUST BE |
| includes both the interviewer and interviewee. | | | | better than a 5 year newbie/noobie. |
| This article is written as in a note to businesses in | | | | 2. A BSc. Hons holder MUST BE more credible in |
| Malaysia such as recruitment agencies, | | | | all aspects compared to a Diploma holder. |
| headhunters, human resources management | | | | 3. An industry-jumper (like me; I was originally |
| companies and miscellaneous industries in the | | | | from Culinary Arts/F&B) is |
| career industry. | | | | AUTOMATICALLY LESS CREDIBLE IN ALL |
| The Context | | | | INDUSTRIAL ASPECTS than a non-jumper. |
| System governance defines a set of standard | | | | 4. A 32 year old is AUTOMATICALLY MORE |
| criteria or discipline in a framework which reflects | | | | STABLE in terms of knowledge, industrial |
| a simple idea: What do you want to achieve and | | | | practices and perspective than a 25 year old. |
| what should you do to achieve this. A standard is | | | | 5. Company hoppers (candidates constantly |
| applied, a flow is created and all you need to do is | | | | jumping from one company to another in a short |
| execute and measure. Now, this is a simple and | | | | period of time) MUST BE a bad thing - Either he's |
| straightforward way of talking about robots, in | | | | not getting along well in these companies or he's |
| particular: Things that are programmed to serve | | | | being forced to resign too many times. |
| each and every calculated input and/or function, | | | | 6. Elder candidates' MINDSETS ARE HARDER TO |
| deriving from its creator(s). | | | | CHANGE as compared to young ones. |
| Human governance on the other hand defines a | | | | 7. Bad historical profile (schooldays) candidates |
| set of (again) standard criteria or discipline in a | | | | PERFORM INTELLECTUALLY WORSE THAN |
| framework which reflects a simple idea, but allows | | | | excellent profiled ones. |
| change through influence factors; affecting change | | | | 8. A candidate's last drawn salary DETERMINES an |
| of justifications, methods or standards in which | | | | intangible perception of direct measurement |
| leads to change of end results. When a system is | | | | towards his competence. |
| executed and measured, human governance | | | | There are reasons to why these job 'requirement' |
| allows room to tweak, rectify or modify functions | | | | systems are placed - To allow access only to |
| and derivatives that are deemed incompatible, less | | | | qualified candidates. "Don't waste time interviewing |
| compliant or effective; resulting in numerous | | | | under-qualified or unqualified candidates." ; "So that |
| possibilities of an ending as compared to system | | | | the candidate performs well to benefit the |
| governance where the ending is set. | | | | company." ; "So that we don't waste additional |
| Note: If you play computer games, you'll get what | | | | costs on experimentation and trying." ; "Because |
| I mean. Computer games like Fallout and Final | | | | my (interviewer) job scope allows me to only |
| Fantasy has game endings that are set - Whether | | | | walk this path." |
| there are 10 or 20 different endings and factors | | | | Measuring Against System Governance |
| influencing a particular ending's trigger. | | | | Simply put "governance" means: The process of |
| So, what does these have to do with Job | | | | decision-making and the process by which |
| Interviews or Marketing Practices? | | | | decisions are implemented (or not implemented). |
| I believe that the subject I'm speaking of | | | | It's a set of rules that defines a particular function |
| CANNOT be applied in all situations, but CAN be | | | | (in a framework) to only execute in a strict |
| applied in some situations - Especially when it | | | | manner. But what impact can it make and new |
| comes to specific cultures that are implicated in | | | | concepts can it generate if human governance |
| our society. We humans are made to adapt - Our | | | | complements (or overrides) certain functions of a |
| mind can bear extraneous amount of | | | | system? A breach. This will make endless |
| environmental distinction. Ignore psychological | | | | possibilities POSSIBLE. |
| challenge factors - That is a topic I will not discuss | | | | Measuring against system governance allows |
| further in this article. | | | | bigger risks to errors, lies and unnecessary |
| General Views | | | | concoctions of problems. If mishandled, a system |
| In a job interview process, the applicant submits a | | | | can be detrimental partly or in whole to a |
| prolific explanation of experiences, education, | | | | framework, which might break other systems |
| personality and knowledge - Portrayed 'as-is' in | | | | that amalgamate, depend and rely on each other |
| what you know as the résumé | | | | to process a set of activities that leads to |
| and/or CV (Curriculum Vitae). The interviewer | | | | objectives. Many are not willing to take the risk - |
| then takes one step further to identify (through | | | | Yet they worship the saying, "With big risks, |
| the papers first) if the candidate has the potential | | | | comes big returns." |
| and outcome of benefiting the applied company | | | | In the actual human governance contexts |
| through interaction between what's written and | | | | (relationship with corporate governance), it has |
| what's interpreted. | | | | being said bu UNESCAP in this article that "Good |
| Education, being one of the most emphasized | | | | governance has 8 major characteristics. It is |
| element in enticing an interviewer, plays a huge | | | | participatory, consensus oriented, accountable, |
| role in many different corporations from almost all | | | | transparent, responsive, effective and efficient, |
| sectors of industry for a long time now. This has | | | | equitable and inclusive and follows the rule of law." |
| been pinned in my head from my parents since I | | | | A concept; in which only organizations are as good |
| was young till the very day I left school and | | | | as their concepts are. |