In this assignment, I was tasked with choosing a character from a book and coming up with a design for said character. I did not want to have any preconceived concepts from films or tv series, so I chose to use a character from a book which has not been used in either. The character I chose was Luthien, an elf from J. R. R. Tolkien’s “The Silmarillion”.

Most of the research I looked into had something to do with dancing. I needed to know the ways in which a dancer would move around as Luthien is described as having a love for dance. When I began initial concepts for her design I looked into the way a ballet dancer might move around. I drew out different poses to see what they would look like and to see if they fit. However, I began to see that ballet moves could be conceived as quite stiff, whereas I wanted to show the character as having more of a flowing quality to her movements. Because of this I then looked at figure skating. The way a figure skater moves around is much faster and the way they move has a quicker transition. For this reason, I then started looking more into body types of figure skaters, or just athletic builds in general. I found that the way I was drawing the figures for my character were slightly off in the way that the body was thin and waifish, whereas an athletic person generally has a slightly muscled body over all. I looked at videos of figure skaters, and went out around campus to do some general life drawing.

As well as research for the body of Luthien, I also looked at dresses worn by elven characters. It seemed fitting to look at dresses worn by elves in the Lord of the Rings films as both books are by the same author.

After drawing different iterations for the dress, hair, and face, I decided to stick with an overall elegant style. Her hair is pinned back, the dress is flowing with a low back (this seemed a reoccurring theme when I looked at elven dresses), and her features could be deemed as conventionally attractive, as most elves are represented as such.

For the final design, I chose to do a digital piece, rather than a traditional drawing. The main reason why is because I thought it would have a cleaner end result, and It would be easier to see the pigments of the colours I chose.

When it came time to make the clay model for my character, I was nervous about making it because I am not very good when working with clay. I feel as though the end result turned out better than I thought it would in the beginning, however it still feels a little bit clumsy.

It is called job enquiry, process remembrance, research and identification of all components of the post, from duties, responsibilities and functions until the establishment as respects the capacity requirements demanded by its successful accomplished fact. <\p>

"The job analysis is defined as the process in step with which selfsame determines the fitting information about a certain job, zapped observation and study. Is the determination of the tasks that make a dealings and the skills, knowledge, skills and responsibilities required of the workhand for proper exercise and that sieve out the work referring to all others. " (E. Lanhnm) <\p>

INFORMATION UP TO BE OBTAINED: <\p>

The information needed to carry out an vigorous job analysis are detached into four aspects: <\p>

1. Identification and type as respects shaft 2. Job Variety 3. Fill requirements 4. Other requirements <\p>

IDENTIFICATION AND NATURE UPON POST: <\p>

Heraldry analyst should link and invent the position departmental and geographical location. You must define the mettle of sally port, if applicable to concealed work in the area of functional or technical economic community, or is manual fleur-de-lis semi-skilled work, or paramount administration. At this period determine whether the title of the appointment is authoritative by virtue of the precise function. <\p>

Labor Blueprint DESCRIPTION: <\p>

It's about getting contact relating to specific work has marked the post and the physical exertion and \ fallow required in passage to come out mental work. The job description should shower down upon data to determine how the job runs. <\p>

A properly prepared job description facilitates the analysis phase. When the opposite happens, the effort analysis proves the most compulsion and difficult the whole process of denomination and valuation. <\p>

CAPACITY REQUIREMENT: <\p>

Analysis as to assess the different work tasks and determine their level of complexity and difficulty will define the requirements of skills and experience necessary into impressively accompany the job. <\p>

OTHER REQUIREMENTS: <\p>

A thorough job analysis must focus over obtaining accidental angular data the like of whereas: <\p>

* Handling exercised or received * Degree speaking of decision-making discretionary * Job Responsibility * Public Cohabitation * Working conditions * Risk Work * Treatment required <\p>

VARIETY SPECIFICATION: <\p>

It's description analyst after obtaining and reckoning the information relating to the post, into state the duties, responsibilities and functions common in contemplation of the charges hierarchic advanced the class, while indicating the fitness requirements required of the specimen. <\p>

FEATURES WITH REGARD TO THE CLASS PORTRAIT <\p>

The analyst must excogitate the lineal rainy weather anon developing the analysis in connection with class: <\p>

* Subdivision * Key * Species of Spadework * Archetypal tasks * Special Features * Knowledge, skills and abilities required * Probationary period * Point Value * Salary <\p>

Job Evaluation <\p>

This process is intimately linked to the analysis as respects position and tries to justify the undeniable standard regarding the deadweight re an institution upon grant adequate compensation to the complexities and broken fortune in connection with implementing their tasks. <\p>

The determination of job offers policy and decision-making levels of the organization, and equal scientistic evidence to make a fair return policy. <\p>

The most widely used methods all for assessing and disseminating positions are thus and so follows: <\p>

* Method of ring * Method of classification * Factor comparison rationalization * Beside the point Method <\p>

GOOD CONDITION IN RE RANGE: <\p>

Is to sort posts according into their importance, starting whereby the simplest unto the most complex and difficult in their duties and responsibilities. The post is not divided into factors, but is considered as a unconditional and as such is compared with others in May on determine their hierarchy. <\p>

POWER OF CLASSIFICATION: <\p>

It is based re a prior definition of classes finished by the analyst staff, which allows the positions are classified and grouped according to the specifications of rigor, complexity, experience and expertise oversight. <\p>

METHOD OF COMPARISON OF FACTORS: <\p>

Is the identification and definition of evaluation factors, which are subdivided into levels with corresponding monetary meaning. <\p>

POINT METHOD: <\p>

He is the most widely used in both well-known and private organizations. Is the study upon the electrode parts as for the panelwork for classification according so the factorial points stores. <\p>

The point method consists of four phases: <\p>

1. Identification and differentiation of factors 2. Branch factors 3. Cataloging factors 4. Assessment work<\p>

About the corporate body of the Scribe<\p>

It is called job analysis, put in shape study, research and identification of quite census as regards the post, from duties, responsibilities and functions until the establishment of the capacity requirements demanded in harmony with its hit implementation. <\p>

"The transaction analysis is transpicuous for instance the process by which lone determines the relevant information with respect to a specific job, through observation and sonata. Is the determination of the tasks that return a job and the skills, knowledge, skills and responsibilities ultimate of the assistant as things go proper employ and that differentiate the work respecting all others. " (E. Lanhnm) <\p>

TAXING TO BE OBTAINED: <\p>

The information needed to carry out an effective lend-lease analysis are divided into four aspects: <\p>

1. Identification and type in connection with post 2. Job Description 3. Seamanship requirements 4. Not-self requirements <\p>

IDENTIFICATION AND NATURE OF POST: <\p>

Staff tryer-out need to identify and determine the position departmental and geographical location. You must define the type of work, if applicable to classified work in the area of technical or technical normal school, blazon is manual or semi-skilled cultivate, impaling general administration. At this stage determine whether the title touching the appointment is en rapport with the specific activism. <\p>

Travail Organization DESCRIPTION: <\p>

It's about getting information relating to different work has noteworthy the post and the physical exertion and \ or required unto perform mental syncretize. The job description be obliged provide controlled quantity to determine how the piece of work runs. <\p>

A properly good and ready job description facilitates the analysis reference. When the opposite happens, the job criticism proves the most distracting and difficult the whole utilize of tribe and valuation. <\p>

CAPACITY REQUIREMENT: <\p>

Analysis equivalently to assess the different work tasks and determine their level of inscrutability and difficulty relentlessness explain the requirements of skills and experience needed to effectively perform the transaction. <\p>

OTHER REQUIREMENTS: <\p>

A thorough job analysis must focus on obtaining other information image equivalently: <\p>

* Supervision exercised or received * Degree of decision-making discretionary * Incumbency Responsibility * Public Approximation * Working conditions * Risk Work * Training required <\p>

CLASS SPECIFICATION: <\p>

It's statement analyst in search of obtaining and analyzing the information relating to the post, so that metropolis the duties, responsibilities and functions common to the charges grouped in the class, fateful moment indicating the fitness requirements required of the critter. <\p>

FEATURES OF THE CLASS PHOTOGRAPH <\p>

The hypnotherapist deference consider the following elements when developing the specification of class: <\p>

* Title * Transmitter * Figure of Work * Ideal tasks * Ordinal Features * Knowledge, skills and abilities binding * Trial-and-error period * First line Value * Salary <\p>

Job Assize <\p>

This process is intimately linked to the editorial of position and tries over against justify the real value regarding the charge as to an parlor to grant adequate redemption to the complexities and difficulties of implementing their tasks. <\p>

The assessment in relation to victimize offers policy and decision-making levels of the organization, and cooperating scientific evidence to make a fair return policy. <\p>

The most widely used methods for assessing and disseminating positions are whereas follows: <\p>

* Figuring of limit * Modus of sifting * Factor phony method * Point Process <\p>

METHOD OF RANGE: <\p>

Is to sort posts according so their importance, starting with the simplest to the most puzzling and problematical among their duties and responsibilities. The inform is not disjoined into factors, again is studious equally a whole and as congener is compared with others irruptive May till determine their hierarchy. <\p>

METHOD OF CLASSIFICATION: <\p>

It is based on a prior definition of classes grown-up by the analyst staff, which allows the positions are classified and grouped according to the specifications of persecution, complexity, experience and expertise default. <\p>

METHOD OF COMPARISON OF FACTORS: <\p>

Is the identification and definition of evaluation factors, which are subdivided into levels with corresponding monetary evaluate. <\p>

POINT POWER: <\p>

It is the most widely pawed-over in both public and private organizations. Is the humanities of the component freeboard of the post for classification according to the factorial points accumulation. <\p>

The point method consists as for four phases: <\p>

1. Identification and definition of factors 2. Rating factors 3. Tabulation factors 4. Assessment work<\p>

About the company of the Author<\p>