Vinomba
Interview Panel Discussion & Generalist
Nithyakala.sivasamy
Marketing Coordinator
+1 Other

Dear friends,



I attended an interview for the IT DIVISION (Middle level org.) for the post of HR post recruitment executive. Kindly, ans. me



1. What is the Grievance you have handled?



2.Why should we hire u?( do not reply as since my exp. matches your req. reply in a different way so as to satisfy the recruiter)



3.Would you like to work under VP? If yes, Why?



4.What is Training need analysis explain a situation? ( i replied i do not have exposure)



5. If an employee is resigning his job?

Different Reason given by the resigned employee:

a.Due to Salary. ( Salary demanded by the employee will not be provided by the management-explain how will you handle the employee not to let him out of the org.)

b.working place near to his native or residence.

c.His Job profile

d.Environment & collegues.



6. Actual working hours is 8 hours a day: If an employee is working for more than the actual working hours wht will be his pay? Overtime payment will be provied or not?



a.Will he be asked to come at 9.30AM to office or else grace period will be given?

(If given so other employees sure will drag their work - how will u manage this situation)

b.If overtime payment given to the employees other employees will drag the work?

(If given so other employees sure will drag their work - how will u manage this situation)





Kindly, reply me to these question



Looking forward for your answer
9th January 2008 From India, Madras
Dear Gayathri,

TO my ability of knowledge answer if i attended the interview

1. Grievence handling : its kind of written statement complient by employee in the organisation.

Analysis the situation, coordinate with such employee who raised the Grievence. Implement the solution. analysis the solution after implementation of solution and finalysis according to the Grievence Problem.

2. If you hired me. your company is gaining the valuable resource.

3. Reporting to the VP is very challenge and make me enthusastic to work in your organisation and i am very proude to be like that.

4. Training need analysis : Training is very important to every department

We can identify the cadre of training like Skilled, Semi Skilled and Unskilled performance in the training Schedule to the particular employee performance in the Training Programme through the Feed back form from the training manager.

5. I will consider the employee previous performance in the organisation. It helps me Coordinate to stop the employee go out of the organisation

6 a..Grace time will be provided in every organisation. 5 - 15 Mintues

If Employee coming contiously late then proper action taken like Deduction of salary,Issuing the memo Etc but it should not affect the employee

b .For IT companies Time is not consideration they are working under the task program.

They will contiue the work still up to Mid night also, It will be according to the project

OT will not paid in IT companies

Regards,

Vinoth.R
9th January 2008 From India, Madras
Hi Vinoth,
Thanks for your immediate reply. this is the question asked to me during the interview. Still i require few clearence.
1. How will you maintain the employee grievance database.
2. (If you hired me. your company is gaining the valuable resource).
I answerd the same but the manager said he is not satisfied with the answer and asks me to answer me something different which makes him satisfied.
3. In what way it makes you enthusiastic and challenging to work under the VP Explain?
5.If an employee is resigning his career due to his salary issue how will u handle the exit interview? But, the management can pay only to the industry norms say 15000 per month. and the employee is very smart and he can handle any kind of job related to project works and he required his pay to be 18000 permonth how will u handel the situation and make him to work in your organization? Explain?
Awaiting for your reply!
10th January 2008 From India, Madras
Hi Gayathri,

1. In every company is maintain Grievence handling box(complient box). Though the box we can receive the complient letter.

Letter like (Eg)

a. Cleaning the place is not proper

b. Problem with the colleague

c. Problem with manger

d. some problems are raised by the employee in company

First identify the problem (whether its true or not)

Analysis the problem

Coordinate with the employee

Implement the solution

Feed back from the concern employee

You should maintain the Database (file) for grievence. Company has some formal lettersheads model for Grievence handling.

2. I think you should hire me because I can do this job better than anyone else and deliver consistent results.

3. If the reporting to head of the company is very challenging role to every employee thatz why very ethusastic to get such kind of Opportunities.

Reporting to head as a fresher to the company which others can't get such kind opportunities also to the previous employee

4. Conduct the Exit interview i will review the previous performance of the employee, if its good and ability to handle team surely i recommended to the management.

If we need recruit new person calculate the cost need to be spend, thing of other candidates can recommended the management to hike for the old employee.

I thing this answer are part my knowledge if you get good responsible answer forward to me also.

Send me if any good question or answer forwarded to my mail id -

warm Regards,

Vinoth.R
11th January 2008 From India, Madras
2. Why should we hire U?

a. Because I'm a good fit for the position

b. I have what it takes to solve problems and do the

job.

c.From our conversations, it sounds as if you're

looking for someone to come in and take charge

immediately. It also sounds like you are experiencing

problems with some of your systems and with some

experience in that particular field would save

thousands of Rupees for the company and My high energy

and quick learning style enable me to hit the ground

and size up problems rapidly. My colleagues would tell

you I'm a team player who maintains a positive

attitude and outlook. I have the ability to stay

focused in stressful situations and can be counted on

when the going gets tough. I'm confident I would be a

great addition to your team.

3.Would you like to work under VP? If yes, Why?

Yes, I would like to work under VP, one thing which I

could grasp is the macro level projections and the

vision and goal from the horse's mouth and second I

could learn a lot more things about the company at the

least give time and hence could project the image of

the company if need be with the guidance of the VP.

4. What is Training need ananlysis explain a

situation?

There are three types of training need analysis :

organizational need analysis, job need analysis, and

person need analysis.

Organizational Needs Analysis

According to many training experts, attaining the

objectives of the business should be the ultimate

concern of any training and development effort.

Therefore, conducting an organizational needs analysis

should be the first step in effective needs

assessment. It begins with an examination of the short

and long-term objectives of the organization and the

trends that are likely to affect these objectives. It

can include a human resource analysis, analysis of

efficiency indexes, and an assessment of the

organizational climate.

The organizational needs analysis should translate the

organization's objectives into an accurate estimate of

the demand for human resources. Efficiency indexes

including cost of labor, quantity of output

(productivity), quality of output, waste, and

equipment use and repairs can provide useful

information. The organization can determine standards

for these indexes and then analyze them to evaluate

the general effectiveness of training programs.

Organizational analysis also can address the

organization's performance in the "softer" domains

that constitute the corporate culture. For example, it

may reveal a misalignment between the current value

system in the organization and the values espoused by

top management. Many companies today espouse values

such as focusing on customers, following ethical

business practices, and supporting diversity, yet

behavior within these companies may fail to reflect

those values. In such cases, training for everyone in

the company, regardless of their specific job, may be

needed.

Job Needs Analysis

The specific content of present or anticipated jobs is

examined through job analysis. For existing jobs,

information on the tasks to be performed (contained in

job descriptions), the skills necessary to perform

those tasks (drawn from job qualifications), and the

minimum acceptable standards (obtained from

performance appraisals) are gathered. This information

can then be used to ensure that training programs are

job specific and useful.

The process of collecting information for use in

developing training programs is often referred to as

job needs analysis. In this situation, the analysis

method used should include questions specifically

designed to assess the competencies needed to perform

the job.

Person Needs Analysis

After information about the job has been collected,

the analysis shifts to the person. A person needs

analysis identifies gaps between a person's current

capabilities and those identified as necessary or

desirable. Person needs analysis can be either broad

or narrow in scope. The broader approach compares

actual performance with the minimum acceptable

standards of performance. The narrower approach

compares an evaluation of employee proficiency on each

required skill dimension with the proficiency level

required for each skill. The first method is based on

the actual, current job performance of an employee;

therefore, it can be used to determine training needs

for the current job. The second method, on the other

hand, can be used to identify development needs for

future jobs.

Whether the focus is on performance of the job as a

whole or on particular aspects of the job, several

approaches can be used to identify the training needs

of individuals.

5. If an employee is resigning his job? Different

reason given by the resigned employee:

a. To be honest, most jobs are hyped at the interview

to make them appear more attractive than they are. But

there is a difference between hype and outright

deceit.

b.new technology or a new system has made your job

unnecessary

c. the job you were hired for no longer exists

d. the need to cut costs means staff numbers must be

reduced

e.the business is closing down or moving

f.I want more responsibility

6. Actual working hours is 8 hours a day: if an

employee is working for more than the actual working

hours what will be his pay? Overtime payment will be

provided or not?

a. Will he be asked to come at 9:30 AM to office or

else grace period will be given?(if given so other

employees sure will drag their work- how wil u manage

this situation)

a. He will be fired for his inefficiency to finish the

work within the working hours and others wilk know

that the boss is very particular in finishing the work

within alloted time and no draging is required.

b. If overtime payemnt given to the employees other

employees will drag the work? (If given so other

employees sure will drag their work- how will u manage

this situation)

b. If overtime payment has to be given, one thing has

to be calcuated, what would be the cost of hiring a

new person with lesser age and smarter aptitude to and

the overtime payment to the existing person. which

ever proves feasible to the company would be decided.
12th January 2008 From India, Madras
2. Why should we hire U?

a. Because I'm a good fit for the position

b. I have what it takes to solve problems and do the

job.

c.From our conversations, it sounds as if you're

looking for someone to come in and take charge

immediately. It also sounds like you are experiencing

problems with some of your systems and with some

experience in that particular field would save

thousands of Rupees for the company and My high energy

and quick learning style enable me to hit the ground

and size up problems rapidly. My colleagues would tell

you I'm a team player who maintains a positive

attitude and outlook. I have the ability to stay

focused in stressful situations and can be counted on

when the going gets tough. I'm confident I would be a

great addition to your team.

3.Would you like to work under VP? If yes, Why?

Yes, I would like to work under VP, one thing which I

could grasp is the macro level projections and the

vision and goal from the horse's mouth and second I

could learn a lot more things about the company at the

least give time and hence could project the image of

the company if need be with the guidance of the VP.

4. What is Training need ananlysis explain a

situation?

There are three types of training need analysis :

organizational need analysis, job need analysis, and

person need analysis.

Organizational Needs Analysis

According to many training experts, attaining the

objectives of the business should be the ultimate

concern of any training and development effort.

Therefore, conducting an organizational needs analysis

should be the first step in effective needs

assessment. It begins with an examination of the short

and long-term objectives of the organization and the

trends that are likely to affect these objectives. It

can include a human resource analysis, analysis of

efficiency indexes, and an assessment of the

organizational climate.

The organizational needs analysis should translate the

organization's objectives into an accurate estimate of

the demand for human resources. Efficiency indexes

including cost of labor, quantity of output

(productivity), quality of output, waste, and

equipment use and repairs can provide useful

information. The organization can determine standards

for these indexes and then analyze them to evaluate

the general effectiveness of training programs.

Organizational analysis also can address the

organization's performance in the "softer" domains

that constitute the corporate culture. For example, it

may reveal a misalignment between the current value

system in the organization and the values espoused by

top management. Many companies today espouse values

such as focusing on customers, following ethical

business practices, and supporting diversity, yet

behavior within these companies may fail to reflect

those values. In such cases, training for everyone in

the company, regardless of their specific job, may be

needed.

Job Needs Analysis

The specific content of present or anticipated jobs is

examined through job analysis. For existing jobs,

information on the tasks to be performed (contained in

job descriptions), the skills necessary to perform

those tasks (drawn from job qualifications), and the

minimum acceptable standards (obtained from

performance appraisals) are gathered. This information

can then be used to ensure that training programs are

job specific and useful.

The process of collecting information for use in

developing training programs is often referred to as

job needs analysis. In this situation, the analysis

method used should include questions specifically

designed to assess the competencies needed to perform

the job.

Person Needs Analysis

After information about the job has been collected,

the analysis shifts to the person. A person needs

analysis identifies gaps between a person's current

capabilities and those identified as necessary or

desirable. Person needs analysis can be either broad

or narrow in scope. The broader approach compares

actual performance with the minimum acceptable

standards of performance. The narrower approach

compares an evaluation of employee proficiency on each

required skill dimension with the proficiency level

required for each skill. The first method is based on

the actual, current job performance of an employee;

therefore, it can be used to determine training needs

for the current job. The second method, on the other

hand, can be used to identify development needs for

future jobs.

Whether the focus is on performance of the job as a

whole or on particular aspects of the job, several

approaches can be used to identify the training needs

of individuals.

5. If an employee is resigning his job? Different

reason given by the resigned employee:

a. To be honest, most jobs are hyped at the interview

to make them appear more attractive than they are. But

there is a difference between hype and outright

deceit.

b.new technology or a new system has made your job

unnecessary

c. the job you were hired for no longer exists

d. the need to cut costs means staff numbers must be

reduced

e.the business is closing down or moving

f.I want more responsibility

6. Actual working hours is 8 hours a day: if an

employee is working for more than the actual working

hours what will be his pay? Overtime payment will be

provided or not?

a. Will he be asked to come at 9:30 AM to office or

else grace period will be given?(if given so other

employees sure will drag their work- how wil u manage

this situation)

a. He will be fired for his inefficiency to finish the

work within the working hours and others wilk know

that the boss is very particular in finishing the work

within alloted time and no draging is required.

b. If overtime payemnt given to the employees other

employees will drag the work? (If given so other

employees sure will drag their work- how will u manage

this situation)

b. If overtime payment has to be given, one thing has

to be calcuated, what would be the cost of hiring a

new person with lesser age and smarter aptitude to and

the overtime payment to the existing person. which

ever proves feasible to the company would be decided.

Hoping I have given the correct answers,

Keep smiling and mailing
12th January 2008 From India, Madras
Hello Guys even i have few questions:
1. What is the challenge in your profile…esp when you are working in small co. like _________?
2. What is the career growth?
3. Why people will like to work in a small co.? What is the career growth for them?
4. When company is small, employees stay like a family, is it rt or wrong?
5. How to handle people in small company?
6. How to make policies?
7. What about compensation? How you work out compensation?
8. What are the core HR key result areas?
9. How you handle n manage grievances of the employees?
10. How you balance between management and employees?
11. If a company is small there won’t be any career growth for employees than why employees should work with your co.?
12. As an HR where you stand in life? How much you grade yourself out of 10?
13. If there is no challenge in your company why you took this much time to change the company?
1st July 2010 From India, Pune
Hello sir, I am Nithyakala pursuing MBA, am doing my project in HR RECRUITMENT. I need some sample questionnaire to frame questionnaire can you help me sir.
7th May 2014 From India, Chennai
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