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