Why do you think you qualify for a human resource executive's/manager' position?While asking this the interviewer wants to see, how do you identify yourself with the job role. Relate your educational qualification, work experience and personal qualities with the role to answer this question.
A possible answer could be, the role of a human resource manager needs the person to connect with others on a human level and help them meet their aspirations while following the company's policies, structure and rules. I think with an experience of 'X' years, I know well how to deal with humans and my last employment has given me a good insight into the rules and regulations an HR manager has to keep in mind while operating.
What are your strengths and weaknesses as HR professional?You may find this question asked in different forms during the interview. The purpose of asking the same question in same way is to judge the consistency of candidate’s answers.
Ensure that you have read the job specifications properly before you appear for the interview. While answering this question, identify the qualities a person needs as an HR Manager and see how you fit into them. Take out the qualities which make you a strong candidate for this position and offer them to the interviewer. The qualities which are usually sought in the candidate for this role are: Knowledge, Intuition, Versatility, Flexibility, Focus and above all a human touch in every thing you do. If you have any extra qualification like the knowledge of a software useful in handling the job, you can discuss that also during the interview.
It is absolutely OK to accept that every human being has weaknesses but if you can make your weaknesses work to your advantage that makes you a winner. A probable answer to this question could be, while dealing with the employee’s problems at times I get very attached to them but I think this helps me in understanding their problems better and offering them a solution while being within the company limits. I have experienced that this attitude of mine towards the staff help them being more open to me and loyal to the company.
What according to you are the qualities that an HR Executive/Manager must have?Knowledge, Intuition, Versatility, Flexibility, Focus and above all a human touch in every thing you do.
Why did you choose HR as your career?While answering this question, don’t simply say that I love to work with people and that is the reason I am into HR. This is the most common answer and moreover something which makes the interviewer burst into laughter. This answer easily makes them understand that you are saying this just to get the job.
A better way would be to identify some work areas that an HR manager has to perform in his daily routine and relate them to your interest. A possible answer could be, I liked to be a part of the recruitment team which can identify right people and put them into right places. An employment into recruitment slowly developed into a full fledged HR profession.
What do you think are the roles and responsibilities of an HR Manager?The purpose of this question is to understand your knowledge of the role.
The responsibilities of an HR manager include:
Recruitment, Training, Organizational Development, Communication, Performance development and management, Salary and benefits, Team Building, Building Employee relationship, Developing Leadership, Motivational exercises, Developing companies policies and procedures, Managing the health care program for employees etc.
Depending on the size of the organization, the HR manager has a team performing each of these roles.
Why did you decide to get into HR after you graduation in computers/commerce/physics?There are many people who actually get into HR after graduating in a totally different stream. To some people it just happens while for others it is a deliberate move.
If it just happened to you, you can say that I was on a look out for a job when I got the first opportunity in HR. I took it up and slowly realized that I have started liking it. I brushed up my skills by keeping myself updated about the new developments in the field and acquiring a professional degree (If you have got one.)
If it was a deliberate move, you can discuss your reasons for moving into this role.
What is Personnel Management?Personnel management is managing welfare and performance of persons who are a part of the operations.
What is the difference between Personnel Management and HRM?Usually these two terms are used interchangeably but there does lie a difference between the two.
- Personnel management is reactive in nature and includes administrative tasks while HRM is proactive in nature and requires continuous development in policies and functions of the organization for a better tomorrow.
- Personnel management is more of an independent task than HRM which needs to involve the managers of all departments for developing a better team.
- Personnel management believes that satisfied employees yield better performance while HRM believes that a good performance provides satisfaction to employees.
- HRM works around developing strategies to improve the performance of employees. Personnel management works around motivating employees with compensation, bonuses, rewards etc.
- Actually Personnel management can be considered as a subset of HRM.
Here you have to bear in mind that if you are offered the position of a Personnel Manager, you may be required to perform HRM functions and vice versa.
What are the responsibilities of a personnel manager?Some of the responsibilities of a personnel manager include coordinating benefit programs and employee training,managing the recruiting process, conducting exit interviews and salary surveys,coordinating record keeping and payroll, and administering personnel policies.
What do you mean by Management? Describe the essential functions of management.Management in simple terms can be understood as the process of bringing people together to achieve the desired goals. The essential functions of management include: Planning, Organizing, Budgeting, Resourcing, Directing, Controlling and Reviewing.
What is the difference between salary and incentive?Salary can be termed as the fixed remuneration you are offered for your services while incentive means some extra benefits that you are offered based on your performance. Incentive can be in cash or kind.
What is 'Span of Management'?Span of Management or Control in easy terms means, number of subordinates a manager manages.
What are the different factors that determine the 'Span of Management'?Following factors determine the Span of Management:
1. Size of the organization
2. Different tasks that are performed to keep the work going
3. Complexity of the production process
4. Extent to which IT can help in the process.
What do you mean by Fringe Benefits?Fringe benefit can be defined as the benefits provided by the employer to its employees in addition to the regular salary. These include health plans, paid holidays, cafeteria, company transport etc.