Hi All, CiteHR has always been useful in the interview tactics.
I had taken a lot of notes from here to give a flawless interview. But probably I didn't take it quite seriously. I was asked the following questions: (since I am a fresher)
1. tell me abt yourself (i answered this well)
2. what do you think you are good at in HR and what you need to be trained for? (here I happened to tell performance appraisal)
3. then I was asked how many types of perf appraisals are there. give adv and disadv of each?
4. what is attitude/competency
5. what are the subjects of HR specialisation. tell me all of them
6. what are statutory compliances in HR
7. why you switching to HR field
8. what is a job description
9. tell me the process of recruitment
10. is the boss always right? if yes why and if no why?
It was a stressful interview! I almost fainted giving definitions of the book and what I assumed.
From India, New Delhi
I had taken a lot of notes from here to give a flawless interview. But probably I didn't take it quite seriously. I was asked the following questions: (since I am a fresher)
1. tell me abt yourself (i answered this well)
2. what do you think you are good at in HR and what you need to be trained for? (here I happened to tell performance appraisal)
3. then I was asked how many types of perf appraisals are there. give adv and disadv of each?
4. what is attitude/competency
5. what are the subjects of HR specialisation. tell me all of them
6. what are statutory compliances in HR
7. why you switching to HR field
8. what is a job description
9. tell me the process of recruitment
10. is the boss always right? if yes why and if no why?
It was a stressful interview! I almost fainted giving definitions of the book and what I assumed.
From India, New Delhi
i am answering the questions in the same order
ans1. i introduced myself, my current job profile and what i am looking for in the company that i am inteviewing myself.
this is because current my portfolio is business development and since i have completed my mba in hr now i am shifting to this field.
ans2: i said i can be good in head hunting, i can use my contacts, and all will be good as screening the cv's. i am good at my basic bookish knowledge and the rest is what i look upon to learn from experience
ans3: 90/180/360/520/720 are all that i know of.
90 degree was followed earlier (Mere HOD appraisal) hence the disavdvantage is appraiser bias and no self appraisal.
180 degree is evolved because of all shortcomings of the 90 degree appraisals and is the commonly followed one now a days. it break the concept of " boss is always right"
here there is self appraisal and HOD appraisal. adv are( you know where you stand by self appraisal and bias is corrected to a certain extent since if there is huge difference in the measurement of self and HOD there is a question arising and counter check will happen on the defaulting party)
360 degree has peer, subordinates, HOD and self appraisals:
adv: getting feedback from everyone, more improvement and you know where you stand.
disv: bias and competition can make you have lesser ratings, groupism can exist
540: this is 360 + customer/suppliers and clients.
720: this is 360 degree twice. means there is feedback provided twice. once when appraisal is been done and once after it has been done.
dis: long and mundane, lots of paperwork
ans 4.
Attitude is how you think and the action in a definite way
Competency is fundamental knowledge, ability, or expertise in a specific subject area or skill set
ans 5.i gave all subjects i am having
research methodology
legal aspects of business
manpower planning and resourcing
management and organisational devpt
employee relations management
Hr audit
ans 6.
here i didnt know exact details of ever law (that i need learning)
but yes the laws are maternity benefits act, PF, ESI, professional tax, minimum wages act, payment of bonus act. payment of wages act etc.
ans 7. Human resorces is the only field that is working on a concept of handling people with a human perspective and this is what inclines me to HR.
ans8. is a list of the general tasks, or functions, and responsibilities of a position.
ans 9.Identify vacancy,Prepare job description and person specification,Advertising the vacancy, Managing the response,Short-listing,Arrange interviews,Conducting interview and decision making.
ans 10.this question arose because in performance appraisal phase i happened to utter this concept and so i was asked that every employee should agree saying boss is always right. if i recruit you, i am supposed to be your HOD and you will still be adamant and say that you dont agree this concept and i said not always is a boss wrong and if at all there is something that makes your decision/viewpoint worng, i will be happy to point out and offer sugesstion and if boss is right i am open to constructive critism as well.
phew! here we go guys. i am done with the lecture.
looks like i should get the job right.
but i am hoping they take me, especially after the last answer......... he he
From India, New Delhi
ans1. i introduced myself, my current job profile and what i am looking for in the company that i am inteviewing myself.
this is because current my portfolio is business development and since i have completed my mba in hr now i am shifting to this field.
ans2: i said i can be good in head hunting, i can use my contacts, and all will be good as screening the cv's. i am good at my basic bookish knowledge and the rest is what i look upon to learn from experience
ans3: 90/180/360/520/720 are all that i know of.
90 degree was followed earlier (Mere HOD appraisal) hence the disavdvantage is appraiser bias and no self appraisal.
180 degree is evolved because of all shortcomings of the 90 degree appraisals and is the commonly followed one now a days. it break the concept of " boss is always right"
here there is self appraisal and HOD appraisal. adv are( you know where you stand by self appraisal and bias is corrected to a certain extent since if there is huge difference in the measurement of self and HOD there is a question arising and counter check will happen on the defaulting party)
360 degree has peer, subordinates, HOD and self appraisals:
adv: getting feedback from everyone, more improvement and you know where you stand.
disv: bias and competition can make you have lesser ratings, groupism can exist
540: this is 360 + customer/suppliers and clients.
720: this is 360 degree twice. means there is feedback provided twice. once when appraisal is been done and once after it has been done.
dis: long and mundane, lots of paperwork
ans 4.
Attitude is how you think and the action in a definite way
Competency is fundamental knowledge, ability, or expertise in a specific subject area or skill set
ans 5.i gave all subjects i am having
research methodology
legal aspects of business
manpower planning and resourcing
management and organisational devpt
employee relations management
Hr audit
ans 6.
here i didnt know exact details of ever law (that i need learning)
but yes the laws are maternity benefits act, PF, ESI, professional tax, minimum wages act, payment of bonus act. payment of wages act etc.
ans 7. Human resorces is the only field that is working on a concept of handling people with a human perspective and this is what inclines me to HR.
ans8. is a list of the general tasks, or functions, and responsibilities of a position.
ans 9.Identify vacancy,Prepare job description and person specification,Advertising the vacancy, Managing the response,Short-listing,Arrange interviews,Conducting interview and decision making.
ans 10.this question arose because in performance appraisal phase i happened to utter this concept and so i was asked that every employee should agree saying boss is always right. if i recruit you, i am supposed to be your HOD and you will still be adamant and say that you dont agree this concept and i said not always is a boss wrong and if at all there is something that makes your decision/viewpoint worng, i will be happy to point out and offer sugesstion and if boss is right i am open to constructive critism as well.
phew! here we go guys. i am done with the lecture.
looks like i should get the job right.
but i am hoping they take me, especially after the last answer......... he he
From India, New Delhi
hey....I hav a few queries for an interview :
1. how do u justify a gap taken for appearing for competivte MBA entrance exams?
2. How do u justify low percentage? i . e . my SSCN HSC % is above 85 but engg n MBA is both 63
From India, Mumbai
21. how do u justify a gap taken for appearing for competivte MBA entrance exams?
2. How do u justify low percentage? i . e . my SSCN HSC % is above 85 but engg n MBA is both 63
From India, Mumbai
hey Hr guide,
You have definitely given a excellent interview. If the person who is recruiting you is a farily experience and matured being, he will surely make a mistake of not taking you and If the fellow is young and not matured, your chances are 50/50, as you will overtake him in his position in just few months and this will be his fear factor. I would rate you 8/10.
Ukmitra
From Saudi Arabia, Riyadh
You have definitely given a excellent interview. If the person who is recruiting you is a farily experience and matured being, he will surely make a mistake of not taking you and If the fellow is young and not matured, your chances are 50/50, as you will overtake him in his position in just few months and this will be his fear factor. I would rate you 8/10.
Ukmitra
From Saudi Arabia, Riyadh
Dear ,
selection of candidate should be decided by parameter and you should give some paper works and try to get his/her knowledge about HR functions,realted legal Act,behaviour,communication skills,response time etc...
The above question is pre-prepared by the candidates.
Best Regards
Sajid ansari-delhi
From India, Delhi
selection of candidate should be decided by parameter and you should give some paper works and try to get his/her knowledge about HR functions,realted legal Act,behaviour,communication skills,response time etc...
The above question is pre-prepared by the candidates.
Best Regards
Sajid ansari-delhi
From India, Delhi
Nothing should be left out...You should score 10 out of 10. Here is the list of statuary compliances falling under labour laws as follows: and also study other methods of Performane Appraisal e.g. MBO and BARS, whereas now a days online appraisal is very popular amongst the companies since it reduces lodz of paper work and unnecessary manual coordination.
Air _Prev & Control of Pollution_ _Union Territories_ Rules 1983
Air _Prev & Control of Pollution_ Act 1981
Air _Prevention & Control of Pollution_ Rules 1982
Apprentices Act 1961
Contract Labour _Regln & Abolition_ Act 1970
Contract Labour _Regln & Abolition_ Central Rules 1971
Employees' Deposit Linked Ins Scheme 1976
Employees Pension Scheme 1995
Employees' PF & Misc Prov Act 1952
Employees' PF Appellate Tribunal Procedure Rules 1997
Employees PF Scheme 1952
Employees' State Insurance Act 1948
Employees' State Insurance Central Rules 1950
Employees' State Insurance General Regulations 1950
Employers' Liability Act 1938
Employment Exchanges _CNV_ Act 1959
Environment Protection Act 1986
Equal Remuneration Act 1976
ESI _General PF_ Rules 1995
Evolution of Industrial Rrelations in India
Factories Act 1948
Indian Fatal Accidents Act 1855
Industrial Disputes Act 1947
Industrial Disputes Central Rules 1957
Industrial employment SO Central Rules 1946
Industrial Employment Standing Orders Act 1946
Labour Laws _Exemption..._ Act 1988
Labour Laws for IT Industries
List of Statuary Compliances
Maternity Benefit Rules 1965
Maternity Benefit Act 1961
Minimum Wages Act 1948
Minimum Wages Central Rules 1950
Payment of Bonus Act 1965
Payment of Bonus Rules 1975
Payment of Gratuity Act 1972
Payment of Gratuity Central Rules 1972
Payment of Wages Act 1936
Payment of Wages Manner of Recovery Rules 1966
Payment of Wages Procedure Rules 1937
Personal Injuries _Comp & Ins_ Act 1963
Personal Injuries Compensation Ins. Rules 1972
Personal Injuries Compn Ins Scheme 1972
Public Liability Insurance Act 1991
Public Liability Insurance Rules 1991
Sales Promotion Employees _Con.of Ser._ Act 1976
Sales Promotion Employees _COS_ Rules 1976
Trade Unions Act 1926
Water _Prevention & Control of Pollution_ Act 1974
Weekly Holidays Act 1942
Workmen Compensation _Venue of Proceedings_ Rules 1996
Workmen Compensation _Transfer of Money_ Rules 1935
Workmen's Compensation Act 1923
Workmen's Compensation Rules 1924
From China
Air _Prev & Control of Pollution_ _Union Territories_ Rules 1983
Air _Prev & Control of Pollution_ Act 1981
Air _Prevention & Control of Pollution_ Rules 1982
Apprentices Act 1961
Contract Labour _Regln & Abolition_ Act 1970
Contract Labour _Regln & Abolition_ Central Rules 1971
Employees' Deposit Linked Ins Scheme 1976
Employees Pension Scheme 1995
Employees' PF & Misc Prov Act 1952
Employees' PF Appellate Tribunal Procedure Rules 1997
Employees PF Scheme 1952
Employees' State Insurance Act 1948
Employees' State Insurance Central Rules 1950
Employees' State Insurance General Regulations 1950
Employers' Liability Act 1938
Employment Exchanges _CNV_ Act 1959
Environment Protection Act 1986
Equal Remuneration Act 1976
ESI _General PF_ Rules 1995
Evolution of Industrial Rrelations in India
Factories Act 1948
Indian Fatal Accidents Act 1855
Industrial Disputes Act 1947
Industrial Disputes Central Rules 1957
Industrial employment SO Central Rules 1946
Industrial Employment Standing Orders Act 1946
Labour Laws _Exemption..._ Act 1988
Labour Laws for IT Industries
List of Statuary Compliances
Maternity Benefit Rules 1965
Maternity Benefit Act 1961
Minimum Wages Act 1948
Minimum Wages Central Rules 1950
Payment of Bonus Act 1965
Payment of Bonus Rules 1975
Payment of Gratuity Act 1972
Payment of Gratuity Central Rules 1972
Payment of Wages Act 1936
Payment of Wages Manner of Recovery Rules 1966
Payment of Wages Procedure Rules 1937
Personal Injuries _Comp & Ins_ Act 1963
Personal Injuries Compensation Ins. Rules 1972
Personal Injuries Compn Ins Scheme 1972
Public Liability Insurance Act 1991
Public Liability Insurance Rules 1991
Sales Promotion Employees _Con.of Ser._ Act 1976
Sales Promotion Employees _COS_ Rules 1976
Trade Unions Act 1926
Water _Prevention & Control of Pollution_ Act 1974
Weekly Holidays Act 1942
Workmen Compensation _Venue of Proceedings_ Rules 1996
Workmen Compensation _Transfer of Money_ Rules 1935
Workmen's Compensation Act 1923
Workmen's Compensation Rules 1924
From China
hi,
i had a justified reason for a gap:
i completed graduation in 2004 and thereafter in 2005-2007 i gave MBA
then i got married, had a baby so couldnt look towards career orientation as no one would recruit you to let you go on ML immediately.
but yes the interviewer does put forward this question, " why the gap"
you can say "you wanted to do the course on your own ability/ own money" so had to fend for the same by working, hence the gap.
2. you might not be asked why a lower percentage ....... but definitely if you are working you have lesser time to study " then a lower percentage is justified"
From India, New Delhi
i had a justified reason for a gap:
i completed graduation in 2004 and thereafter in 2005-2007 i gave MBA
then i got married, had a baby so couldnt look towards career orientation as no one would recruit you to let you go on ML immediately.
but yes the interviewer does put forward this question, " why the gap"
you can say "you wanted to do the course on your own ability/ own money" so had to fend for the same by working, hence the gap.
2. you might not be asked why a lower percentage ....... but definitely if you are working you have lesser time to study " then a lower percentage is justified"
From India, New Delhi
thanks ukmitra,
i also share the same opinion, i guess i was getting proactive.
there were certain obvious answers but still you have to answer them, coz you are not the judge.......
i. e: what are you best at in HR.
the answer is i dont know anything except the bookish knowledge.
so i cant guess what i will be best at.
but still i have to say. the purpose of my interviewer was to extract words from my mouth and the moment i uttered them i was counter question. so guys know what you speak.
it been over 5-6 years that i havent been interviewed and this is a new field alltogether, i guess the excitement made me speak too much.
From India, New Delhi
i also share the same opinion, i guess i was getting proactive.
there were certain obvious answers but still you have to answer them, coz you are not the judge.......
i. e: what are you best at in HR.
the answer is i dont know anything except the bookish knowledge.
so i cant guess what i will be best at.
but still i have to say. the purpose of my interviewer was to extract words from my mouth and the moment i uttered them i was counter question. so guys know what you speak.
it been over 5-6 years that i havent been interviewed and this is a new field alltogether, i guess the excitement made me speak too much.
From India, New Delhi
yes sir,
i guess you are right.
in my case a case study, communication skills, behavoiural tests would have given more insights then asking me definitions.
of course the interviewer knows what he wants of me when i work under him
so probably this is the way he decides.
i have never decided/ anticipated these questions
especially what is adv/disadv , what is attitude. etc.
From India, New Delhi
i guess you are right.
in my case a case study, communication skills, behavoiural tests would have given more insights then asking me definitions.
of course the interviewer knows what he wants of me when i work under him
so probably this is the way he decides.
i have never decided/ anticipated these questions
especially what is adv/disadv , what is attitude. etc.
From India, New Delhi
Hi Friends
Very good discussion.very nice.
Here i think it also depends on the type of industry,the post available,the suitability and the interviewer has to take into consideration one point ie : how much the candidate is fexible in learning and aquiring new things.Because each type of industry has a specific requirement.For
eg : if its a seasonal industry ,or if it is retail industry the profile of a
HR differs from that of a regular industry. The desigantion remains
the same.it may be Hr exe or Hr manger and so on.But the statutory compliences also differ a bit if i am not wrong.That way the interview is required to be taken.
More discussion is expected.
regards
Rajeev Dixit
From India, Bangalore
Very good discussion.very nice.
Here i think it also depends on the type of industry,the post available,the suitability and the interviewer has to take into consideration one point ie : how much the candidate is fexible in learning and aquiring new things.Because each type of industry has a specific requirement.For
eg : if its a seasonal industry ,or if it is retail industry the profile of a
HR differs from that of a regular industry. The desigantion remains
the same.it may be Hr exe or Hr manger and so on.But the statutory compliences also differ a bit if i am not wrong.That way the interview is required to be taken.
More discussion is expected.
regards
Rajeev Dixit
From India, Bangalore
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Interview questions.doc