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
From India, Madras
7I 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
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
From India, Madras
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
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!
From India, Madras
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!
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
From India, Madras
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
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.
From India, Madras
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.
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
From India, Madras
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
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?
From India, Pune
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?
From India, Pune
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