Please help me with these HR Questions
1. The Human Resource Department is usually responsible for the recruitment of staff. What steps are involved in the recruitment of a new office receptionist if the organisation chooses to:
a) use an employment agency to obtain the new employee or
b) advertise themselves for the new employee.
2. What are the advantages and disadvantages of using an external recruitment agency to obtain a new employee?
3. What are the problems associated with the interview process. What approaches can the organisation make, to interview fair and meaningful?
4. What are main tasks will you need to undertake in a induction session for an new employee, as a Human Resource Manager?
5. A new employee has completed a three-month probationary period, and you need to as a Human Resource Manager have a review session with him to confirm whether or not to put him on the permanent staff. What issues might you raise with the employee and what questions might you ask?
6. These days, it is common for organisations to conduct yearly staff appraisals or reviews, which are usually conducted by the Human Resource Manager.
a) What is the main purpose of conducting these reviews?
b) What issues might the Human Resource Manager raise with the employee at this review session and what questions might they ask?
7. Why it is important the managers and employees place a priority on occupational health and safety in the workplace?
8. What are some strategies that managers and employees can use to ensure that safe work practices are followed in the workplace?
Zen.
From Australia, Brisbane
1. The Human Resource Department is usually responsible for the recruitment of staff. What steps are involved in the recruitment of a new office receptionist if the organisation chooses to:
a) use an employment agency to obtain the new employee or
b) advertise themselves for the new employee.
2. What are the advantages and disadvantages of using an external recruitment agency to obtain a new employee?
3. What are the problems associated with the interview process. What approaches can the organisation make, to interview fair and meaningful?
4. What are main tasks will you need to undertake in a induction session for an new employee, as a Human Resource Manager?
5. A new employee has completed a three-month probationary period, and you need to as a Human Resource Manager have a review session with him to confirm whether or not to put him on the permanent staff. What issues might you raise with the employee and what questions might you ask?
6. These days, it is common for organisations to conduct yearly staff appraisals or reviews, which are usually conducted by the Human Resource Manager.
a) What is the main purpose of conducting these reviews?
b) What issues might the Human Resource Manager raise with the employee at this review session and what questions might they ask?
7. Why it is important the managers and employees place a priority on occupational health and safety in the workplace?
8. What are some strategies that managers and employees can use to ensure that safe work practices are followed in the workplace?
Zen.
From Australia, Brisbane
Using an employment agency makes the process much simpler as usually companies do not have expertise in recruiting candidates unless they have a dedicated HR group. Using an employment agency will not only help by recruiting a good a good candidate fast but it will also ensure that the employee hired has a good background with his/her background checked thoroughly.
Advantages: like I said an external recruiting agency will have dedicated & expert recruiting teams which sometimes a company probably would not have. The only disadvantage is probably this that it may cost a little more than doing it yourself but if you take into consideration the benefits of having everything done for you & in a more systemetic way.. then I think it's worth it.
You can review the section on the <link no longer exists - removed> where you will find some info.
And here is some info on <link no longer exists - removed>
Wait for more views on your questions
From India, Gurgaon
660Advantages: like I said an external recruiting agency will have dedicated & expert recruiting teams which sometimes a company probably would not have. The only disadvantage is probably this that it may cost a little more than doing it yourself but if you take into consideration the benefits of having everything done for you & in a more systemetic way.. then I think it's worth it.
You can review the section on the <link no longer exists - removed> where you will find some info.
And here is some info on <link no longer exists - removed>
Wait for more views on your questions
From India, Gurgaon
Hi Zen,
You have asked quite a number of questions. I would like to share my experience on question 2.
I agree with CiteHR Team, the biggest advantage is having the agency handle the groundwork of filtering the application, organising the interview questions, attending to the interviews, getting stress up when there are no reply to your advertisement, and the list goes on....However, there are of cause some people who prefer the hands on approach. The advantage is gaining the experience of going through the processes. I have heard practitioners "debating" on the relevance of such exprience, especially with low level jobs, but I personally believe that there are no jobs that are low levels. Every function is important in assuring that an organisation runs like a well timed clock.
Jobs like a receptionist is actually very critical as they are normally the first person or voice that the customer interface with. And we all know that the first impression makes and breaks reputations. In that way, you leave a lot of confidence with the agency. Remember that recommendations for employment are still based on how the agency sees and interprete your needs.
So...in my opinion....
Agency Advantage
1) Groundwork all done for u
2) They have a better database than you (actually they SHOULD have a better database anyway)
3) Confidentiality especially if you are from a highly competitive industry
Agency Disadvantage
1) Cost
2) Unless proven, you are unsure of their reliability
3) Unless communicated properly, you are unsure whether they are sourcing for the right candidate
Internal Advantage
1) Gaining experience
2) Opportunity to build rapport with news agencies personnel (they can get out of tight spots once in a while should you have dealings with newspapers)
3) Better control on the type of candidate you are looking for from the onset
Internal Disadvantage
1) Hassle
2) Filtering applications (especially during this high employment period)
3) Stressing over if there are no applicants (it happens) or if you are unable to filter a suitable applicant
4) Determining the right and equitable questions for the interview
5) Allocating interview time (this can take up alot of time especially if you are a EEO believer and you don't have sufficient manpower)
This is my 2 cents on question 2, hope it help you in some way.
Hope to find some more time to share with your other questions.
Regards
Noel
From Malaysia, Johor Bahru
You have asked quite a number of questions. I would like to share my experience on question 2.
I agree with CiteHR Team, the biggest advantage is having the agency handle the groundwork of filtering the application, organising the interview questions, attending to the interviews, getting stress up when there are no reply to your advertisement, and the list goes on....However, there are of cause some people who prefer the hands on approach. The advantage is gaining the experience of going through the processes. I have heard practitioners "debating" on the relevance of such exprience, especially with low level jobs, but I personally believe that there are no jobs that are low levels. Every function is important in assuring that an organisation runs like a well timed clock.
Jobs like a receptionist is actually very critical as they are normally the first person or voice that the customer interface with. And we all know that the first impression makes and breaks reputations. In that way, you leave a lot of confidence with the agency. Remember that recommendations for employment are still based on how the agency sees and interprete your needs.
So...in my opinion....
Agency Advantage
1) Groundwork all done for u
2) They have a better database than you (actually they SHOULD have a better database anyway)
3) Confidentiality especially if you are from a highly competitive industry
Agency Disadvantage
1) Cost
2) Unless proven, you are unsure of their reliability
3) Unless communicated properly, you are unsure whether they are sourcing for the right candidate
Internal Advantage
1) Gaining experience
2) Opportunity to build rapport with news agencies personnel (they can get out of tight spots once in a while should you have dealings with newspapers)
3) Better control on the type of candidate you are looking for from the onset
Internal Disadvantage
1) Hassle
2) Filtering applications (especially during this high employment period)
3) Stressing over if there are no applicants (it happens) or if you are unable to filter a suitable applicant
4) Determining the right and equitable questions for the interview
5) Allocating interview time (this can take up alot of time especially if you are a EEO believer and you don't have sufficient manpower)
This is my 2 cents on question 2, hope it help you in some way.
Hope to find some more time to share with your other questions.
Regards
Noel
From Malaysia, Johor Bahru
Dear Colleagues,
It should be noted that we have series of posted replies on the questions raised by Zen, however I would touch on the following succintly.
INDUCTION SESSIONS:
Basically this is mean for fresh intakes-it does not really matter the cadre.
Issues to be discussed would include but not limited to the following:
*Company profile, history, board membership, manangement, organogram-reporting channel...
*Employee Policy Manual-this is expected to be reviewed and explained to the new intakes and properly interpreted to them for clarity
*In some cases seminars/workshops are held in form of a fast-track learning process for them to adapt easily into the Company in particular and the industry in general.
*Where the Company is established on an expanse of land with different departments, buildings etal new employees may be taken on a facility tour especsially if they are units they have to relate with.
*In summary the new Employees ought to be encouraged to ask questions.
PROBATIONARY PERIOD REVIEW SESSIONS.
Most times probationary period for new employees expires after 3 months of consistent work with a new employer, the importance can be highlighted as follows:
*To confirm that the job description/task assigned to officer is well understood
*That it is place he/she can build a career and happy working
*That the Line Manager is satisfied with new intakes performance during this under evaluation
*Compensatorily that the employee is worth the salary negotiated at onset
OCCUPATIONAL HEALTH/SAFETY AT THE WORKPLACE.
This becomes very relevant especsially whenyou work in an industry where employees are prone to health harzards eg iron smelting,lime-stone
drilling offshore, noise pollution etal.
*It is the duty of the HR to get necessary documentation in the way of enlightenment for the workforce.
*Secondly make sure medical institutions of repute are registered ase medical retainers for the generality of the workforce.
*For the serious ones like cement factories, flour mills safety gears such as gas/dust masks are to be procured for the employees and usage enforced around the workplace.
STRATEGIES FOR HEALTH/SAFETY AT THE WORKPLACE.
*HR must encourage safety pep talks at least twice a week to be anchored by Line Managers and related topics chosen to be discussed.
*Health and Safety must be seen as everyones business not just HR and Management's.
*Awards could be instituted for best/most Safety Conscious Officer, Unit, Department, Branch, Susidiary etal this would encourage a subtle but sincere competition towards avoiding incidences and harzards.
Thanks.
From Nigeria, Lagos
It should be noted that we have series of posted replies on the questions raised by Zen, however I would touch on the following succintly.
INDUCTION SESSIONS:
Basically this is mean for fresh intakes-it does not really matter the cadre.
Issues to be discussed would include but not limited to the following:
*Company profile, history, board membership, manangement, organogram-reporting channel...
*Employee Policy Manual-this is expected to be reviewed and explained to the new intakes and properly interpreted to them for clarity
*In some cases seminars/workshops are held in form of a fast-track learning process for them to adapt easily into the Company in particular and the industry in general.
*Where the Company is established on an expanse of land with different departments, buildings etal new employees may be taken on a facility tour especsially if they are units they have to relate with.
*In summary the new Employees ought to be encouraged to ask questions.
PROBATIONARY PERIOD REVIEW SESSIONS.
Most times probationary period for new employees expires after 3 months of consistent work with a new employer, the importance can be highlighted as follows:
*To confirm that the job description/task assigned to officer is well understood
*That it is place he/she can build a career and happy working
*That the Line Manager is satisfied with new intakes performance during this under evaluation
*Compensatorily that the employee is worth the salary negotiated at onset
OCCUPATIONAL HEALTH/SAFETY AT THE WORKPLACE.
This becomes very relevant especsially whenyou work in an industry where employees are prone to health harzards eg iron smelting,lime-stone
drilling offshore, noise pollution etal.
*It is the duty of the HR to get necessary documentation in the way of enlightenment for the workforce.
*Secondly make sure medical institutions of repute are registered ase medical retainers for the generality of the workforce.
*For the serious ones like cement factories, flour mills safety gears such as gas/dust masks are to be procured for the employees and usage enforced around the workplace.
STRATEGIES FOR HEALTH/SAFETY AT THE WORKPLACE.
*HR must encourage safety pep talks at least twice a week to be anchored by Line Managers and related topics chosen to be discussed.
*Health and Safety must be seen as everyones business not just HR and Management's.
*Awards could be instituted for best/most Safety Conscious Officer, Unit, Department, Branch, Susidiary etal this would encourage a subtle but sincere competition towards avoiding incidences and harzards.
Thanks.
From Nigeria, Lagos
Hi!
My company and site sells manuals and guidebooks on the different areas that you are interested in learning about. The manuals and guidebooks provides neophytes in HR an excellent opportunity to jumpstart their careers.
If interested, please go to: <http://finance.groups.yahoo.com/group/policy_center>
The site gives out FREE policies too to members enrolled in its FREE POLICY Program.
We also have a very good Safety Manual that can provide your organization with a detailed system on how to manage Safety. An outline is available at the files is available and can be downloaded for FREE. But you can buy the whole manual from us at half its posted price if you are an enrolled member of the Policy Center.
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
My company and site sells manuals and guidebooks on the different areas that you are interested in learning about. The manuals and guidebooks provides neophytes in HR an excellent opportunity to jumpstart their careers.
If interested, please go to: <http://finance.groups.yahoo.com/group/policy_center>
The site gives out FREE policies too to members enrolled in its FREE POLICY Program.
We also have a very good Safety Manual that can provide your organization with a detailed system on how to manage Safety. An outline is available at the files is available and can be downloaded for FREE. But you can buy the whole manual from us at half its posted price if you are an enrolled member of the Policy Center.
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
1. The Human Resource Department is usually responsible for the recruitment of staff. What steps are involved in the recruitment of a new office receptionist if the organisation chooses to:
a) use an employment agency to obtain the new employee or
Definitely a better option as the headache of pre-screening candidates and finding a few good people out of the lot is taken care of.
b) advertise themselves for the new employee.
Job postings on groups / websites [only the paid ones are decent as only they will advertise their website] When posting on groups it should probably be kept anonymous leading to an email contact first.
2. What are the advantages and disadvantages of using an external recruitment agency to obtain a new employee?
I have never faced any problems with our external recruiting consultancy. Just the money I guess as they will mostly charge you 1 month's salary.
3. What are the problems associated with the interview process. What approaches can the organisation make, to interview fair and meaningful?
I feel that during an interview you will come across many who suit the bill... for me I try to find the people who will help in making a positive environment in the office. You can tell you is capable and who is not by the way they behave and by the way they phrase their sentences.
4. What are main tasks will you need to undertake in a induction session for an new employee, as a Human Resource Manager?
Will depend on the profile and the company size but usually keeping in touch with the employee and making sure they fit in and don't face any problems with their work. Best is to team them with someone who is experienced so that it becomes easier.
5. A new employee has completed a three-month probationary period, and you need to as a Human Resource Manager have a review session with him to confirm whether or not to put him on the permanent staff. What issues might you raise with the employee and what questions might you ask?
1) See how he/she performed during those three months. Talk with his/her immediate boss before conducting the review.
2) Ask how they have liked working for the company? What growth has he/she experienced? What does he/she think is lacking from the company's part. Where he/she see themselves a year from now.
3) Bring up topics which caused problems [if any]. Discuss... don't question.. try to help them come out with what they think is causing the problem.
4) If you decide keep them... ask them if they would like to continue working as a permanent employee. I think it builds their confidence in the company and put's across a professional yet supportive image.
6. These days, it is common for organisations to conduct yearly staff appraisals or reviews, which are usually conducted by the Human Resource Manager.
a) What is the main purpose of conducting these reviews?
To locate good/bad performance. Find problems and discuss them.. solve them. A pat on the back for all the good work the employee has put in... and back to the classroom for the problem areas. The important thing is to know where the performance is taking a hit, why it's happening and then solving them. Performance reviews I believe are and should be to help the employee identify the good aspects and the bad aspects and then discussing them with the company.
b) What issues might the Human Resource Manager raise with the employee at this review session and what questions might they ask?
There are many posts on this site discussing that... and please don't raise issues.. it's not the job of a manager to raise issues but to solve them. Ask questions to solve the problem, to discuss not to corner the employee.
7. Why it is important the managers and employees place a priority on occupational health and safety in the workplace?
I believe that the work place is a second home for an employee. Most people have the tenacity and the strive to excel in what they are doing. They will work hard if they believe that they are happy doing the work and if they believe that the company believes in them and will be supportive even when he faces problems. I think Google has one of the best human resource departments in the world. They identify / hire and retain some of the brightest minds. The key is to form a sense of peace and stability in the office environment. Problems do happen but it's how a manager looks at them, which makes the difference.
8. What are some strategies that managers and employees can use to ensure that safe work practices are followed in the workplace?
Crystal clear policies and make sure that the employees are aware of them. State reasons for policies to support why they are in place and be enthusiastic about them so that the employees catch it too.
From India, Gurgaon
a) use an employment agency to obtain the new employee or
Definitely a better option as the headache of pre-screening candidates and finding a few good people out of the lot is taken care of.
b) advertise themselves for the new employee.
Job postings on groups / websites [only the paid ones are decent as only they will advertise their website] When posting on groups it should probably be kept anonymous leading to an email contact first.
2. What are the advantages and disadvantages of using an external recruitment agency to obtain a new employee?
I have never faced any problems with our external recruiting consultancy. Just the money I guess as they will mostly charge you 1 month's salary.
3. What are the problems associated with the interview process. What approaches can the organisation make, to interview fair and meaningful?
I feel that during an interview you will come across many who suit the bill... for me I try to find the people who will help in making a positive environment in the office. You can tell you is capable and who is not by the way they behave and by the way they phrase their sentences.
4. What are main tasks will you need to undertake in a induction session for an new employee, as a Human Resource Manager?
Will depend on the profile and the company size but usually keeping in touch with the employee and making sure they fit in and don't face any problems with their work. Best is to team them with someone who is experienced so that it becomes easier.
5. A new employee has completed a three-month probationary period, and you need to as a Human Resource Manager have a review session with him to confirm whether or not to put him on the permanent staff. What issues might you raise with the employee and what questions might you ask?
1) See how he/she performed during those three months. Talk with his/her immediate boss before conducting the review.
2) Ask how they have liked working for the company? What growth has he/she experienced? What does he/she think is lacking from the company's part. Where he/she see themselves a year from now.
3) Bring up topics which caused problems [if any]. Discuss... don't question.. try to help them come out with what they think is causing the problem.
4) If you decide keep them... ask them if they would like to continue working as a permanent employee. I think it builds their confidence in the company and put's across a professional yet supportive image.
6. These days, it is common for organisations to conduct yearly staff appraisals or reviews, which are usually conducted by the Human Resource Manager.
a) What is the main purpose of conducting these reviews?
To locate good/bad performance. Find problems and discuss them.. solve them. A pat on the back for all the good work the employee has put in... and back to the classroom for the problem areas. The important thing is to know where the performance is taking a hit, why it's happening and then solving them. Performance reviews I believe are and should be to help the employee identify the good aspects and the bad aspects and then discussing them with the company.
b) What issues might the Human Resource Manager raise with the employee at this review session and what questions might they ask?
There are many posts on this site discussing that... and please don't raise issues.. it's not the job of a manager to raise issues but to solve them. Ask questions to solve the problem, to discuss not to corner the employee.
7. Why it is important the managers and employees place a priority on occupational health and safety in the workplace?
I believe that the work place is a second home for an employee. Most people have the tenacity and the strive to excel in what they are doing. They will work hard if they believe that they are happy doing the work and if they believe that the company believes in them and will be supportive even when he faces problems. I think Google has one of the best human resource departments in the world. They identify / hire and retain some of the brightest minds. The key is to form a sense of peace and stability in the office environment. Problems do happen but it's how a manager looks at them, which makes the difference.
8. What are some strategies that managers and employees can use to ensure that safe work practices are followed in the workplace?
Crystal clear policies and make sure that the employees are aware of them. State reasons for policies to support why they are in place and be enthusiastic about them so that the employees catch it too.
From India, Gurgaon
Hi Zen,
Have tried to answer questions 3 and 4 to the best possible in my experience, hope it helps:
3. What are the problems associated with the interview process. What approaches can the organisation make, to interview fair and meaningful?
Perhaps you could think about using the Behavioural Event Interview format. This way of interviewing is far superior to any other form because it focuses on the actual competencies of the employee and removes interviewer bias. Theinterviewer needs to be trained in conducting this kind of interview plus will need to be trained in observation and recording techniques.
4. What are main tasks will you need to undertake in a induction session for an new employee, as a Human Resource Manager?
For a receptionist, do focus on development of key skills and info such as the following:
Treating visitors as welcome guests
Handling difficult interactions
Presentation skills and body language
Voice modulation skills and basic courtesies
Telephone handling skills
Basic information on the company and company FAQs
regards
Maliha
OD Consultant and trainer.
Write to me at
From India, Ghaziabad
Have tried to answer questions 3 and 4 to the best possible in my experience, hope it helps:
3. What are the problems associated with the interview process. What approaches can the organisation make, to interview fair and meaningful?
Perhaps you could think about using the Behavioural Event Interview format. This way of interviewing is far superior to any other form because it focuses on the actual competencies of the employee and removes interviewer bias. Theinterviewer needs to be trained in conducting this kind of interview plus will need to be trained in observation and recording techniques.
4. What are main tasks will you need to undertake in a induction session for an new employee, as a Human Resource Manager?
For a receptionist, do focus on development of key skills and info such as the following:
Treating visitors as welcome guests
Handling difficult interactions
Presentation skills and body language
Voice modulation skills and basic courtesies
Telephone handling skills
Basic information on the company and company FAQs
regards
Maliha
OD Consultant and trainer.
Write to me at
From India, Ghaziabad
Hi ZEN
For your question no. 4
In my view, the induction plan of the new employee is should be made first i.e before the joining of the employee.
Plan should consist of:-
1. A Good welcome to the new employee bcoz a every new employee had a fear of joining new organization in his/her heart, which can be overcome by a warm welcome.
2. A short one hour session of the employee with each department, so that he/she can understand the function of each department.
3. The next step would be giving a brief information about his/her department and personal meeting to the members working in the department.
4. The best step should be organising a small induction programme of say 10 - 15 employeeswho would take part as an audience and a small presentation should be laid by active employee of each dept.
This is the best step bcoz with the help of small induction program you are fulfilling the queries of 10 -15 participants i.e. NEW EMPLOYEES
I hope his will give you some idea about induction planning.
From India, Delhi
For your question no. 4
In my view, the induction plan of the new employee is should be made first i.e before the joining of the employee.
Plan should consist of:-
1. A Good welcome to the new employee bcoz a every new employee had a fear of joining new organization in his/her heart, which can be overcome by a warm welcome.
2. A short one hour session of the employee with each department, so that he/she can understand the function of each department.
3. The next step would be giving a brief information about his/her department and personal meeting to the members working in the department.
4. The best step should be organising a small induction programme of say 10 - 15 employeeswho would take part as an audience and a small presentation should be laid by active employee of each dept.
This is the best step bcoz with the help of small induction program you are fulfilling the queries of 10 -15 participants i.e. NEW EMPLOYEES
I hope his will give you some idea about induction planning.
From India, Delhi
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