hi all,
recently i was interviewed by a hr mgr.
he asked me wat will u do with an employee who is poor in performance.
i answered dat i will find out in which area he is weak and give him training.
the hr mgr said dat the employee attends all trg and still d same, wat will u do?
he said the same to me even after me giving several answers like:
talk to his seniors
assess his trg needs
do performance appraisal
motivate him
provide additional incentives
send him for personal efficiency program
transfer him or give warning letter etc
the hr mgr was not satisifed wid any of the ans n he said u dont know hr strategies and interventions.
wat is the apt ans for his question?
he said u did not learn will do better and can do better in hr strategies.
wat r they?
eventhough i missed this. i dont want to miss future interviews.
pls help me:confused:
From India, Tirunelveli
recently i was interviewed by a hr mgr.
he asked me wat will u do with an employee who is poor in performance.
i answered dat i will find out in which area he is weak and give him training.
the hr mgr said dat the employee attends all trg and still d same, wat will u do?
he said the same to me even after me giving several answers like:
talk to his seniors
assess his trg needs
do performance appraisal
motivate him
provide additional incentives
send him for personal efficiency program
transfer him or give warning letter etc
the hr mgr was not satisifed wid any of the ans n he said u dont know hr strategies and interventions.
wat is the apt ans for his question?
he said u did not learn will do better and can do better in hr strategies.
wat r they?
eventhough i missed this. i dont want to miss future interviews.
pls help me:confused:
From India, Tirunelveli
Dear Chandra,
For the above question, this would be the convincing answer as per HR Strategies……
Provide constructive feedback and try to motivate the employee.
Keep the focus on the performance, not the personality of the employee.
Provide training and development opportunities to the employee.
Discuss and take the employee’s inputs on how to solve the problem.
Plan the course of action and standards in agreement with the employee.
If no improvement takes place, it will lead to take disciplinary action.
So you must know the disciplinary procedure…………….
I hope you understand ……………
Regards,
Sudhakara Reddy.
From India, Hyderabad
10For the above question, this would be the convincing answer as per HR Strategies……
Provide constructive feedback and try to motivate the employee.
Keep the focus on the performance, not the personality of the employee.
Provide training and development opportunities to the employee.
Discuss and take the employee’s inputs on how to solve the problem.
Plan the course of action and standards in agreement with the employee.
If no improvement takes place, it will lead to take disciplinary action.
So you must know the disciplinary procedure…………….
I hope you understand ……………
Regards,
Sudhakara Reddy.
From India, Hyderabad
An Employee's performance is PERCEIVED to be unsatisfactory. You need to first find out whether the PERCEPTION is based on facts or is OPINIONATED.
Only if you find out the root cause of his "non-Performance", you can find out the correct ways of improving his performance. An employee's performance is dependent on personal factors like initiative, team working, amount of efforts and his caliber. His performance is also dependent on his working conditions, resources at his disposal and co-operation he receives from his seniors, peers and subordinates.
So you need to identify whether it is a skill problem, behavioural problem or systemic problem. You cannot improve a person without his own willingness and hence any path chosen should be with his consent.
From India, Vadodara
Only if you find out the root cause of his "non-Performance", you can find out the correct ways of improving his performance. An employee's performance is dependent on personal factors like initiative, team working, amount of efforts and his caliber. His performance is also dependent on his working conditions, resources at his disposal and co-operation he receives from his seniors, peers and subordinates.
So you need to identify whether it is a skill problem, behavioural problem or systemic problem. You cannot improve a person without his own willingness and hence any path chosen should be with his consent.
From India, Vadodara
Hiiii knnaik Sir!!:icon1:
I really liked ur answer i mean this question sometime is asked
in the interview n as u rightly said first of all v sud know d root cause of problem n then only soln cud b provided.
Thanks
Regards
Akshita
From India, Chandigarh
I really liked ur answer i mean this question sometime is asked
in the interview n as u rightly said first of all v sud know d root cause of problem n then only soln cud b provided.
Thanks
Regards
Akshita
From India, Chandigarh
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Thing syou should avoid in interview.pptx
Interview-ebook _181.zip
Interview Evaluation.doc