BHARATIYA VIDYA BHAVAN

HR MANAGEMENT

Name: Mukunda S Yendigeri

Regn no.: PG161706
September 2016-17 batch

ASSIGNMENT No.1

Question: Interviewing HR Manager

Before the management starts with its process of HR interviewing, it should think about the roles and
responsibilities that is the job description for the upcoming future. It should not think from general point of
view but from the perspective view of the company.

The management should initially analyse the job, rate the job’s duties, create interview questions, create
the appropriate answers, form a panel and conduct interviews. The management should frame the
questions based on organisation and planning skills, skill sets, current scenarios, leadership, motivation
factors.

The management has to understand its requirements and start the recruiting process for the position of
HR Manager. It has to prepare a set of questionnaire as a process of the interview. Assuming a scenario
that the management is conducting interview for the position of HR Manager, following are the few set of
questions which I personally feel that would fit better for the recruitment process. I am considering the
scenario where the management is already conducting the interview process

1. What personal characteristics make you a good HR manager?

Ans: . considerable experience working in various HR roles
• excellent working knowledge of employment legislation
• a solutions-driven approach to business
• to be focused on the task at hand yet flexible
• good influencing skills and a confident communicator
• an ability to make sound business decisions
• an aptitude for motivating staff
• tenacity and drive to deal with a demanding workload
• Ability to build good rapport with the employees

2. What are the proficiencies/competence that an HR Manager should have?

Ans: Traditional knowledge in employee recruiting
Be a good learner and listener
Good communication skills
Loyalty and accountability
 Knowledge about labour laws etc.,
Having a farsighted broader vision
3. Why is employee training important to an organization?
Training is crucial for organizational development and success. It is fruitful to both employers
and employees of an organization. An employee will become more efficient and productive if he
is trained well. ... The existing employees are trained to refresh and enhance their knowledge.

4. Why do you think you qualify for a human resource executive's/manager' position?
Answer same as question 1

5. 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 everything you
do.

6. What do you think are the roles and responsibilities of an HR Manager?

The purpose of this question is to understand about the 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.

7. 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.

8. Tell me about a time you made a mistake and what was the resolution and outcome?

In this case the candidate has to explain about the mistakes whatsoever he/she had committed
during his professional career as HR Manager
 9. How can you help to improve the profitability of the company?

In this case the candidate has to explain as to how an HR Manager can improve the profitability.
The answer probably might be:

1. Better quality process of recruitment

2. Unnecessary elimination of resource wastage
3. Building good rapport among the employees to obtain better and efficient output

Following are the set of other questions which the management can assess the candidature of the HR
Manager

10. How do you think so about satisfying employee regarding his salary, JD’s?
11. Do you feel that you can fix successful strategies for the company?
12. How can you reduce the labour turnover in the company?
13. Explain about the compensation and benefits process for the employees
14. Conducting the employee survey process
15. How can the HR bring in a strong appraisal process

The management can frame such other questions as it likes for conducting the interviews. Also the
management can motivate the candidate by allowing to speak freely about the HR process. Once the
interview process is over, the management can review all the candidates’ answers and scores, about
their skills sets and finish the interview by selecting the right candidate for the HRM position.

HRM means HR Manager

Question No.2

Role of HR in building a competitive organization

As the question itself suggests that HR should be role model for others in building a
competitive organization. The HR manager should co-ordinate with and train the
departments about the building of the organization. Following are a few requirements for
building a competitive organisation

1. Strong HR leadership: The HRM needs to work within and outside the HR group and
reshape everybody’s expectations of what an HR can deliver. This success will depend
upon HR’s ability to meet the real needs of the organization.
2. Consulting model: The HRM should adapt a consulting model of providing service.
3. Provide effective training: The HRM should learn about the objectives of the
employees of various projects and help them to grow technically and also personally
which helps to grow the profitability of the company
4. Increasing line manager’s capabilities: The HRM should continuously frame a
frame work for increasing the capabilities of the line manager for producing a sound
output of the project
5. Better HR polices: The HRM should be in a position to frame a better HR policy
wherein it will benefit both the company and the employees. This will in turn motivate
the employee to perform better. It should be able to convey to the management about
the company’s strong policies.
6. Team building activities: The HRM should conduct team building actitvities for the
employees wherein it will allow the employees to freshen up themselves for the work
pressure and allow to yield more effective and quality output from them. This in turn will
help the company to grow itself.
7. Reducing Labour Turnover: The HRM should adopt a friendly measures and try to
retain it’s better performing resources by adopting a good retention policy. When a
company start losing it’s talented resources , the same will reduce the effective output
and also hinder the profitability growth of the company.
8. Strategy Management: The HRM should be effective in handling the strategy
management. Strategy management is a process of continuous planning, organising,
developing, analysis for meeting the company’s objectives and goals.
9. Effective employee champion: The HRM should make up some time for discussing
with the employees about their problems and suggesting a solution wherein it boosts
the employee morale.
10. Providing effective performance work systems: The HRM can increase the output
of the projects by providing the employees with a continuous training, promote
manpower development .
11. Building a skill metrics: This helps the HRM to study about the skills, knowledge of all
the employees. The HRM can then fill in the gaps if any after conducting the skill
metrics process.
12. Building the perspectives of all the teams and company as a whole: The HRM
should be in a position to build the needs, requirements of the management and then
form a strategy for building the perspectives of the teams, The HRM can also adopt the
modern techniques of Balanced Scorecard Method for the same.
13. Continuous communication with the management: The HRM should conduct
frequent meetings and discussions with the management for updating it about the
conditions prevailing in the company from time to time.