NAME ALI RAZA

SAP 70067621
SECTION S
ASSIGNMENT 3,4

HRM
CASE STUDY
Q1

Why are you interested in working for our company? What do you
know about us?

ANSWER
The interviewer is looking for similar things whether asking
about company or position. ... Learn about your career goals and how
this position fits into your plan. Make sure that you are
sincerely interested in the job and will be motivated to perform if
hired.
Q2

How has your previous experience and education prepared you

to work for our company?
ANSWER
Making your answer relevant is essential. To get all the details of
the job duties- read the job description. Talk About Skills Learned:
College professors usually have a reason for teaching a certain way-
and sometimes the purpose is to teach you specific skills that they
know will be beneficial in the work world.
Q3

What do you think it takes to be successful in this position?

ANSWER
Honesty, being ethical and getting the job done. Good management
and positive work environment. Communication, organization,
communication. The three most important things for me in a job
is one where I can apply the skills that I have taught, such as my
analytical and critical thinking abilities

Q4

Give an example of a time when you showed leadership qualities.

ANSWER

For example, you could relate your situation to a volunteering

position, or a group project for one of your college classes.
Emphasize through your task and action how you took on
a leadership role or demonstrated leadership qualities.
Q5
What are you passionate about?
ANSWER
Select an idea, activity, hobby or skill you're
genuinely passionate about. To avoid coming across unenthusiastic
or flat, select a passion you can speak about confidently. If nothing
comes to mind, think about something you do that makes time pass
quickly or something you look forward to doing.
Q6

How would you describe the pace at which you work?

ANSWER
Most employers would rather hire employees who work at a
steady pace and produce quality results. Someone who is too slow to
 get the job done in a reasonable time frame isn't going to be a good
hire. Neither is a candidate who works frenetically all day
because they might make more errors, or more easily burn out.
Q7

How do you handle pressure?

ANSWER
1. Remain calm, always. Maintain a calm demeanor no matter what
happens. ...
2. Stay focused on what needs to be accomplished. ...
3. Help others to get through their taxing day. ...
4. Sidestep the drama and stay positive. ...
5. Get help if you need it. ...
6. Steer clear of too much caffeine. ...
7. Take your breaks. ...
8. Utilize your vacation time wisely.
Q8

What motivates you?

ANSWER
Success is what motivates me to do a good job. Knowing the fact
that my hard work and perseverance will help me achieve greater
professional success is what keeps me going. I feel that aligning the
company's vision and values with my own is one way to achieve that.
Q9

Describe who you are as a person? What are your values? What do you
stand for?
 ANSWER
Personal values are the things that are important to us, the
characteristics and behaviours that motivate us and
guide our decisions. For example, maybe you value honesty.
Q 10
What is one of your biggest accomplishments? How did you achieve
it?
ANSWER

 Giving a great presentation at work.

 Beating sales targets.
 Training for and completing a marathon.
 Organizing a successful charity event.
 Mentoring a coworker or fellow student.

Q 11

ANSWER

Are one of the most challenging and nerve-wracking

experiences we have to go through in our adult life. They can
be stressful and uncomfortable, yet are necessary in order to
secure a job and keep your head above water.
Q 12
If you were having difficulty with a co-worker and it was
impacting your production at work, how would you handle this
situation?
ANSWER
1. Know what pushes your buttons. ...
2. Save the fight for what matters. ...
3. Keep a lid on anger. ...
4. Face conflict.

APPLICATION CASE STUDY

CHAPTER 6

Q1 . What would be the advantages and

disadvantages to Jennifer’s company of routinely
administering honesty tests to all its employees.

ANSWER

Honesty tests are a good tool to use when trying to rid

your team of a culprit or bad seed. Although honesty tests
such as polygraph testing have been reliable, they are just
as controversial. Just as they canhelp, they can also send
out a message that you do not trust your team. Not only
that, but they can also raise issues both legally and
morally. The cost might also be a factor in a small
company.
Q2. Specifically, what other screening techniques
could the company use to screen out theft-prone and
turnover-prone employees, and how exactly could these
be used?

A major reason Carter Cleaning Company face so much

turnover and dishonesty is because they have not
implemented any productive screening techniques.

I think that along with an application, the applicant should

have to provide a resume.

Q3
How should her company terminate employees
caught stealing, and what kind of procedure should
be set up for handling reference calls about these
employees when they go to other companies looking
for jobs?

ANSWER

Terminating employees for theft should include the

involvement of proper authorities and should only be
done when there is absolute proof of the theft and who
committed it. Such an action will also send a message to
the other employees that you will not tolerate theft of
company resources. While many employers are
reluctant to prosecute employees for theft, developing
evidence with police and through the courts can be
beneficial in providing future employers of the individual
with truthful and factual information
ASSIGNMENT 4.

QUESTION NO 1
With a pool of applications, the next step is to select the best
candidates for the job. This usually means whittling down the
applicant pool by using the screening tools: tests assessment
centers, and background and reference checks. Then the
prospective supervisor can interview likely candidates, and decide
who to hire.

Selecting the right employees is important for three main

reasons. First, your own performance always depends in part on
your subordinates. Employees with the right skills and attributes
will do a better job for you and the company.

Second, it is important because it’s costly to recruit and hire

employees. Hiring and training even a clerk can cost $5,000 or
more in fees and supervisory time.

Third, it’s important because of the legal implications of

incompetent hiring. In US, EEO laws and court decisions require
nondiscriminatory selection procedures for protected groups.

QUESTION NO 2
Verify Employment Qualifications
Any employer can be overwhelmed with the number of
resumes received for an open position. There could be
several applicants with outstanding qualifications to do a job.
It can be difficult to determine one that sticks out. At the basic
level, the background check is to determine if information
provided by an applicant is true and accurate. It also helps
paint a picture about the applicant beyond what is on paper or
discovered in a short interview.
Protecting the Organization
The background check can be considered as a preemptive
measure to ensure the integrity of the organization and the
safety of employees. Individuals may not be appropriate for
certain positions due to some aspect of their history
Legal Issues with Background Checks
One of the most important aspects of the background check is
that information is gathered for job related purposes. Some
activities of a background check may not be necessary. It is
easy for an organization to go overkill in a background check
to err on the side of caution.