COMSATS University Islamabad, Lahore Campus

Sessional 1-SPRING-2021

Course Title: Human resource management Course Code: MGT350 Credit Hours: 3(3,0)
Course Maam naseem habib Programme BPY
Semester: 2 Batch: FA-19 Section: A, B Date: 22.03.2021
Time Allowed: 2 hour Total Marks: 15
Student’s Umair jameel Reg. No. Fa19-bpy-001
Important Instructions / Guidelines:

o All questions are compulsory.

1. How would you explain the nature of the panel interview Maria had to
endure? Specifically, do you think it reflected a well-thought-out interviewing
strategy on the part of the firm or carelessness on the part of the firm’s
management? If it were carelessness, what would you do to improve the
interview process at Apex Environmental?

Answer:
 The full statement of the interview was very stressful. This is because Maria
Fernandez was a brilliant and knowledgeable engineer, graduating with a degree from
Engineering at State University in June 2003.
 As a brilliant and brilliant engineer she was always waiting for a job that could
analyze her or where she could use her work ethic and one of her technical skills. So
the company favored Apex Environmental which is a well-known and organized
company where Maria wanted to work the most. This can measure his ability to work
perfectly. That was his expectation. But the interview was a disaster for him because
it was a Stress interview.
 The interviewer wants to make the applicant uncomfortable with the excessive
question from time to time.
 The question is from unnecessary disrespect to insignificance and such sex. This
proved to be a well-thought-out negotiation strategy by the firm as it helped identify
applicants who were more sensitive and those with less pressure and Maria was
selected because of her good and mature behavior.
 To answer the question whether it was a well-thought-out interview or not; well there
is an argument. It could be said that it was completely unorganized but the
conversation worked well. The reason for the discussion was that the employer asked
many unimportant questions such as “why would you take a job as a college waiter if
you are such a smart person”. And "Are you planning to sit down and start a family
anytime soon?" So these types of questions were less important.
 But the motive for asking such a question could be to identify or know what he would
do in the face of any uncertainties, how he would respond. Or how you respond to a
situation under pressure. So since 11 are studying at a well-known university and even
though they are smart and intelligent so they can deal with any technical situation, but
what would they do in an uncertain situation?
 Acquiring that skill they asked a random and empty question. It so happened that they
asked an unimportant question to Maria that was unimportant and after a discussion
he met with the gentlemen of the drag including the president of the company.
 That conversation is perfectly structured and can measure his ability. It was really
good, but only the president and other gentlemen could know about his technical
skills. Another member of the panel discussion group remained anonymous.
 Offensive and questionable ethical discussions require the interviewer to be
competent in his or her use and to ensure that the work requires a thick skin and the
ability to deal with stress. This is by no means the way academics or those who do not
have the skills to keep the interview under control.
 What the company can do to improve the situation. Since the firm used a series of
informal conversations, they could include a series of formal conversations. So that
the one being baptized could meet all the candidates in turn. So that the firm can
accurately identify the real potential of the recruiter.
 For example; ask questions about psychological factors, motivation, personality
traits, knowledge and experience features. And the strongest requirements for having
skilled people with job-related knowledge and who can conduct effective interviews
 such as asking basic questions, using a rated interview form, avoiding trivial or biased
questions and contesting minority elections.

2. Would you take the job offer if you were Maria? If you’re not sure, what
additional information would help you make your decision?
Answer:
 If I were Maria I would definitely take a job. This is because from an early age I was
determined to take a job that could test my ability to work and where I could work
with my professional skills. So if my conversation wasn’t enough I would be
disappointed.
 But in the long run when the president knows about my skills and technical skills I
can get a job. And after I get the job offer I can definitely take this job.
 If a situation arises that I am not sure if I should do the job or not, then to make sure I
need more information. Here Maria has some details about her work. That would be
done, industry and company space. And in fact, the president was honored in the
negotiations that followed, as did other members of the management team.
 Without this information if I am unsure about taking this job more information can
help me make my decision.

This information can be as follows; -

 Is there any security for my employment?

 Is the future of my career hopeless?
 Is there a lack of insurance and pension benefits?
 Is there a chance of malfunction?
 Is the workplace suitable for the job?
 Where the firm and what is should be my job?
 Do the factory people behave in a polite and friendly manner?
 Such additional information can help me to determine whether I would like to take on
this job or not. Based on the above questions I can make a specific and clear decision
in case I take this job.

3.The job of applications engineer for which Maria was applying requires (a)
excellent technical skills with respect to mechanical engineering, (b) a commitment
to working in the area of pollution control, (c) the ability to deal well and confidently
 with customers who have engineering problems, (d) a willingness to travel
worldwide, and (e) a very intelligent and well-balanced personality. List 10 questions
you would ask when interviewing applicants for the job.
(Marks 5+5+5)
In case of interviewing applicants the questions that can be asked are as follows;

1) What education do you have that would help you in job for which you have applied?

2) What experience have you had to deliverer client focus solution in land development and
engineering?

3) Tell me about a situation in past year in which you had to deal with a very upset customer
or co-working sediment and erosion problem.

4) Give an example of a time when you had to be relatively quick in coming decisions?

5) What factor should you in providing innovative solutions to most challenges dredging
projects?

6) Why should we be hiring you?

7) What do you expect from apex environment?

8) Do you prefer working alone or inside group?

9) Can you prefer necessary functions of the job you have applied?

10) What solutions you would be provide in some demanding situations?

Conclusion:

In such a case, the "uncontrolled conversation" of Apex Environmental's management team

used informal discussion, and the types of questions, indicated as "stress dialogue". The
company's management team handled the discussion by conducting a "panel discussion".
According to the case, they had a team of five interviewees - the factory president, two vice
presidents, a marketing manager and an engineer. Interview or set up a negotiation strategy. It
was clear that it happened, that the experienced HRM member was not in the team, after
which, a consultation process was established, organized, managed, managed and performed
by many company members, who may not have the background of HR Management,
technology, skills and lastly appropriate HRM training. .