List of HR Manager Interview Questions:

The following mentioned are few list of HR questions for managers and techniques to prepare for an
interview.

Behavioural interview questions:

These behavioural based best interview questions for hr candidates are the queries related to the
behaviour of the candidate, to discover what kind of behaviour and nature a candidate posseses.
The behavioral queries include the following:

1. Explain how will you motivate the employees and assist them in achieving professional goals?

2. An employee is not satisfied with his or her performance appraisal and explain how will you
explain this issue to the supervisor and will handle the employee’s concern?

3. Which according to you, human resources discipline you believe drives the focus of the
department?

4. You have to give a presentation on behalf of human resources department. Explain three points
you would use to convince the audience to permit HR to board table?

Situational Interview Questions:

These questions are based on the situations that might occur in office while working and in those
tense situations how will a person react. The tense, competent situations in life may occur in an
organization.How spontaneously a person solves the issue without creating any chaos is checked
during an interview by the interviewer. The questions include the following:

1. What will you do if you have to take a decision involving both discipline and the termination of
action. Explain how will you act and solve the issue, and also give the follow-up steps?

2. Explain how will you negotiate the terms of conciliation agreement?

3. You happen to take decisions that potentially could impact the large segment of workforce. What
steps will you take to explain the reason for your decision and rephrase it in a way that has a more
positive tone for the employees?

4. Explain the methods of administering an employee and how to interpret the results of opinion
survey?

5. An emergency arrives in the administration department, how will you tackle that emergency
situation and that too without creating any panic?

Other questions could be related to competency like:

1. What do you do to keep your professional skills intact and up to date?

2. What key competencies you see in your assignment and how has your development gone these
days?

3. Mention some of the development factors you have undergone a certain change in the last few
years?

4. Explain the steps to hire the most competent employee for a particular department that results in
more efficient output or result of an organization?
Teamwork interview questions:

1. Till the time when you were not satisfied with the work your team has done and how did you
handle that?

2. What things or what efforts are you using to ensure the efforts of your team?

3. What motivational techniques will you use to boost the morale of the employees and tell the
difference you saw in their working due to your motivation back up?

4. How will you handle the situation of disagreeing with the objectives and directions that the team
worked on…

HR INTERVIEW QUESTIONS & ANSWERS

1. Question 1. What Is Human Resource Management?

Answer :

o Human Resource Management (HRM) is the function within an organization that focuses on
recruitment of, management of, and providing direction for the people who work in the
organization. HRM can also be performed by line managers.

o HRM is the organizational function that deals with issues related to people such as
compensation, hiring, performance management, organization development, safety, wellness,
benefits, employee motivation, communication, administration, and training.

o HRM is also a strategic and comprehensive approach to managing people and the workplace
culture and environment. Effective HRM enables employees to contribute effectively and
productively to the overall company direction and the accomplishment of the organization's goals
and objectives.

2. Question 2. What Is Performance Management?

Answer :

Performance management is a system by which we should recognize and utilize the employee’s skill,
efficiency and as well as identifying his/her drawbacks, negative points and try to remove those.

3. Question 3. How Do You Endow With Performance Appraisal?

Answer :

There are many ways to do Performance Appraisal:

o 90-degree appraisal-- Where the performance feedback is taken only from the Supervisor.

o 180-degree appraisal- Where the performance feedback is taken from the peers.

o 360-degree appraisal- Where the performance feedback is taken from the supervisor the
subordinates, the peers, and the self-appraiser.

4. Question 4. What Is The Difference Between Recruitment And Selection?

Answer :
Selection is selecting a candidate without conducting any technical test. Selection is based only on
personal interview.

Recruitment is a process of selecting an employee through a chain of processes (Aptitude Test /

Technical Test >> Personal Interview >> Technical Interview >> HR Interview >> Finalizing the Offer).

5. Question 5. What Are The Responsibilities Of Hr Generalist?

Answer :

The responsibilities are Induction Training Program, MIS Report Generation, Payroll Calculation,
Admin and Personnel work, Performance Rating, etc...

6. Question 23. What Kind Of Person Would You Refuse To Work With?

Answer :

Well, I am a person, who can work with all kinds of people. However, I feel bit uncomfortable to
work with selfish people and who are ingratitude in nature.

7. Question 24. What Is Your Philosophy Towards Work?

Answer :

The answer should be positive attitude towards your work, you want to work with your other
teammates, help them in their work, and take help from them. That is the policy that should be
there and that would give the company more profit .

8. Question 25. Have You Ever Had To Fire Anyone? How Did You Feel About That?

Answer :

"So with me, firing is a last resort. However, when it has to be done, it has to be done. A poor
employee can wreak terrible damage in undermining the morale of an entire team of good people.
When there's no other way, I’ve found its better for all concerned to act decisively in ge…

1. Question 1. What Exactly Profile Of Hr Generalist Defines? Or What Do You Understand

From The Profile Of Hr Generalist?

Answer :

Generalist profile includes taking part in policy making & implementation, Payroll mgmt,
performance appraisals, taking interviews and scaling candidates as per organization’s criteria, IJP,
handling recruitments (Making Job descriptions), exit formalities, Preparing offer letters, and pay
slips, Co-ordination amongst different HOD for their requirements etc.

2. Question 2. What Do You Mean By An Organization’s Retrenchment And Retrenchment

Strategies?

Answer :

Retrenchment is a corporate-level strategy that seeks to reduce the size or diversity of an

organization's operations. Retrenchment is also a reduction of expenditures in order to become
financially stable. Retrenchment is a pullback or a withdrawal from offering some current products
or serving some markets. Retrenchment is often a strategy employed prior to or as part of a
Turnaround strategy.
3. Question 3. What Is 360 Degree Performance Appraisal?

Answer :

This system, which solicits feedback from seniors (including the boss), peers and subordinates, has
been increasingly embraced as the best of all available methods for collecting performance
feedback. Gone are the days of working hard to impress only one person, now the opinions of all
matter, especially if you are in a leadership role(at any level). Every person in the team is responsible
for giving relevant, positive and constructive feedback. Such systems also help in identifying leaders
for higher level positions in the organization. Senior managers could use this feed back for self
development.

4. Question 4. Why Is It Important For Personnel Management To Know The Reasons For Staff
Leaving The Organization?

Answer :

It helps to find the gaps between management and employees. It helps the personnel management
to analyze problem why staffs are leaving from the job .what important factors are they looking after
and how to fill the gap between management and employees and moreover it is very helpful to stop
loosing employees from the company. The average time-to profit-time period for a new hire in any
industry is about nine months, suggesting that a fresher begins to break-even the investments made
on him/her and earn profit for the firm only after nine months. Exit of an employee before the nine
month period can cost up to five times of his or her paid salary.

HR managers need to be proactive and develop innovative employee interventions to retain talent.
Some suggestions are:

o Quality of supervision

o Perception of equity in rewards-both monetary and non-monetary.

o Scope for the employee to speak out freely.

o Meeting's at least a month, to share the company's vision, industry's growth and how
employees see themselves in the changing scenario help a great deal.

o Salary hike.

o Exit interviews etc.

5. Question 5. What Are Some Of The Forms Of Sexual Harassment?

Answer :

Visual, verbal, physical, hostile work environment.

6. Question 6. What Are The Steps In Processing…

1. Question 1. Tell Me About Yourself?

Answer :

The most often asked question in interviews. You need to have a short statement prepared in your
mind be careful that it does not sound rehearsed. Limit it to work-related items unless instructed
otherwise. Talk about things you have done and jobs you have held that relate to the position you
are interviewing for. Start with the item farthest back and work up to the present.

2. Question 2. What Do Co-workers Say About You?

Answer :

Be prepared with a quote or two from co-workers. Either a specific statement or a paraphrase will
work. Jill Clark, a co-worker at Smith Company, always said I was the hardest workers she had ever
known. It is as powerful as Jill having said it at the interview herself.

3. Question 3. Do You Consider Yourself Successful?

Answer :

You should always answer yes and briefly explain why. A good explanation is that you have set goals,
and you have met some and are on track to achieve the others.

4. Question 4. What Experience Do You Have In This Field?

Answer :

Speak about specifics that relate to the position you are applying for. If you do not have specific
experience, get as close as you can.

5. Question 5. Why Did You Leave Your Last Job?

Answer :

Stay positive regardless of the circumstances. Never refer to a major problem with management and
never speak ill of supervisors, co-workers or the organization. If you do. you will be the one looking
bad. Keep smiling and talk about leaving for a positive reason such as an opportunity, a chance to do
something special or other forward-looking reasons.

6. Question 6. Do You Know Anyone Who Works For Us?

Answer :

Be aware of the policy on relatives working for the organization. This can affect your answer even
though they asked about friends not relatives. Be careful to mention a friend only if they are well
thought of.

7. Question 7. Why Do You Want To Work For This Organization?

Answer :

This may take some thought and certainly, should be based on the research you have done on the
organization. Sincerity is extremely important here and will easily be sensed. Relate it to your long-
term career goals.

8. Question 8. Are You Applying For Other Jobs?

Answer :

Be honest but do not spend a lot of time in this area, Keep the focus on this job and what you can do
for this organization. Anything else is a distraction.

9. Question 9. What Have You Done To Improve Your Knowledge In The Last Year?
Answer :

Try to include improvement activities that relate to the job. A wide variety of activities can be
mentioned as positive self-improvement. Have some good ones handy to mention.

10. Question 10. What Do You Know About This Organization?

Answer :

This question is one reason to do some research on the organization before the interview. Find out
where they have been and where they are going. What are the current issues and who are the major
players.

11. Question 11. What Is Your Philosophy Towards Work?

Answer :

The interviewer is not looking for a long or flowery dissertation here. Do you have strong feelings
that…

101. Question 101. How Do You Feel About Your Last Manager?

Answer :

You should not say anything negative or demeaning about your last manager. No one wants to be
associated with a back biter.

102. Question 102. What Are Your Expectations From This Job?

Answer :

The answer should be a mix of points that show personal and professional growth as an individual
while being the part of an organization.

103. Question 103. Where Do You See Yourself Ten Years From Now?

Answer :

Do not sound too ambitious... 'Starting my own company' is NOT the right answer. You need to come
across as a balanced individual who takes their career path seriously. Growing and handling more
responsibility in the present work stream is probably a safer bet.

104. Question 104. If I Was To Call Your Previous Hr Department, What Would They Have To Say
About You?

Answer :

Credential checks are common. You need to sound confident and let the interviewer know that they
will hear good things during these checks.

105. Question 105. Have You Any Experience In Handling A Team?

Answer :

If the role you are going in for is of Team Management, you need to emphasize on how good you are
as a leader and mentor. In case the role is that of a team member and not a team leader, let the
interviewer know that you are comfortable as a team leader as well as in a team member role, after
all, every team leader is the member of another team.
106. Question 106. How Does Your Experience Justify You For This Post?

Answer :

You should have understood the expectations from this new post and need to give specific points as
to how you qualify for the same. After all, when an employer is ready to pay for a candidate with a
certain experience, he needs to ensure the candidate understands what is expected as a result of
that experience.

107. Question 107. Why Do You Want To Leave Your Present Organization?

Answer :

Never put down your past or present organization. Personal and professional growth are good
reasons for a job change, but back them up with the right points that the new job brings. Otherwise,
these points look like normal reactions and will not leave a post impact on the interviewers.

108. Question 108. Are You A Team Player Or An Individual Performer?

Answer :

You need to be both. If the job involves you being a team member, make sure your immediate past
experience justifies the same.

109. Question 109. Have You Ever Had To Report Someone For Poor Performance?

Answer :

When you present the instance, do not mention the individual by name.

110. Question 110. What Is The Most Difficult Part Of Your Present Job?

Answer :

Make sure that you do not negate an individual or the organization. Try and put across a point that is
tough to execute but is managed well by you.

111. Question 111. What Was The Last Book You Read?

Answer :

Be sure you have read and understood the book you mention. It does not need to be about self
growth or related to your field of work. What is important is that you come out as a progressive
individual. You also need to mention why you chose this book and the author.

112. Question 112. How Do You Spend Your Time After Work?

Answer :

Please mention something more than Facebook, Twitter and television. An activity that takes your
mind off work and help in your growth as an individual is worth mentioning.

113. Question 113. Describe Yourself?

Answer :
It is a very common question which is asked by the interviewers. If it is a first question which is asked
by the recruiter then he wants to check your personality. What kind of person you are, are you
focused at your goals or not. So give the answers smartly and in constructive manner.

114. Question 114. What Is Your Education Background?

Answer :

This is not a tough question and you can give the answer very easily, but the interview panel wants
to know your extra curricular activities during your college time. This will make them clear that are
you an active person or not? So tell them about your degrees and from where you completed your
management course and also tell them about your extra curricular activities.

115. Question 115. Rate Yourself On A Scale Of 10?

Answer :

This is very toughest question because the candidate has to rate himself and sometime they rate
them 10/10, but don’t rate yourself 10/10. Give 9 or 8 marks out of 10. The main aim of asking this
question is to check whether the candidate is confident or not. If he scales himself low then he is not
a confident person and cannot bear the responsibilities. So here you have to give the answer very
carefully. You can take few seconds before answering to this question.

116. Question 116. What Kind Of A Person You Are?

Answer :

Again the recruiter is measuring your attitude. Never highlight your skills so much in this type of
questions. Make a balance and give your positive skills and lastly you can add your one small
negative skill also.

117. Question 117. Are You Willing To Travel?

Answer :

For HR job person has to go for meetings at different places. So you must say that yes I am willing to
travel.

118. Question 118. What Are Your Hobbies?

Answer :

Here the recruiter wants to know that whether are you an interesting person or not, you take
interests in other works or not? So tell them your hobbies in order to show that you take interests in
other activities also.

119. Question 119. Why Do You Think You Are The Best Candidate?

Answer :

As I have potential to work hard and give better growth to the organisation financially as well as in
achieving targets.

120. Question 120. What Is Ergonomics?

Answer :
Ergonomics: The science of designing the job, equipment, and workplace to fit the worker.

121. Question 121. Tell Me About Your Dream Job?

Answer :

A job which is challenging and satisfies me as well as organizational goals is my dream job.

122. Question 122. Being An It Graduate, Why You Want To Join A Bpo?

Answer :

I would like to join the bpo because as i'm a fresher so that i'm not much have interaction with the
industry so by joining this i can gain knowledge about the market and people which will help me in
future.

123. Question 123. Difference Between Hard Work And Smart Work?

Answer :

Hard Working :- Hard Working comprise skills which are accomplished through physical capabilities.

Smart Working :- Smart Working requires mental capabilities to get the work done.

124. Question 124. What Are Your Weak Points?

Answer :

when any new work is assign to me, i forget all other things around me at that time.

125. Question 125. What Is The Main Role Of Hr In An Organization?

Answer :

HR stands for Human Resource, who conducts the interviews for different posts on different times in
an organization.

126. Question 126. Where Do You See Yourself After 10 Years From Now?

Answer :

i can see myself as a higher position in your company after 10 years.

127. Question 127. What Motivates You To Do Good Job?

Answer :

Appreciation and good environment has motivated the employee in the organization.

128. Question 128. What Would You Most Like To Accomplish If You Had This Job?

Answer :

I would like to understand the working methodology of the organization in which i would work and
then accordingly I would utilize my skills to render the most effective service to it.

129. Question 129. What Is Your Favorite Color?

Answer :
say which color is pleasant and which makes peaceful and deliver success. eg: blue, green..

130. Question 130. What Is The Difference Between Confidence And Over Confidence?

Answer :

Confidence is when you say "yes i can do this job".

over confidence is "i only can do this job".

131. Question 131. Why Have You Taken Hr As Your Major And Marketing As Minor Subject?

Answer :

The carrier i choosed M.B.A is because of Hr only. Hr is the only area we can able to know the
behavior, attitude, psychology of a individual. i have to work for the human problem, issues their
values and thoughts. marketing also deals with the customer of different types but their solving of
problems will come under Hr.

132. Question 132. What Is Meant By Hr?

Answer :

HR is Human Resources. Normally this is the department of a company that manages anything to do
with the employment of its workforce; i.e. payroll, medical benefits, 401k savings, retirement, and
profit sharing. They are also responsible for the hiring and firing of employees.

133. Question 133. How Will You Handle Confidential Company Matters?

Answer :

I will behave so normally that no one suspects or even imagine that I have such data/matter is with
me. even if anybody knows by chance also, I have my own ways either to avoid answering or to
avoid that person. I have full confidence on my communication skills.

134. Question 134. What Is The Amount Of Pf And Esi For Employee To Deducted?

Answer :

In calculating the deduction part of the salary, in terms of PF ,12% of basic+DA is deducted, & it can
be equally contributed by employee & employer. In term of ESI, 6.50% of basic+DA is being deducted
from employees salary & employer contributed 4.75% and employee contributed 1.75%.

135. Question 135. Why Did You Choose This Career?

Answer :

According to me I can enhance my skill and knowledge in this career and I feel that I have more
opportunities here to express myself. Therefore I choose this as career.

136. Question 136. How Do You Handle Stress Or Pressure?

Answer :

You could answer this question by saying that stress is an important issue to you. While high levels of
stress can be negative, I use stress in a productive way that can allow me to work harder. It is
important for me to make sure I have the correct balance of positive stress and negative stress. You
could also answer this question by saying you perform better when you are under reasonable levels
of stress.

137. Question 137. What Do You Find Motivates You The Most?

Answer :

This is a question that does not require an answer that is right or wrong. The employer is trying to
see how you are motivated. It is also a method they will use to determine if you are compatible for
the job. It doesn't make much sense to put you in a position where you will not be motivated by the
work you do. The best way to answer this question is to be honest. Let the interviewer know what
motivates you the most. Don't tell them what they want to hear because you are trying to get the
job. While this may help you in the short term, it can hurt you in the long run.

138. Question 138. Do You Prefer To Work Alone, Or Do You Work Better In Groups?

Answer :

This is a question that you will want to answer carefully. If the position you are applying for requires
you to work alone, it doesn't make much sense to answer it by saying you enjoy working in groups. If
the position requires you to work in groups, telling the interviewer you like working alone can keep
you from being hired. However, the answer you give should be an honest one.

139. Question 139. Give Us An Example Of A Challenging Situation You've Overcome?

Answer :

This is a request that will require you to know a lot about yourself. If you've prepared for the
interview beforehand, you should be able to answer this question without any problems. You should
reflect on your past work experience. You must quickly be able to think about any challenges you've
overcome. It doesn't have to be something that is related to employment. If you were in the military,
you could describe a challenge you overcame. If you are a college graduate, you can give an example
of an academic challenge you successfully overcame.

140. Question 140. What Do You Find Interesting About This Job?

Answer :

The answer that you give better be more than just the salary. You should be able to give detailed
reasons for why you are interested in being hired for a certain position. Answering this question
correctly may require you to do your research on the company. This is something that must be done
before the interview starts.

141. Question 141. Why Does This Role Interest You? Or Why Have You Applied For This Job?

Answer :

Keep the focus of the answer to this question on your skills, experience and personal qualities. Link
the job requirement to your skills rather than talking about the challenges, career and progression.

142. Question 142. Why Do You Think Should We Take You For This Job?

Answer :

Don't panic if you are asked this question. Make sure that you have understood the job profile well
before you go for the interview. Relate your qualifications and work experience with the job
requirements. If there are any new things that you are expected to perform in the new job, say that
you are always open to learn the new things and take up the new challenges.

143. Question 143. What Is Your Greatest Achievement?

Answer :

The underlying agenda is to know what personal qualities were required to achieve it. Don’t go back
too far to answer this question as this might give an impression that you have not achieved anything
since then. Find a relevant answer in the recent past for this question. If you are a fresher and have
been a topper of your college or university, you can say that during the interview.

144. Question 144. What Kind Of A Culture Are You Comfortable With?

Answer :

It is better to be frank about your preferences. Your interviewer will get a clear idea about your
expectations.

145. Question 145. How Much Do You Expect?

Answer :

If you have done your homework, you would know how much other people in similar jobs are paid.
Quote the range upfront.

146. Question 146. How Much Do You Think You Are Worth?

Answer :

Work out how much you should be paid, given the market value of the job and your skills. If you can
bring some extra skills to the table, do not hesitate to ask for more than the market value.

147. Question 147. Which Is More Important To You-salary, Perks Or Growth Opportunities?

Answer :

This one will reveal the real you. So be sure what you are going to say. Above all, be true to yourself.
If you think this is a negotiation move, then say clearly that you will never sell yourself short.

148. Question 148. Do You Prefer To Work In A Group?

Answer :

Be honest and give examples how you've worked by yourself and also with others. Prove your
flexibility.

149. Question 149. Tell Me Something Negative Youve Heard About Our Company?

Answer :

TRAPS: This is a common fishing expedition to see what the industry grapevine may be saying about
the company. But its also a trap because as an outsider, you never want to be the bearer of
unflattering news or gossip about the firm. It can only hurt your chances and sidetrack the
interviewer from getting sold on you.

BEST ANSWER: Just remember the rule never be negative and youll handle this one just fine.
150. Question 150. Who Has Inspired You In Your Life And Why?

Answer :

Be prepared to give examples of how their words, actions or teachings have helped inspire your
achievements. As always, prepare an answer which highlights qualities that would be highly valuable
in the position you are seeking.

151. Question 151. Do You Have Plans To Continue Your Education?

Answer :

Yes, but not immediately. I plan to continue part time with either an MBA or an environmental
engineering masters, depending on which will be more beneficial to my work.

152. Question 152. Given The Chance, How Would You Alter Your Education?

Answer :

Knowing now what I like the most, I would have used my electives for extra math and psychology
classes, since I tend to be well-rounded enough that a variety of classes are unnecessary; my
personal reading is diverse enough. I have found that mathematics and psychology are helpful to all
career and life paths.

153. Question 153. Which Part-time Job Did You Enjoy The Most And Why?

Answer :

Working for PM Environmental was most enjoyable to me, since I felt like I was significantly
contributing to the company, and I enjoyed learning on my own.

154. Question 154. Which Is More Important To You, Your Salary Or Your Job?

Answer :

Salary is important, but I couldn't stay with a job that brought me misery when I could support
myself doing something else; hence, my job is more important.

155. Question 155. What Qualities Should A Successful Supervisor Possess In Regard To Job
Requirements And Those Who Report To Him/her?

Answer :

A successful supervisor should be able to tactfully give criticism, guide, motivate, encourage and
foster a positive work environment.

156. Question 156. How Would You Develop Team Spirit Among The People That You Supervise?

Answer :

My experience in student groups has taught me that people work best when their friends
(teammates) are counting on them to do well; therefore, I believe that bonding motivates people. I
would also foster team pride by promoting our team's assets.

157. Question 157. What Kind Of Work Environment Do You Like The Best?

Answer :
I enjoy working with friendly co-workers who can share a laugh while working hard and
overachieving.

158. Question 158. In What Ways Have You Learned From Your Mistakes?

Answer :

Upon getting myself overwhelmed with involvement in too many projects, I changed my approach.
When possible, I now start with less than I can handle and add more only as time allows, and in small
increments.

159. Question 159. In What Areas Do You Need To Improve Your Skills?

Answer :

I would like to improve my public speaking skills.

160. Question 160. How Many Of My Skills And Experiences Will I Be Able To Use And Learn?

Answer :

Make sure your unique skills and talents will be used and that training and promotion are open in
the future. When you decide to move on, you'll want to have a new crop of experiences to sell to
your next employer. Your goal is to perform well at work while constantly growing and learning.

5 Simple Tips On How You Can Reduce Attrition

Fear guides our daily actions. This remains true for most HR managers as well. Fear of acquiring
the wrong talent, fear of conducting unsatisfactory appraisals and most of all the fear of losing
trusted employee of the company.

Attrition is the paramount challenge that almost every HR Manager has to deal with at some point
in their career. Many believe attrition to be an inevitable part of a company’s growth path.
However, when the issue of attrition is ignored for too long the organization may find itself
without a productive and motivated workforce. An unproductive workforce eventually leads to
high costs of acquiring talent as well as retaining them.

Reasons for high attrition are usually because of a non-nurturing work environment that not only
stifles an individual’s career growth but also hinders personal skill development. The trend of
micro-managing employees is common in India’s work culture and this is something the new
generation does not find very attractive in employers. Freedom at the work place is coveted so
much that employees would easily be willing to leave a well–paid corporate job for a promising
start up.

Attrition therefore is traced back to the organization’s culture. Getting the company’s culture right
will help retain your best talent.

Here are 5 easy tips to reduce attrition-

Conduct Effective Exit interviews

Learning to conduct exit interviews is a crucial step that all HR managers must take to understand
the problems the employees face in the organization and truly make sense of why the employee
decided to resign. An exit interview with all your ex-employees may be the easiest way to locate
the root cause of the issue and figure the best way to tackle it. You can read more about dealing
with resignations effectively in our related blogpost.

Recognize And Reward Your Best Employees

Employee incentives are one of the more common techniques used by employers to retain their
best talent. Offering bonuses on basis of the performance is a common trend although many have
been known to do away with monetary bonuses. Employees need rewards that would add value
to their careers and could be added to their list of achievements in their resumes.

Introduce Flexibility At Work

Strict check in timings at work almost seems archaic now with most companies adopting the
flexible work schedule where employees can fix their schedule accordingly. This leaves employees
with a sense of freedom that can help employees take ownership and feel much more relaxed at
work.

Train Your Managers

As clichéd it may sound, there is some truth in the old saying, “Employees don’t leave
organizations; they leave managers”. Understand the relationship your employees have with their
managers. Make sure your managers are approachable and treat their subordinates with respect.
A nurturing relationship between a manager and his/her team-members is a building block to a
healthy working atmosphere.

You can also develop a mentorship program to foster healthy communication between your
employees and their mentors.

Encourage Social Connections At Work

On an average, Indian employees spend over 8-9 hours per day at work for about 5 days per week.
Most employers do not always encourage friendships at work because it may seem as a
distraction. However, research shows that employees that have healthy relationships with their
co-workers are more likely to stay loyal to an organization.

Encouraging healthy social connections at work helps you create a friendly work environment and
helps retain your best talent.

Interview Questions and Answers

for HR Managers

Question: What personal characteristics make you a good HR manager?

Answer: Human resource managers deal with personnel and must possess appropriate personal
characteristics. You may speak about your interpersonal traits and leadership skills. Written and oral
communication and presentation skills are not difficult to demonstrate. Evince initiative and
creativity in decision-making by providing relevant examples of your ability to talk and negotiate.

Question: What have your hiring strategies been? How do you find talented people for the
company?

Answer: Many things can be said here. You are expected to simply give a few examples of your
strategies and tactics. You can talk about the larger issues of advertising campaigns. If you personally
conduct interviews, you can describe how you decide in favor of any particular candidate. For
example, how you examine overall competencies beyond impressive education and experience.

The employers will assess very carefully the personality of the candidate for traits of openness,
honesty, integrity, sociability, initiative, flexibility, determination (as opposed to stubbornness), etc.
Say that it’s not about attracting talented individuals, but about creating a talented community of
employees with a common vision.

Question: Why is employee training important to an organization?

Answer: Coaching employees is one key function of an HR manager. Different training sessions are
possible, all with a different yet common purpose. Training familiarizes employees with company
policies, work culture, and management. It strengthens team work and gives a common vision to the
organization as a whole. Other sessions are ice-breakers meant to make employees feel comfortable
in the new environment.

Question: What can you tell me about motivation?

Answer: HR managers appraise performance and motivation and introduce necessary changes.

It requires analytical thinking, independence and initiative, problem solving ability, and interpersonal
sensitivity. Training is one way to improve motivation. Conflict management is another. You can give
specific examples of how you’ve resolved a conflict (between employee and company or between
several employees) which resulted in better motivation.

Question: How do you collaborate with other company departments in your role as HR manager and
why?

Answer: To receive information, feedback, and coordinate decisions throughout the company for
optimal efficiency, HR managers cooperate with other departments within the company.

For example, they can cooperate with the accounting division to make salary decisions. This way the
employee feels adequately rewarded, while the company remains optimally faithful to its budget
policies.

6 HR Manager Interview Questions & Answers

1. What is your experience with cost reduction efforts?

I have extensive experience with cost reduction. In my current position as an HR manager, I was
appointed as head over the new training program. The previous program was becoming out of date,
and it was found that it was not very efficient for its set price. Through extensive research I
discovered a new software program that would provide training for various employees at their then-
current levels. I presented this information to the supervisor, and once the software was
implemented, it helped to increase employee productivity by 25 percent.

2. How would you address dysfunction within a team you are leading?

In my experience I have found that it is essential to address an issue at its source. Therefore, my first
step is to review how the team is supposed to function to pinpoint where the issue lies. Depending
upon whether it is directly related to an employee’s character or performance, or if it is related to a
program that is not functioning properly, I move forward. I make sure to approach each situation
with tact, but I also make sure I am clear and to the point.

3. How well do you handle leading groups of individuals with diverse backgrounds?

I work very well with individuals from diverse backgrounds. I appreciate different cultures and
backgrounds, and understand that it has a strong impact on how individuals interact with one
another. Also, I have studied different learning and personality styles to understand how they impact
individuals at work. I utilize all of this knowledge to lead and encourage individuals in the way that
they best receive it. I believe this helps to enhance communication and to make me an effective
leader.

4. What would you say are the best ways to elicit cooperation from team members?

Motivation is key to eliciting cooperation and productivity of people individually and as a team. So, I
believe one of the most effective ways to get team members to cooperate is to recognize their
strengths and delegate tasks accordingly. For example, in the last project I lead I was overseeing
three team members. I had the team member who was highly organized to create and maintain the
measuring tools, the individual who was most personable spoke with the employees and the last
individual is quite analytical, so I had her compile the data in the report. This way, each team
member was allowed to play to her or his strengths, which kept both the motivation and morale
high.

5. Give an example of how you handled a conflict within your team.

Especially in a team atmosphere, it is critical that conflict be handled properly, otherwise it can hurt
the morale. That is why I strive to first identify the source of the issue and isolate it as much as
possible. I have taken a mediation course, and I utilize those skills to counsel the parties involved and
to come to an amicable resolution. I check in with the parties periodically to ensure that the
resolution is effective.

6. Describe your hiring strategy.

In my opinion, the right candidate is not just the one with the greatest education and skill set. It is
important that the individual be able to work in a team and support the company culture. Therefore,
as the HR manager, I take time to tailor my questions to the information provided in the resume. I
watch for body language and consistency of information throughout the interview. I also ask about
knowledge of the company to gauge whether the applicant is looking for a job or a career.

List of HR Manager Interview Questions:

The following mentioned are few list of HR questions for managers and techniques to prepare for an
interview.

Behavioural interview questions:

These behavioural based best interview questions for hr candidates are the queries related to the
behaviour of the candidate, to discover what kind of behaviour and nature a candidate posseses.
The behavioral queries include the following:

1. Explain how will you motivate the employees and assist them in achieving professional goals?

2. An employee is not satisfied with his or her performance appraisal and explain how will you
explain this issue to the supervisor and will handle the employee’s concern?

3. Which according to you, human resources discipline you believe drives the focus of the
department?

4. You have to give a presentation on behalf of human resources department. Explain three points
you would use to convince the audience to permit HR to board table?

Situational Interview Questions:

These questions are based on the situations that might occur in office while working and in those
tense situations how will a person react. The tense, competent situations in life may occur in an
organization.How spontaneously a person solves the issue without creating any chaos is checked
during an interview by the interviewer. The questions include the following:

1. What will you do if you have to take a decision involving both discipline and the termination of
action. Explain how will you act and solve the issue, and also give the follow-up steps?

2. Explain how will you negotiate the terms of conciliation agreement?

3. You happen to take decisions that potentially could impact the large segment of workforce. What
steps will you take to explain the reason for your decision and rephrase it in a way that has a more
positive tone for the employees?

4. Explain the methods of administering an employee and how to interpret the results of opinion
survey?

5. An emergency arrives in the administration department, how will you tackle that emergency
situation and that too without creating any panic?

Other questions could be related to competency like:

1. What do you do to keep your professional skills intact and up to date?

2. What key competencies you see in your assignment and how has your development gone these
days?

3. Mention some of the development factors you have undergone a certain change in the last few
years?

4. Explain the steps to hire the most competent employee for a particular department that results in
more efficient output or result of an organization?

Teamwork interview questions:

1. Till the time when you were not satisfied with the work your team has done and how did you
handle that?

2. What things or what efforts are you using to ensure the efforts of your team?

3. What motivational techniques will you use to boost the morale of the employees and tell the
difference you saw in their working due to your motivation back up?

4. How will you handle the situation of disagreeing with the objectives and directions that the team
worked on and so on?

5. Have you ever been on a dysfunctional team? If yes then explain what did you do to bring the
situation on the track?

Innovative questions:

It means the novelty if any, you have brought in your work, explain about that according to the
queries:

1. Explain the continuous methodologies you are aware or familiar with and also tell about your
personal experience?

2. What special have you done to reframe and redefine your work in a particular area you are
working?

3. What innovative ideas would you give to the team so as to bring greater and potential output for
your company?

Accountability:

It means the answerability, whom and how are you answerable of the work you do. It may include
the following questions:

1. What kind of system or methods you currently use to report the progress of your work?

2. What type of metrics you and your team has used in past years to measure the work in your area
of specialization?

3. Give an example of how will you follow on through the projects that you delegate on others?

4. Also tell if there is more than one supervisor, whom will you show the result of work being done?
5. In case any blunder is made by use by mistake, then how will you be accountable to the supervisor
and also explain the situation with an example?

Leadership interview questions:

1. How many people have you supervised at a particular time? How many of them were part time or
full time and so on?

2. Did only you have the sole responsibility of both hiring or firing the employees of an organization?

3. What have you done to motivate your employees also explain the time when they were and were
not motivated by your style?

4. What do you think your employees say about you as a manager? Have you ever been an example
of what you expected from others, say being punctual, presenting work on time without any delay
and so on?

5. What according to your knowledge skills are required to be a good leader and what skill are you
an expert in?

6. Give an example, when you handled a grievance of an employee that did not result in better
working relationship?

7. How did you treat your employees and solve the discipline problems of them?

8. Also, tell the situation when you handled the employee grievance and that resulted in better
working conditions for all other employees in an organization?

Power questions:

1. Tell your professional experience in the next two minutes?

2. Which aspect of working did you find challenging in your previous job?

3. Why do you think this company should hire you?

4. Do you really consider yourself as a self starter? And why?

5. In what and how many different ways could you contribute for this job?

6. What kind of experience do you have with respect to procedures, equipment and tasks?

7. Why did you leave your last job?

8. What difference you expect from this company and why should it hire you only?

Able to handle pressure:

1. Explain when you were in great pressure and how did you handle that?

2. Pressure is constant at every step of working so describe when you were not able to handle it
well?
3. How many employees did you handle at one point of time and what tip will you give us to handle
the same situation?

Current and last job:

1. Tell about current and last job?

2. What aspects of last job were challenging and in which of them you failed and succeeded?

3. What steps do you generally follow while you take general decisions apart from work?

4. What are your plans for your self development in next coming year?

5. What attributes you think a resource manager must possess?

Other common interview questions can include the following:

1. What are your strength and weaknesses as a human resource manager?

2. What is span of management?

3. What are fringe benefits?

4. Give the difference between incentives and salary?

5. What is personnel management?

6. What are the roles and responsibilities of a human resource manager?

7. Give the responsibilities of a personnel manager?

8. Why did you choose human resource as a career?

9. Factors that determine the span of management?

10. Characterize the organization, along with it’s principal values and greatest challenges?

11. What three things are the key which would drive results for the company?

12. How according to you company promote and support the professional growth?

13. How does your this position contribute to your as well as your company’s growth and goals?