Human Resource Interview Questions

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A human resource interview is an all-time amazing interview that you will ever face. This type of interview will be based on the recruitment of the human resource of the company which would be based upon the strong educational qualifications, skills, talents, and experiences. Therefore here are some of the human resource interview questions.

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What is human resource planning?

This is the first and foremost question when it comes to human resource interview questions. Moreover, It is the most important as well. Human resource planning can be defined as the process of searching for the skilled manpower for the organization and using it for the organization. Similarly, It ensures that the organization has the right number of employees at the right place at the right time so that human resource problems will be solved when they occur. Moreover, Human resource planning facilitates the manager of what should be done to ensure the availability of human resources needed by the organization to meet its goals.

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Define job and task?

Job:

A job can be defined as a group of positions that are similar to the kind and level of work. Moreover, In some instances, only one position may be involved, simply because no other similar position exists. Therefore, get prepared for human resource interview questions.

Task:

A task can be defined as a unique situation or work that is done for unique purposes in unique situations. Examples would include typing a letter, preparing a lecture, etc. Similarly, It is a component of the job.

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What do you mean by frustration?

Frustration refers to a psychological reaction to difficulties in goal-oriented behavior. Above all, Every individual who works in an organization does a series of activities to achieve a goal. Further, If a goal is not achieved, it produces unsatisfactory results, which may lead to frustration. Similarly this the most important interview questions on human resource.

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What do you know about gain sharing?

It is a type of payment plan. Gainsharing has become the organization-wide pay plan (incentives) designed to reward employees for improvements in organizational productivity. Similarly, They generally include suggestion systems and focus on reducing labor costs through employee suggestions and participation.

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Human Resource Questions for Interview

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Give a brief concept alternative ranking?

Talking about the human resource questions for interview. It is another widely used relative method of performance evaluation. Above all, In this method, employees are ranked from best to worst on a particular criterion. The alternative ranking method in principle is a three-step method.

Firstly, all employees that are involved in ranking are listed.

Human Resource Questions for Interview

Secondly, based on the criteria the best employee is put at the top of the ranking.

Thirdly, likewise, an employee with the least performance is put at the last. The process is repeated. This way the alternative ranking of employees is carried out.

What is employee’s grievance?

Grievances are employee’s perceptions of unfair treatment on the job. Even organized or planned organization faces problems related to employee’s grievances. Similarly, These grievances represent the dissatisfaction. Moreover, There can be various employment-related complaints that become grievances in management such as wage differences, working conditions, employment conditions, unjust practices of the managers and supervisors, working hours, etc.

Human Resource Questions for Interview

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Interview Questions on Human Resource Management

Who are the actors of industrial relations?

The concerned parties that take interest to maintain labor relations are the actors of the industrial relation system. Similarly, Employees, employers, and society/government are the main actors of the industrial relations system. Moreover, The role of government has become crucial in this relation at the end of the day. Therefore, It helps to settle the ultimate industrial dispute by playing the role of negotiator. Hence, This is the most probable question when it comes to interview questions on human resource management.

Elucidate characteristics of human resource management.

Characteristics of HRM

The following characteristics reveal the nature of human resource management:

  1. Focus on human: Human resource management is mainly concerned with the people working in organizations. Similarly, It focuses on individuals who possess energy and capabilities to ensure the jobs done through people to achieve results. Moreover, It enhances and uses human potentiality.
  2. A function of management: Human resource management is a part of management principles and functions. Moreover, It involves managerial functions such as planning, implementing, and controlling of acquisition, development, utilization, and maintenance of human resources.
  3. Pervasiveness: Human resource management covers all levels of human resources at work in the organization. Similarly, It is performed by all levels of management. Therefore, Human resource work may take different shapes and formats each level but the basic objective of achieving organizational effectiveness remains the same.
  4. Continuous process: Human resource management is a continuous function focusing to build a competitive workforce in the organization. Further, It is just not concerned with the present but also to the future as well. However, It requires constant awareness of human relations and their importance every day in the organization.
  5. Dynamic: Human resource management is greatly affected by changes in the environment. Similarly, Human resource management adopts as the changes occur in the environment and act accordingly. Thus, they are responsive to different environmental forces. Above all, They are dynamic.
  6. Mutuality: Human resource management makes harmonious relationships between the company and workers. In other words, human resource management promotes mutuality between employers and employees. Such as mutual goals, mutual influence, mutual respect, mutual rewards, and mutual responsibilities.
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Meaning of human resource planning

Similarly, Many organizations pay less attention to the proper plan and utilization of human resources. The demand and supply of manpower determine the right number of people. Above all, The demand for manpower is derived from current and future business operations whereas manpower supply are determined by the internal and external availability of people. This question will help you with the human resource assistant interview questions.

Thus, in brief, human resource planning is the process of forecasting developing and controlling human resources in the organization.

Characteristics of human resource planning

Human resource planning is the primary function of human resource management in organizations. The main characteristics of HR planning are as follows:

  1. Goal-directed: HR planning focuses on achieving HR goals and organizational goals. Similarly, HR planning directly links with the organizational strategy. Human resources are required to implement the business strategy of an organization effectively and efficiently.
  2. Future-oriented: HR planning helps to estimate the demand and supply of manpower for the future to achieve a company’s objectives. Moreover, It also checks the number of manpower required and estimate to recruit from the externally and internally.
  3. Qualitative and quantitative: Human resource planning estimates the required number of employees both on a qualitative and quantitative basis. Similarly, The right number of employees needed with the right skills and competencies at the right time is the most important work of human resource managers.
  4. Part of corporate planning: HR planning works in the direction to achieve organizational objectives. Moreover, It can be formulated at strategic, tactical, and operational levels. Therefore, HR planning greatly contributes to getting the broad corporate goals of the organization.
  5. Cost-effective and efficient: HR planning assists in using the workforce in a cost-effective and efficient manner. Above all, It avoids overstaffing and underutilization of human resources.

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“Job analysis is the procedure through which you determine the duties of these characteristics of the people to hire form them,” Describe with illustrations.

It is true that job analysis is the procedure through which managers determine the duties and quality of people. Similarly, Job analysis is an important input for conducting the various activities of human resource management. Therefore, Job analysis gets information about jobs and it uses that information to develop job information about jobs and it uses that information to develop the job description, job specification, and to conduct a job evaluation.

Job analysis involves the formal study of the job. Above all, It is the process of determining the task that make-up the job and skills, abilities, and responsibilities that are required of an individual to successfully accomplish the job. Moreover, Job analysis is essential to determine the duties and nature of the jobs in the organizations and to decide what kinds of employees are required. However, Every organization has to be involved in the job analysis process because it supports matching individuals with their job.

The final outcome of job analysis is the preparation of job descriptions and job specifications. Above all, The information shown on job description and specification is useful to make a decision on recruitment, selection, compensation, performance appraisal, and training and to assign jobs among jobholders. Similarly, A job description contains the information that describes the job context, job environment, duties, and responsibilities of a specific job or position.

However, A job specification contains the information that describes the minimum job requirements in terms of an individual’s characteristics, skills, qualifications, and abilities. Therefore, It is a profile of human characteristics needed for performing the job. In order to illustrate this, we can highlight the job description and job specification.

Job description

The job description is an important document that contains a statement of job analysis. It tells us what should be done, and why it should be done, and why it should be done, and where it should be performed. The job description indicates the scope and nature of the work including all-important relationships. The job description must not be vague in any situations and it should be clear as well. There should clearly mention the position and the works that need to be done by the individual.

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Job specification

The job specification is a statement which contains the details of the individual qualification along with the physical and mental characteristics that a company requires for a particular position. It also contains the details for what duties he/she has to perform. Furthermore, It determines individual responsibility as well. Thus, it is a statement of personal characteristics of human qualities necessary to perform a job properly. It contains the minimum requirements of the job in relation to the jobholders’ skill, knowledge, effort, and abilities, needed to do the job effectively.

Human Resource Interview Questions and Answers

Explain what is meant by reliability and validity. Why these are important in the testing process?

Reliability

Reliability refers to the consistency of measurement. For a test to be reliable, an individual’s score should be about the same every time the individual takes that test. Similarly, An individual’s intelligence is generally a stable characteristic. However, Reliability can be measured by test-retest and internal consistency estimates methods.

Validity

High reliability may not be achieved if the selection technique has low validity. It means if the measures obtained are not related to some relevant criteria such as job performance then the validity will be minimum. However, It may be valid to assume that college admission test scores predict college academic performance. With respect to employee selection tests, validity refers to evidence that the test is job-related. Similarly, A selection test must be valid. Therefore, Without proof of validity, there is no logical reason to continue it to screen job applicants.

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Importance of reliability and validity in the testing process

As we have already understood the meaning of reliability and validity, we can predict its importance in the selection process. Selecting the right candidate for the right purpose has become an important crucial for any organization. Similarly, Employees with the right skills and qualifications will do a better job for the company.

Human Resource Interview Questions

Making a wrong selection process, chances are that a wrong candidate may be selected. Moreover, With the help of reliability and validity, the company has a great chance to select the right candidate for the positions. Therefore, the effective selection is important and depends to a large degree on the testing concept of reliability and validity.

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What is socialization? Elucidate the process of socialization.

Meaning of socialization

Socialization is the process of mutual adaptation of the new employee and new employer to one another. Above all, New employees need to be socialized not only to job environments but also to an organization’s culture, values, attitudes, and behaviors suitable to their roles in the organization.

Human Resource Interview Questions

Further, socialization is essential as the newcomer may feel insecure, shy, nervous, and disturbing. Similarly, The situation leads to instability and turnover. Hence, socialization plays a vital role in acquiring a new employee in the new environment.

Thus, effective socialization programs reduce the anxiety of new employees by giving them information about the job environment and coworkers.

Process of socialization

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Socialization is the process that changes attitudes, behavior, expectations of a new employee as desired by the organization. However, This can be conceptualized as a process made up of three stages:

Entry or pre-arrival stage:

This stage includes the learning that the new employee has gained before joining the organization. Moreover, This stage recognizes that each employee comes with a set of organizational values, attitudes, and expectations that cover both the work to be done and the organization.

For example, new members or students undergo training and learn from school before socializing. Socialization is a part of teaching to business students about what business is like, what to expect in a business career, and what kind of attitudes will lead to successful adaptation in an organization.

It is valuable in the socialization process before a new employee joins the organization. During this time, there is a need for the preparation of employees for an occupation or organizational position. Above all, The selection process is also used in most organizations to inform prospective employees about the organization as a whole.

Encounter stage:

One can get real information when he or she enters into the organization so that this stage refers to the entry of new employees in the organization. They compare their previous perceptions about the organization’s culture and job environments with reality. Above all, If the expectations and reality. If the expectations and reality differ, the new employee must go for further socialization process to minimize differences. Therefore, New learning will be needed in the values, norms, and attitudes of the organization.

Metamorphosis stage (Change stage):

The last step of the socialization process is metamorphosis and here new employees must work out with any problems found during the encounter phase. They have to go through the chances. Above all, Once this process is completed, the real career of employees will start in the organization. Employees also learn from interaction with coworkers.

The new employees feel that their peers accept them as valued individuals. They become self-confident to complete their job successfully. They will gain an understanding of the organization system. Finally, they know how they will be evaluated and what criteria will be used to measure and appraise their work.

HR Interview Questions for Managers

Describe and illustrate how training and development practices are followed by different organizations.

Training and development practices in Nepal

Human resource development programs are not properly planned and implemented in Nepalese organizations. Training and development are not regarded as an investment in human capital rather it is regarded as a cost.

Lack of training needs assessment:

Training is not considered as a continuous activity. Most organizations lack a training needs assessment. They widely used method for determining training needs is a supervisory recommendation.

Use of training method:

Nepalese organizations use both on-the-job and off-the-job training methods. The on-the-job training method includes apprenticeship and internship methods for skills and professional jobs. Off-the-job training methods are classroom lectures, seminars, and workshops.

 Ineffective of the training center:

Large organizations such as Banks, Airlines, Electricity Authority, and Telecom have their own training centers. Nepal Administrative Staff College provides various types of off-the-job training to civil servants. However, they have remained ineffective and miss-managed.

Lack of human resource department:

Some private firms such as the Management Association of Nepal (MAN) and other training institutes conduct short-term programs for managers. Sometimes, the Center for Economic Development and Administration (CEDA) conducts training to senior civil servants and private sectors. However, most organizations lack the management development section in their human resource department.

Lack of plans and policies:

There is a lack of systematic plans, policies, and practices on human resource development in Nepalese organizations. Thus, they lack clear-cut responsibility. They also have an inadequate budget, inadequate allocation of resources, and poor monitoring and control for human resource development programs.

Incentive

The incentive is any form of payment in addition to salary and wages depending on the employee’s performance. Usually, incentives are monetary benefits paid to employees for their outstanding performance. Salary and wages are fixed whereas incentives generally differ from individual and nature of work.

Above all, An attractive incentive plan enables the organization to attract and retain capable employees. It encourages employees for greater productivity in the organization’s work activities.

According to Wendell French, “Incentive plans are a reward system that provides financial or non-financial compensation to employees, who make a substantial contribution to organizational effectiveness.”

Thus, the main purposes of all incentive plans are to encourage employees to achieve specific organizational goals.

Different forms of incentive plans

  1. Individual incentives: Individual incentive plans provide income or benefits over salary to individual employees who meet the specific individual performance standards. There is a direct link between performance and rewards. The following are the popular incentive plans.
  2. Group incentives: In some cases, the operations performed by the group cannot be accurately measured and in such a case group incentive plan is followed. Group incentive plans enable employees to share in benefits of improved efficiency realized by the units or teams. Such plans encourage cooperative than individualistic. The purpose of group incentive plans is to encourage the teamwork and cooperation needed to attain high productivity or performance.

The two primary approaches for distributing incentives

Same size incentive for each team member: In this approach, all team members receive the same pay, regardless of the same pay, regardless of job levels, current pay, or seniority.

Human Resource Interview Questions

Different size incentive for each team member: Using this approach, individual incentives vary based upon such factors as current pay, years of experience, and skill levels of jobs performed.

Organizational incentives: Organizational incentive plans differ from individual and group incentive plans in that all organizational members participate in the plan’s incentive payout. All employees are rewarded on the basis of the success of the organization over an extended period.

Important organizational incentive plans are:

  1. Productivity gain sharing plan
  2. Profit-sharing plan
  3. Employees share-ownership plans (ESOP)

Qualities of effective rewards

Effective rewards system is essential for high satisfaction, low absenteeism and low turnover. It helps to accomplish organization’s goals. Effective reward can attract, retain and motivate employees needed by the organizational.

Qualities of effective rewards


1. Acquisition: Acquisition means placing the right number of people at the right time in the organization. It consists of the following activities:

  • Human resource planning: It is the process of predetermining future human resource requirements. Planning ensures the organization that it has the right number of qualified people in the right jobs at the right time.
  • Recruitment: Recruitment is the process of seeking and attracting prospective candidates for job vacancies. It stimulates people to apply for jobs.
  • Selection: Selection involves choosing qualified and right persons from among the prospective candidates. Job vacancy can be filled from internal or external sources. The selection process may involve reviewing application form, psychological testing, interviewing, reference checking, etc.
  • Socialization: This adaptation process is called socialization.

2. Development: Development component is intended to improve the performance of employees. Without proper development of human resources, competencies of employees to handle the job is not possible. It involves the following activities.

  • Employee training: New and existing employees need additional training and skill development to cope with the current job. Training can be on the job and off-the-job.
  • Management development: Training emphasizes skill-development of employee whereas management development is concerned with the enhancement of the manager’s conceptual abilities.
  • Career development: It involves the career paths of employees to match the long-term needs of the individual and the organization.

3. Motivation: Highly motivated employees tend to be more productive and have lower rates of absenteeism and turnover. Employee motivation is very important in order to create a successful organization.

HR Interview Questions and Answers

Point out the characteristics of HRM

  1. Focus on human: Human resource management focuses on individuals who possess energy and capabilities to ensure the jobs done through people to achieve results.
  2. Dynamic: Human resources if greatly affected by the changes in the environment. Human resource management adopts as the changes occur in the environment and act accordingly.
  3. Mutuality: Human resource management makes harmonious relationships between the company and workers.

What are the outcomes of HRM?

The outcomes of HRM are as follows:

Quality of work life (QWL):

Quality of work-life can be defined as a situation where the employee is satisfied with the job. Furthermore, there is a healthy relationship between the employee and the employer or organization. Further, It can be defined as the good working environment in the organization.

Productivity:

The term ‘productivity’ refers to the actual output of a person, group, or organization. Since, the productivity of the individual depends on the working pattern that they so. Therefore, if the top-level management is strong and focuses on employees’ actions. Then productivity can be increased.

Readiness for change:

Organizations need a change in order to adjust to changing environments. Managers and workers should be ready to increase productivity at the individual as well as the organizational level.

What do you mean by contingent workforce?

Contingent employees are mainly part-time employees, temporary employees, and contract workers. Such employees can work to maintain a balance between family and work and to earn extra income from part-time jobs.

Therefore these were the best Human Resource Interview Questions and Answers that are asked by most of the employers. Read it and prepare for the interview. These will really help you to get through. Once you are selected here is the step on How to negotiate salary.

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