interview of hr manager

8/7/2019 Interview of Hr Manager

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INTERVIEW FOR HR MANAGER

A pre-job talk


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Flexibility/Adaptability to Change

Continuous Learning/DevelopmentDisplays Vision

Leadership/InitiativeInterpersonal Skills

Recognizes Others Achievements/Contributions

Understands Others Perspectives

Resolves Conflicts Constructively

Planning/Organization

Problem Solving/Judgment

Makes Effective Decisions

What it takes to be an HR Manager ? [Key Skills]


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Takes Responsibility

Achieves Results

Communicates Effectively

Coaches/Counsels/Evaluates StaffIdentifies Areas for and Supports Employee Development Opportunities

Encourages Teamwork and Group AchievementLeads Change/Achieves Support of Objectives

Enables and Empowers Staff

Understands Diversity Issues and Creates Supportive Environment for Diverse

Employees

What it takes to be an HR Manager ? [Key Skills] [contd.]


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A Typical Job Description of a Manager (HR) [ CISCO Communications]

Key Responsibilities

Partner with senior leaders in the UK to identify the HR priorities and ensure

their delivery

Work collaboratively with European HR Business Partners and lead the

implementation of any European led changes or initiativesDevelop the leadership and people management skills of the Leaders

supported, challenging behaviors which are contrary to Ciscos values and

culture

Provide proactive support and solutions to complex Employee Relations

matters such as complex terminations and reorganizations

Provide support to managers to enable the effective application of the

recruitment, performance management, compensation and talentmanagement processes


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Identify and take actions to develop leadership capability and facilitate talent

reviews

Provide interpretation of the Employee morale survey and provide input into the

action plans

Provide input into complex compensation decisions

Lead improvements in UK HR policyReinforce and act as an ambassador for the new HR Operating model referring

line managers to the appropriate sources of help rather than necessarily resolving

the issue

Contribute to and lead, the development of country HR projects, programmes and

process improvement

Manage local acquisitions and on-board transferring staff

Coach and support the professional development of an assigned HRRepresentative with matrix reporting relationship

A Typical Job Description of a Manager (HR) [ CISCO Communications]


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Communication and Influence

Ability to build rapport and communicate effectively at all levels

Ability to construct logical, credible and winning arguments that will persuade decision makers

Teamwork andCollaboration

Working effectively with Country HR teams, Centers of Excellence and other key stakeholders to

achieve against personal and organizational objectives while supporting others to achieve wider

business/HR goals

True Business Partner

Ability to partner at senior levels within the business and provide commercially aligned,

pragmatic solutions to business issues

Confidence to coach the senior players in order to move the business forward

Core Competencies


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Generalist HR Business Partner experience (in country, regional or above country level)

Experience in working in a fast-moving sales-led culture is desirable (Technology experience not

essential)

Experience of working in matrixed, complex, constantly changing and progressive HR environment A good practical understanding of Employee Relations / Employment Law and experience of

acquisitions

Ability to 'see the wood from the trees' and to focus on creating that bigger picture in order to deliver

against priorities

A positive, can-do and pragmatic approach to challenges and complexity

Experience of engagement with Senior Leaders with confidence and credibility

An organized approach to work with good prioritization skills

A high degree of emotional intelligence, self awareness and a commitment to their personal andprofessional development

The successful candidate is likely to have


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THE HUNT BEGINS

STARRING:

KUMARIL BHOWMICK & PARTHA BANNERJEE as INTERVIEWPANNEL

PARTHA DAS asHR MANAGERCANDIDATE

ANKUR SARKAR & DIPTENDU CHAKRABORTY as NARRATORS.


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Tell me about a decision you made while under a lot of pressureTell me about a situation in which you have had to adjust tochanges over which you had no control. How did you handle it?

Flexibility/Adaptability to Change

In my previous organization , during the time of recession weHad to go through budget cuts which meant a lot of jobs were at stake. ThisWould have generated a lot of negative publicity. Since the main reason beingFunds crisis I organized an immediate senior level staff meeting with theRespective union heads and discussed the matter. To bring down operatingCosts we cut down expenses and even removed perks for an indefinite period.The workers were happy since they were not handed pink slips and were

Encouraged to participate in the matter. All this was achieved in a very shortPeriod of time of 3 days.


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Leadership/Initiative

Suppose you are the captain of HMS TITANIC sometimes called SinkingBeauty What are the steps that you will take as captain Haddock ?

The first step will be to determine the available resources and possibleoptions available to us and determining the most feasible solution.

In this case it will be determining the number of lifeboats and the totalPopulation onboard then initiating a evacuation sequence starting withwomen and children and ensuring it execution at every step.

Also I admire Captain Haddock and Tintin is one of my favorite series.


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What consistent methods you use to ensure that staff feels valuedfor their contributions?

In the first step we award performance linked bonuses to those whoachieves highest performance with parameters such as no ofmilestones achieved , time taken , client satisfaction etc.

However to prevent employee dissatisfaction we also collectemployee feedback through indirect questionnaire. The results arethen compared with specialized computer algorithms to detectabnormalities using rating scales and cross reference with grievancepetitions and award list prepared and if abnormalities are found weundertake open interviewees to determine the cause. Only afterthese procedures are performed the achievements and contributionsare recognized.

Recognizes Others Achievements/Contributions


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Resolves Conflicts Constructively

Tell me about a time when you and your previous supervisordisagreed but you still found a way to get your point across

Well when I was new to the pervious organization once I had aargument with my boss regarding the compensation package of newlyRecruited employees for the post of marketing executive .Topmanagement was arguing that the per annum amount should be notmore than Rs. 2.5lac. and there will be monthly sodex food pass ofRs. 1500. I was opposing by the fact that there should be no foodpass but the salary should be more than Rs. 3lac. per annum. As itwill be more attracting to the newly recruited employees as theywill have more amount of cash in their hand. at last top managementagreed to the point and the salary was fixed Rs. 3.2lac per annum.


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Planning/Organization

How will you organize a training program for the employeeshaving different competency level?

Well it depends upon the grading system of the organization.Once the grading process is over then we will divide theemployees according to their competency level. Employeeshaving lower grade will be facilitated with specialized trainingprogram keeping in mind their weak points.


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Thank You All

interview of hr manager

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