To some extent the medium is the message. If you can't produce a high quality application form or CV how can you expect to judge quality in the application forms of others as a personnel manager? Also, in your preparations for the interview they will look for evidence of organization and planning: that you have researched the organization and the job, that you have prepared answers to obvious questions and prepared questions to ask and that you have re-read your application form Read 'People Management', the Institute of Personnel and Development journal, to become aware of current issues in the personnel field.
Is This Answer Correct? Don't talk about 'helping people' or 'working with people' - common misconceptions or cliches about personnel work. Most jobs will involve 'working with people' in some way - personnel is not unique in this, and can also involve a good deal of administration The new name for personnel, 'Human Resource Management', is also a more accurate definition of the work - you are managing a resource just like any other - money, products etc.
Even though most organizations will state that 'people are our most important resource', people are still managed for the ultimate benefit of the organization. Answers should show that you have done your research and know what personnel is about - for example, collective bargaining, hiring, training, developing staff, payroll issues. Personnel is very competitive to enter, so you have to sell yourself effectively at interview.
Your answer might include evidence for key skills - organizing, communication, computer skills etc. You might also show a proactive approach - that you understand that personnel can be an important tool to give a company an edge over its competitors - for example by better training of staff. You should also declare that you very much want the job and are prepared to throw yourself fully into it. Enthusiasm and commitment are important factors in work. If you can get them across at interview you will certainly appeal more than the many other applicants who did not.
Any relevant experience can also be used here. If you have held a vacation job or indeed had other full-time work experience in which you dealt with employee issues such as training, recruitment, dismissal or promotion now is the time to bring it up.
If you have a business studies or an industrial relations degree then the answer is simple. Other degrees such as psychology may have given you an insight into human behavior but you also need to show an interest in the management side of the job.
If you have done a non-relevant degree don't worry.
Many companies will take any degree subject for personnel. You need to emphasize relevant transferable skills - personnel departments will have extensive databases so any computer skills you have can be mentioned here.Some statistics tests, t-test, z-test, f-test and chi square test- A theoritical aspect
You could also mention that you have developed verbal communication skills in seminars, written communication in essays, analytical and research skills in almost any aspect of your course and organizing and planning skills developed in projects.
The fact that you have studied effectively and to a high level can suggest you would be a good employee and willing to work hard. Although the ideal answer here would include paid or unpaid experience in a personnel department, many other jobs will have relevance. Do try to spend a day with a personnel manager or at least to discuss the job with them before your interview.Case Study It gives a clear picture of the concepts when you practice it through case studies.
Here we have tried to give some live case studies which are interesting and allows you to think beyond the theoretical part and make you capable to apply the concepts in real-time situations.
We are also providing to provide solutions which are free of cost. We welcome your feedback about these HRM case studies. Harsha and Franklin both of them are postgraduates in management under different streams from the same B-School.
Both of them are close to each other from the college days itself and the same friendship is continuing in the organization too as they are placed in the same company, Hy-tech technology solutions. Harsha placed in HR department as employee counselor and. Franklin in the finance department as a key finance executive. As per the grade is concerned both are at the same level but when responsibility is concerned Franklin is holding more responsibility being in core finance. By nature, Harsha is friendly in nature and ready to help the needy.
Franklin is silent in nature ready to help if approached personally and always a bit egoistic in nature. They have successfully completed 4 years in the organization. And management is very much satisfied with both of them as they are equally talented and constant performers.
She noticed some behavioral changes with him. During general conversations, she feels that Franklin is taunting her that she is famous among the employees in the organization, on the other hand, he is not even recognized by fellow employees.
One morning Mr. Mehta General Manager Hy-tech technology solutions shocked while going through the mail received from Franklin about his resignation. Mehta called Harsha immediately and discussed the same as she is close to Franklin. By hearing the news Harsha got stunned and said that she does not know this before she also reveled here current experience with him. In the afternoon Mr. Metha took Franklin to Canteen to make him comfortable after some general discussion he starts on the issue.
Franklin, after some hesitation, opened his thinking in front of Mr. The problem of Franklin is. It happens to Franklin that he has to face such degradation in each day of work which totally disturbs him.
We have the same number of experiences in this organization. Moreover, the responsibilities with me are more valuable than those of Harsha. By listening to this statement Mr.It is an art of procuring, developing and maintaining the competent workforce in order to achieve the goals of the organization in an effective and efficient manner. To reach its goal. With well trained and well motivated employees.
It is concerned with procuring and employing the people possessing necessary skill, knowledge, aptitude, etc. It covers, the functions such as job analysis, manpower planning, recruitment, selection, placement, induction and internal mobility. It is the process of improving moulding, changing and developing the skills, knowledge, creative ability, aptitude, attitude, values commitment, etc. What do you mean by compensation?
It is the process of providing equitable and fair remuneration to the employees. It includes job evaluation, wage and salary administration, incentives, bonus, fringe benefits, social security measures, etc. It is the process of interaction among human beings.
Human Resource Management Case Studies with Solution
Human relations is an area of management practice in integrating people into work situation in a way that motivates them to work together productively, co-operatively and with economic, psychological and social satisfaction. What are the qualities of HR manager? Employee is viewed as a commodity or Employee is treated as a resource tool or equipment which can be purchased and used. Employees are treated as cost center and Employees are treated as a profit center and therefore management controls the cost of therefore, invests capital for human labour.
Personnel function is treated as only HRM is a strategic management function auxiliary. HR policies are systems of codified decisions, established by an organization, to support administrative personnel functions, performance management, employee relations and Human Resource planning. HR policies allow an org. HR planning is the process by which an org.
Ensured that it has right number and right kind of people at the right place and at the right time, capable of effectively and efficiently helps the org. To achieve the overall objectives. What are the objectives of HR planning?
HR planning is a highly important and useful activity. Summary of the skills and abilities of non-managerial employees used in forecasting supply are known as skill inventories. A portrayal of who will replace whom in the event of a job opening are known as replacement chart. A systematic exploration of the activities surrounding and within a job is known as job analysis.
What are the advantages of job analysis? A written statement of what the jobholder does duties and responsibilitieshow the job is done, under what conditions and why is known as job description. A profile of the human characteristics knowledge, skills and abilities needed by a person doing a job is known as job specification.
Define HRIS.Looking for a job in Maintaining current HR files and databases, maintaining records, payroll and benefits audits, exist interviews, new employment assessments? Then you are at right place. HR means Human resource management it is the management of human resources. Commonly referred to as the HR Department, it is designed to maximize employee performance in service and work of an employer's strategic objectives.
HR is primarily concerned with the management of people within organizations, focusing on policies and on systems. Many companies are offering jobs in their office. Visit our HR Management jobs interview questions and answers page to win in your job search.
Question 1. What Is Human Resource Management?
Answer : 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. 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.
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.
Question 2. What Is Performance Management? Question 3. Answer : There are many ways to do Performance Appraisal:. Question 4.
Answer : Selection is selecting a candidate without conducting any technical test. Selection is based only on personal interview. Question 5. Question 6. Answer : IT is used to define the current payroll status of the employee like released, exit etc.
We can lock the personnel number using the IT Question 7. Answer : Booking is the actual booking of Attendee for an event; Pre-booking is used to check whether the Attendee already booked for the event. Question 8. Question 9.Are you interested in basic information about human resources including a definition? Career planning, a career outlook and more? HR salaries, jargon, and acronyms are all covered to quickly answer your questions about the field, the jobs, and the services provided by HR.
Here's hoping that the responses to these human resources questions will be useful to you, too. The following are job descriptions for commonly found positions in Human Resources employment.
Hrm Questions & Answers For Exam Prepration - PDF Download
Take a look and see if you can use these samples to assist you in developing your own job description or those of your staff. They also describe various positions in a career in HR for career seekers interested in what HR staff members do. Do I have to go to college and get a degree to work in Human Resources?
Do I have to have some kind of certification to work in Human Resources? Want a Career in HR? The easiest way to determine if your topic is covered is to use the Search Box in the upper right-hand corner of each page. Search on the topic about which you seek information. You can also scroll through the topics listed in the left- hand column of any page. Human Resources Management Careers. Full Bio Follow Linkedin. Follow Twitter. Read The Balance's editorial policies.
What is Human Resources? What is a Human Resource? What is Human Resource Management? What is Human Resource Development? What is the importance of Human Resources Management?
See HR jargon that you need to know. See Human Resources acronyms. See more HR basics. Employment laws, guidelines, and information? Need to know the latest about employment laws? It's a quickly changing topic with which you will want to constantly stay in touch.
In fact, you will need to call an employment law attorney in each of these six cases. How can I redesign our performance management system? Performance appraisals are disappearing in favor of a more employee-oriented, customized performance management system that focuses your managers' energy on setting goals and employee development. Find out all about it. You may want to change your system. Sample and example policies, procedures, guidelines, and forms?
Need a sample policy or form that you can use as an example when you devise your own forms and policies for use within your company. These HR sample policies are prime, effective examples. Design and development of a training program? If you're committed to employee development, you'll want to take a look at all of the articles in the HR training section. You'll find everything from employee onboarding to needs assessmenton-the-job training and more.
How can I recruit and hire superior employees?To browse Academia. Skip to main content. Log In Sign Up. Human Resource Management Case Studies with solutions. Amjed Ali.
HR Management Interview Questions & Answers
It gives clear picture of the concepts when you practice it through case studies. Here we have tried to give some live case studies which are interesting and allows you to think beyond the theoretical part and make you capable to apply the concepts in real time situations.
We are also providing to provide solutions which are free of cost. We welcome your feedback about these case studies. Harsha placed in HR department as employee counselor and Franklin in nance department as key nance executive. By nature Harsha is friendly in nature and ready to help the needy.
One morning Mr. In the afternoon Mr. By listening this statement Mr. Mehta explained Franklin the reasons for such partial behavior of the employees. After listening to Mr.
And he called Harsha and spoke with like before. Question Find the reason that Mr. Mehta would have given to Franklin. Solution for Case Study Mr.
Mehta listening to this case understood the situation and realized the reason behind the partial response given by the employees towards Franklin and Harsha. As Franklin said both Harsha and Franklin are passed out from same college in same year.This free HRM case study with questions ans solution hint is given with a motive to help the students.
The HRM case study is basically on introducing a technology into an organisation. This Human Resource Management Case Study deals with the external factors affecting the organisation specially challenging HR department. This case study can be categorised under Organisational development, organisational Change, External Factors affecting HR etc.
Hrm 2 Marks Questions and Answers
Asian motor Ltd is an automobile spare part company which is there in the market from 6 decades. It was serving to the needs of the customers majorly focused on 3 companies by giving product delivery time to time and goods with good quality. To achieve the above said things Asian motors had to walk a long history.
The work force is the main reason because of which Asian motors is well known for its timely delivery and good quality goods. Most of the employees in Asian motors are associated with the organisation for more than 3 to 4 decade.
It is said that the one who join the organisation as a fresher will leave the organisation as a retired person only. The turnover ratio is very low in Asian motor ltd due to the feel of satisfaction and job security provided by Asian motor ltd management. Till last year everything was fine with Asian motors. During the last year the scenario has changed. Number of competitors enters in the market and each one of them was well equipped with all modern technologies.
They want the goods that are manufactured through modern machineries. The management is also ready to go for an organisational development by accruing new machines and adopt all required modern technologies and allocated a big amount of fund towards this plan. The management was fully aware that to sustain the business they have to go for Organisational change and development. The management hired an OD consultant who will work out a plan for the change and find out the hurdles in implementing the plan.
The OD consultant stated in his report that, the employees are the major hurdles in achieving the target of modern plant in Asian Motors.
The reasons stated by him are This started a pressure in the minds of the employees about the job security. There will be no question of job security here. And we all together will create a modern plant equipped with latest technology at Asian motors.
Our plan is ready for that. He presented the plan in front of all the employees after listening to which the employees felt so happy and they confirmed that it is their own organisation and they will serve for the company till their life time.
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