hrm

Question 1

(___________) is the process of finding and hiring the best person for a job. A good recruitment process includes several steps:

Answer 1

Recruitment

Question 2

What are those steps?

Answer 2

1. Identify Needs
2. Plan Recruitment
3. Create Job Description
4. Advertise
5. Screen Applications
6. Interview and Assess
7. Background Check
8. Job Offer and Onboarding

Question 3

Understand what skills and positions are needed by doing a job analysis.

Answer 3

Identify Needs

Question 4

Decide on the number of people required.

Answer 4

Plan Recruitment

Question 5

Write clear details about the job and responsibilities.

Answer 5

Create Job Description

Question 6

Post the job vacancy to attract candidates.

Answer 6

Advertise

Question 7

Review applications and pick initial candidates.

Answer 7

Screen Applications

Question 8

Conduct interviews to check their suitability.

Answer 8

Interview and Assess

Question 9

Verify references and past records.

Answer 9

Background Check

Question 10

Offer the job to the best candidate and help them settle into their new role.

Answer 10

Job Offer and Onboarding

Question 11

Sources of Recruitment
Recruitment can be done in two main ways:

Answer 11

Internal Sources (within the company)
External Sources (outside the company)

Question 12

Internal Sources

Answer 12

• Transfers: Moving employees from one position to another.

• Promotions: Advancing employees to higher positions.

• Former Employees: Rehiring past employees.

Question 13

External Sources

Answer 13

• Company Website: Posting jobs on the organization’s site.
• Employment Agencies: Using agencies to find candidates.
• Advertisements: Posting in newspapers or online job boards.
• Campus Recruitment: Hiring from colleges or universities.
• Social Media: Using platforms like LinkedIn to reach potential hires

Question 14

Factors Affecting Recruitment

Several factors influence recruitment success:

Answer 14

• Organization Size: Larger companies might attract more candidates.

• Salary Structure: Competitive salaries can attract better talent.

• Working Conditions: Good work conditions appeal to candidates.

• Growth Opportunities: Companies that offer career growth are more attractive to potential hires.

Question 15

Types of Interviews

There are various types of interviews, each suited for different purposes:

Answer 15

• Structured Interview: The employer has a set list of questions and may score the answers.

• Unstructured Interview: Follows no specific format, allowing a more free-form conversation.

• Panel Interview: Multiple people interview the candidate, often from different departments.

• Behavioral Interview: Assesses how candidates handled past situations.

• Phone Interview: Often a follow-up to collect additional information not covered in a formal interview.

Question 16

The employer has a set list of questions and may score the answers.

Answer 16

Structured Interview

Question 17

Follows no specific format, allowing a more free-form conversation.

Answer 17

Unstructured Interview

Question 18

Multiple people interview the candidate, often from different departments.

Answer 18

Panel Interview

Question 19

Assesses how candidates handled past situations.

Answer 19

Behavioral Interview

Question 20

Often a follow-up to collect additional information not covered in a formal interview.

Answer 20

Phone Interview

Question 21

How to Conduct an Interview

Answer 21

1. Know the Job: Understand the job description and the skills you’re looking for.
2. Structure the Interview: Use questions that cover job knowledge, situational or behavioral responses, and apply the same questions to all candidates.
3. Prepare the Environment: Use a quiet room, review applications, and have minimal interruptions.
4. Build Rapport: Make the candidate comfortable by greeting them and starting with casual questions.
5. Ask Questions: Focus on your pre-written questions, especially those about behavior and job knowledge.
6. Take Notes: Write down key points to refer to later.
7. Close and Review: Give the candidate a chance to ask questions, end positively, and review your notes afterward to help make a decision.

Question 22

Prepare Your Own Interview Questionnaire

Answer 22

• Include Job-Related Questions: Ask questions directly related to the tasks of the job.

• Use Behavioral and Situational Questions: Example: “Describe a time when you solved a difficult problem at work.”

• Ensure Consistency: Ask similar questions to all candidates to keep the interview fair.

• Plan for “Off-the-Wall” Questions (optional): These can test quick thinking, but use them sparingly.

Question 23

Importance of Training

Training is important for several reasons:

Answer 23

• Boosts Productivity: Training helps employees work more effectively, improving overall productivity and quality.

• Reduces Supervision: Skilled employees need less supervision, freeing up management for other tasks.

• Increases Morale and Retention: Well-trained employees feel more confident and engaged, reducing turnover.

• Improves Safety: Safety training decreases accidents and promotes a safer work environment.

• Promotes Adaptability: Training prepares employees for changes, such as new technologies or organizational shifts.

Question 24

Types and Approaches to Training

Answer 24

• Technical Training: Teaches the technical skills required for the job.

• Quality Training: Focuses on preventing and addressing quality issues.

• Soft Skills Training: Develops communication, teamwork, and other interpersonal skills.

• Safety Training: Ensures employees know safety procedures to reduce workplace accidents.

Question 25

Approaches to Training

Answer 25

• Classroom Training: Takes employees away from their regular duties to focus on learning.

• On-the-Job Training: Allows employees to learn while they work.

• Web-Based Training: Provides flexible learning via online platforms.

• Job Shadowing and Swapping: Employees observe or switch jobs temporarily to learn different skills.

Question 26

Developing a Training Needs Analysis (TNA) Form

Answer 26

1. Identify Job Requirements: Determine what skills are necessary for the job.
2. Gather Information: Use surveys, interviews, or performance reviews to assess current skills.
3. Analyze Gaps: Identify where there is a shortfall in knowledge, skills, or attitudes.
4. Plan Training: Based on the analysis, prioritize and plan training that will address the gaps.

Question 27

Developing a Training Needs Analysis (TNA) Form

Answer 27

1. Identify Job Requirements: Determine what skills are necessary for the job.
2. Gather Information: Use surveys, interviews, or performance reviews to assess current skills.
3. Analyze Gaps: Identify where there is a shortfall in knowledge, skills, or attitudes.
4. Plan Training: Based on the analysis, prioritize and plan training that will address the gaps.