Interview Techniques and Errors

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Questions and Answers

What is the primary goal of Human Resource Planning (HRP)?

To anticipate and make provision for the movement of people (correct)

To enhance employee engagement and satisfaction

To conduct internal audits of employee performance

To evaluate compensation packages for employees

Which of the following is NOT considered a right aspect of HRP?

Right cost

Right number

Right strategy (correct)

Right time

What is the significance of 'right skills' in HRP?

To ensure compliance with company policies

To reduce operational costs

To optimize the workforce capabilities (correct)

To maintain employee satisfaction

Which technique is used in managing surplus manpower?

Work sharing Signup and view all the answers

What does the 'right cost' in HRP refer to?

Utilizing resources effectively Signup and view all the answers

What is a primary role of human resources in the context of organizational change?

To act as a facilitator and change agent Signup and view all the answers

What might indicate a need for HR intervention when current inventory exceeds future requirements?

Strategic planning for workforce reduction is necessary Signup and view all the answers

Which forecasting method is NOT mentioned as a part of HR planning?

SWOT Analysis Signup and view all the answers

In the context of line and staff relationship, what is a key component for both to function effectively?

Support and collaboration Signup and view all the answers

What should HR professionals do to accurately assess the current human resources situation?

Employ an empathetic approach Signup and view all the answers

What approach should be used to build trust and transparency in HR practices?

A win-win approach Signup and view all the answers

If a firm's current HR inventory is more than what is needed for the future, which of the following is a valid consideration?

Reassessing future requirements periodically Signup and view all the answers

What is a critical aspect of job analysis in HR management?

Understanding market demands and organizational needs Signup and view all the answers

What does the halo effect suggest about the interview process?

It assesses the entire personality of a candidate. Signup and view all the answers

What is leniency in the context of interviews?

When ratings from different raters vary significantly. Signup and view all the answers

Which of the following best defines projection in an interview?

Assuming the candidate’s qualities match the interviewer's. Signup and view all the answers

What issue arises from stereotyping during interviews?

It creates an inaccurate understanding of individual capabilities. Signup and view all the answers

What is the purpose of placement in human resources?

To assign specific roles to employees. Signup and view all the answers

What characterizes a preliminary interview?

It screens applicants to assist in decision-making. Signup and view all the answers

How does a non-directive interview differ from other types?

It allows candidates to express themselves freely. Signup and view all the answers

What is a potential drawback of structured interviews?

They may lead to confusion due to predefined questions. Signup and view all the answers

What does human resource planning primarily aim to achieve?

The right number of people at the right place for economic efficiency Signup and view all the answers

Which of the following is NOT an objective of human resource planning?

Developing new product lines Signup and view all the answers

What role does manpower audit play in human resource planning?

Assessing current employee skills and qualifications Signup and view all the answers

Which process assists in ensuring that employees are available when required?

Control measures Signup and view all the answers

What is the significance of succession planning in human resource management?

To prepare potential future leaders for challenges Signup and view all the answers

How can human resource planning contribute to cost reduction?

Through effective talent acquisition and budgeting Signup and view all the answers

Which factor is considered in estimating future organizational structure and manpower requirements?

Age and experience of potential employees Signup and view all the answers

What does the term 'reservoir of talent' refer to in human resource planning?

Retention of skilled individuals within the organization Signup and view all the answers

What is one advantage of recruiting from an internal source?

It is a cost-effective process. Signup and view all the answers

What is a potential disadvantage of an external recruitment source?

Can be a lengthy and costly process. Signup and view all the answers

Which of the following is NOT typically included in a job analysis?

Employee salary history Signup and view all the answers

What might an internal source of recruitment hinder?

The influx of new ideas and creativity. Signup and view all the answers

What does job specification largely focus on?

Qualities and characteristics of ideal candidates. Signup and view all the answers

What is a potential outcome of frequent transfers within an organization due to internal recruitment?

Employee dissatisfaction. Signup and view all the answers

Which aspect of the recruitment process emphasizes the need for thorough evaluation and assessment?

Selection process Signup and view all the answers

What aspect of a job description includes specific duties to be performed?

Duties performed Signup and view all the answers

Study Notes

Interview Errors

Halo Effect: Interviewers might be swayed by one positive trait, overlooking other aspects of the candidate.
Leniency: Raters can have different perspectives, leading to inconsistent scoring.
Projection: Interviewers may unconsciously favor candidates who resemble their own qualities, skills, and background.
Stereotyping: Interviewers can make assumptions based on a candidate's community, culture, or origin.

Placement

Involves assigning employees to specific jobs based on qualifications and job requirements.
Includes a probationary period to monitor new recruits.

Interview Types

Preliminary Interview: A screening process where candidates are given information about the job and have the opportunity to decide if it's a good fit.
Non-Directive Interview: Allows candidates to talk freely, and the recruiter asks questions as they come to mind.
Directive or Structured Interview: Uses a predetermined set of questions for all candidates, enabling comparison.

Line and Staff Relationship

Line Functions: Directly involved in achieving the organization's goals (e.g., manufacturing, marketing).
Staff Functions: Provide support to line functions (e.g., HR, Finance).
Both types of functions are essential and should collaborate for success.

Assessing Current Human Resources

Job analysis: Understanding the tasks, responsibilities, and qualifications required for each position.
HR Inventory (HRIS): A database that tracks employee information and helps create an accurate picture of the workforce.
Forecasting: Predicting future workforce needs by considering company plans, industry trends, and market demand.

Human Resource Planning (HRP)

The process of anticipating and preparing for the movement of people within an organization.

HRP Objectives

Right Number: Having the necessary quantity of personnel.
Right Skills: Ensuring employees possess the required expertise.
Right Time: Having employees available when needed.
Right Cost: Managing HR expenses effectively.

Dealing with Surplus Manpower

Retrenchment: Terminating employment.
Outplacement: Providing assistance to employees who are leaving the organization.
Layoffs: Temporary or permanent reductions in workforce.
Leave of Absence without Pay: A period of time when an employee is not paid but retains their job.
Loaning: Temporarily transferring employees to another organization.
Work Sharing: Employees share existing jobs, reducing workload.
Reduced Work Hours: Employees work fewer hours, resulting in lower pay.
Early/Voluntary Retirement: Employees voluntarily leave the organization before the usual retirement age.
Attrition: Normal turnover due to resignations, retirements, or other reasons.

Growing Importance of HRP

Preparing for Global Change: Adapting to international market demands and competition.
Satisfying Stakeholders: Meeting the expectations of employees, customers, investors, and other parties.
Monetary Value to HR Activities: Demonstrating the financial impact of HR initiatives.

Personnel Function

Includes various activities such as job redesign, career development, performance management, reward systems, safety, and health benefits.

Objectives of HRP (according to Gesiler)

Forecasting Personnel Requirements: Predicting the number and types of employees needed in the future.
Optimum Resource Utilization: Making the most of existing workforce capabilities.
Productive Use of Existing Manpower: Effectively employing current employees.
Coping with Change: Preparing for technological advancements and other organizational changes.
Control Measures: Ensuring resource availability when required.
Systematic Employee Promotion: Providing clear paths for career advancement.
Management Development Programs: Offering training and development opportunities for managers.
Productivity Bargaining: Negotiating agreements that improve employee performance and productivity.
Cost of Manpower Assessment: Evaluating HR costs and ensuring cost-effectiveness.

Importance of HR Planning

Reservoir of Talent: Attracting and retaining skilled employees.
Preparing People for the Future: Developing and motivating employees to handle future challenges.
Expanding or Contracting: Having a flexible supply of employees to meet organizational needs.
Cost Reduction: Controlling HR expenses.
Succession Planning: Identifying and grooming high-potential employees for leadership roles.

Manpower Audit

A detailed analysis of the existing workforce, including:
- Personal Factors: Name, age, marital status.
- Education and Training: Degrees, certifications, training programs.
- Experience and Skills: Job titles, areas of expertise, languages.
- Additional Information: Salary grade, disciplinary record, career goals, performance appraisals.
Job Analysis: A systematic examination of each job, including:
- Job Description: Tasks, responsibilities, work environment, tools, and materials used.
- Job Specification: Qualifications, skills, and personal attributes required for the job.

Developing a Human Resource Plan

The implementation of findings from the manpower audit and job analysis.

Recruitment

The process of attracting potential employees to apply for open positions.

Advantages of Internal Recruitment

Motivation: Employees feel valued and motivated when given opportunities for advancement.
Improved Morale: Employees are more confident and committed when promoted internally.
Cost-Effective: Internal recruitment is typically less expensive than external recruitment.
Performance Improvement: A chain of promotions can encourage employees to enhance their performance.
Training Tool: Internal recruitment provides opportunities for employee development.

Disadvantages of Internal Recruitment

Limited Talent Pool: May restrict access to fresh ideas and skills.
Employee Stagnation: Can lead to lower motivation and a lack of competition.
Transfer Reduction in Productivity: Frequent internal transfers may disrupt workflow.

Advantages of External Recruitment

Attracting Qualified Personnel: Access to a broader range of talent.
Wider Choice: More options to find the best-suited candidates.
Fresh Talent: Brings new perspectives and skills to the organization.
Competitive Spirit: Raises the bar and encourages existing employees to perform better.

Disadvantages of External Recruitment

Dissatisfaction Among Existing Staff: May create feelings of unfairness or resentment.
Time-Consuming Process: Can be lengthy and complex.
Costly Process: Involves advertising, screening, and interviewing.
Uncertain Response: Unclear if qualified candidates will apply or be selected.

Selection

The process of choosing the best candidate for a job from a pool of applicants.

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Description

Explore common interview errors like the Halo Effect, Leniency, and Stereotyping. This quiz also covers different types of interviews, such as Preliminary, Non-Directive, and Structured Interviews, and discusses the importance of placement in job assignments.