To pass an HR interview, you must have a thorough understanding of the following concepts:
Labour Laws: As a potential HR manager, you must know and comprehend all applicable employment laws that protect employees’ rights. It is your responsibility to educate employees on their rights while also assisting employers in avoiding lawsuits, penalties, and legal costs.
As a result, attempt to review all labour laws before the interview, particularly those concerning discrimination and harassment, worker health and safety, industrial disputes, contract labour, factory act (1948), payment (including wages), also health etc. Interviewers frequently ask the following questions:
- The Industrial Employment (Standing Order) Act of 1946 applies to which type of businesses?
- Is a worker compensated if he is suspended pending an investigation?
Organisational Behavior: One of the most basic yet crucial responsibilities of an HR professional is to increase employee engagement and provide a positive work experience. It is your job as an HR professional to assist managers inadequately managing their personnel.
For this, the HR department may need to devise or construct a variety of employee engagement activities that inspire and drive employees to work more efficiently and productively. Maslow’s Hierarchy of Needs, McGregor’s Theory X and Theory Y, Herzberg’s Motivation theory, and Vroom Expectancy theory are the theories you’ll need to brush up on for this.
However, simply knowing the theories will not suffice. You must also be aware of their practical ramifications. Some of the most frequently asked questions:
- In Maslow’s Hierarchy of Needs, where do a factory worker and a CEO rank?
- If you are a leader in one of your college’s departments, please tell us how theory X or theory Y will play out for you as you lead them.
- Why does the IT industry have such a high attrition rate? Explain using the motivation theory.
- For the Cisco system, IT support employees, map Vroom’s Expectancy Theory (or any big IT firm).
Compensation: Reasonable compensation and benefits plans attract top talent and aid in employee retention. As a result, HR’s role in this sector is critical. Benchmarking, keeping current documentation, and aligning remuneration and benefits with performance are all part of the job.
As a result, you’ll need to be well-versed in award criteria, compensation philosophy, job analysis, and so on. The following are some of the most often asked questions about this concept:
- Compile a list of the stages involved in developing a compensation system.
- Describe the role of stretch goals in inspiring employees.
Learning and Development: HR’s responsibility is to create, administer, and find prospective programmes that ensure that employees have the skills and information they need to compete in the outside world while still satisfying its commercial goals.
To do so, you must have a thorough understanding of behaviourism (classical and operant conditioning), the TNA, and the Kirkpatrick Model. Types of questions they might ask you:
- Daily, our marketing department deals with a lot of merchandise. We order this for our clients, trade partners, and contest winners. On the other hand, employees have a habit of trying to trick or flick some of these items without even stating it. How can you get rid of this kind of behaviour?
- Please explain how you want to conduct TNA for our company. We wish to digitise our accounting department.
- What are the multiple levels of evaluation for training?
- How can you know whether or not a training programme should be implemented?