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  Interview Questions for HR Specialists Human resources specialists are experts in at least one of the HR disciplines: recruitment and selection, workplace safety and risk management, training and development, employee relations or compensation and benefits. An HR specialist has a specific expertise, while an HR generalist generally can work in all areas of the department. Interview questions for an HR specialist include behavioral and situational interview questions regarding the candidate’s level of expertise, professionalism and career goals. Work History Figure 1 Questions that HR specialist job seekers anticipate usually have to do with experience. Asking questions such as “Tell me about your work history” probably won’t elicit the same kind of information as pointed questions about each previous job. For example, ask “What experience do you have with recruiting for technical positions?” and “What sourcing methods do you find most successful for computer programming applicant...
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  HRM Competencies Figure 1 The primary goal of human resource management (HRM) is to maximize workforce performance and value so as to meet the company’s business needs. Achieving this goal requires several HRM competencies within each of the human resource disciplines recruitment and selection, training and development, workplace safety and risk management, employee relations, and compensation and benefits. The result of effective and complementary HRM functions is a strategically sound and effective human resources department. HR Services Services to employees the company’s internal customers must be efficient, accurate and timely. Services such as benefits administration and payroll processing are major components of this HRM competency because they support large-scale human resource programs such as performance management and compensation practices. HR Strategic Partnership Alignment between human resource goals and organizational goals happens when there exists a stra...
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  Critical Success Factors for Human Resource Departments Figure 1 Businesses rely on human resources departments to handle key functions associated with employee hiring, compensation and relations. To add value and support the success of the company, HR professionals must understand the business, develop and execute functional competencies, and serve as internal consultants to management. Key areas supported by HR departments involve workforce planning and staffing, managing direct and indirect compensation schemes, employee relations, performance management, training and legal compliance. Sourcing and Consulting Figure 2 The correct job placement is a big part of any company’s success. Hiring talented individuals is only part of the equation. Placing the right person in the right position is important as well. Screening and recruiting qualified employees are a core responsibility of the HR department. To properly identify potential candidates, HR professionals must understand the...
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  Importance of employee relations in HRM decision making What is the definition of Employee Relations? Figure 1 The definition of employee relations refers to an organization’s efforts to create and maintain a positive relationship with its employees. By maintaining positive, constructive employee relations, organizations hope to keep employees loyal and more engaged in their work . Typically, an organization’s human resources department manages employee relations efforts; however, some organizations may have a dedicated employee relations manager role. Typical responsibilities of an employee relations manager include acting as a liaison or intermediary between employees and managers, and either creating or advising on the creation of policies around employee issues like fair compensation, useful benefits, proper work-life balance, reasonable working hours, and others. Why is an employee relation important? By maintaining positive, constructive employee relations, organizations ho...
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Qualities of HR Manager   What should be the skills of the HR Manager? Figure 01   According to Henri Fayol, an HR manager should possess human relations skills much more than other managerial skills. He divided the qualities needed by an HR manager into following categories, Physical-health, vigor, address Mental-ability to understand and learn; judgment, mental vigor, and also adaptability Moral-energy, firmness, willingness to accept, responsibility, initiative, loyalty, tact, dignity Educational-general acquaintance with matters not belonging exclusively to the function performed Technical-peculiar to the function Experience-arising from the work Key Qualities of an HR Manager Sympathetic Attitude Figure 02 A good personnel manager must have a humane approach to human resource problems. Regardless of the problems faced by the employees, he must have a sympathetic attitude while dealing with them. Quick Decisions Figure 03 He should display the ability to make quick decisio...
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  Importance and Limitations of HRM Importance and Limitations of HRM Human resource management (HRM) is one of the most important aspects of management. Regardless of which level or department a manager belongs to, he must know about the basic principles of HRM. This is because all managers have to deal with people in one way or another. In order to excel in this venture, a manager must be aware of the limitations of HRM too. A good understanding of HRM can boost productivity as well as efficiency in a business organization. Importance of HRM According to the Indian Institute of Personnel Management, the main aim of HRM is to achieve efficiency and justice. This firstly requires organizations to enable coordination amongst employees to help them work together. Secondly, the terms and conditions of service must be such that employees feel satisfied with their work.  (Firdausi, 2018) Therefore, effective human resource management is important for organizations and also th...
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  Managing Employee Performance Introduction Managing employee performance is one of the key drivers for organizational success in the present context of firms trying to adopt a resource centered view of the organizational. We have seen elsewhere that integrating HRM practices with those of organizational goals and strategy increases the competitive advantages for the firm. Similarly, managing employee performance within the larger framework of organizational goals is critical for organizations that count people among their key assets. As we have been mentioning throughout, firms in the service sector that lay a lot of emphasis on people need to ensure that employee performance is managed in a holistic manner.   (Wood, 2014) A Two Way Street When we talk about employee performance, we need to remember that it is a two way process that tie in the manager and the employee with the HR manager playing the role of a mediator. For instance, any discussion about employee ...
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