Q. Does company conducts preliminary interviews?
A. Yes, there is one interview before the final Interview.
Q. Is this step qualifying or eliminatory? If eliminatory then normally what is the ratio of shortlist?
A. This is eliminatory in nature
Q. What is the duration of interview /number of panelists?
A. Generally interview lasts for around 20 minutes and the no. of panelists are around two-three.
Q. How does the interview start?
A. Interview starts by panelists asking you personal questions.
Q. What types of questions are asked in the interview?
A. Subject, technical skills, problem solving, puzzles are given to solve,
Q. Does company create situations akin to 'stress interview'? Describe some?
A. No, not really. Its quiet a relaxed atmosphere
Q. Is company trying to test the candidate's integrity( give a sample question if possible)?
A. Generally no specific questions, but yes through personal questions and other details your integrity is under scrutiny.
Q. What do you think the company trying to assess in the candidate during the interview?
A. Company tries to assess subject knowledge & analytical skills
Q. What type of environment is there during the interview ?
A. Interview is held in quiet relaxed and formal atmosphere.
Q. What type of dress code is suitable for the company?
A. Be formal
Q. How does the interview end?
A. Interview panel thanks you for your time.
Q. Does the company repeat interview questions?
A. Not really, except the ones like, tell me about yourselff?
Q. How can a candidate better prepare hmself for the interview?
A. Refresh the technical fundamentals and other technical stuff
Q. Does company make spot offer during the interview?
A. Since this is a preliminary interview, no spot offers are made in this round,
Q. What is the biggest mistake a candidate can make during the interview?
A. Candidate should hesitant or stick to one point on an issue.
Showing posts with label HR. Show all posts
Showing posts with label HR. Show all posts
Monday, July 14, 2008
Friday, July 11, 2008
SYNOPSIS 4 STRATEGIC HR MANAGEMENT
STRATEGIC HUMAN RESOURCES MANAGEMENT
INTRODUCTION
The strategic approach to HRM refers to the relationship between HR practices & strategic objectives (long term goals of organization).
According to it Human Resources are considered as the assets of organization. This strategic human resources management also explains the ‘ Strategic fit’ between business strategy & HR strategy & highlights the theoretical perspectives on SHRM.
SHRM PERCEPTION ON HR
---Human resources are not just people, but, valuable resources that help an organization to achieve its objectives.
---Human resources are central to any organization.
DEFINITION
The pattern of planned human resources deployment & activities intended to enable the firm to achieve its goals.
---It focuses on HR as primary source of competitive advantages.
---It highlights HR programmes, policies, & practices as to set competitive advantages.
COMPONENTS OF SHRM
HUMAN RESOURCES : primary source of competitive advantage.
PATTERN AND PLANS: there is a fit between HR strategy and the firm’s business strategy and between all HR activities.
PURPOSEFUL: people, activities, and plans are directed toward the achievement of organizational goals.
ACTIVITIES: HR programmes and practices are the means for deploying people of a firm to gain advantage.
OBJECTIVES OF SHRM
To ensure the availability of skilled, committed, and highly motivated work force in the organization to achieve sustained competitive advantage (RECRUITMENT).
To provide direction to organization so that both the business needs of the organization and the individual and collective needs of its work force are met by implementing HR practices that are strategically aligned (STRATEGIC PLANNING).
METHOD OF STUDY
DIRECT OBSERVATION
QUESTIONNAIRE
INTERVIEW
INTERNET
********* **** *********
INTRODUCTION
The strategic approach to HRM refers to the relationship between HR practices & strategic objectives (long term goals of organization).
According to it Human Resources are considered as the assets of organization. This strategic human resources management also explains the ‘ Strategic fit’ between business strategy & HR strategy & highlights the theoretical perspectives on SHRM.
SHRM PERCEPTION ON HR
---Human resources are not just people, but, valuable resources that help an organization to achieve its objectives.
---Human resources are central to any organization.
DEFINITION
The pattern of planned human resources deployment & activities intended to enable the firm to achieve its goals.
---It focuses on HR as primary source of competitive advantages.
---It highlights HR programmes, policies, & practices as to set competitive advantages.
COMPONENTS OF SHRM
HUMAN RESOURCES : primary source of competitive advantage.
PATTERN AND PLANS: there is a fit between HR strategy and the firm’s business strategy and between all HR activities.
PURPOSEFUL: people, activities, and plans are directed toward the achievement of organizational goals.
ACTIVITIES: HR programmes and practices are the means for deploying people of a firm to gain advantage.
OBJECTIVES OF SHRM
To ensure the availability of skilled, committed, and highly motivated work force in the organization to achieve sustained competitive advantage (RECRUITMENT).
To provide direction to organization so that both the business needs of the organization and the individual and collective needs of its work force are met by implementing HR practices that are strategically aligned (STRATEGIC PLANNING).
METHOD OF STUDY
DIRECT OBSERVATION
QUESTIONNAIRE
INTERVIEW
INTERNET
********* **** *********
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