HR Interview

Note: the answers is already provided in the second page

Interview of a HR Professional (5%)

You will make an appointment with a HR professional in a local company or organization to discuss personnel issues and problems affecting the work environment and service delivery. (It is preferred that you interview someone in the type of organization which you intend to be employed.) If you do not know someone, contact the HR Department of a local company of your choice, and present yourself as a graduate student preparing a report which should not require much time on the participant’s part.

The interview should be conducted in person, since people communicate very important information non-verbally as well as verbally. Be sure to notify the interviewee that your paper will be shared only with your instructor. The following questions are to be asked. You are required to ask at least two additional questions not listed here on a topic or topics which you have found important.

· Agency, Number of years with that particular company, Number of years in HR

· A brief synopsis on his/her education and background

· To what professional organizations does he/she belong

· Discuss the major responsibilities in his/her current position

· To whom does he/she report (position)?

· What three areas does he/she find the most challenging? Why?

· What three areas does he/she find the most frustrating? Why?

· What does he/she find the most rewarding aspects about his/her current position? Why?

· What are the three most critical factors affecting his/her organization presently and how does HR contribute to its successful outcome? Be sure to have him/her elaborate on each of the areas.

· What type of advice would he/she offer to someone who is entering HR?

This assignment is to give you an opportunity to meet and talk directly with an individual who deals with HR issues. After your meeting, you should write up the interview using concepts you have learned from this class and present your findings in a 5-6 page.

Q1

Almulla and Alrefaie Company , 5 years , 12 years

Q2

A bachelor's degree and five years of human resource experience,

SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential.

Q3

Medical

Q4

1.Plans, organizes and controls all activities of the department.

2.Implements and annually updates the compensation program; rewrites job descriptions as necessary; conducts annual salary surveys and develops merit pool (salary budget); analyzes compensation; monitors the performance evaluation program and revises as necessary.

3.Establishes and maintains department records and reports. Participates in administrative staff meetings and attends other meetings, such as seminars. Maintains organizational charts and employee directory.

4.Analyzes wage and salary reports and data to determine competitive compensation plan

Q5

Executive Manager

Q6

Identifying and hiring candidates for open jobs

They must be resourceful and know how to locate talent, beyond just placing job ads. At the same time, they need to be an expert at marketing their companies to potential employees, so the most skilled applicants are eager to join their team.

Q7

1.Organising Annual Leave

Without strict rules and guidelines for taking annual leave there will be conflict. Employees should know exactly what they are entitled to, when they are allowed to take annual leave and the procedure they need to follow to request it.

2.Employee Negativity Employee negativity can spread round the office like wildfire. It is infectious and once it starts it can be difficult to keep under control. Negativity can be spread by a few individuals who feel they aren’t being treated fairly or simply don’t enjoy their jobs. This can have a serious impact on staff morale and make others feel uncomfortable. As soon as you notice any negativity in the office it needs to be addressed.

3.HR Reporting There is a lot of reporting and paperwork in HR, and it’s hard to know the best way to manage HR reporting. You need to have intelligent software to be able to analyse and report on HR statistics.

Q8

You can help develop the people around you

The work you do in HR goes a long way in the professional development of other employees. This ultimately provides you the rewarding opportunity to not just improve the organization as a whole, but also the individual employees you work alongside. 

Q9

1.Government Regulations – With the introduction of new workplace compliance standards your human resources department is constantly under pressure to stay within the law. These types of regulations influence every process of the HR department, including hiring, training, compensation, termination, and much more. Without adhering to such regulations a company can be fined extensively which if it was bad enough could cause the company to shut down

2.Economic Conditions – One of the biggest external influences is the shape of the current economy. Not only does it affect the talent pool, but it might affect your ability to hire anyone at all. One of the biggest ways to prepare against economic conditions is to not only know what’s happening in the world around you, but also create a plan for when there is an economic downturn. All companies can make due in a bad economy if they have a rainy day fund or plan to combat the harsh environment.

3.Workforce Demographics – As an older generation retires and a new generation enters the workforce the human resources department must look for ways to attract this new set of candidates. They must hire in a different way and offer different types of compensation packagesthat work for this younger generation. At the same time, they must offer a work environment contusive to how this generation works.

Q10

Expand Your Network With Social Media and Use It

For the human resources professional, your professional network will give you a leg up on identifying the best talent and training staff for your organization.

Social networking platforms like Facebook and LinkedIn have become indispensable tools for growing a person’s professional network, enabling professionals in many industries to organize, grow and maintain contact with their networks much more easily.