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Interview HR Manager

1. Explain how you would deal with the challenges in employee value?
HR department will provide more opportunity for individual contributions and
entrepreneurship. Furthermore, the increase of entrance into the workforce will be
women, minorities and immigrants. This change will raise questions about the needs
of employee values in a company that will be required closer attentions by HR
managers in the future. This is due to the demand of more flexible work policies that
allow employees to choose work hours and locations where work is performed.
2. How many minimum days that your company give to the employee for the
emergency leave at least in a year?
10 days per year
3. What are the methods used to perform job analysis?
i.
Interview:
A trained job analyst interviews a job incumbent, usually utilizing a
standardized format. Sometimes more than one worker is interviewed,
and the results are aggregated. Another variation is the group interview,
where several incumbents are interviewed at the same time.
ii.
Critical Incident:
Behaviorally based critical incidents are used to describe work, and a job
analyst determines the degree of each behavior that is present or absent in
the job.
iii.

Diary:

The job incumbent records activities and tasks in a log as they are
performed.
4. What is your company goals in short term?
To become no. 1retailer in Malaysia and a New-Us as Public Listed Company.
5. What are the general types of employment interviews?
i.
Open Job Interview Non-Executive Level
ii.
Behavioral Interview Executive Level and Above
6. How to select a good trainer?
i.
Professionalism

- Because trainers are role models, they should be mature, confident and

ii.

enthusiastic. They should view training assignments as opportunities for


personal development rather than an intrusion on their daily lives.
Remember, a training assignment is not an opportunity to display your
talents or extensive knowledge, but rather a chance to develop other
skills.
Have good communication skills
- Trainers must foster a learning environment in which trainees feel
comfortable taking risks without the fear of ridicule. Such an
environment depends on the trainers ability to create open lines of
communication. Trainers must be not only able to explain tasks and
procedures clearly, they must also know how to listen actively and be
sensitive to the importance of body language and nonverbal
communication. Good communication skills is an absolute must for
effective training.

iii.

Rapport
- Capable trainers demonstrate good interpersonal skills when they interact
with participants. Qualified trainers who are also friendly and congenial
exhibit the ability to handle conflict without losing their cool.

iv.

Good Organizational Skills


- The ability to balance various responsibilities and manage time is critical
to successful training.

7. How do you diagnose poor employee performance?


i.
Resupply
- Focus on the resources provided to do the job. Do employees have what
-

they need to perform well and meet expectations?


Ask them about additional resources they think they need.
Listen for points of frustration.
Note where employees report that support is inadequate.
Verify the claims with your own investigation. People will often blame
external sources for their poor performance before admitting their own

fault.
ii.
Retrain
Provide additional training to team members. Explore with them
whether they have the actual skills required to do what's expected. Given

the pace of change of technology, it's easy for people's skills to become
-

outdated.
Computer-based training (CBT).
Simulation exercises.

iii. Refit
- Analyze the individual components of the work, and try out different
combinations of tasks and abilities. This may involve rearranging the
jobs of other people as well.
iv. Reassign
-

v.

Typical job reassignments may decrease the demands of the role by

reducing the need for the following:


Responsibility.
Technical knowledge.
Interpersonal skills.
Release
- Sometimes there are no opportunities for reassignment, and refitting isn't
appropriate for the organization. In these cases, the best solution for
everyone involved is for the employee to find other work.

8. Did the Government Service Tax affect the salary of employees?


No
9. How does your company recognize individual performance?
(Piecework rates/standard hour plans, merit pay, individual bonuses, sales
commissions). Individual bonuses, attendance allowance for non executive level
and sales commissions. Sales commissions for Appliance Department.
10. What are the incentives pay for executives does your company provide?
It call super bonus (extra bonus apart from contractual bonus). This is only for
Executive Level and will be given on May. It depends on individual achievement
for KPI result and sales store.
11. Is employees discipline a concern to your company? What are the approach
being used to maintain employees discipline?
Yes, employees discipline a concern to Aeon Big (SdnBhd). The approach that
we used to maintain employees discipline as follows;

i.

ii.

iii.

Promptly speak to the employee, taking particular care to specify the


deficiencies you wish to see corrected and how corrective action is to be
undertaken. Have as many additional discussions with the employee as
seems appropriate under the particular circumstances. Usually, at this
early stage, the employee should be given advice and guidance rather
than a reprimand. It is important to maintain, at a minimum, a log of all
discussions of this nature with employees. If the employee seems
uncertain of the advice being given, then a confirmation of the
discussion(s) in writing is advisable.
If, after a reasonable period of time, there is no improvement, or
insufficient improvement, write formally to the employee explaining the
reasons for your dissatisfaction with his or her conduct. Often it is
helpful if such a letter makes reference to your earlier discussions with
the employee. Ultimately it may be necessary to write to the employee to
indicate that he or she will be suspended without pay or terminated if
there is insufficient improvement in the conduct.
If there continues to be insufficient improvement, a suspension without
pay for a short period of time is appropriate. It will specifically state, in
a suspension letter, that the employee will be subject to further
suspensions without pay or termination if there continues to be
insufficient improvement.

12. Did any dispute happen between employees in company and how do you solve
the dispute problem among employees?
Yes. The approach as follows;
i.
Mediation
- Mediation is when an independent and impartial third party
discusses a problem to try and find a solution. Its often used after
informal discussions havent come up with a solution.
- Mediation is voluntary and the mediator cant force you or your
employer to accept a solution. Both employee and employer must
agree on the way to solve the dispute.
- Mediation cannot be used to solve problems that have to be
formally investigated (example, harassment or discrimination).
ii.
Conciliation
- Conciliation is similar to mediation but is normally used when the
employee believe they may be entitled to make a claim to an
employment tribunal and the employee already made a claim to an
employment tribunal.
- Conciliation is voluntary when both employee and employer must
agree to it before it happens.

iii.

Arbitration
- Arbitration is when a third-party makes a firm decision on a case
after considering all the issues.
- Employee and employer must agree to an arbitrators decision being
legally binding. If the employee dont agree, employee can still take
a case to an employment tribunal.

13. Do you think it is important to make sure of the safety of employees during
work? Can you explain the safety measures being carried out in this company?
Yes it is important. In Aeon Big, the safety measures being carried out as
follows;
i.
ii.
iii.
iv.
v.
vi.

Providing a safe work place


Providing a safe work system
Provide safe access to workplace for employees
Provide facilities and equipment to employees
Provide adequate supervision
Provide information, instruction and training relating to the safety
and health adequately for all level of employees.

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