Hr Generalist Interview Questions & Answers

Hr Generalist Interview Questions

Are you blessed with sound knowledge in performing administrative tasks? Are you strong enough to implement a variety of human resource programs? Are you a dynamic person in handling multiple tasks? Then browse on to wisdomjobs online portal and discover your dream job. Hr generalist helps the HR department to perform number of functions such as staffing, compensation and benefits, training and development. He is responsible for the day-to-day management of HR operations that is manages the administration of policies, procedures and programs of the organization. As Hr generalist is the key role to any of the organization there is lot of scope in this field with handsome pay. So, avail the opportunity as Hr generalist to run the organization smoothly and effectively by looking into the Hr generalist interview questions and answers below.

Hr Generalist Interview Questions And Answers

Hr Generalist Interview Questions
    1. Question 1. What Exactly Profile Of Hr Generalist Defines? Or What Do You Understand From The Profile Of Hr Generalist?

      Answer :

      Generalist profile includes taking part in policy making & implementation, Payroll mgmt, performance appraisals, taking interviews and scaling candidates as per organization’s criteria, IJP, handling recruitments (Making Job descriptions), exit formalities, Preparing offer letters, and pay slips, Co-ordination amongst different HOD for their requirements etc.

    2. Question 2. What Do You Mean By An Organization’s Retrenchment And Retrenchment Strategies?

      Answer :

      Retrenchment is a corporate-level strategy that seeks to reduce the size or diversity of an organization's operations. Retrenchment is also a reduction of expenditures in order to become financially stable. Retrenchment is a pullback or a withdrawal from offering some current products or serving some markets. Retrenchment is often a strategy employed prior to or as part of a Turnaround strategy.

    3. Question 3. What Is 360 Degree Performance Appraisal?

      Answer :

      This system, which solicits feedback from seniors (including the boss), peers and subordinates, has been increasingly embraced as the best of all available methods for collecting performance feedback. Gone are the days of working hard to impress only one person, now the opinions of all matter, especially if you are in a leadership role(at any level). Every person in the team is responsible for giving relevant, positive and constructive feedback. Such systems also help in identifying leaders for higher level positions in the organization. Senior managers could use this feed back for self development.

    4. Question 4. Why Is It Important For Personnel Management To Know The Reasons For Staff Leaving The Organization?

      Answer :

      It helps to find the gaps between management and employees. It helps the personnel management to analyze problem why staffs are leaving from the job .what important factors are they looking after and how to fill the gap between management and employees and moreover it is very helpful to stop loosing employees from the company. The average time-to profit-time period for a new hire in any industry is about nine months, suggesting that a fresher begins to break-even the investments made on him/her and earn profit for the firm only after nine months. Exit of an employee before the nine month period can cost up to five times of his or her paid salary.

      HR managers need to be proactive and develop innovative employee interventions to retain talent. Some suggestions are:

      1. Quality of supervision
      2. Perception of equity in rewards-both monetary and non-monetary.
      3. Scope for the employee to speak out freely.
      4. Meeting's at least a month, to share the company's vision, industry's growth and how employees see themselves in the changing scenario help a great deal.
      5. Salary hike.
      6. Exit interviews etc.

    5. Question 5. What Are Some Of The Forms Of Sexual Harassment?

      Answer :

      Visual, verbal, physical, hostile work environment.

    6. Question 6. What Are The Steps In Processing A Suspension Or Termination Of An Employee?

      Answer :

      The process for suspension or termination is as follows:

      1. You must give written notice for the same (it can be called as termination letter). In this you have to mention the reason for termination e.g.: non performance, compliance issues, etc.
      2. You must see that the pay out for the notice period is in accordance with the balance leave of the employee
      3. The termination letter must be signed and accepted by the employee
      4. Once these things are done then you have to do the normal exit formalities.

       For terminating any employee you have to mention the valid reason and the employee must be given the equal chance to justify it. The management is liable for this and employee has the right for this. This is the main point you must keep in mind while any termination. If this is not followed, then the employee have the right to go to court for the same.

    7. Question 7. What Are The Benefits Of Progressive Discipline?

      Answer :

      Progressive discipline is an employee disciplinary system that provides a graduated range of responses to employee performance or conduct problems. Disciplinary measures range from mild to severe, depending on the nature and frequency of the problem. For example, an informal coaching session might be appropriate for an employee who is tardy or violates a minor work rule, while a more serious intervention -- or even termination -- might be called for if an employee commits serious misconduct or doesn't improve a performance problem after receiving several opportunities to do so.

      Most large companies use some form of progressive discipline, although they don't necessarily call it by that name. Whether they are referred to as positive discipline programs, performance improvement plans, corrective action procedures, or some other title, these systems are all similar at their core, although they might vary in the details. All are based on the principle that the company's disciplinary response should be appropriate and proportionate to the employee's conduct.

      The Benefits of Progressive Discipline:

      Using progressive discipline can help you get employees back on track. Done right, progressive discipline can:

      • allow managers to intervene and correct employee behavior at the first sign of trouble
      • enhance communication between managers and employees
      • help managers achieve higher performance and productivity from their employees
      • improve employee morale and retention by demonstrating that there are rewards for good performance and consequences for poor performance
      • avoid expensive replacement costs
      • ensure consistency and fairness in dealing with employee problems, and
      • lay the groundwork for fair, legally defensible employment termination for employees who cannot or will not improve.

      Progressive discipline also helps you avoid the consequences of allowing workplace problems to continue unchecked. If you don't intervene, the employee may not know that his or her behavior or actions are unacceptable. Not only will you have lost an opportunity to help the employee improve, but your company will continue to suffer the consequences of the employee's problem, which could result in reduced productivity and profits, quality control problems, lost opportunities or customers, low employee morale, and high turnover.

      Using progressive discipline appropriately will also help your company stay out of legal trouble. Progressive discipline requires you to let employees know what you expect, to be fair, consistent, and objective in imposing discipline, to include employees in the process of improvement, and to document your actions and decisions properly. By following these actions, you'll ensure that employees who are unable to unwilling to improve won't have the legal ammunition to fuel a lawsuit. And, if you are consistently respectful to employees, few of them will be motivated to sue.

       Getting Results With Progressive Discipline:

      A progressive discipline system or policy provides a basic framework for handling employee problems fairly and consistently, but it's only a start. To get the best results from progressive discipline, you can't just move mechanically from one disciplinary measure to the next, until it's time to fire the employee. Instead, you must involve the employee in the process. The employee's engagement in improving his or her performance, behavior, or attitude will ultimately determine whether progressive discipline is successful.Grievances.

    8. Question 8. Describe The Grievance Process?

      Answer :

      • Grievance process is one of the vital areas in building employee confidence and building the relationship. There should be a definite grievance procedure. The grievances have to be attended within the time limit. When the grievance is not able to solve within the prescribed time limit , the concern persons has to called up and informed about the action taken so far and the reason for delay in arriving at the solution and expected
      • time required to achieve the target.
      • Unique no to be allotted for each and every grievance and possibly it has to be classified according to the merit of the issue.
      • By classification, you could able to identify the nature of grievances (over a period of time) which will be very useful in streamlining the Grievance procedure.Employee participation and suggestions to be appreciated to make the grievances procedure to be more effective.

    9. Question 9. What Is The Relationship Between Motivation And Reward?

      Answer :

      Motivation in simple words may be understood as the set of forces that cause people to behave in certain ways. It is a process that starts with a physiological deficiency or need that activities behaviour or a drive that is aimed at a goal or an incentive.
      The concept of motivation occupies a central place in the discipline of Organizational Behaviour. It is a concept, which has received the maximum attention from the academicians and researchers alike. Since a motivated employee is highly productive and highly quality oriented, the managers are also interested the concept of motivation.
      Most people understand the concept of intrinsic satisfaction or intrinsic motivation, i.e. when an activity is satisfying or pleasurable in and of itself. Naturally, these activities are things we like and want to do. For most of us, intrinsically enjoyable activities are things like eating, resting, laughing, playing games, winning, creating, seeing and hearing beautiful things and people, being held lovingly, having sex, and so on. To do these things we don't need to be paid, applauded, cheered, thanked, respected, or anything--commonly we do them for the good feelings we automatically and naturally get from the activity. Intrinsic rewards also involve pleasurable internal feelings or thoughts, like feeling proud or having a sense of mastery following studying hard and succeeding in a class.
      Many, maybe most, activities are not intrinsically satisfying enough to get most of us to do them consistently, so extrinsic motivation needs to be applied in the form of rewards (positive reinforcements), incentives, or as a way to avoid some unpleasant condition ("negative reinforcement" or punishment). Examples: You work doing an ordinary job for pay. You study for good grades or to avoid failing or to prepare for a good future. You do housework to get a clean, organized house and/or a spouse's appreciation or to avoid her/his disapproval. A teenager comes home from a date on time in order to avoid being grounded. These are all activities that are commonly sustained by external pay offs, not because you love working, studying, cleaning, and coming home early.

    10. Question 10. What Is A Grievance?

      Answer :

      A grievance in the traditional sense of the word is typically defined as a complaint against an employer by an employee for a contractual violation.  Simply put, this means that an employee has a problem with his/her employer and feels the problem is legitmate based on the contract he/she has with the employer.  However, not all grievances have to be contractual grievances.  Typically, labor unions have a grievance procedure by which they follow and the process of tracking that grievance can take many forms.

      1.  The employee usually files the grievance with a shop steward, grievance rep, or union/management official.
      2.  The grievance rep typically fills out a pre-defined grievance form and submits it to the union for processing.
      3.  The union typically files the grievance and all relevant hard copy documents into a filing cabinet or electronic database, like the IGS.
      4.  The grievance rep and the labor union officials are responsible for keeping track of the grievance meeting steps 1-Arbitration.
      5.  The meeting steps are usually defined in the contract between union and management and typically have timelines that must me met between each step.

       Both union and management are responsible for keeping track of the grievance and also abiding by the contractual language that accompanies that grievance.  Grievances can be filed on behalf of the entire union or on behalf of indivual members/employees.

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