Promotion refers to the upward movement of employees within the company for an new or higher job role with additional tasks and responsilities. Promotion is a part of Reward and Recongnition program of the company.
For more information visit https://www.hrhelpboard.com/hr-policies/promotion-policy.htm
This ppt will help you to understand about various HR challenges in current business environment & give you a brief insight to increase your conceptual idea in HR field.
Short Quiz based on Human resource management.
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Markov Chain Analysis in HR Decision Makingrahul23t263
Markov chain is one of the techniques used in operations research with possibilities view that managers faced in organizational decision making .Manpower planning process which the management determines how an Markov Chain move its current manpower position to its desired manpower position.
Through planning, management strives to have the right number and right kinds of people, at the right places at the right time, doing things which result in both the organization and individual receiving maximum long-run benefits.
this presentation covers the following portion of HR managent:
-Human Resource Planning Process
-Difference between recruitment and selection
-Objectives of HR management
Solved Case Study: Strategy and HR Planning at the CAPITAL HOTELMehreen Shafique
These are the questions that I received in my specialization course. Hope these are helpful for others. I have pasted the questions first. The case study is also included.
Promotion refers to the upward movement of employees within the company for an new or higher job role with additional tasks and responsilities. Promotion is a part of Reward and Recongnition program of the company.
For more information visit https://www.hrhelpboard.com/hr-policies/promotion-policy.htm
This ppt will help you to understand about various HR challenges in current business environment & give you a brief insight to increase your conceptual idea in HR field.
Short Quiz based on Human resource management.
Subscribe on YouTube - https://www.youtube.com/channel/UCnSp_MjvR1ihLcSFDCfCbOg
Follow on Instagram - https://instagram.com/masroorbaig/
Catch up on Facebook - https://www.facebook.com/MasroorBaig1996
Markov Chain Analysis in HR Decision Makingrahul23t263
Markov chain is one of the techniques used in operations research with possibilities view that managers faced in organizational decision making .Manpower planning process which the management determines how an Markov Chain move its current manpower position to its desired manpower position.
Through planning, management strives to have the right number and right kinds of people, at the right places at the right time, doing things which result in both the organization and individual receiving maximum long-run benefits.
this presentation covers the following portion of HR managent:
-Human Resource Planning Process
-Difference between recruitment and selection
-Objectives of HR management
Solved Case Study: Strategy and HR Planning at the CAPITAL HOTELMehreen Shafique
These are the questions that I received in my specialization course. Hope these are helpful for others. I have pasted the questions first. The case study is also included.
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Teams offer an easy way to tap the knowledge and talents of all employees to solve many of your companies problems. A team draws together employees from all different functions and levels of your organization to help find the best way to attack a specific issue. Many organizations have found that they can no longer rely just on management to guide work processes and company goals. Companies need to involve employees who are much closer to the daily problems and the companies customers. When employees gain more authority from top management, they tend to be more responsive to the customers’ needs and to resolve problems at the lowest possible level in the organization.
This Presentation is made by Toran Lal Verma. The presentation deals with sales force management, process of recruitment, sources of recruitment, Process of Selection etc.
The readers may be surprised by the name of the article, others may have already experienced the same but knowingly ignore the importance because of so many professional reasons, when we work as an expatriate employee.
This topic is about the management of human resource in a efficient way for the betterment of an organization and how it can be used to stabilize and economically power the employee as well as the organization.
Internal Promotion Opportunity
Name
Institution
Course
Date
Professor
Internal Promotion Opportunity
Introduction
Internal promotion is an active human resource process driven and managed by a Career Development Specialist. This process does not involve a human resource recruiter but is driven by HR and the upper management. Promotion process fills gaps in the organization (Susan, 2016). It is based on ones’ performance. Identification of top performers and employees of high potential is done by the HR. Once identified, there get promoted to positions where their potential will be fully utilized thus building competitive advantage for the organization. It is important to note that internal promotion jobs are not advertised and other employees can not apply for those positions.
Importance and Goal
Study of Internal Promotion Opportunity is professionally important for me as I will be able to give my best at work so as to expose my potential. The goal of this communication is to be able to be in a position to fully utilize my potential and give the organization competitive advantage.
Audience
I target a number of people, the top management in my organization, the HR department and my fellow employees. The top management is comprised of both male and female members. They comprise members of different ages both senior citizens and the youth. The HR department comprises of members of different age groups and gender so are the employers. All the members of my target audience possess a bachelor’s degree and above. Their income varies according to the positions they hold with the top management having a higher income than the rest.
My relationship to the audience is through employment with the top management being my superiors, HR my recruiters and employees my colleagues. The audience members having a bachelor’s degree and above are well experienced in their relevant fields as well as their years of service at the organization leaves them with a wealth of experience to handle the challenges in their various departments. The top management is keen on identifying and utilizing the full potential of the workforce and giving them an opportunity to utilize the same.
Some employees are excited about this challenge and are keen on giving their best in order to have this opportunity while some employees feel less motivated as they feel those being promoted are getting preferential treatment. My belief of rewarding only the best will not go down with employees who are lazy and not keen in stretching themselves.
Available Information
I will gather information about my audience from my past personal interactions with them this way I will be able to know how to approach them basing on their personalities, personal interviews: I will try to conduct personal interviews with all members of audience which might not be completely possible based on their engagements and availability especially the top management who are in most cases engaged with ot.
Literature ReviewThe role of a Human Resource department is ev.docxSHIVA101531
Literature Review
The role of a Human Resource department is ever changing in today’s volatile business environment. Over the years HR have become a strong strategic partner within an organization by providing functions such as recruitment, training and development and retention. Human Resources in order to be strategic works directly with all levels of management in an effort to help with strategy and the growth of the company to meet their vision. One very important aspect is talent acquisition. Having the right people in key roles within the company is vital to the success and growth. Performing this function includes preparing a job description, recruiting, and then setting compensation. Then a crucial tool used by many HR departments is the process of job evaluations and performance reviews.
Method of Job Analysis
When a new job is created or a vacancy occurs, it is the role of a HR representative to fill that void. In order to perform this function they need to first understand what role they are trying fill and what skills and responsibilities this new role would require. By conducting a job analysis they are able to further define an important elements of any job and then search for the person or people that are a good fit for the company. As important as it is to perform a job analysis before looking for that new candidate, it is equally as important to select the correct job analysis method. Some popular job analysis methods are Observation, Individual Interview and Structured Questionnaires. Organizations choose methods based on various guidelines that are all link to the job responsibilities, company culture and size of the organization. Each organization must select which methods are the best match for their candidate search. The Observation method includes studying someone while they perform their job in an effort to better understand the tasks and duties necessary to this particular job. The advantages are, the observer can obtain first hand knowledge and information about the job being analyzed. This can provide an accurate picture of the candidate ability to do the job at hand. Other Job Analysis methods such as the interview or questionnaire only allow HR to indirectly obtain this information. With other methods there is a risk of omissions or exaggerations are introduced either by the incumbent being interviewed or by items on the questionnaire.
The next method is the Interview method; this method involves conducting interviews of the person leaving this position to gain insights into what duties they perform. Interviews can also be conducted on other employees performing the same job but in most cases start with the HR manager. The advantages are that it allows the incumbent to describe tasks and duties that are not observable. The disadvantage is the candidate can exaggerate or omit tasks and duties. The interviewer must be skilled and ask the proper questions.
The Structured Questionnaire method uses a standardized ...
UNIT- III SALES FORCEMANAGMENT FOR B.COM CBCS, PERSONAL SELLING AND SALESMANSHIPDr. Toran Lal Verma
UNIT- III SALES FORCE MANAGEMENT FOR B.COM CBCS, PERSONAL SELLING AND SALESMANSHIP. This slideshow deals with the recruitment of salesman, selection of salesman, the selection process, the process of recruitment, methods of recruitment, internal and external sources of recruitment types of interviews, the difference between recruitment and selection.
Similar to HRM Assignment on recruitment and hiring and selection process (20)
Handout Regular expression with examples and lecture mariajan8
its a complete course of Regular expression with examples and lecture .after doing this every student able to understand regular expression easily and able to doing to someone
what is the future of Pi Network currency.DOT TECH
The future of the Pi cryptocurrency is uncertain, and its success will depend on several factors. Pi is a relatively new cryptocurrency that aims to be user-friendly and accessible to a wide audience. Here are a few key considerations for its future:
Message: @Pi_vendor_247 on telegram if u want to sell PI COINS.
1. Mainnet Launch: As of my last knowledge update in January 2022, Pi was still in the testnet phase. Its success will depend on a successful transition to a mainnet, where actual transactions can take place.
2. User Adoption: Pi's success will be closely tied to user adoption. The more users who join the network and actively participate, the stronger the ecosystem can become.
3. Utility and Use Cases: For a cryptocurrency to thrive, it must offer utility and practical use cases. The Pi team has talked about various applications, including peer-to-peer transactions, smart contracts, and more. The development and implementation of these features will be essential.
4. Regulatory Environment: The regulatory environment for cryptocurrencies is evolving globally. How Pi navigates and complies with regulations in various jurisdictions will significantly impact its future.
5. Technology Development: The Pi network must continue to develop and improve its technology, security, and scalability to compete with established cryptocurrencies.
6. Community Engagement: The Pi community plays a critical role in its future. Engaged users can help build trust and grow the network.
7. Monetization and Sustainability: The Pi team's monetization strategy, such as fees, partnerships, or other revenue sources, will affect its long-term sustainability.
It's essential to approach Pi or any new cryptocurrency with caution and conduct due diligence. Cryptocurrency investments involve risks, and potential rewards can be uncertain. The success and future of Pi will depend on the collective efforts of its team, community, and the broader cryptocurrency market dynamics. It's advisable to stay updated on Pi's development and follow any updates from the official Pi Network website or announcements from the team.
If you are looking for a pi coin investor. Then look no further because I have the right one he is a pi vendor (he buy and resell to whales in China). I met him on a crypto conference and ever since I and my friends have sold more than 10k pi coins to him And he bought all and still want more. I will drop his telegram handle below just send him a message.
@Pi_vendor_247
The secret way to sell pi coins effortlessly.DOT TECH
Well as we all know pi isn't launched yet. But you can still sell your pi coins effortlessly because some whales in China are interested in holding massive pi coins. And they are willing to pay good money for it. If you are interested in selling I will leave a contact for you. Just telegram this number below. I sold about 3000 pi coins to him and he paid me immediately.
Telegram: @Pi_vendor_247
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
how can I sell pi coins after successfully completing KYCDOT TECH
Pi coins is not launched yet in any exchange 💱 this means it's not swappable, the current pi displaying on coin market cap is the iou version of pi. And you can learn all about that on my previous post.
RIGHT NOW THE ONLY WAY you can sell pi coins is through verified pi merchants. A pi merchant is someone who buys pi coins and resell them to exchanges and crypto whales. Looking forward to hold massive quantities of pi coins before the mainnet launch.
This is because pi network is not doing any pre-sale or ico offerings, the only way to get my coins is from buying from miners. So a merchant facilitates the transactions between the miners and these exchanges holding pi.
I and my friends has sold more than 6000 pi coins successfully with this method. I will be happy to share the contact of my personal pi merchant. The one i trade with, if you have your own merchant you can trade with them. For those who are new.
Message: @Pi_vendor_247 on telegram.
I wouldn't advise you selling all percentage of the pi coins. Leave at least a before so its a win win during open mainnet. Have a nice day pioneers ♥️
#kyc #mainnet #picoins #pi #sellpi #piwallet
#pinetwork
Latino Buying Power - May 2024 Presentation for Latino CaucusDanay Escanaverino
Unlock the potential of Latino Buying Power with this in-depth SlideShare presentation. Explore how the Latino consumer market is transforming the American economy, driven by their significant buying power, entrepreneurial contributions, and growing influence across various sectors.
**Key Sections Covered:**
1. **Economic Impact:** Understand the profound economic impact of Latino consumers on the U.S. economy. Discover how their increasing purchasing power is fueling growth in key industries and contributing to national economic prosperity.
2. **Buying Power:** Dive into detailed analyses of Latino buying power, including its growth trends, key drivers, and projections for the future. Learn how this influential group’s spending habits are shaping market dynamics and creating opportunities for businesses.
3. **Entrepreneurial Contributions:** Explore the entrepreneurial spirit within the Latino community. Examine how Latino-owned businesses are thriving and contributing to job creation, innovation, and economic diversification.
4. **Workforce Statistics:** Gain insights into the role of Latino workers in the American labor market. Review statistics on employment rates, occupational distribution, and the economic contributions of Latino professionals across various industries.
5. **Media Consumption:** Understand the media consumption habits of Latino audiences. Discover their preferences for digital platforms, television, radio, and social media. Learn how these consumption patterns are influencing advertising strategies and media content.
6. **Education:** Examine the educational achievements and challenges within the Latino community. Review statistics on enrollment, graduation rates, and fields of study. Understand the implications of education on economic mobility and workforce readiness.
7. **Home Ownership:** Explore trends in Latino home ownership. Understand the factors driving home buying decisions, the challenges faced by Latino homeowners, and the impact of home ownership on community stability and economic growth.
This SlideShare provides valuable insights for marketers, business owners, policymakers, and anyone interested in the economic influence of the Latino community. By understanding the various facets of Latino buying power, you can effectively engage with this dynamic and growing market segment.
Equip yourself with the knowledge to leverage Latino buying power, tap into their entrepreneurial spirit, and connect with their unique cultural and consumer preferences. Drive your business success by embracing the economic potential of Latino consumers.
**Keywords:** Latino buying power, economic impact, entrepreneurial contributions, workforce statistics, media consumption, education, home ownership, Latino market, Hispanic buying power, Latino purchasing power.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
US Economic Outlook - Being Decided - M Capital Group August 2021.pdfpchutichetpong
The U.S. economy is continuing its impressive recovery from the COVID-19 pandemic and not slowing down despite re-occurring bumps. The U.S. savings rate reached its highest ever recorded level at 34% in April 2020 and Americans seem ready to spend. The sectors that had been hurt the most by the pandemic specifically reduced consumer spending, like retail, leisure, hospitality, and travel, are now experiencing massive growth in revenue and job openings.
Could this growth lead to a “Roaring Twenties”? As quickly as the U.S. economy contracted, experiencing a 9.1% drop in economic output relative to the business cycle in Q2 2020, the largest in recorded history, it has rebounded beyond expectations. This surprising growth seems to be fueled by the U.S. government’s aggressive fiscal and monetary policies, and an increase in consumer spending as mobility restrictions are lifted. Unemployment rates between June 2020 and June 2021 decreased by 5.2%, while the demand for labor is increasing, coupled with increasing wages to incentivize Americans to rejoin the labor force. Schools and businesses are expected to fully reopen soon. In parallel, vaccination rates across the country and the world continue to rise, with full vaccination rates of 50% and 14.8% respectively.
However, it is not completely smooth sailing from here. According to M Capital Group, the main risks that threaten the continued growth of the U.S. economy are inflation, unsettled trade relations, and another wave of Covid-19 mutations that could shut down the world again. Have we learned from the past year of COVID-19 and adapted our economy accordingly?
“In order for the U.S. economy to continue growing, whether there is another wave or not, the U.S. needs to focus on diversifying supply chains, supporting business investment, and maintaining consumer spending,” says Grace Feeley, a research analyst at M Capital Group.
While the economic indicators are positive, the risks are coming closer to manifesting and threatening such growth. The new variants spreading throughout the world, Delta, Lambda, and Gamma, are vaccine-resistant and muddy the predictions made about the economy and health of the country. These variants bring back the feeling of uncertainty that has wreaked havoc not only on the stock market but the mindset of people around the world. MCG provides unique insight on how to mitigate these risks to possibly ensure a bright economic future.
Even tho Pi network is not listed on any exchange yet.
Buying/Selling or investing in pi network coins is highly possible through the help of vendors. You can buy from vendors[ buy directly from the pi network miners and resell it]. I will leave the telegram contact of my personal vendor.
@Pi_vendor_247
how to sell pi coins effectively (from 50 - 100k pi)DOT TECH
Anywhere in the world, including Africa, America, and Europe, you can sell Pi Network Coins online and receive cash through online payment options.
Pi has not yet been launched on any exchange because we are currently using the confined Mainnet. The planned launch date for Pi is June 28, 2026.
Reselling to investors who want to hold until the mainnet launch in 2026 is currently the sole way to sell.
Consequently, right now. All you need to do is select the right pi network provider.
Who is a pi merchant?
An individual who buys coins from miners on the pi network and resells them to investors hoping to hang onto them until the mainnet is launched is known as a pi merchant.
debuts.
I'll provide you the Telegram username
@Pi_vendor_247
The European Unemployment Puzzle: implications from population agingGRAPE
We study the link between the evolving age structure of the working population and unemployment. We build a large new Keynesian OLG model with a realistic age structure, labor market frictions, sticky prices, and aggregate shocks. Once calibrated to the European economy, we quantify the extent to which demographic changes over the last three decades have contributed to the decline of the unemployment rate. Our findings yield important implications for the future evolution of unemployment given the anticipated further aging of the working population in Europe. We also quantify the implications for optimal monetary policy: lowering inflation volatility becomes less costly in terms of GDP and unemployment volatility, which hints that optimal monetary policy may be more hawkish in an aging society. Finally, our results also propose a partial reversal of the European-US unemployment puzzle due to the fact that the share of young workers is expected to remain robust in the US.
USDA Loans in California: A Comprehensive Overview.pptxmarketing367770
USDA Loans in California: A Comprehensive Overview
If you're dreaming of owning a home in California's rural or suburban areas, a USDA loan might be the perfect solution. The U.S. Department of Agriculture (USDA) offers these loans to help low-to-moderate-income individuals and families achieve homeownership.
Key Features of USDA Loans:
Zero Down Payment: USDA loans require no down payment, making homeownership more accessible.
Competitive Interest Rates: These loans often come with lower interest rates compared to conventional loans.
Flexible Credit Requirements: USDA loans have more lenient credit score requirements, helping those with less-than-perfect credit.
Guaranteed Loan Program: The USDA guarantees a portion of the loan, reducing risk for lenders and expanding borrowing options.
Eligibility Criteria:
Location: The property must be located in a USDA-designated rural or suburban area. Many areas in California qualify.
Income Limits: Applicants must meet income guidelines, which vary by region and household size.
Primary Residence: The home must be used as the borrower's primary residence.
Application Process:
Find a USDA-Approved Lender: Not all lenders offer USDA loans, so it's essential to choose one approved by the USDA.
Pre-Qualification: Determine your eligibility and the amount you can borrow.
Property Search: Look for properties in eligible rural or suburban areas.
Loan Application: Submit your application, including financial and personal information.
Processing and Approval: The lender and USDA will review your application. If approved, you can proceed to closing.
USDA loans are an excellent option for those looking to buy a home in California's rural and suburban areas. With no down payment and flexible requirements, these loans make homeownership more attainable for many families. Explore your eligibility today and take the first step toward owning your dream home.
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HRM Assignment on recruitment and hiring and selection process
1. ASSIGNMENT NO: 2
Subject: Human Resource Management
Submitted to:
Mam Arooj Fatima
Submitted by:
Maria Naeem (02)
University Roll no:
551302
Topic:
Recruitment & Internal Sources & Selection
Department:
Computer Science
4th
Semester
Govt Islamia Post Graduate College for
Women Eid Gah Road Faisalabad
2. QUESTION NO:1
What do you mean by recruitment?
Explain the internal sources of recruitment?
ANSWER:
RECRUITMENT
Meaning:
Recruitment means to estimate the available
vacancies and to make suitable arrangements for
their selection and appointment. Recruitment is
understood as the process of searching for and
obtaining applicants for the jobs, from among whom
the right people can be selected.
A formal definition states, “It is the process of
finding and attracting capable applicants for the
employment. The process begins when new recruits
are sought and ends when their applicants are
submitted. The result is a pool of applicants from
which new employees are selected”. In this, the
3. available vacancies are given wide publicity and
suitable candidates are encouraged to submit
applications so as to have a pool of eligible
candidates for scientific selection.
In recruitment, information is collected from
interested candidates. For this different source such
as newspaper advertisement, employment
exchanges, internal promotion, etc. are used.
In the recruitment, a pool of eligible and interested
candidates is created for selection of most suitable
candidates. Recruitment represents the first contact
that a company makes with potential employees.
Definition:
According to EDWIN FLIPPO, “Recruitment is the
process of searching for prospective employees and
stimulating them to apply for jobs in the
organization.”
4. 1) INTERNAL RECRUITMENT:
Internal recruitment seeks applicants for positions
from within the company. The various internal
sources include:
Promotions and Transfers:
Promotion is an effective means using job posting
and personnel records. Job posting requires
notifying vacant positions by posting notices,
circulating publications or announcing at staff
meetings and inviting employees to apply.
Personnel records help discover employees who
are doing jobs below their educational
qualifications or skill levels. Promotions has many
advantages like it is good public relations, builds
morale, encourages competent individual show are
ambitious, improves the probability of good
selection since information on the individual’s
performance is readily available, is cheaper than
going outside to recruit, those chosen internally
are familiar with the organization thus reducing
the orientation time and energy and also acts as a
5. training device for developing middle-level and
top-level managers.
Employee referrals
Employees can develop good prospects for their
families and friends by acquainting them with the
advantages of a job with the company, furnishing
them with introduction and encouraging them to
apply. This is a very effective means as many
qualified people can be reached at a very low cost
to the company. The other advantages are that the
employees would bring only those referrals that
they feel would be able to fit in the organization
based on their own experience. In this way, the
organization can also fulfill social obligations and
create goodwill.
Former Employees: These include retired
employees who are willing to work on a part-time
basis individuals who left work and are willing to
6. come back for higher compensations. Even
retrenched employees are taken up once again.
The advantage here is that the people are already
known to the organization and there is no need to
find out their past performance and character.
Dependents of deceased employees:
Usually, banks follow this policy. If an employee
dies, his / her spouse or son or daughter is
recruited in their place. This is usually an effective
way to fulfill social obligation and create
goodwill.
Recalls: When management faces a problem,
which can be solved only by a manager who has
proceeded on long leave, it may de decided to
recall that persons after the problem is solved, his
leave maybe extended.
Retirements: At times, management may not find
suitable candidates in place of the one who had
retired, after meritorious service. Under the
circumstances, management may decide to call
retired managers with new extension.
7. Advantages of Internal Sources of Recruitment
Selecting and transferring existing employees is a
simpler process.
The managers are aware of the talents and abilities
of already existing employees.
Internal recruitment serves as a tool to boost the
morale of employees as internal hiring creates job
and promotion opportunities for existing
employees.
Internal hiring promotes a feeling of loyalty
amongst the employees.
Existing employees are already aware of the
company’s working methods and don’t take a long
time to adjust to new positions.
However, there is a potential drawback to the internal
recruitment process. It can lead to stagnation in the
company’s workforce. No introduction of new
employees or fresh ideas.
Often employees who are not suitable for a higher
position are given promotions just because they have
8. been at the organization for a long time, not because
of their skills and qualifications.
Characteristics of Internal Sources of
Recruitment
Quick process.
Cheaper than the external recruitment process.
Works as a tool of motivation for the staff.
The company’s choice is limited to existing
employees of the company.
Hiring fresh employees is a lost prospect.
Disadvantages of internal sources of recruitment
Internal sources of recruitment reduce the
scope of finding skilled and more efficient
people.
The introduction of new methods and
strategies may not always possible with this
approach.
9. Losing more efficient persons from the
external environment becomes a competitive
advantage to the competitors.
This approach is not suitable for all the
organizations
QUESTION NO: 2
You, as a HR manager of a large Retail
Organization have been asked to select five
marketing executives (fresher’s) for your
showroom. List down the steps you would
follow in selecting these executives.
ANSWER
If I am a HR manager of a large Retail Organization
has been asked to select five marketing executives
(fresher) for my showroom .i should follow these
steps in selecting these executives.
Firstly, I asked them some important questions
like these:
In your previous position as a retail store manager,
10. did you have an underperforming employee? How
did you handle the situation?
What strategies do you use to motivate staff
members?
How do you train and develop staff members?
How do you delegate tasks?
What steps do you take to ensure task completion?
What steps have you taken to establish good
communication with your team?
What key metrics do you use to inform strategy?
What store-specific strategies have you developed
and implemented?
What is your customer service philosophy?
How have you addressed shrink in your store?
Describe a recent incident where you had to handle
an angry customer
How have you resolved a conflict situation between
staff members?
11. How have you managed an underperforming staff
member?
Tell me about a time you had to discipline a staff
member for poor behavior
Describe a mistake you recently made and how you
handled it
Tell me about a tough decision you had to make
recently at work, what steps did you take?
What have been your greatest achievements as a
store manager?
How would your team describe you as a manager?
What do you consider to be your strengths and
weaknesses as a store manager?
Why do you want this job?
What are the most important priorities when starting
this position?
What are the current objectives for the store?
What are the main challenges I will face in this
position?
12. How would doing an excellent job be defined?
What are the current challenges the company faces?
What type of training and support can I expect to
receive?
What is the best thing about working for this
company?
Have you made mistakes in your previous position
as a retail store manager? How did you handle it?
In your opinions, what are some of the best
personality traits in a retail store manager?
What are some strategies you use to keep your
employees motivated? What examples have you
implemented in the past?
How might your experiences as a retail store
manager distinguish you from other applicants for
this position?
13. Secondly, I tell them solutions to how to they
can improve yours mistakes:
I should tell them how you can handle the
underperforming employee situation.
I should tell them how you can handle yours
mistakes that you made in your previous position as
a retail store manager.
I should tell them if they do not know: what are
some of the best personality traits in a retail store
manager?
I should tell them strategies you use to keep your
employees motivated?
I should tell them how might your experiences as a
retail store manager distinguish you from other
applicants for this position?
Key steps to successful motivation include:
spend time with each employee to find out their
needs and what motivates them
14. individualize the motivation strategy in line with
what works for each person
Key steps to effective training include:
take the time to assess skill and knowledge
needs for each staff member
tailor the training and coaching to meet
individual needs
A criterion for effective delegation includes:
targeting tasks and assignments to appropriate
staff members
making proper use of each individual's strengths
and skills
This store manager interview question is used to
evaluate that you have the proper procedures in
place to monitor your team and tasks. In your
interview answer focus on:
establishing follow up times and methods
reviewing and confirming progress
getting feedback from staff members
15. QUESTION NO:3
The Production Department of your company
has supplied a requisition for four Production
Executives. Suggest the steps you will follow in
selecting these executives.
ANSWER:
SELECTION:
Selection process is a decision making process. This
step consists of a number of activities. A candidate
who fails to qualify for a particular step is not
eligible for appearing for the subsequent step.
Employee selection is the process of putting right
men on the right job. It is a procedure of matching
organizational requirements with the skills and
qualifications of people. Effective selection can be
done only where there is effective matching. By
selecting best candidate for the required job, the
organization will get quality performance of
employees. Moreover, organization will face less
absenteeism and employee turnover problems. By
16. selecting right candidate for the required job,
organization will also save time and money. Proper
screening of candidates takes place during selection
procedure. All the potential candidates who apply
for the given job are tested.
SELECTION PROCESS:
Selection is a long process, commencing from the
preliminary interview of the applicants and ending
with the contract of employment.
1. Preliminary test
2. Selection test
3. Employment interview
4. Reference and background
5. Analysis
6. Selection decision
7. Physical examination
8. Job offer
9. Employment contract
17. Step-1
PRELIMINARY INTERVIEW:
The applicants received from job seekers would be
subject to scrutiny applicants. This is usually
followed by a preliminary interview the purpose of
which is more or less the same as scrutiny of
application, that is, eliminate of unqualified
applicants. Scrutiny enables the HR specialists to
eliminate unqualified jobseekers based on the
information supplied in their application forms.
Preliminary interview, on the other hand, helps
reject misfits for reason, which did not appear in the
application forms. so as to eliminate unqualified
Step-2
SELECTION TEST:
Job seekers who pass the screening and the
preliminary interview are called for tests. Different
types of tests may be administered, depending on the
job and the company.
Generally, tests are used to determine the applicant’s
ability, aptitude and personality.
18. The following are the type of tests taken:
1. Ability test
2. Aptitude test
3. Intelligence test
4. Interest test
5. Personality test
6. Projective test
7. General knowledge test
8. Perception test
9. Graphology test
10. Polygraph test
11. Medical test
Step-3
INTERVIEW:
The next step in the selection process is an
interview. Interview is formal, in depth conversation
conducted to evaluate the applicant’s acceptability.
It is considered to be excellent selection device. It is
face-to-face exchange of view, ideas and opinion
between the candidates and interviewers. Basically,
interview is nothing but an oral examination of
19. candidates. Interview can be adapted to unskilled,
skilled, managerial and profession employees. Types
of interview: - Interviews can be of different types.
There interviews employed by the companies.
Following are the various types of interview:-
1. Informal interview
2. Formal interview
3. Non directive interview
4. Depth interview
5. Stress interview
6. Group interview
7. Panel interview
8. Sequential interview
9. Structured interview
10. Unstructured interview
11. Mixed interview
12. Telephonic interview
20. Step-4
REFERENCE CHECK:
Many employers request names, addresses, and
telephone numbers of references for the purpose of
verifying information and perhaps, gaining
additional background information on an applicant.
Although listed on the application form, references
are not usually checked until an applicant has
successfully reached the fourth stage of a sequential
selection process. When the labor market is very
tight, organizations sometimes hire applicants before
checking references.
Step-5
SELECTION DECISION:
After obtaining information through the preceding
steps, selection decision- the most critical of all the
steps- must be made. The other stages in the
selection process have be ensued to narrow the
number of the candidates. The final decision has to
be made the pool of individuals who pas the tests,
21. interviews and reference checks. The view of the
line manager will be generally considered in the
final selection because it he/she who is responsible
for the performance of the new employee. The HR
manager plays a crucial role in the final selection.
STEP 6:
PHYSICAL EXAMINATION:
After the selection decision and before the job offer
is made, the candidate is required to undergo a
physical fitness test. A job offer is, often, contingent
upon the candidate being declared fit after the
physical examination. The results of the medical
fitness test are recorded in a statement and are
preserved in the personnel records. There are several
objectives behind a physical test.
Obviously, one reason for a physical test is to detect
if the individual carries any infectious disease.
Secondly, the test assists in determining whether an
applicant is physically fit to perform the work.
Thirdly, the physical examination information can
22. be used to determine if there are certain physical
capabilities, which differentiate successful and less
successful employees. Finally, such an examination
will protect the employer from workers
compensation claims that are not valid because the
injuries or illness were present when the employee
was hired.
STEP 7:
JOB OFFER:
The next step in the selection process is job offer to
those applicants who have crossed all the previous
hurdles. Job offer is made through a letter of
appointed. Such a letter generally contains a date by
which the appointee must report on duty. The
appointee must be given reasonable time for
reporting. Those is particularly necessary when he or
she is already in employment, in which case the
appointee is required to obtain a relieving certificate
from the previous employer. The company may also
23. want the individual to delay the date of reporting on
duty. If the new employee’s first job upon joining
the company is to go on company until perhaps a
week before such training begins.
STEP 8:
CONTRACT OF EMPLOYMENT:
There is also a need for preparing a contract of
employment. The basic information that should be
included in a written contract of employment will
vary according to the level of the job, but the
following checklist sets out the typical headings:
1. Job title
2. Duties, including a parse such as “The
employee will perform such duties and will be
responsible to such a person, as the company may
from time to time direct”.
3. Date when continuous employment starts and
the basis for calculating service.
24. 4. Rate of pay, allowance, overtime and shift
rates, method of payments.
5. Hours of work including lunch break and
overtime and shift arrangements.
6. Holiday arrangements:
7. Paid holidays per year.
8. Public holidays.
9. Special terms relating to rights to patent s and
designs, confidential information and restraints
on trade after termination of employment.
The drawback with the contracts is that it is almost
to enforce them. A determined employee is bound to
leave the organization, contract or no contract.
STEP 9
CONCLUDING THE SELECTION PROCESS:
Contrary to popular perception, the selection process
will not end with executing the employment
25. contract. There is another step – amore sensitive one
reassuring those candidates who have not selected,
not because of any serious deficiencies in their
personality, but because their profile did not match
the requirement of the organization.
They must be told that those who were selected were
done purely on relative merit.
STEP 10
EVALUATION OF SELECTION
PROGRAMME:
The broad test of the effectiveness of the selection
process is the quality of the personnel hired. An
organization must have competent and committed
personnel.