General HR Interview Preparation Guide
Refine your General HR interview skills with our 35 critical questions. These questions are specifically selected to challenge and enhance your knowledge in General HR. Perfect for all proficiency levels, they are key to your interview success. Download the free PDF now to get all 35 questions and ensure youre well-prepared for your General HR interview. This resource is perfect for in-depth preparation and boosting your confidence.35 General HR Questions and Answers:
1 :: What do you mean by Fringe Benefits?
Fringe benefit can be defined as the benefits provided by the employer to its employees in addition to the regular salary. These include health plans, paid holidays, cafeteria, company transport etc.
2 :: General HR Job Interview Questions And Answers!
Why do you think you qualify for a human resource executive's/manager' position?
What are your strengths and weaknesses as HR? professional?
What according to you are the three qualities that an HR Executive must have?
Why did you choose HR as your career?
What do you think are the roles and responsibilities of an HR Manager?
Why did you decide to get into HR after you graduation in computers/commerce/physics?
What is Personnel Management?
What are the responsibilities of a personnel manager?
What do you mean by Management? Describe its essential functions of management.
What is the difference between salary and incentive?
What is 'Span of Management'?
What are the diffrent factors that determine the ' span of Management'.
What do you mean by Fringe Benefits?
What are your strengths and weaknesses as HR? professional?
What according to you are the three qualities that an HR Executive must have?
Why did you choose HR as your career?
What do you think are the roles and responsibilities of an HR Manager?
Why did you decide to get into HR after you graduation in computers/commerce/physics?
What is Personnel Management?
What are the responsibilities of a personnel manager?
What do you mean by Management? Describe its essential functions of management.
What is the difference between salary and incentive?
What is 'Span of Management'?
What are the diffrent factors that determine the ' span of Management'.
What do you mean by Fringe Benefits?
3 :: What are the different factors that determine the span of Management?
Following factors determine the Span of Management:
1. Size of the organization
2. Different tasks that are performed to keep the work going
3. Complexity of the production process
4. Extent to which IT can help in the process.
1. Size of the organization
2. Different tasks that are performed to keep the work going
3. Complexity of the production process
4. Extent to which IT can help in the process.
4 :: What is Span of Management?
Span of Management or Control in easy terms means, number of subordinates a manager manages.
5 :: What is the difference between salary and incentive?
Salary can be termed as the fixed remuneration you are offered for your services while incentive means some extra benefits that you are offered based on your performance. Incentive can be in cash or kind.
6 :: What do you mean by Management? Describe the essential functions of management?
Management in simple terms can be understood as the process of bringing people together to achieve the desired goals. The essential functions of management include: Planning, Organizing, Budgeting, Resourcing, Directing, Controlling and Reviewing.
7 :: What are the responsibilities of a personnel manager?
Some of the responsibilities of a personnel manager include:
coordinating benefit programs and employee training,managing the recruiting process, conducting exit interviews and salary surveys,coordinating recordkeeping and payroll, and administering personnel policies.
coordinating benefit programs and employee training,managing the recruiting process, conducting exit interviews and salary surveys,coordinating recordkeeping and payroll, and administering personnel policies.
8 :: What is the difference between Personnel Management and HRM?
Usually these two terms are used interchangeably but there does lie a difference between the two.
Personnel management is reactive in nature and includes administrative tasks while HRM is proactive in nature and requires continous develpment in policies and functions of the organization for a better tomorrow.
Personnel management is more of an independent task than HRM which needs to involve the managers of all departments for developing a better team.
Personnel mangement believes that satisfied employees yield better performance while HRM believes that a good performance provides satisfaction to employees.
HRM works around developing startegies to improve the performance of employees. Personnel mangement works around motivating employees with compensation, bonuses, rewards etc.
Actually Personnel management can be considered as a subset of HRM.
Here you have to bear in mind that if you are offered the position of a Personnel Manager, you may be required to perform HRM functions and vice versa.
Personnel management is reactive in nature and includes administrative tasks while HRM is proactive in nature and requires continous develpment in policies and functions of the organization for a better tomorrow.
Personnel management is more of an independent task than HRM which needs to involve the managers of all departments for developing a better team.
Personnel mangement believes that satisfied employees yield better performance while HRM believes that a good performance provides satisfaction to employees.
HRM works around developing startegies to improve the performance of employees. Personnel mangement works around motivating employees with compensation, bonuses, rewards etc.
Actually Personnel management can be considered as a subset of HRM.
Here you have to bear in mind that if you are offered the position of a Personnel Manager, you may be required to perform HRM functions and vice versa.
9 :: What is Personnel Management?
Personnel management is managing welfare and performance of persons who are a part of the operations.
10 :: Why did you decide to get into HR after you graduation in computers/commerce/physics?
There are many people who actually get into HR after graduating in a totally different stream. To some people it just happens while for others it is a deliberate move.
If it just happened to you, you can say that I was on a look out for a job when I got the first opportunity in HR. I took it up and slowly realized that I have started liking it. I brushed up my skills by keeping myself updated about the new developments in the field and acquiring a professional degree (If you have got one.)
If it was a deliberate move, you can discuss your reasons for moving into this role.
If it just happened to you, you can say that I was on a look out for a job when I got the first opportunity in HR. I took it up and slowly realized that I have started liking it. I brushed up my skills by keeping myself updated about the new developments in the field and acquiring a professional degree (If you have got one.)
If it was a deliberate move, you can discuss your reasons for moving into this role.