HUMAN RESOURCE MANAGEMENT CASE STUDY

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HRM CASE STUDY ON INTERVIEWING CANDIDATE FROM GARRY DESLER.

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PRESENTATION ON CASE STUDY OF INTERVIEW CANDIDATES

S.I.M (B):

S.I.M (B) PREPARED BY :- MITESH THAKKAR RAJ MUNJPARA PARTH LANGALIYA HITESH SHIHORA SUBMITED TO :- CHANDNI OZA

WHAT IS INTERVIEW ? :

Define the interviews : An interview is a conversation between two people (the interviewer and the interviewee) where Questions are asked by the interviewer to obtain information from the interviewee. WHAT IS INTERVIEW ?

Interview Content/Types of Questions :

Interview Content/ Types of Questions

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“APPLICATION CASE STUDY”

The out-of-control interview:

The out-of-control interview

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Maria Fernandez is a bright, popular and well-informed mechanical engineer who graduated with an engineering degree from state university in June 2003. During the spring preceding her graduation. She went out on many jobs interviews, most of which she thought were conducted courteously and were reasonably useful in giving both her and prospective employer a good impression of where each of them stood on matters of importance to both of them. It was, therefore, with great anticipation that she looked for an interview with the one firm in which she most wanted to work: apex environmental. Where she thought she could have a successful career while making the world better place.

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The interview, however, was a disaster. Maria walked into a room in which five men began throwing question at her that she felt were aimed primarily at tripping her up rather than finding out what she could offer through her engineering skills. The questions ranged from unnecessarily discourteous , (“Why would you take a job as a waitress in college if you are such an intelligent person ?”) (“Are you planning on settling down and starting a family anytime soon ?”) Then , after the interview, she met with of the gentlemen individually (including the president) and the discussion focused almost exclusively on her technical expertise. She thought that these later discussion went fairly well. However, given the apparent aimlessness and even mean-spiritedness of the panel interview, she was astonished when several days later she got a job offer from the firm.

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The offer forced her to consider several matters. From her point of view, the job itself was perfect-she liked what she would be doing, the industry, and the firm’s location. And in fact, the president had been quite courteous in subsequent discussions, as had been the other members of the management team. She was left wondering whether the panel interview had been intentionally tense to see how she’d stand up under pressure, and. If so, why they would do such a thing.

Question 1::

Question 1: Q . How would you explain the nature of the panel interview Maria had to endure? Specifically do you think it reflected a well thought out interviewing strategy on the part of the firm or carelessness on the part of the firm’s management? If it was carelessness, what would you do to improve the interview process at Apex Environmental?

Answer::

Answer: Maria Fernandez was a bright popular and well informed mechanical engineer, who graduated with an engineering degree from State University in June 2003 . The overall experience of the interview was so stressful . interview was a disaster for her because it was an Stress interview. The interviewer seeks to make applicant uncomfortable with occasionally rude question. The question ranged from unnecessarily discourteous to irrelevant and sexist such NO!.according to are group it is not carelessness on the part of the firm’s management because through this kind of interview or unnecessarily discourteous question firm can easily identify how can candidate would stand up under pressure or stressful situation.

Question 2::

Would you take the job offer if you were Maria? If you’re not sure, is there any additional information that would help you make your decisions, and if so, what is it? Question 2:

Answer::

Answer: If I was Maria I would definitely take the job offer. This is because from the very past .I was willing to take a job which can evaluate my working ability also where, I can implement my working on technical ability. So if my interview was not good enough, I would definitely be disappoint. But later when by a discussion the president knows my ability and technical skills it would help me to get the job. And after getting the job offer I would definitely take the job.

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If a scenario arises that I am not sure whether I would take the job or not, then to make myself sure I need some more additional information. This information can be as follows ;

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Are there any securities of my employment? Is my job future is pessimistic? Is there any lack of insurance and pension benefits? Is there any chance to be underemployed? Is the working environment is suitable for the job? Where the firm is located and what it is supposed to be my job? Are the people of the firm behaving in a courteous and friendly manner?

Question 3::

Question 3: The job application engineer for which Maria was applying requires: (a)Excellent technical skills with respect to mechanical engineering; (b)A commitment to working in the area of polluting control; (c)The ability to deal well confidently with customers who have engineering problems; (d) A willingness to travel worldwide; and (e) A very intelligent a well balanced personality. List 10 questions you would ask when interviewing applicants for the job.

Answer::

Answer: 1) why should we be hiring you? 2) what do you expect from apex environmental? 3) which do you prefer, working alone or working with group? 4) can you perform the essential functions of the job for which you have applied? 5) Give an example of a time when you had to be relatively quick in coming to a decision ? 6)what are your career goals during the next 1-3 years ? 5-10 years? 7) What factors should you in providing innovative solutions to most challenging projects?

CONTINUING CASE :

CONTINUING CASE

CARTER CLEANING COMPANY:

CARTER CLEANING COMPANY Like virtually all the other HR related activities at Carter cleaning Centers, the company currently has no organize approach to interviewing job candidates . Store managers , who do almost all the hiring . Have a few of their own favorite question that they ask. But in the absence of any guidance from top management , they all admit their interview performance leaves something to be desired.

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Jack carter himself is admittedly most comfortable dealing with what he calls the “nuts and bolts” machinery aspect of has never felt particularly comfortable having To interview management or other job applicants . Jennifer is sure that this lack of formal interviewing practice , procedure , and training account for some of the employee turnover and theft problems. Therefore, she wants to do something to improve her company’s batting average in this important area.

Question 1::

Question 1: In general, what can Jennifer do to improve her employee interviewing practices ? Should She develop interview forms that list questions for management and non management jobs, and if so how should these look and what questions should be include? Should she initiate a computer-based interview approach, and if so why and (specially) how?

Answer::

Answer: If she want to improve interviewing practices than she has to follow below steps:

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Should She develop interview forms that list questions for management and non management jobs, and if so how should these look and what questions should be include? Yes… Interview include this type of question: In management job , it include knowledge, skill base interview and experience based question In non management job , it includes job work related questions . NO… In this firm not needed computer based interview approach .

Question 2::

Should she implement a training program for her manager, and if so, specifically what should be the content of such an interview training program? In other words, if she did decide to start training her management people to be better interviewers, what should she tell them and how should she tell it to them? Question 2:

Answer::

Answer: YES ! , Jennifer implement a training program for managers Interviewing training program includes Job analyses Rate the jobs main duty's Create interview question Create benchmark answer Appoint the interview panel and conduct interviews

She decided and tell them this type of question for interview like : :

She decided and tell them this type of question for interview like : Knwoledge & experience Personality factor Intellectual capacity past behavior question Back ground question Job knowledge question Etc…………………………..

ANY QUESTION ? ? ?:

ANY QUESTION ? ? ?

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par T h langaliya H itesh shihora r A j mu N jpara mitesh tha K kar YOU!

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