Summary of HR Specialist Interview Questions

Interviewer Questions

1. First, let me introduce myself.

2. Do you have any experience in personnel matters? Talk about the content and feelings of your previous part-time job.

3. What do you think is your biggest advantage over others in this field?

4. Which of the six modules of human resources are you most familiar with?

5. Talk about the salary situation in Xuzhou? And what do you think the salary structure is?

6. How to set performance?

7. Finally, do you have any questions about the company?

Response part

1. Introduce yourself and talk about your major, hobbies, and views on HR specialists.

2. I used to work in a position similar to human resources. Because I could only work part-time during winter and summer vacations, my tenure was not long. Previously, I was mainly responsible for sales management, plan formulation, etc. at Golden Eagle, and then at Soochow Life, I was mainly responsible for recruiting, organizing personnel files, etc. I also did some odd jobs and so on.

3. I think my outstanding advantages over others in doing things are my carefulness, prudence, patience and strong learning ability. From human resource planning, training to management, etc., careful planning and arrangements are required to complete the planned indicators set by the company step by step. Work hard to handle the relationship between employees and employees, and between recruiters and applicants. Maintain the company's institutional guarantees.

4. Six modules of personnel work

Module 1 Human Resource Planning

? 1. Career Development Theory

? 2 , Internal evaluation of the organization

? 3. Organizational development and change;

? 4. Planning organizational career development;

? 5. Comparative review of international human resource management

? 6. Develop human resources development strategic plan

? 7. Performance factors at work

? 8. Employee authorization and supervision

< p> Module 2 Human Resources Training

? 1. Theoretical Learning

? 2. Project Evaluation

? 3. Investigation and Evaluation

? 4. Needs assessment and training

? 5. Training and development

? 6. Composition of training suggestions

? 7. Training, development and employees Education

? 8. Training design and systematic methods

? 9. Development management and business leadership; developing yourself and others

? 10. Project management; operation Management: Project Development and Management Practices

Module 3 Salary Management of Human Resources (Compensation, Incentives and Benefits)

? 1. Salary

? 2. Construction Comprehensive compensation system

? 3. Benefits and other compensation issues

? 4. Evaluate performance and provide feedback

Module 4 Human Resources Management and Competition

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? 1. Human resource management and competitive advantage

? 2. The order and environment of human resource management;

? 3. Human resource planning

< p> ? 4. Job analysis

? 5. Personnel recruitment

? 6. Training and development of employees

? 7. Employee performance evaluation

? 8. Productivity Improvement Plan

Module 5 Employees and Labor Relations

? 1. Employment Law

? 2. Labor Relations and Society

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? 3. Industrial relations and society

? 4. Labor negotiation

? 5. Unionization and labor negotiation

Module 6 Safety, Security and Health

? 1. Safety and Health Programs

? 2. Safe and Healthy Work Environment

? 3. Promote Safety and Health in the Workplace

? 4. Managing professional health and safety

5. The current salary in Xuzhou is around 3,000-4,000, in my personal opinion. But the HR at the interview said it could only be 2,000, which is quite low.

6. What are the five commonly used performance appraisal methods?

1. Target appraisal method:

Measure employees’ completion of tasks according to certain indicators or evaluation standards. The method of working according to indicators or standards also has great difficulties because of the difficulty of setting moderate goals.

Second, the quantifiable characteristics of the work content are different. Therefore, improper use of this method may lead to failure to fully exert labor enthusiasm and distort assessment results.

2. 360-degree performance appraisal

The 360-degree performance appraisal method refers to a method of understanding personal performance from various angles, including peer evaluation, boss scoring, direct leadership evaluation, and self-evaluation. , sometimes the result of a comprehensive review by customer ratings.

Evaluations include communication skills, interpersonal skills, leadership skills,... Through this ideal performance evaluation, employees can understand their shortcomings, strengths and development needs from different feedbacks, so that they can It helps employees develop their own career development paths.

3. Main-based dual assessment

This method divides the performance appraisal into two parts: "main performance" and "basic performance". "Main performance" is the evaluation of employees and The team’s management effectiveness and ability to create value and add value.

The better you do, the higher the performance score, which is the main basis for judging employee excellence and value distribution; "Basic performance" is a range, and performance and results are within the range.

No points will be added or deducted. Outside this range, points will be added or deducted. "Main performance" and "basic performance" are superimposed on each other, which is the real score of the performance appraisal of the position.

4. Kpi key performance indicator method

It is a method of measuring process performance by setting, sampling, calculating, and analyzing key parameters at the input and output ends of the organization's internal processes. Target-based quantitative management indicators are tools that break down an enterprise's strategic goals into actionable work goals.

It is the basis of enterprise performance management. Several key indicators for the assessment of the position are formulated. The assessment method for comparing employee performance with the key indicators is the Key Performance Indicator (KPI) method.

5. OKR

OKR (Objectives and Key Results), also called the objectives and key results method, is a management tool and method for defining and tracking objectives and their completion. It is now mainly used In fields such as IT, venture capital, and creativity.

OKR can cultivate the discipline of long-term thinking and planning before taking action. For agents, putting goals down on paper will also clarify expectations and enable the definition of development and success to be quantified.

For other stakeholders, OKRs can provide transparency on topics and priorities and support cross-functional communication.