Interview questions in human resources department.

Interview questions in human resources department.

What questions do HR departments usually ask when applying for an interview? Have you ever understood them? Let me share with you the interview questions in the HR department. I hope it helps you!

1. How to determine the overtime base and days when calculating overtime pay?

A: According to the Notice on the Average Working Hours and Wage Conversion of Employees throughout the Year No.3 [2008] issued by the Ministry of Labor and Social Welfare and the National Holidays and Remembrances Measures (the State Council Order No.513), the holiday of all citizens has been increased from the original 10 to1day. Accordingly, the annual average monthly working days and salary conversion methods of employees are adjusted as follows:

1. Calculation of system working time

Annual working days: 365 days-104 days (rest days)-1 1 day (legal holidays) = 250 days; Seasonal working days: 250 days ÷4 seasons = 62.5 days/season; Monthly working days: 250 days ÷ 65438+February = 20.83 days/month; Calculation of working hours: the working days of month, quarter and year multiplied by 8 hours per day.

2. Conversion of daily wages and hourly wages

According to Article 51 of the Labor Law, the employer shall pay wages according to law for statutory holidays, that is, 1 1 statutory holidays stipulated by the state are not excluded when converting daily wages and hourly wages. Accordingly, the conversion of daily wage and hourly wage is: daily wage = monthly wage income ÷ paid days per month; Hourly wage = monthly wage income ÷ (paid days per month ×8 hours); Paid days per month = (365 days-104 days) ÷ 65438+February = 2 1.75 days; Overtime pay = total pay /2 1.75 days /8 hours * overtime hours.

Second, how to calculate the statutory holiday wages?

Answer: (1) When calculating overtime pay, the base of daily overtime pay: base = monthly basic salary/21.75;

(2) For those who work overtime on legal holidays, when calculating the salary, the daily salary base should be the monthly basic salary instead of the post salary. Of course, the basic salary of some units is determined by the local minimum basic salary.

3. The employee has not signed a labor contract with the company, forming a factual labor relationship. Can the company terminate the labor contract at any time? If not, how to deal with it? Should the company inform employees 30 days in advance when renewing the contract? What should I do if I don't renew it after the deadline?

Answer: According to Article 82 of the Labor Law, if the employer fails to conclude a written labor contract with the employee for more than one month but less than one year from the date of employment, it shall pay the employee twice the monthly salary.

Where an employing unit violates the provisions of this Law and fails to conclude an open-ended labor contract with its employees, it shall pay the employees twice the monthly salary from the date when the open-ended labor contract should be concluded.

Employees should be informed 30 days in advance whether to renew the labor contract. If not, it is a factual labor relationship for the company (the contract is still valid). For employees, there are two options: first, you can ask for a replacement sign. If the company disagrees, it can complain to the government labor management department; Second, you can leave your job freely (the original labor contract has expired, the employee is unwilling to renew it, and the labor relationship with the employer does not exist).

Fourth, the behavioral interview method in recruitment What does STAR stand for?

A: The most commonly used behavioral interview method "STAR" stands for: "S" is a situation, a situation; "t" is Target, target; "A" is action, action; "R" is the result, the result. This interview method can quickly find out what the applicant has done in the past.

Ask the situation first: under what circumstances did you do it before?

Then ask the target: can you tell me the purpose of doing this?

Next, ask action: What action have you taken to do this?

Finally, ask the result.

Behavior-based interview: The theoretical basis of behavior interview is very simple, which can be summarized in one sentence: a person's past behavior can predict his future behavior. The purpose of behavioral interview method is also very direct, that is, to fully understand the past behavior of candidates, so as to predict whether candidates can adapt to new positions. Statistics show that behavioral interview is more accurate than traditional interview methods such as structured interview in measuring candidates' experience and ability. The accuracy of hiring decision based on behavioral interview method is as high as 80%, which is much higher than that of traditional interview method. This is also the reason why most companies now adopt behavioral interview method more or less when recruiting.

The answers to behavior-based interview questions should be as "star" as possible. S (existing situation), T (task or problem to be taken), A (action taken by oneself), R (result of occurrence). In other words, for each question, you should tell a short story, which is of course the true story of your own experience, including: (1) time, place, project and people involved; (2) Tasks to be completed or problems encountered; (3) What steps or actions have you taken? (4) What achievements have been made and what achievements have been made. These four aspects are indispensable and must be complete.

Why is "star" a sharp weapon to deal with behavioral interview? The first reason is that all the questions of behavioral interview method are designed for "stars"; The second reason is that the interviewer focuses on these four aspects during the interview; These four aspects are mainly discussed when deciding whether the candidate is hired or not.

5. For the management of human resources, we often use ROI tools. What is this?

A: Collect seven kinds of data: employees' reaction and satisfaction with the project; What knowledge and skills do human resources employees need to improve if the project is to be successful? The application and implementation of the project; Business impact assessment standards directly related to the project; Comparative data of economic benefits and costs of the project; The total cost of the project; Other intangible data that cannot be converted into economic value.

1. Any investment of an enterprise must bring a return, and the higher the better, otherwise it will be a loss and profit.

2. Determine whether the CRM investment is reasonable. Enterprises must predict their own investment benefits, which is also the most concerned thing for all enterprise decision makers before making information investment decisions.

3. The main function of 3.ROI analysis is to evaluate the investment decision-making of enterprises, provide real and traceable data for the decision-making process, and make the information investment of enterprises more rational. Therefore, ROI is the only way for enterprises to carry out informatization. In foreign countries, enterprises must analyze the return on investment if they want to invest in informatization, which is also the work of CFO and CIO.

4. The result of 4.ROI analysis can also be used as a quantitative index to evaluate the performance of enterprise information department and the work of enterprise CIO.

5, the enhancement of enterprise profitability is an important criterion to test the success of information construction, but also its fundamental purpose.

6. What is an employee exit interview and what is its purpose?

A: Exit interview usually refers to the conversation between employees and enterprises, informing employees of their dismissal. Its purpose is to find information or things related to enterprise work, so that employers can improve their work. The exit interview is usually conducted by the human resources management department of the enterprise.

The exit interview should choose a place with a relaxed atmosphere. Before the interview, you should prepare information related to employees, such as basic information of employees, performance appraisal, training attended, key events experienced, etc. Employees will feel valued, and people who are dissatisfied with the company may change their negative views on the company.

During the interview, the two sides are equal. The interviewer should consider the problem from the other side's standpoint. Listening is very important in an interview. Ask key questions in the interview, then listen to the other person's answer and observe the other person's expression. When an employee is defensive, he should be concerned about his feelings in time and don't suddenly get involved in the problem. The most important thing is to record the key points of the interview for later analysis and sorting.

From the employer's point of view, the main purpose of the exit interview is to understand the reasons why employees leave, so as to promote the continuous improvement of the company. The exit interview is also an opportunity for the enterprise to pass on the knowledge and experience of the resigned personnel to the successor. Enterprises can even invite employees who have left their jobs to give advice to existing teams on how to complete current projects, solve existing problems and cooperate with each other through exit interviews.

Enterprises can get useful information from effective exit interviews, so as to evaluate and improve the working environment, corporate culture, processes and systems, management methods and development models. Many employers ignore the good opportunity of exit interview, mainly for the following reasons: because of the potential subjectivity of exit interview results, the company has never tried this before, and it is difficult to start doing it now; I think it will take a lot of time to leave the interview; In order to keep the company from being accused.

However, the exit interview is an excellent opportunity to find and analyze the opinions of the departing staff. Because people who leave their jobs are usually more frank and objective and have more constructive opinions than those who are on the job. People who leave their jobs have no worries, so they can provide more objective feedback than those who are on the job when facing the attitude survey of ordinary employees.

It is true that the anxiety and awareness of prevention of enterprises are still the main factors that hinder effective exit interviews. Therefore, if it is difficult for enterprises to determine the exit interview as a basic system, managers can still carry out this process when their subordinates leave.

The exit interview can make the company concentrate on studying the market trend, technology development trend and the advantages of competitors, so as to formulate the corresponding human resources strategy. Exit interview is a way to verify the effectiveness of retention measures. Exit interview is the continuation of human resource management in enterprises, which embodies the humanization of enterprises and can win higher professional reputation for enterprises. The exit interview gives employees a chance to determine whether they have made a hasty decision. The exit interview is not only a summary and evaluation of the former career of the resigned employees, but also a necessary career guidance for them to adapt to the new life smoothly. The exit interview is not only a comfort or retention for the departing employees, but also a psychological comfort for the on-the-job employees.

Seven, what is the post value evaluation? What is the most popular method?

A: Job value evaluation, also known as job value evaluation or job evaluation, refers to the process of taking certain methods to evaluate the influence scope, responsibility, work intensity, work difficulty and working conditions of a job in an organization, so as to determine the relative value of a job in an organization and establish a job value sequence accordingly.

What are the methods of post value evaluation? Generally speaking, job value evaluation methods can be divided into two categories, namely, market-based evaluation methods and job content-based evaluation methods. Market-based evaluation method uses market data to determine the difference of job value. Many companies choose market-oriented evaluation methods because they hope that the wage level will not be too high or too low compared with the market level. The evaluation method based on job content emphasizes the internal value system of the company, and can establish the internal post value structure according to the strategic role of each post in the company.

In the development of human resource management, there are many methods of post value evaluation. Commonly used methods include post classification, simple ranking, paired comparison, alternate ranking, post reference, score analysis, factor scoring and so on. Among them, post classification, simple ranking method, paired comparison method and alternating ranking method belong to qualitative evaluation, while score analysis method and factor scoring method belong to quantitative evaluation.

1, classification

It refers to the division of all positions in the company into different categories according to the different requirements of job responsibilities and qualifications. For example, according to the post level, it can be divided into: management post, management post and grass-roots operation post; According to different sequences, it is divided into administrative posts, financial investment posts, marketing posts, technology research and development posts and manufacturing posts. Then determine a post value range according to each type of post, and sort the posts of the same type to determine the relative value of each post.

2. Simple classification method

According to a simple criterion, such as the complexity of the job or the importance of the job to the company's competitive strategy, all positions are ranked from high to low. This method requires comprehensive consideration and analysis of each position. For many large companies, it is necessary to sort the positions of each department by department, then sort each part and determine the corresponding coefficient, and determine the value of each position through the transformation of the coefficient. The simple ranking method requires people who participate in the ranking to be very familiar with all positions. The ranking results can be processed by simple arithmetic average or weighted average according to the raters' familiarity with the position.

3. Ex post facto reference method

It means that an enterprise establishes a set of reasonable standard post value series in advance, and then evaluates other posts according to the existing standard posts. The specific operation steps of post reference method are as follows:

(1) Establish an evaluation team;

(2) The evaluation team selected several representative posts that are easy to evaluate, designated the selected posts as standard posts, and evaluated these posts through appropriate methods;

(3) The evaluation team divides other similar posts into standard posts according to their job responsibilities, working environment and working conditions;

(4) Set the values of all positions in each group as the values of the standard positions in this group;

(5) In each group, according to the work difference between each post and the standard post, adjust the post values of these posts;

(6) Determine the post value of all posts.

When an enterprise already has a set of reasonable post value series and new posts need to be evaluated, it can refer to standard posts.

4. Factor scoring method

A widely used post value evaluation method, its greatest advantage is that it does not directly compare the specific responsibilities, work contents, working environment and qualifications of each post, but abstracts the job characteristics of all posts into several salary elements, and then compares the specific contents of posts with the standards of these elements, so as to get the value score of each post, and then obtains the post value sequence through the ranking of the scores. Factor scoring method is a method of quantitative analysis of job value, and it is a very common tool in current human resource management.

Eight, what is management by objectives? What is the principle of intelligence?

A: The SMART principle of management by objectives: Management by objectives is a good means to make managers' work passive to active. The implementation of management by objectives not only helps employees to work more clearly and efficiently, but also sets targets and assessment standards for future performance assessment, making the assessment more scientific and standardized and ensuring the openness, fairness and impartiality of the assessment. After all, you can't evaluate employees without goals.

Setting goals seems to be a simple matter, everyone has the experience of setting goals, but if it rises to the technical level, managers must learn and master the SMART principle.

The so-called SMART principle, SMART is the abbreviation of the initials of five English words:

1. The goal must be specific;

2. Goals must be measurable;

3. The goal must be achievable;

4. The goal must be relevant); To other goals;

5. The goal must have a clear time base.

Nine, the punishment for employees is called the hot stove effect. What are its four characteristics?

Answer: 1, the fire is red, you can know that the stove is hot without touching it, and it will burn people-warning principle.

Leaders should always educate their subordinates about rules and regulations to warn or persuade them not to violate rules and regulations, or they will be punished.

2. Whenever you touch a hot stove, you will be burned by the fire-the principle of consistency.

"Say" and "do" are consistent, and what you say will be done. In other words, as long as you violate the rules and regulations of the unit, you will be punished.

When you touch a hot stove, you will be burned immediately-the principle of immediacy.

Punishment must be carried out immediately after the wrong behavior occurs, without any delay or delay, so that the wrongdoer can correct the wrong behavior in time.

Whoever touches the hot stove will be scalded-the principle of fairness.

Both managers and subordinates will be punished as long as they violate the rules and regulations of the unit. Everyone is equal before the rules and regulations of the unit.

X. What is the Hamburg principle in performance interview?

A: In performance management, when you need to criticize a person, you can use corrective feedback, also known as the "Hamburg" principle.

The first piece of bread points out someone's advantages, the middle piece of beef refers to which projects or methods need to be improved, and the bottom piece of bread is an encouragement and expectation.

Or we can think so. After the performance appraisal, employees are generally a little nervous during the performance interview. In order to relieve employees' nervous mood, we can praise employees first to make them feel better. Then point out the shortcomings of employees, and finally praise the advantages of employees, so that they can end the conversation with a happy mood. "When two pieces of bread are appreciated with critical fillings in the middle, employees will not feel too stiff when they eat them."

In human resource management, citing the connotation of Hamburg rules mainly emphasizes the application of negligence principle. To help a person understand his shortcomings, you can first point out his advantages, then say what he needs to improve, and finally give some encouragement and expectation. The biggest advantage of the Hamburg principle is that it will not make people feel rebellious when pointing out its shortcomings.

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