Professional Resource Management Practices -Myassignmenthelp.Com

Questions: How Does The Role Of An HR Contributes To The Success Of Our Business? What Do You Consider As An Ideal Workplace? What Do You Think About Job Eliminations From The Point Of View Of An HR Manager? What Is Your Way Of Dealing With Unethical Situations? Can You Provide Any Example? If You Were The Interviewer, What Are The Questions You Would Have Asked Me? Answers: Introducation Justification- HR managers have many roles to play and are responsible for many duties. Few managers are specialists for having wide range of knowledge regarding many areas within the operations (Reiche, Mendenhall and Stahl 2016.). However, in small companies the HR managers should have a good understanding of all the features of HR. Therefore, as per the need of the company, the interviewer should discover whether the interviewee is suitable for all the features that the company is looking for. Here the disciplines of HR that needs consideration are regarding recruitment as well as staffing, training, development, performance evaluation, policies as well as procedures, compensations, rewards, workers and industrial relationships, organizational safety, payroll, HR administration and technology followed by legal compliance (Armstrong and Taylor 2014). Therefore, this question needs to be asked because HR managers have various types of experiences. At the time of interview if the can didate is not from the same industry then this question is helpful to determine what knowledge they hold regarding the issues as well as drives that can affect this industry where they want to enter. Justification- Every business needs to compile with the laws and regulations and for that every company needs to depend on their HR management to ensure that the laws and regulations are maintained (Bratton and Gold 2012). Therefore, while recruiting every organization should know that whether the candidate is knowledgeable enough or not regarding the various HR laws. However, that does not mean that organizations will need a lawyer with HR managers designation, the only criteria is that the candidate must have the knowledge regarding their stuffs. This question is asked to know that whether the candidate have the particular knowledge or interest regarding the laws and regulations that HR must administer for which the candidate must read magazines as well as reports along with they must be adequately qualified (Bryant and Allen 2013). They should have the HR newsletters subscription, websites and habits to listen to HR podcasts. Justification- This is an important question to ask the interviewee because it will allow the interviewer to know that what the candidate personally feel of the workplace environment to be so that he or she can deliver his or her job successfully (Woodrow and Guest 2014). Through this question, it will get clear that whether the interviewee is at the right place or not. The candidate will also get to know about the work environment of the organization, which will help him or her understand that it is the right fit for them or not. Moreover, this question can further help to take forward the interview by talking about how the interviewee can shape the workplace and organizational culture if they are selected for the job. HR management play an important role in managing the workers along with the workplace culture and surrounding. To deliver high performance work the HR managers must encourage and support for a healthy environment so that everyone can perform their best (Monks et al. 2 013). Justification- HR managers job is not at all easy. Therefore, there are times when they need to take tough calls like job eliminations, which can be through layoffs or firing. Layoffs and firing are difficult most tasks for any supervisor (Wilton 2016). Thus, this question will help to know that what the viewpoint of the interviewee regarding such situations. Layoffs and firing are never the first moves that an HR manager should take; rather he or she must have a performance improvement plan so that the underperforming employee can get a chance to perform well via the plan. However, even after the performance improvement plan if the employees are not showing any improvement then the HR has to take the decision to let go the employee for the betterment of the organization (Zhang et al. 2012). Therefore, this question will give a clear-cut idea about how the interviewee can handle situations like these. Justification- HR managers are always expected to speak for what is right and condemn the unethical acts. This question will help the interviewer to know that what the moral of the candidate is. Moreover, through this question it will be clear that whether he will be reasonable enough while handling the unethical acts (Jack, Greenwood and Schapper 2012). Ethics in the workplace is an important issue. The HR managers should have a strict control over the ethical practices. HR managers should behave like a role model for other employees to look up to him or her (Palanski, Avey and Jiraporn 2014). Therefore, this question will help to know that whether the candidate have any past experience regarding any actions that he or she might have taken to stop any unethical act in the workplace or what his or her plan is to tackle such situations peacefully. Justification- This question can come at the end of the interview. This question can be a good opportunity for the interviewee to come up with the ideas for the organization the candidate is giving the interview. He or she must ask questions, which can reveal the type of candidates this organization needs along with their present pain points. The interviewee must have that ability to ask such questions which the recruiters will not forget soon (Aswathappa 2013). However, along with presenting the questions they must also justify why they would have asked that question if they would have been the interviewer. Through this question, the interviewer would get to know that how eligible the candidate is because another major role of HR is recruiting employees for the company. Moreover, to perform that task appropriately they must have the clear conception that what they should ask in the interviews to get hold of the actual potentials of the interviewees (Society for Human Resource Manage ment Foundation 2016). Reference Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Aswathappa, K., 2013.Human resource management: Text and cases. Tata McGraw-Hill Education. Bratton, J. and Gold, J., 2012.Human resource management: theory and practice. Palgrave Macmillan. Bryant, P.C. and Allen, D.G., 2013. Compensation, benefits and employee turnover: HR strategies for retaining top talent.Compensation Benefits Review,45(3), pp.171-175. Jack, G., Greenwood, M. and Schapper, J., 2012. Frontiers, intersections and engagements of ethics and HRM.Journal of business ethics,111(1), pp.1-12. Monks, K., Kelly, G., Conway, E., Flood, P., Truss, K. and Hannon, E., 2013. Understanding how HR systems work: the role of HR psychology and HR processes.Human resource management journal,23(4), pp.379-395. Palanski, M., Avey, J.B. and Jiraporn, N., 2014. The effects of ethical leadership and abusive supervision on job search behaviors in the turnover process.Journal of Business Ethics,121(1), pp.135-146. Reiche, B.S., Mendenhall, M.E. and Stahl, G.K. eds., 2016.Readings and cases in international human resource management. Taylor Francis. Society for Human Resource Management Foundation, (2016). [online] Available at: https://Society for Human Resource Management Foundation, 2016, [Accessed 25 Jan. 2018]. Wilton, N., 2016.An introduction to human resource management. Sage. Woodrow, C. and Guest, D.E., 2014. When good HR gets bad results: Exploring the challenge of HR implementation in the case of workplace bullying.Human Resource Management Journal,24(1), pp.38-56. Zhang, L., Wang, H., Cao, X., Wang, X. and Zhao, K., 2012. Knowledge management component in managing human resources for enterprises.Information Technology and Management,13(4), pp.341-349.