HR Interview Questions

If you’re having your next interview schedule for any particular job. Then these general HR Interview question can help you to overcome the interview fear. These are some of the most asked interview questions and how to answers them, you must have a mastery in them.

Q.1 What is the difference between wages and salaries?
Wages are given at hourly/daily basis that depends upon the piece of work while salaries are given at monthly or annual basis.
Q.2 What are the normal social activities conducted by the companies to show their contribution to society?
Various activities such educating poor, employment opportunities to the needy and other events comes under social activities which comes under the heading of corporate social responsibilities which are mandatory for the companies. Here they provide some percentage of their profit towards the society.
Q.3 What are Pink slips?
These are the involuntary separation of the employees from the company due to dismissal, discharge of duty, untimely death, layoff, and other reasons.
Q.4 If you are given a chance to measure the employee engagement levels, how would you do it?
Employee engagement varies from one organization to other for some it is the satisfaction of the employee while for others it’s the low attrition rate. So in order to measure the levels of employee engagement the best way is to have a feedback form or an employee survey with the help of consultancy.
Q.5 How would you reduce the attrition rate of a company?
Attrition rate can be improved with the help of increased levels of employee engagement and job satisfaction.
Q.6 If you are an HR of a company, and an accident took place in the company leading to the death of the individual and the news had knocked the doors of the media in the market. What would be the immediate action you would take to such an incident?
Firstly, would enquire about the reason for such an incident and with the help of top management will decide on the compensation that needs to be given to the individual’s family for such a loss. During the whole decision-making process, one should not come in contact with the media.
Q.7 Does looking after for the safety and health of the employees is also a duty of the HR? If yes, how would you do that?
Yes, it’s the duty of an HR to look after the safety and health of the employee as health and safety don’t only mean the physical ones but also the mental health and safety of individuals from various disturbing issues of the firm.
Q.8 What is golden handshake and to whom it is given?
A Golden handshake is an amount given to someone who retires early from the firm and is given to people holding executive positions.
Q.9 Your opinion on the executive compensation whether it should be high or low?
Executive compensation involves various factors including base pay. It has been balanced by increasing the benefits and reducing the base pay but still the executives have a higher pay then the other employees based on the position they hold and the duties they carry out. Hence the executive pay must be with respect to the work they do.
Q.10 Is gender equality at the workplace necessary?
Yes, gender equality is necessary at the workplace as women have been proven to work at a greater efficiency when under stress and men are said to be convincing and hard at some points where it is required so there must be a balance of two extremes to have a smooth pace of work.
Q.11 Why you want to be an HR?
HR is the person who leads an organization towards its goals with the help of people and as I have suitable personality with respect to that and have a good convincing power I would like to be an HR.
Q.12 What does the company’s act states?
Company’s act states the roles and duties of the executives, limited liability of the persons involved and other aspects of the company including memorandum of association and articles of association. Company’s act 2013 states the one person company that is the private company and it’s rules and regulations that need to be carried out.
Q.13 Assuming yourself at the fourth grid of johari window, what are the necessary steps to be taken by you to improve yourself as a HR?
In the fourth grid, there is something which is unknown to self as well as unknown to others. These qualities evolve and emerge due to specific situations. Whenever those situations arrived the qualities exhibits themselves and hence in order to improve the good ones it’s important to subject oneself too difficult and challenging situations.
Q.14 What roles does an HR play in an organization?
HR plays a role of manager, provides direction of work, auditor, evaluator, corrector, safety and health manager, team builder, etc.
Q.15 Is it possible for an HR to take a decision regarding compensation for an employee without consulting anyone in the organization?
No it is not possible as the compensation must be decided by the top management first and then based on various factors the compensation is fixed and changes from one employee to other.
Q.16 In case of internal issues in the organization, what would you do?
In such a case would call up the individuals to discuss the issue and try to solve it and in case the issue is between two groups it can be solved by taking the groups a day off from the office in a natural environment and through various business, games can solve the issue.
Q.17 What is induction?
It is the process of providing the employees with the required technical knowledge and skills so that they can cope up with the daily routine of the job.
Q.18 What is onboarding?
Onboarding is the mechanism of familiarization of the new employees to the organization’s culture in order to an effective contributor to the organization.
Q.19 What are your greatest fears at workplace?
Fear is not an option at workplace as we have to deal with whatever comes our way and succeed in it.
Q.20 How do handle stress in your daily life?
In order to handle stress in my daily life I complete my work beforehand and practice yoga to keep myself calm and composed.
Q.21 If a competitor offers better compensation, would you jump to other company or would you be loyal to us?
I would be loyal to you as you have given me the opportunity to start my career and I have seen a significant growth in the company.
Q.22 What is the meaning of performance appraisal?
Performance appraisal is an evaluation of the performance of the employees and to understand his abilities and chances of further growth.
Q.23 Do you think technology can cause destruction to the HR jobs?
I don’t think so as technology can come and can be updated but it can only be used to do repetitive works but being creative at work would always remain with human beings. It’s their spontaneity and creativity that differentiates human from robots.
Q.24 What if you have been assigned a task that you are not interested in. What would you do?
Even though I am not interested to work and I will do my task as given. Gaining interest while doing is one of my strong point.
Q.25 Why you got into HR after acquiring a degree in other specialization?
As I was looking for an opportunity to work I found this and got into it. After getting in I understood how interesting and motivating this job is and tried to gain much more knowledge in this field as well as kept myself updated in order to do well in this position.
Q.26 What do you mean by span of control?
Span of control refers to the number of subordinates working under a specific executive or a manager.
Q.27 What all can be included in fringe benefits?
Fringe benefits include extra benefits that are provided to the employees such as bonuses, paid vacations, transport, cafeteria or mess etc.
Q.28 What is the use of HRA?
HRA is provided to employees to incur the cost of living in places that are not cost efficient. In case the house rent exceed 10% of basic salary then only the HRA is provided. It helps employees to live an effective and efficient life.
Q.29 What do you mean by golden parachute?
It is the benefits and monetary benefits that are provided to executives in case of mergers or takeover of the company by other company.
Q.30 What do you mean by HRP?
Human resource planning refers to the planning of the future personnel requirement. It plays a vital role in deciding the budget for people requirement in the future and plan the finance accordingly.
Q.31 What do you mean by job analysis?
Job analysis refers to the collection of information regarding the operations and responsibilities of the job and includes a job description and job specification.
Q.32 What do you mean by grievance and how it can be communicated?
A grievance can be described as any issues that are communicated formally to the management which causes dissatisfaction of the employee at the workplace. It can be communicated to the management through email or through a written document which describes the issue in a detailed manner.
Q.33 What is your management style?
Often it has been seen that most people lean towards only one management style in particular, and it is perfectly fine to share that. But we must remember that as we move to a new organization with a new culture and people to boot, what has suited you in the past would not necessarily be the right choice. For instance candidate can say that one has to adjust to each individual, and also adjust to the team as a whole. There what is important is to describe your own personal management style and also indicating an openness to flexibility is key to this type of question.
Q.34 As an HR Manager, what methods will you use to drive results?
Clearly Human Resource Management is not just about administering benefits or settling employee disputes — it is all about driving business results through effective people management. in order to ace the interview, you must discuss the core initiatives you would implement at the prospective company, and how you measure success and how the initiatives would impact the bottom line.
Q.35 What are the aspects you do not like about Human Resources as a whole?
Clearly everyone has parts of their job they are not very fond of. But it is important to avoid coming across as overly negative or unwilling. Let us suppose you don’t like recruiting then you must not say “I hate recruiting” and leave it at that. Rather you might want to say something more along the lines of “Recruiting isn’t my passion, but I know what an important role it plays to a company’s success so I don’t mind taking it on as one of my responsibilities.”
Q.36 What is an ideal workplace for you?
This is one of the most important question because of a lot of reasons - This type of question allows you to describe what you personally need in order to do your job successfully, also it is important in determining whether or not the company you are interviewing with is the right fit for you. Additionally it gives a good start for you to talk about how you would shape the workplace and company culture if given the job.
Q.37 As an HR manager, what is your take on job eliminations?
Very often it has been seen that in the HR field, managers have to make tough calls and one of those, unfortunately, is job eliminations, whether through layoffs or firing. Job elimination is probably not the first move to make, there are performance improvement plan, for example, can be just what you need to bring an underperforming employee up to the mark. But if that also doesn’t work out, there comes a point when you need to let an employee go for the good of the company — and it’s important to communicate to your potential employer that you understand that.
Q.38 State a difficult experience you had with an employer/manager/co-worker and how you handled it?
Very often this question is asked in interviews regardless of the role, and it’s especially important to demonstrate effective conflict resolution. You can win this question by describing the specific action you took to overcome a difficult situation, and how you expressed level-headedness for better outcomes.
Q.39 Describe a situation when you didn’t follow policy or had to deviate from policy.
One of the key feature of HR is establishing and enforcing policies and processes, but at no point it means they should be set in stone. So to answer this question, you must talk about how and why deviating from the norms and policies was the right decision, and how that impacted policies moving forward.
Q.40 How should you deal with an unethical situation?
You would agree that it is not always simple to stand up for the right thing, but since you are in HR, it’s expected of you. Of course you cannot answer this question simply by commenting on unethical practices that you have witnessed — you must talk about a time when you saw something going wrong and took concrete action against it. But if you do not have a relevant, first-hand experience to share, ensure to brainstorm a hypothetical scenario beforehand and think of how you would remedy the situation.
Q.41 What type of questions would you ask me if you were the interviewer?
One of the best opportunity for you to show off the ideas you have for the company you are interviewing with. You are expected to ask questions that demonstrate an understanding of the type of candidates they need and their current weak points. Let us suppose if a company plans to become more data-driven, then you may want to ask what experience the candidate (interviewer in this case) has with reporting and analytics. Focus on asking odd ball questions for a response recruiters won’t soon forget — just make sure to justify why you think it’s valuable!
Q.42 According to you what trends will shape Human Resource departments over the next five years?
If you have been in HR long time you are likely have your own thoughts on where the industry is heading. However, it is important to showcase that you keep up with the latest industry research and findings. You may quote information from your favourite HR newsletters, trade magazines or conferences. You may state some of the few trends that are supposed to be particularly important such as artificial intelligence, transparency and lateral movements, etc.
Q.43 Why do you think you will be able to qualify as a human resource executive's/manager' position?
The sole objective of this question is to see, how you identify yourself with the job role. You are required to relate your educational qualification, work experience and personal qualities with the role to answer this question. Sample Answer - Since the role of a human resource manager needs the person to connect with others on a human level and assist them meet their aspirations while following the company's policies, structure and rules. I think with an experience of 'X' years, I know well how to deal with humans and my last employment has given me a good insight into the rules and regulations an HR manager has to keep in mind while operating.
Q.44 what are your strengths and weaknesses as HR professional?
This question is asked in different forms during the interview. The only objective of asking the same question in same way is to judge the consistency of candidate’s answers. For this it is important to ensure that you have read the job specifications properly before you appear for the final interview. Therefore while answering this question, you must identify the qualities a person needs as an HR Manager and see how you fit into them. Highlight the qualities that make you a strong candidate for this position and offer them to the interviewer. Some of the qualities which are generally sought in the candidate for this profile are - Knowledge, Intuition, Versatility, Flexibility, Focus and above all a human touch in every thing you do. If you have any extra qualification like the knowledge of a software useful in handling the job, you can discuss that also during the interview. On the other hand It is absolutely fine to accept that every human being has weaknesses but what is more important is to make your weaknesses work to your advantage that makes you a winner. Sample Answer - While dealing with the employee’s problems at times I get very attached to them but I think this helps me in understanding their problems better and offering them a solution while being within the company limits. I have experienced that this attitude of mine towards the staff help them being more open to me and loyal to the company.
Q.45 Why did you choose HR as a career?
Please do not answer this question, by saying that I love to work with people and that is the reason I am into HR. As it easily makes them understand that you are saying this just to get the job. It is therefore suggested to identify some work areas that an HR manager has to perform in his daily routine and relate them to your interest. One of the possible answer could be, "I liked to be a part of the recruitment team to identify right people and put them into right places. An employment into recruitment slowly developed into a full fledged HR profession."
Q.46 What do you think are the roles and responsibilities of an HR Manager?
The only purpose of asking this question is to understand your knowledge about the job role. Depending on the size of the organization, the HR manager has a team performing each of these role - Recruitment, Training, Organizational Development, Communication, Performance development and management, Salary and benefits, Team Building, Building Employee relationship, Developing Leadership, Motivational exercises, Developing companies policies and procedures, Managing the health care program for employees etc.
Q.47 Why did you choose to get into HR after you completed graduation in computers/commerce/physics etc?
We have seen many people get into HR after graduating in a totally different stream. To some people it just happens while for others it is a deliberate move. Sample Answer - You can answer this by saying that since 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 it was a deliberate move, you can discuss your reasons for moving into this role.
Q.48 What do you understand by Personnel Management?
Personnel management refers to managing welfare and performance of persons who are a part of the operations.
Q.49 Differentiate between Personnel Management and HRM?
In general 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 continuous development in policies and functions of the organization for a better tomorrow. Where on the other hand HRM works around developing strategies to improve the performance of employees. Personnel management works around motivating employees with compensation, bonuses, rewards etc. - Personnel management is more of an independent task than HRM which needs to involve the managers of all departments for developing a better team. Also Personnel management can be considered as a subset of HRM. - Personnel management believes that satisfied employees yield better performance while HRM believes that a good performance provides satisfaction to employees. it is important to keep in mind that if you are offered the position of a Personnel Manager, you may be required to perform HRM functions and vice versa.
Q.50 What are the responsibilities of a personnel manager?
The responsibilities of a personnel manager include coordinating benefit programs and employee training, managing the recruiting process, conducting exit interviews and salary surveys, coordinating record keeping and payroll, and administering personnel policies.
Q.51 Describe the essential functions of management.
Management can be referred 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.
Q.52 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.
Q.53 What do you understand by 'Span of Management'?
Span of Management or Control in easy terms means, number of subordinates a manager manages.
Q.54 What are the different factors that determine the 'Span of Management'?

Factors that determine Span of Management are - 1. Size of the organization 2. Different tasks that are performed to keep the work going 3. Complexity of the produc        tion process 4. Extent to which IT can help in the process.

Q.55 What do you understand by Fringe Benefits?
Fringe benefit can be referred as the benefits provided by the employer to its employees in addition to the regular salary that include health plans, paid holidays, cafeteria, company transport etc.
Q.56 What are the objectives of HRIS ?
Supplying information at an optimum cost, Providing security to the confidential information, Processing data into the desired information
Q.57 Which is the easiest method of appraising an employee's performance on his/her job ?
Ranking method is the method in which jobs are compared and arranged from highest to lowest order and is the easiest method of appraising an employee's performance on his/her job
Q.58 In which technique, a trainee assumes the full duties and responsibilities of the position currently held by his/her superior?
Understudy is the method in which trainees are prepared to perform the work or fill the position of their superior. The technique is primarily used when a trainee is likely to assume the full duties of the position currently held by the superior.
Q.59 What does HRP stands for?
HRP expands to Human Resource Planning and deals with forecasting the requirement of human resource as it focuses on managing human resource before shortfall or excess comes
Q.60 What is the basic difference between job enlargement and job enrichment ?
Job enlargement is increasing the number of tasks and job enrichment is the autonomy to perform the job tasks by the employee. Job enlargement is adding to the line of tasks to be performed to the existing line of activities.
Q.61 International HRM (IHRM) has gained immense importance in the age of globalization. Recruiting and managing local people in foreign countries, is a task in itself for the HR managers of the organization. Some companies prefer to send their employees as expatriates to other countries of operation. In this context, what is the importance of IHRM?
A skilled and well-trained group of local managers can add immense value to a firm’s resources and create successful business for the firm locally and Expatriate executives, can play a significant role during the early days of a company’s operations in a new market.
Q.62 The selection of recruitment sources should be economically viable for the organization. Which of source of recruitment can an organization use when it is looking for a young and fresh technician?
Advertise in a local newspaper : Local newspaper advertisement, occupies an important place in the procedure, in that it consists of a wide area of market and applicants from dispersed areas can get details about the positions through advertisements on newspapers hence, newspaper advertisement is preferred.
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