Interview HR Manager

1. Explain how you would deal with the challenges in employee value?HR department will provide more opportunity for individual contributions and entrepreneurship. Furthermore, the increase of entrance into the workforce will be women, minorities and immigrants. This change will raise questions about the needs of employee values in a company that will be required closer attentions by HR managers in the future. This is due to the demand of more flexible work policies that allow employees to choose work hours and locations where work is performed.

2. How many minimum days that your company give to the employee for the emergency leave at least in a year?10 days per year

3. What are the methods used to perform job analysis?i. Interview:A trained job analyst interviews a job incumbent, usually utilizing a standardized format. Sometimes more than one worker is interviewed, and the results are aggregated. Another variation is the group interview, where several incumbents are interviewed at the same time.

ii. Critical Incident:Behaviorally based critical incidents are used to describe work, and a job analyst determines the degree of each behavior that is present or absent in the job.

iii. Diary:The job incumbent records activities and tasks in a log as they are performed.

4. What is your company goals in short term?To become no. 1retailer in Malaysia and a New-Us as Public Listed Company.

5. What are the general types of employment interviews?i. Open Job Interview Non-Executive Levelii. Behavioral Interview Executive Level and Above

6. How to select a good trainer?i. Professionalism Because trainers are role models, they should be mature, confident and enthusiastic. They should view training assignments as opportunities for personal development rather than an intrusion on their daily lives. Remember, a training assignment is not an opportunity to display your talents or extensive knowledge, but rather a chance to develop other skills.ii. Have good communication skills Trainers must foster a learning environment in which trainees feel comfortable taking risks without the fear of ridicule. Such an environment depends on the trainers ability to create open lines of communication. Trainers must be not only able to explain tasks and procedures clearly, they must also know how to listen actively and be sensitive to the importance of body language and nonverbal communication. Good communication skills is an absolute must for effective training.

iii. Rapport Capable trainers demonstrate good interpersonal skills when they interact with participants. Qualified trainers who are also friendly and congenial exhibit the ability to handle conflict without losing their cool.

iv. Good Organizational Skills The ability to balance various responsibilities and manage time is critical to successful training.

7. How do you diagnose poor employee performance?i. Resupply Focus on theresourcesprovided to do the job. Do employees have what they need to perform well and meet expectations? Ask them about additional resources they think they need. Listen for points of frustration. Note where employees report that support is inadequate. Verify the claims with your own investigation. People will often blame external sources for their poor performance before admitting their own fault.ii. Retrain Provide additionaltrainingto team members. Explore with them whether they have the actual skills required to do what's expected. Given the pace of change of technology, it's easy for people's skills to become outdated. Computer-based training (CBT). Simulation exercises.

iii. Refit- Analyze the individual components of the work, and try out different combinations of tasks and abilities. This may involve rearranging the jobs of other people as well. iv. Reassign Typical job reassignments may decrease the demands of the role by reducing the need for the following: Responsibility. Technical knowledge. Interpersonal skills.v. Release Sometimes there are no opportunities for reassignment, and refitting isn't appropriate for the organization. In these cases, the best solution for everyone involved is for the employee to find other work.

8. Did the Government Service Tax affect the salary of employees?No

9. How does your company recognize individual performance? (Piecework rates/standard hour plans, merit pay, individual bonuses, sales commissions). Individual bonuses, attendance allowance for non executive level and sales commissions. Sales commissions for Appliance Department.10. What are the incentives pay for executives does your company provide?It call super bonus (extra bonus apart from contractual bonus). This is only for Executive Level and will be given on May. It depends on individual achievement for KPI result and sales store. 11. Is employees discipline a concern to your company? What are the approach being used to maintain employees discipline?Yes, employees discipline a concern to Aeon Big (SdnBhd). The approach that we used to maintain employees discipline as follows;i. Promptly speak to the employee, taking particular care to specify the deficiencies you wish to see corrected and how corrective action is to be undertaken. Have as many additional discussions with the employee as seems appropriate under the particular circumstances. Usually, at this early stage, the employee should be given advice and guidance rather than a reprimand. It is important to maintain, at a minimum, a log of all discussions of this nature with employees. If the employee seems uncertain of the advice being given, then a confirmation of the discussion(s) in writing is advisable.ii. If, after a reasonable period of time, there is no improvement, or insufficient improvement, writeformally to the employee explaining the reasons for your dissatisfaction with his or her conduct. Often it is helpful if such a letter makes reference to your earlier discussions with the employee. Ultimately it may be necessary to write to the employee to indicate that he or she will be suspended without pay or terminated if there is insufficient improvement in the conduct.iii. If there continues to be insufficient improvement, a suspensionwithout pay for a short period of time is appropriate. It will specifically state, in a suspension letter, that the employee will be subject to further suspensions without pay or termination if there continues to be insufficient improvement.

12. Did any dispute happen between employees in company and how do you solve the dispute problem among employees?Yes. The approach as follows;i. Mediation Mediation is when an independent and impartial third party discusses a problem to try and find a solution. Its often used after informal discussions havent come up with a solution. Mediation is voluntary and the mediator cant force you or your employer to accept a solution. Both employee and employer must agree on the way to solve the dispute. Mediation cannot be used to solve problems that have to be formally investigated (example, harassment or discrimination).ii. Conciliation Conciliation is similar to mediation but is normally used when the employee believe they may be entitled to make a claim to an employment tribunal and the employee already made a claim to an employment tribunal. Conciliation is voluntary when both employee and employer must agree to it before it happens.iii. Arbitration Arbitration is when a third-party makes a firm decision on a case after considering all the issues. Employee and employer must agree to an arbitrators decision being legally binding. If the employee dont agree, employee can still take a case to anemployment tribunal.

13. Do you think it is important to make sure of the safety of employees during work? Can you explain the safety measures being carried out in this company?Yes it is important. In Aeon Big, the safety measures being carried out as follows;i. Providing a safe work placeii. Providing a safe work systemiii. Provide safe access to workplace for employeesiv. Provide facilities and equipment to employeesv. Provide adequate supervisionvi. Provide information, instruction and training relating to the safety and health adequately for all level of employees.