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HR Generalist Interview Questions

HR generalist Interview Questions: Every HR generalist job interview is fundamental for the interviewees. Cracking the HR generalist interview questions signifies, the applicants have found the entryway to development and accomplishment. The huge pressure of job interview can be reduced, if HR generalist job seekers follow the questionnaire, HR generalist interview questions supplied below. The piece of writing has been organized by Aptron's HR generalist specialists, HR generalist experts, and HR generalist trainers who have squeezed their quality experience, skills and understanding while expanding the HR generalist interview questions and answers for freshers, and experience candidates. This piece of write-up contains thorough answers covering basic and advanced HR generalist interview questions. Giving the applicable answers to HR generalist interview question can lend a hand in deciding the providence of the candidates. Thus, it is enormously important to answer successfully and confidently during the interview sessions by the interviewees so that interviewers can judge the applicants’ knowledge and talent for the service.

hr generalist interview questions

About HR Generalist

A Human Resources Generalist is a solution or the person inside the human resources utility of an association. Primarily, the HR Generalist is accountable for the day-to-day management of HR procedures, which signifies that they administer the administration of the policies, processs and agendas of the institute. This is an occupied on role requiring someone who takes pleasure in planning and developing structures, has real concentration to detail but mainly is interested in the personal development of the association’s people. Functioning as a Human Resources Generalist be able to offer many career opportunities to go upward within the HR function as the skills obtained as some of the most practical for any organization and are extremely valued.

HR Generalist Interview Questions And Answers

1. What Exactly Profile Of Hr Generalist Defines? Or What Do You Understand From The Profile Of Hr Generalist?

Generalist profile includes taking part in policy making & implementation, Payroll mgmt, performance appraisals, taking interviews and scaling candidates as per organization’s criteria, IJP, handling recruitments (Making Job descriptions), exit formalities, Preparing offer letters, and pay slips, Co-ordination amongst different HOD for their requirements etc.

2. What Do You Mean By An Organization’s Retrenchment And Retrenchment Strategies?

Retrenchment is a corporate-level strategy that seeks to reduce the size or diversity of an organization's operations. Retrenchment is also a reduction of expenditures in order to become financially stable. Retrenchment is a pullback or a withdrawal from offering some current products or serving some markets. Retrenchment is often a strategy employed prior to or as part of a Turnaround strategy.

3. What Is 360 Degree Performance Appraisal?

This system, which solicits feedback from seniors (including the boss), peers and subordinates, has been increasingly embraced as the best of all available methods for collecting performance feedback. Gone are the days of working hard to impress only one person, now the opinions of all matter, especially if you are in a leadership role(at any level). Every person in the team is responsible for giving relevant, positive and constructive feedback. Such systems also help in identifying leaders for higher level positions in the organization. Senior managers could use this feed back for self development.

4. Why Is It Important For Personnel Management To Know The Reasons For Staff Leaving The Organization?

It helps to find the gaps between management and employees. It helps the personnel management to analyze problem why staffs are leaving from the job .what important factors are they looking after and how to fill the gap between management and employees and moreover it is very helpful to stop loosing employees from the company. The average time-to profit-time period for a new hire in any industry is about nine months, suggesting that a fresher begins to break-even the investments made on him/her and earn profit for the firm only after nine months. Exit of an employee before the nine month period can cost up to five times of his or her paid salary.

5. HR managers need to be proactive and develop innovative employee interventions to retain talent. Some suggestions are:

Quality of supervision

  1. Perception of equity in rewards-both monetary and non-monetary.
  2. Scope for the employee to speak out freely.
  3. Meeting's at least a month, to share the company's vision, industry's growth and how employees see themselves in the changing scenario help a great deal.
  4. Salary hike.
  5. Exit interviews etc.

6. What Are Some Of The Forms Of Sexual Harassment?

Visual, verbal, physical, hostile work environment.

7. Describe The Grievance Process?

  • Grievance process is one of the vital areas in building employee confidence and building the relationship. There should be a definite grievance procedure. The grievances have to be attended within the time limit. When the grievance is not able to solve within the prescribed time limit, the concern persons has to called up and informed about the action taken so far and the reason for delay in arriving at the solution and expected
  • time required to achieve the target.
  • Unique no to be allotted for each and every grievance and possibly it has to be classified according to the merit of the issue.
  • By classification, you could able to identify the nature of grievances (over a period of time) which will be very useful in streamlining the Grievance procedure.Employee participation and suggestions to be appreciated to make the grievances procedure to be more effective.

8. What Is A Grievance?

A grievance in the traditional sense of the word is typically defined as a complaint against an employer by an employee for a contractual violation. Simply put, this means that an employee has a problem with his/her employer and feels the problem is legitmate based on the contract he/she has with the employer. However, not all grievances have to be contractual grievances. Typically, labor unions have a grievance procedure by which they follow and the process of tracking that grievance can take many forms.

  • The employee usually files the grievance with a shop steward, grievance rep, or union/management official.
  • The grievance rep typically fills out a pre-defined grievance form and submits it to the union for processing.
  • The union typically files the grievance and all relevant hard copy documents into a filing cabinet or electronic database, like the IGS.
  • The grievance rep and the labor union officials are responsible for keeping track of the grievance meeting steps 1-Arbitration.
  • The meeting steps are usually defined in the contract between union and management and typically have timelines that must me met between each step.

Both union and management are responsible for keeping track of the grievance and also abiding by the contractual language that accompanies that grievance. Grievances can be filed on behalf of the entire union or on behalf of indivual members/employees.

9. What is your experience in employee safety and welfare matters?

In my last job, I was HR generalist for a construction company. I was faced with the responsibility to create policies for the safety of the company’s truck drivers based on the data the HR department had gathered. By carefully assessing the statistics from our own company and comparing them with the numbers from similar sized corporations, I realized that we could make major improvements in safety by increasing driver’s safety training for all truck drivers. I presented this data and suggestion to the CEOs and am happy to report that after they implemented increased driver training, the number of traffic and other accidents declined dramatically.

10. What are labor laws?

Generally speaking, the labor laws are the regulations and mandates that protect employee safety and health and manage the policies that affect benefits, leave, and wages. The Fair Labor Standards Act deals with the standards for wages and overtime pay. Occupational Safety and Health Administration programs give guidelines for workplace safety and health. Worker’s Compensation laws affect the compensation for disability or death caused by work-related injuries or illnesses. These are some of the labor laws I am responsible to see that the company is in compliance with as HR generalist.

11. How do you keep employees satisfied in their positions?

A few years ago, I noticed that one of the bright managers in my company was starting to lose interest in her position, and her performance suffered considerably. As the HR generalist, I reached out to her to discover what might be causing the lapse in performance. I encouraged her boss to offer more one-on-one training and support, and we also increased company-wide seasonal incentives. After focusing on helping meet this manager’s personal career goals by giving her more freedom to direct her responsibilities, we saw her revive as a manager and go on to encourage the employees under her to be their best. I feel that my HR interventions are directly responsible for her continued success.

12. HR generalists need to be detail oriented in order to properly maintain records. What is your experience with accurate record keeping?

In my current job, I am responsible for keeping the records of over 100 employees. With regard to payroll and hours, I ensure accuracy by applying the following practices: I methodically deal with one department at a time. This helps me ensure that I apply each pay grade to the proper employee. Then, I always work through the files alphabetically and keep to dealing with one person’s files at a time. When I complete one set of records, I move on to the next only after thoroughly reviewing and saving the first set. By staying organized in my approach, I have a very good history of accuracy in all record keeping matters.

13. How do you deal with disgruntled, angry, or dissatisfied employees?

Dissatisfied employees usually have a reason for their dissatisfaction. I do my best to understand the personality types of all the employees I work with, and I use the information I obtain from the various personality tests and training exercises I implement to help me reach employees on an individual level. Then, I try to understand the reason that a particular employee isn’t happy. If there is something that I can do to insulate that individual from further damage, I do it. Then, I work to improve the employees’ experiences and remind them why they wanted their current jobs in the first place. With careful attention, most employees can return to satisfied and productive status.

14. If you were advertising a job offer, what would you emphasize on the offer?

Advertising new offers, and writing the job advertisements, belong to common duties of an HR Generalists.

It is easy to attract young talent once we are in economic recession, and people battle for jobs. But when we experience economic expansion, job boards are full of ads, and companies “fight” for quality people (or sometimes they “fight” for any people), it is a true art to write a job offer that will stand out, and attract the right kind of applicants.

Try to show some methodology in your way of thinking. You can say that you would spy on your competition, checking their job ads, and trying to find out how the company stands out. You would emphasize these things on the job offer.

It can be the structure of benefits (or particular benefit), it can be the working culture, career growth option—it can be many things

15. How would you feel about dismissing a good friend?

A tough question, but you should try to ensure the interviewers that you will decide rationally, and not emotionally (in reality this is hard to do, but in an interview we should always try to show the right attitude to the job).

You should be ready to dismiss anyone who breaks the rules repeatedly, or doesn’t handle their job on an ongoing basis. Company comes first, personal relationships second.

16. What is your biggest professional accomplishment to date?

This is your opportunity to provide an example that shows you can do the job. Think about the skills detailed in the job description and which of your accomplishments most directly relate. The goal is to convey to the hiring manager not only your past successes but also what you are capable of accomplishing if offered the job.

17. What is the most difficult situation you have had to face and how did you tackle it?

The purpose of this question is to find out what your definition of difficult is and whether you can show a logical approach to problem solving. In order to show yourself in a positive light, select a difficult work situation which was not caused by you and which can be quickly explained in a few sentences. Explain how you defined the problem.

18. Why do you want to work for this organisation?

Being unfamiliar with the organisation will spoil your chances with 75% of interviewers, according to one survey, so take this chance to show you have done your preparation and know the company inside and out. You will now have the chance to demonstrate that you’ve done your research, so reply mentioning all the positive things you have found out about the organisation and its sector etc. This means you’ll have an enjoyable work environment and stability of employment etc – everything that brings out the best in you.

19. What are your weaknesses?

The best “weaknesses” are disguised as strengths, such as “I dislike not being challenged at work”. Another good approach is to mention a weakness that is irrelevent for the job or one that can be overcome with training. Try to keep these to one weakness, explaining why you think it is a weakness and what you are doing to overcome the problem – a well thought out strategy you have developed to deal with the issue will turn this potentially tricky question into a positive.

One common variation on this question is to ask about any problems or failures you’ve encountered in previous positions. In describing problems, pick ones you’ve solved and describe how you overcame it. Show yourself to be a good team player by crediting co-workers for all their contributions. To distance yourself from failure, pick one that occurred earlier in your career when you were still learning. Don’t blame others – simply explain how you analysed your mistake and learned from it.

20. How would you describe a typical day in your current job?

You are eager to look good but don’t make the common mistake of exaggerating your current position. Mentioning some of the routine tasks in your day adds realism to your description and show that you don’t neglect important details such as paperwork. Put yourself in the interviewer’s place as your answer. When you’ve been doing a job for years it becomes second nature to you, and you must be aware of all the tasks you undertake. You should spend a few days making notes of your activities at work to regain an outsider’s perspective. Try to show that you make good use of your time, that you plan before you begin your work and that you review your achievements at the end of it.

21. How do you respond to working under pressure?

The interviewer wants to see that you have composure, problem solving skills and can stay focused in difficult conditions. Give an example of a time when you were faced with a stressful situation (not caused by you) and how you handled it with poise. Describe the context, how you approached the situation, the actions you took and the positive outcome. Demonstrate how you remained calm, in control and got the job done.

Career scopes and salary scale

Every business sector in trending scenario is witnessing the employment crisis. However, when it is about HR generalist sector, the job-seekers in the concerning subject are moving ahead in their profession. Software development companies, fashion, designing, hospitality, pharmaceutical, engineering, etc are the sectors who require skilled professionals, and HR generalist are the sourceful professionals who can search out talent candidates for the concerning industries. Today, technology expansion depends upon the HR generalist presentation. Besides, HR generalist has occupied the topmost place in the arena. A newly joined HR generalist candidate in an organization can expect a minimum salary of 25, 000 dollars per annum. However, the salary of an experienced HR generalist expert always gets the double of it. The salaries are very reliant upon the location, business, and the company’s requirements.

Conclusion

This article ‘HR generalist interview questions’ has professionally answered every advanced HR generalist interview questions. Also, it draw near in HR generalist interview questions for experienced is being projected by our trainers and team of consultants. They have put their hard efforts and top of the acquaintance to aid candidates in getting answers to all doubts and not clear perceptions. Even then, if learners still require more detailing about HR generalist, they may drop in a message to our experts related to HR generalist interview questions for experienced professionals. Our trainers would be happy to help and resolve all your HR generalist-programming issues of the students. Join HR Generalist Training in Noida, HR Generalist Training in Delhi, HR Generalist Training in Gurgaon

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