Creative Writing on "Crafting the Right HR Interview Questions"

Creative Writing 4 pages (1349 words) Sources: 4

[EXCERPT] . . . .

With the above in mind, anything of any important in terms of desired practices, best practices or policy in general should be in print or online and employees should be made aware of and be required to acknowledge that they are in receipt of these policies and thus will follow them. It is not beyond the pale to have an unwritten rule that is nonetheless consistently followed but having it in print removes all doubt and will remove a huge point of potential contention if someone questions why they are being punished or coached for something that is not "official" and in print. Just as with the very important policies, all policies should be followed consistently and to the letter unless there is a specific and reasonable reason why not. The zero tolerance nature of policies like sexual harassment and violence should stay firm but other policies should be open up to discretion if the situation calls for it. For example, if there is a "blackout" on vacation or other time off during the holiday weeks but someone has a death in their immediate family, an exception should be granted for that person or the bereavement policy (which should exist) should allow for the days to occur at any point of the year.

It is generally agreed and known that company equipment really should not be used for personal web browsing, phone conversations and so forth. However, it happens all the time. Despite the equipment being company owned, there are actually people that advocate for employee privacy despite the fact that they are not on their own personal computers or phones. A lot of this animus can be tamped down if it is stated in no uncertain terms that internet and phone use is subject to monitoring at all times and without notice. It should further be made clear that people wanting to keep their personal business private should not use company equipment to conduct personal business. It should generally be against policy to do so anyway but a few quick calls here and there or web surfing during breaks should not be treated like the crime of the century as it is just leads to wasted effort on things that are not really important.

Any and all job requirements listed for the job should as much as possible be correlated and linkable to performance on the job. For example, it has historically been panned (if not sued for) when there are IQ tests or something of that nature when it comes to a job and applying for it. Indeed, if a high IQ does not reasonable and commonly predict success on the job, it should not be used as a major metric of whether someone is hired, presuming it is used at all.

Human resources personnel, especially those of high rank, should be well-versed in the federal, state and local laws that pertain to their job. This would include what is required by law, what is banned, what is customary and what will lead to investigations. For example, asking if someone is married may seem like an innocent question for an interview but it is less than wise to ask that question and any person conducting the interview should know that.

References

JISUNG, P., SOO-YOUNG, S., SANGMIN, L., & SE-RI, N. (2015). HUMAN RESOURCE

Management PRACTICES AND ORGANIZATIONAL CREATIVITY: THE ROLE OF CHIEF EXECUTIVE OFFICER'S LEARNING GOAL

ORIENTATION. Social Behavior & Personality: An International Journal, 43(6), 899-

Maden, C. (2015). Linking high involvement human resource practices to employee proactivity. Personnel Review, 44(5), 720-738. doi:10.1108/PR-01-2014-0030

Tenhiala, A., Giluk, T. L., Kepes, S., Simon, C., Oh, I., & Kim, S. (2016). The Research-Practice

Gap in Human Resource Management: A Cross-Cultural Study. Human Resource

Management, 55(2), 179-200. doi:10.1002/hrm.21656

Tortorella, G. L., Marodin, G. A., Fogliatto, F. S., & Miorando, R. (2015). Learning organisation and human resources management practices: an exploratory research in medium-sized enterprises undergoing a lean implementation. International Journal of… READ MORE

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