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Informal interview - Research Paper Example

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Brief background of the interviewee The respondent was interviewed in her office and since it was during working hour, the proponent had to ask for permission. Furthermore, there was just enough time for this interview because the respondent had to do her queued obligations for the day…
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Informal interview
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"Informal interview"

Download file to see previous pages As human resource personnel, Mayjelyn had already encountered different people, personalities, characters, attitudes and more. Moreover, she already faced various challenges and opportunities as human resource development officer in the different companies she worked with. She is a graduate of Bachelor of Science in Psychology. She took up this degree program because of the belief that it is important to study human behavior. She always enjoys studying and observing people because it is here in this aspect of her life she learns more things. Human behavior for her is essential to be studied in every walk of life. She did not end up as psychologist in practice but ended up in the corporate world where hiring and understanding manpower has become more than just a lifestyle and passion of her life. Rationale The underlying principle of the proponent to interview a Human Resource and Development Specialist is the idea that there is substantial information that can be generated out from her regarding hiring, managing and motivating people prior to the success of an organization. The proponent has in mind that in an organization it is important to understand the basic principle about hiring or recruiting manpower because every company requires different resources and the human resource is one of the most important resources that a company needs. Managing people is another important perspective that is taken into consideration by the proponent. In the corporate world, successful organizations have understood that there must be substantial knowledge to be given on how to manage the human resource. Another important goal of the proponent is to know exactly different strategies and factors that could motivate people. A successful organization is believed to have applied the best ways on motivating the human resource because employees are influenced to do things they are motivated at through taking care of their best interest (Bruce and Pepitone 2). Questions addressed to the interviewee Prior to the actual personal interviewee with the respondent, the proponent developed rapport and this created an impact why the interview had just flowed smoothly, allowing the proponent to generate important information for the following questions. 1. What is your own way of defining Human Resource Development? 2. So far, as HRD Specialist, what are the common problems you encountered? 3. What are the opportunities for Human Resource Development Specialists like you? 4. What do you think are factors that pulling away people to be motivated? 5. What do you think are the best strategies or options to motivate people? 6. How to enhance people’s learning and skills? Comments and Learning The proponent learned from the respondent that a Human Resource Department is a company’s portal to hiring, recruitment and taking care of the organization’s well being (Pasaol). The respondent encountered different problems within her four-year experience as human resource personnel. According to her, most of the difficulties she encountered are in line with hiring personnel and motivating them. According to her, it is difficult to hire excellent employees because excellent job applicants prioritize top calibrated organizations. On the other hand, organization is always faced with difficulty when it comes to motivating manpower. According to her this puts the Human Resource and Development Department in a substantially high pressure to think of different possibilities. Even though ...Download file to see next pagesRead More
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