The Interview with Human Resource Manager - Assignment Example

HRD 495 Interview Introduction I scheduled an interview with a deputy human resource manager of D&B UniformsMr. Charles River. The interview was done via phone. The human resource deputy was very corporative in that he lasted throughout the interview. Through the interview I was able to gather information from the human resource personnel. The interview lasted one hour but was able to gather most. The subject of concern was how I should develop my future carrier and he provided all I need. He was able to answer the following questions. How did you start your HR position and how long have you been with your organization? He begun his carrier as a sales person D&B Uniforms of which he has been rising in ranks since then to a supervisor then finally to the deputy human resource manager. The road to the position had been long but full of success. Charles had stayed with the company for five years rising from the ranks. The human resource manager has had experience a lot before being promoted to the current position. He quoted that hard work will never go unnoticed, in that he was rewarded for his continued support and dedication to the company. What attracted you to each company? The company was keen in employing the youthful and talented individuals thus made attracted to the company. It also created an atmosphere in which it allowed innovation and new ideas. The company also had a friendly working environment in which all employees where treated equal. The company also was new and so he felt that he will be part and parcel the growth. This is the reasons he got attracted to D&B Uniforms (Mathis & Jackson, 2010). What is your title and function? Charles was the deputy human resource manager at the company. His duties were to deputize the human resource manager. Charles was involved in the panel that employed workers. He was involved in the welfare of the employees as far as pay rise and improvement of bonuses to the workers. He was also involved in planning and organizing the duties of workers to their specific work station. Have you received any on-the-job training when you joined the organization? Charles had received training in consumer behavior and accounting. He also had a certificate in team building. These qualities made him qualified to deal with matters affecting the workers and need to motivate workers. All the functions where overseen by him since the human resource manager was more of an administrator. The deputy took and followed directives from the human resource manager. What area of HR do you specialize in? The manager majored in Employee benefits management. The deputy was keen on handling the employees both welfare and needs of the employees. His specialization has lead to technical knowledge on what employees need and how to motivate employees to increase productivity with his knowledge in consumer behavior he was able to coordinate the workers and clients at the same time. During your career here at the organization, have you had any mentor, coach, or someone especially interested in you to help you with your job? How did this (these) relationship(s) come about? Are you currently mentoring or coaching someone? Charles career in company and success was due to his mentor who was the owner of the company. He natured him when he was young in the employment industry, he a times felt like giving up but was motivate by the continued push by the owner was the reason he never gave up. He encouraged him to take other courses to expound his knowledge. Eventually his had work was rewarded by promotion to his current position. Since coming to work at your organization, have you received any promotions? That is, have you been given more responsibility and pay increase that went along with taking more responsibility? Since joining the company five years ago Charles raised from the ranks of a sale representative to a deputy human resource. The promotion came with increase salaries and allowances by the company. The salary was due to increased duties, at first the deputy used deal with the clients alone but due to the promotion he was to deal with the welfare of the workers and their salaries (Mathis & Jackson, 2010). He knows reported to the human resource manager. At first he used to report to the supervisor hence had no direct communication with the human resource manager. He now represented the welfare of workers before he use to be represented. Have you continued or completed any educational degree program since joining the organization? Do you see the need for continuing education in your field? What kind of formal training programs have you attended since coming to your organization? Was this training requested by you, recommended by the supervisor, or required? Charles had not yet engaged in any educational program. Charles stressed on the importance of education continuation. Charles had undergone team building seminars. The seminar was recommended and was to be attended by all the staff members. Given your experiences to date, if you were going to hire someone to do the kind of work that you do, what kind of person would you hire? The person who is to be hired will be one who is determined to learn and one who is willing to work with less supervision. One should behave knowledge and ability to adjust to schedule. The work involves total. One should be more presentable in that he or she portrays the good image of the company. The person should posses the required skills; he or she must be educated enough. All qualities of a good employee must be portrayed to enable one to qualify as a good employee. What are some of the unwritten rules in HR? Some of the unwritten laws involve the worker management relation. The relationship should be in a way that it allows free dialog and issues brushed without conflict the other rules involve the employee motivation which are acknowledgments due to commendable work (Mathis & Jackson, 2010). The human resource manager should be concern with the welfare of the employee in a way that they should be motivated when something good is done. Over the time that you have been with your company, what are some of the major changes you have seen? (For example: organizational, policy-related, procedural, technological changes, types of clients, benefits to employees)What were your biggest challenges throughout your career? How did you deal with them? The major challenge faced was that of demanding workers. They usually demand beyond what is on offer. Dialog is the only solution to the problem. The other challenge was procedural in that at first there was no clear channel of communication but through recommendation the channel become well defined. Have you ever seriously thought about leaving the organization? The thought had never lingered his mind and felt that he was at peace with the company and has provided everything they need. It had helped him grow and expound his knowledge on matters concerning his field of study (Mathis & Jackson, 2010). The environment at which he was working was not hostile he has been part of the company’s success. What does your immediate management do when something goes wrong? When things get wrong the party involved gets accounted for their actions. A more dialog approach is derived at; this ensures that the party involved does not feel intimidated but feels it was his or her fault hence need for change. If the part does not change then punishment is then brought into the picture. The party involved will feel the important and act like a reminder for accountability. What does your immediate management do when something really goes well? When thing go right they don’t go unnoticed by the management. Rewards may be in form of bonuses or wok promotions. This is done so as to encourage good deeds. Rewards are issued at two levels which include a generalized reward and or individual reward depending on what is of the credit. Do you socialize with your supervisors beyond work hours? Is that expected or recommended in your viewpoint? The palace according to Charles was a friendly one. The employee either senior or juniors, the employees usually meet for tea and drinks after work hours. This is recommendable since it creates a friendly working environment this motivates the workers and hence outcome becomes high. The welfare of the employee is monitored even after the work (Mathis & Jackson, 2010). Do you have to work late hours, evenings, or on weekends? How can you maintain your family life? The policy of their company is that they only work for five days. This ensures the employee time to meet family members. When works resume on after two days every individual come back relaxed and fresh. The policy ensures that employees have at least two days off. In conclusion the human resource is wide and involves both employees and their welfare. Education is key to the success of each employee it is important to note that human resource is all about determination. To become the best of human resource manager matters surrounding the department should be kept in mind. The laws and duties of human resource manager should be clear. Also from the interview I was able to come it terms with the issue of conflicts evolving for the employee and ways to avoid and control conflicts (Mathis & Jackson, 2010). References Mathis, R & Jackson, J. (2010). Human Resource Management. New York: Cengage Learning. Read More