Topic - The Process of Evaluating Staffing System
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The HR of NGHA has been interviewed for this paper.
1. How were you selected for NGHA?
I happened to see a requirement in the newspaper about the recruitment for HRs and as I applied, I took the written test, the first round. The second round included written technical assessment and oral one-to-one interview. The third round was to meet the decision maker and answer organization based queries. The whole process was tiresome.
2. How tough was the selection process?
Since NGHA is a popular organization, there were over 10,000 applicants on an average for just one position. Written test is commonly used as the technique to filter about 70% of the candidates and it is set to industry standards.
3. How is the relationship between employees here?
The relationship is democratic between low and middle levels of management. However, it is hard to reach the top level management due to their tight schedules.
4. As a HR, what do you look for in a candidate?
I assess technical knowledge and character first. Based on these factors, I calculate the ROI and then take my decision.
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5. What are the three things that you do once an employee is selected?
Educating about our culture, signing the contract and assigning suitable job roles are the three things. But, the order changes at times.
6. What do you do to retain high-value employees?
Every high-performing employee is offered a growth plan followed by personalized training to make sure things are in sync and one does not have to be worried about his/her performance in the near future.
7. How frequently is the staffing system evaluated?
The staffing metrics are identified for daily, weekly, monthly, quarterly, half-yearly and annual analysis. So, as a HR, I am expected to reflect on the efficiency of existing system almost daily.
8. How flexible is your staffing system?
Well, we actually are extremely flexible. We have volunteers, temporary staffs to attend to emergency situations, project based staffs and permanent staffs. I take care of project based staffing.
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9. How are the needs of the staffs understood?
Every employee gets the freedom to interact with the supervisor for work related queries and can also reach HR if the supervisor is not motivating. Also, the employees can reach HR for any needs. Basically, the Maslow's hierarchy of needs is fulfilled here.
10. When you evaluate your staffing system, what are the factors you take into consideration?
Staffing costs, process results and staffing validity!
11. Does NGHA allow individual decision making?
Yes, very much! Every individual can report to HR about decisions and creative ideas to complete a project with better precision.
12. Does NGHA frequently hire people for different positions?
Our employees have high retention rates. However, due to the different projects that we deal with at the same time, we always have openings for new employees.
13. Do you provide personalized training to your staffs?
No, we usually coach them as groups but we give them the opportunity to reach the trainer with the queries and get them clarified.
14. How open is your firm to people from other cultures?
We are just building a multicultural workplace. Since it is healthcare facility, stakeholders have not completely shown their consent to this move. Still, in a few years, I would see NGHA embracing multiculturalism.
15. Tell me something about the performance appraisal system.
It is a rigid system and anyone who is underperforming goes through training. Since I work with project-based resources, we retain high performing resources for the subsequent project with higher compensation.
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