Interview Questionnaire For Freshers

1. Tell me about yourself.

2. Why should I hire you?
3. What are your strengths and weaknesses?
4. Why do you want to work at our company?
5. What is the difference between confidence and over confidence?
6. What is the difference between hard work and smart work?
7. How do you feel about working nights and weekends?
8. Can you work under pressure?
9. What are your goals?
10. What makes you angry?
11. What are your outside interests?
12. Tell me something about our company.
13. How much salary do you expect?

HR Interview Questionnaire For Experienced

1.
2.
3.
4.
5.
6.
7.
8.
9.

Why did you resign from your previous job?

Why have you been out of work so long?
Why have you had so many jobs?
Tell me about a situation when your work was criticized.
Tell me about the most boring job you have ever had.
What was the toughest challenge you have ever faced?
Why should I hire you from the outside when I could promote someone from within?
Looking back, what would you do differently in your life?
Why are not you earning more money at this stage of your career?

CHAPTER 1
INTRODUCTION TO THE STUDY
HISTORY - HUMAN RESOURCE MANAGEMENT
Human resource management (HRM, or simply HR) is a function in organizations
designed to maximize employee performance in service of their employers strategic
objectives. HR is primarily concerned with how people are managed within organizations,
focusing on policies and systems. HR departments and units in organizations are typically
responsible for a number of activities, including employee recruitment, training and
development, performance appraisal, and rewarding (e.g., managing pay and benefit
systems). HR is also concerned with industrial relations, that is, the balancing of
organizational practices with regulations arising from collective bargaining and governmental
laws.

HR is a product of the human relations movement of the early 20th century, when researchers
began documenting ways of creating business value through the strategic management of the
workforce.

The

function

was

initially

dominated

by

transactional

work,

such

as payroll and benefits administration, but due to globalization, company consolidation,

technological advancement, and further research, HR now focuses on strategic initiatives
like mergers and acquisitions, talent management, succession planning, industrial and labor
relations, and diversity and inclusion.
In startup companies, HR's duties may be performed by trained professionals. In larger
companies, an entire functional group is typically dedicated to the discipline, with staff
specializing in various HR tasks and functional leadership engaging in strategic decision
making across the business. To train practitioners for the profession, institutions of higher
education, professional associations, and companies themselves have created programs of
study dedicated explicitly to the duties of the function. Academic and practitioner
organizations likewise seek to engage and further the field of HR, as evidenced by several
field-specific publications. HR is also a field of research study that is popular within the
fields of management and industrial/organizational psychology, with research articles
appearing in a number of academic journals, including those mentioned later in this article.
In the current global work environment, most companies focus on lowering employee
turnover and retaining the talent and knowledge held by their workforce. New hiring not only
entails a high cost but also increases the risk of the newcomer not being able to replace the
person who was working in that position before. HR departments also strive to offer benefits
that will appeal to workers, thus reducing the risk of losing knowledge.
Antecedent theoretical developments

Origin of HRM can be traced back in ancient India. About 400 BC Kautilya (popularly
known as Chanakya) explained many aspects of the HRM in his book Arthashastra
(Economics). HR spawned in the early 20th century and was influenced by Frederick
Taylor (1856-1915). Taylor explored what he termed "scientific management" (later referred
to by others as "Taylorism"), striving to improve economic efficiency in manufacturing jobs.
He eventually keyed in on one of the principal inputs into the manufacturing processlabor
sparking inquiry into workforce productivity.
The human relations movement grew from the research of Elton Mayo and others,
whose Hawthorne studies (1924-1932) serendipitously documented how stimuli, unrelated to
financial

compensation

and

working

conditions,

yielded

more

productive

workers. Contemporaneous work by Abraham Maslow, Kurt Lewin, Max Weber (18641920), Frederick Herzberg, and David McClelland (1917-1998) formed the basis for studies
in industrial and organizational psychology, organizational behavior and organizational
theory, giving room for an applied discipline.
Birth and evolution of the discipline
By the time enough theoretical evidence existed to make a business case for strategic
workforce management, changes in the business landscape ( la Andrew Carnegie, John
Rockefeller) and in public policy (a l Sidney and Beatrice Webb, Franklin D. Roosevelt and
the New Deal) had transformed the employer-employee relationship, and the discipline was
formalized as "industrial and labor relations". In 1913, one of the oldest known professional
HR associationsthe Chartered Institute of Personnel and Developmentwas founded in
England as the Welfare Workers' Association, then changed its name a decade later to
the Institute of Industrial Welfare Workers, and again the next decade to Institute of Labour
Management before settling upon its current name. Likewise in the United States, the world's

first institution of higher education dedicated to workplace studiesthe School of Industrial

and Labor Relationswas formed at Cornell University in 1945.
During the latter half of the 20th century, union membership declined significantly, while
workforce management continued to expand its influence within organizations. "Industrial
and labor relations" began being used to refer specifically to issues concerning collective
representation, and many companies began referring to the profession as "personnel
administration". In 1948, what would later become the largest professional HR association
the Society for Human Resource Management (SHRM)was founded as theAmerican
Society for Personnel Administration (ASPA).
Nearing the 21st century, advances in transportation and communications greatly facilitated
workforce mobility and collaboration. Corporations began viewing employees as assets rather
than as cogs in a machine. "Human resources management", consequently, became the
dominant term for the functionthe ASPA even changing its name to SHRM in
1998. "Human capital management" is sometimes used synonymously with HR, although
human capital typically refers to a more narrow view of human resources; i.e., the knowledge
the individuals embody and can contribute to an organization. Likewise, other terms
sometimes used to describe the field include "organizational management", "manpower
management", "talent management", "personnel management", and simply "people
management".
In popular media
HR has been depicted in several popular media. On the U.S. television series of The Office,
HR representative Toby Flenderson is sometimes seen as a nag because he constantly reminds
coworkers of company policies and government regulations. Long-running American comic

strip Dilbert also frequently portrays sadistic HR policies through character Catbert, the "evil
director of human resources". Additionally, an HR manager is the title character in the 2010
Israeli film The Human Resources Manager, while an HR intern is the protagonist in 1999
French film Ressources humaines. Additionally, the BBC sitcom dinnerladies main character
Philippa is a HR manager.
Business function
Dave Ulrich lists the functions of HR as: aligning HR and business strategy, re-engineering
organization processes, listening and responding to employees, and managing transformation
and change.
At the macro-level, HR is in charge of overseeing organizational leadership and culture. HR
also ensures compliance with employment and labor laws, which differ by geography, and
often oversees health, safety, and security. In circumstances where employees desire and are
legally authorized to hold a collective bargaining agreement, HR will typically also serve as
the company's primary liaison with the employee's representatives (usually a labor union).
Consequently, HR, usually through representatives, engages in lobbying efforts with
governmental agencies (e.g., in the United States, the United States Department of Labor and
the National Labor Relations Board) to further its priorities.
To look at Human Resource Management more specifically, it has four basic functions:
staffing, training and development, motivation and maintenance. Staffing is the recruitment
and selection of potential employees, done through interviewing, applications, networking,
etc. Training and development is the next step in a continuous process of training and
developing competent and adapted employees. Motivation is key to keeping employees
highly productive. This function can include employee benefits, performance appraisals and

rewards. The last function of maintenance involves keeping the employees' commitment and
loyalty to the organization.
The discipline may also engage in mobility management, especially pertaining to expatriates;
and it is frequently involved in the merger and acquisition process. HR is generally viewed as
a support function to the business, helping to minimize costs and reduce risk.
Careers
There are half a million HR practitioners in the United States and thousands more
worldwide. The Chief HR Officer or HR Director is the highest ranking HR executive in
most companies and typically reports directly to the Chief Executive Officer and works with
the Board of Directors on CEO succession.
Within companies, HR positions generally fall into one of two categories: generalist and
specialist. Generalists support employees directly with their questions, grievances, and work
on a range of projects within the organization. They "may handle all aspects of human
resources work, and thus require an extensive range of knowledge. The responsibilities of
human

resources

generalists

can

vary

widely,

depending

on

their

employer's

needs." Specialists, conversely, work in a specific HR function. Some practitioners will spend
an entire career as either a generalist or a specialist while others will obtain experiences from
each and choose a path later. Being an HR manager consistently ranks as one of the best jobs,
with a #4 ranking by CNN Money in 2006 and a #20 ranking by the same organization in
2009, due to its pay, personal satisfaction, job security, future growth, and benefit to society.
Human resource consulting is a related career path where individuals may work as advisers to
companies and complete tasks outsourced from companies. In 2007, there were 950 HR
consultancies globally, constituting a USD $18.4 billion market. The top five revenue

generating firms were Mercer, Ernst & Young, Deloitte, Watson Wyatt (now part ofTowers
Watson), Aon (now merged with Hewitt), and PwC consulting. For 2010, HR consulting was
ranked the #43 best job in America by CNN Money.
Some individuals with PhDs in HR and related fields, such as industrial and organizational
psychology and management, are professors who teach HR principles at colleges and
universities. They are most often found in Colleges of Business in departments of HR or
Management. Many professors conduct research on topics that fall within the HR domain,
such as financial compensation, recruitment, and training.

EDUCATION
Several universities offer programs of study pertaining to HR and related fields. The School
of Industrial and Labor Relations atCornell University was the world's first school for
college-level study in HR. It continues to offer education at the undergraduate, graduate, and
professional levels; and it operates a joint degree program with the Samuel Curtis Johnson
Graduate School of Management. Other universities with entire colleges dedicated to the
study of HR include Michigan State University, University of Minnesota, University of
Illinois at Urbana-Champaign, and Renmin University of China. Many colleges and
universities house departments and institutes related to the field, either within a business
school or in another college. Most business schools offer courses in HR, often in their
departments of management.

CHAPTER II
COMPANY PROFILE
NextGen Solutions

About Nextgen
NextGen was founded in the year 2014 by a group of hardcore corporate professionals of
various dimensions to be the corporate consort. Having gone through the trawls of industrial
turbulence and the effect of globalization when India opened up and welcomed the
philosophy of boundary less organization, the different echelons of management felt the need
to have a companion which could handhold them to tide over the competitive environment.
NextGen existence during the crucial period strengthened the foundation of corporate
companionship and its acceptability by its handholding credibility, thereby necessitated to
expand its horizons in all the industrial sectors like IT/ITES, Banking & Finance, telecom etc
by creating five functional practices.
NextGen has developed its own identity. The hall mark of this identity is, to be bench
marked as a Global Institution of Management Excellence which believes in the corporate
consort as well as a holistic catalyst for industrial growth, growth of society and growth of
the country at large.

NextGen Solutions is one of the fastest growing providers of Training Solutions in both the
corporate level as well as School/college levels. They are a team of young entrepreneurs with
a vision of spreading the vibrancy of education to the each individual.
In order to be a successful individual, IQ does play an important role but is not adequate.
They identify the right resources and train the students to get necessary skill sets like Problem
solving (Aptitude ) , Career guidance , Soft Skill and Technical Skills to get into the
Corporate. They also train them to get necessary skill sets and make them suitable to work in
the corporate environment which are equally important and are given a higher preference.

NextGen FEATURES

Futuristic learning
Faculty with real time experience
Requisite soft skill to enhance employability
Outcome focused
Practical & Simple approach
Unique Training Methodology
NextGen clients and candidates

Clients and candidates are the basis of their existence. Everything thy do
is to help clients find the right talent, the candidates who realize their
career aspirations. Success is when both of them be their best.
Vision
To be benchmarked as a Global Institution of Management Excellence in the corporate world.
Mission
To increase stake holders (Employees, Investors, Customers) value by delivering integrated
sustainable management solutions that help them achieve their goals, distinguish Layam as
the performance and learning solution provider of choice.

BETTER WORK, BETTER LIFE

We offer life skills, career progression and specialized expertise. We continually seek new
approaches and we partner with the best trainers.

We use technology to create real advantages. We want associates and clients to truly benefit
from working with us and we continually invest to sustain our position as innovators.
NextGen Web Designing
NextGen Designers: preferred web designing in Cuddalore. Nextgen solutions is a well
established Website Designing Company in Cuddalore, successfully entered in the global
market few years back to conquer the local and global marketplace with its extra-ordinary
strong presence on the World Wide Web. They have the most creative website designers to
create

a new

design for your company using the latest

website standards.

At NextGen Solutions, they provide Quality website designing, time bound, cost effective
and value added services for technology innovative business solutions that require specialized
domain expertise. They are best and cheap website designer with high quality standards. They
are one of the best software development specialist company in cuddalore with lot of latest
tools to ensure your page ranking in search engines. They have new creative ideas and
designs for your company with w3c validation and high end site testing.