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Pay depends on all of the above All that matters is, Time to Market
Anyone of these 3 gets highest priority based on time, supply and demand
As of my philosophy of pay, none of these is considered alone


-If they well 'Performed' in academics, their 'knowledge' makes them to get 'seniority'
in their job
-If they well 'Performed' in work, their 'Seniority' makes them to acquire knowledge
and which becomes skill
Pay philosophy varies based on organization philosophy too p
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Yages paid for time work are typically payment made in form

of cash & directly related to basic pay Bonus p

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I have achieved and maintained good relations with my seniors, juniors and team
members p

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The 360 appraisal is that the appraisal given peers, subordinates, workers, head of the
department etc That means the appraisal given from all the people working in the
organizations 360 degree appraisal The half yearly report or yearly report of work
schedule goes from the company to the head quarter of all the workers performance is
the appraisal it contains all the demotion, promotion and other activities related to the
performance p
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[ata bank in recruitment is a kind of ready information of the talent pool that
companies would like to have at all times This is considering the fact that attrition is
high and lead time should be minimum p
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The Recruitment Process:
The recruitment process begins when you know you need

someone new in the [epartment, either because an existing

staff member has left, or because there is new work to be

done It doesn't finish until after the appointment has

been made

The main stages are identified in the below flow chart Ȃ

Identify Vacancy

Prepare Job [escription and person Specification

Advertise

Managing the Response

Short-listing

References

Arrange Interviews

Conduct The Interview

¯
 [ecision Making

Convey The [ecision

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‘o, not at all Empty mind is devils' home rather than retiring; I will prefer to give my
knowledge to freshers of your company in trainingp
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Aou should be anxious for this question It gives you a chance to highlight your best
points as they relate to the position being discussed Give a little advance thought to this
relationship p
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As a manager my responsibility is to know the problems of employees in production
time as well as improve the working condition of the department where they work,
and provide bonus or reward as well as they face no of problems so I have to
resolve them and achieve higher satisfaction of employees through this they will
achieve more in production p
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Beware - this is an eliminator question, designed to shorten the candidate list

Answer: [isguise strength as a weakness

Example: DzI sometimes pressurize my people too hard to achieve targets 
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This question seems like a softball lob, but be prepared Aou know that your key
strategy is to first uncover your interviewer's greatest wants and needs before you
answer questions And from Question , you know how to do this

Answer: As a general guideline, the 0 most desirable traits that all employers love to
see in their employees are:p
 A proven track record as an achiever especially if your achievements match up with
the employer's greatest wants and needs
2 Intelligence management savvy
3 Honesty integrity a decent human being

Good fit with corporate culture someone to feel comfortable with a team player
who meshes well with interviewer's team
5 Likeability positive attitude sense of humor
6 Good communication skills
7 [edication willingness to walk the extra mile to achieve excellence
8 [efiniteness of purpose clear goals
9 Enthusiasm high level of motivation
0 Confident healthy a leader p
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Please attend the interview with well prepared to answer this question

Answer: By now you may understand employerǯs expectations from a person who
serves for the vacant position So your answer should be the exact matching for that
question which explains you are the best match, than anyone else p

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May also be phrases as, DzYhat salary are you worth?dzǥor, DzHow much are you making
now?dz This is your most important negotiation Handle it wrong and you can blow the
job offer or go to work at far less than you might have gotten

Answer: ‘ever bring up salary Let the interviewer do it first If your interviewer raises
the salary question too early, say, DzMoney is important to me, but is not my main
concern Opportunity and growth are far more important  ‘ever lie about what you
currently make, but feel free to include the estimated cost of all your fringes, which
could well tack on 25-50% more to your present Dzcash-onlydz salary
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An ideal answer would be to politely decline As it will lead to problems for the
organization in the long run p
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There are many models and concepts explained in Organizational Behavior that will
influence my actions to become an effective manager In regards to my own
characteristics, I am very adaptable to work situations and I like to brainstorm various
 solutions to the problem This is related to the contingency approach in which a person
uses management tools and techniques in a situational appropriate manner Yhen a
problem arises, it is vital that a manager should analyze multiple solutions and look at
the situation from different perspectives After carefully reading the situation, a
manager should act accordingly based on experience, training, other role-models and
prior knowledge Therefore, the contingency approach is one of the main concepts that
will influence my actions in order to avoid a 'one-best-way' mentality and be flexible p

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Groups discuss, decide and delegate jobs to which each person is accountable for their
own input The purpose is usually to support a broader task/mission which is
controlled by a designated/clear leader

Teams on the other hand have shared roles which have both mutual and individual
accountability Teams actively discuss, problem-solve, decide and work together to
produce a collective work product that is specific to the teams objectives

(Imagine the task is to bounce up and down on a see-saw If you were in a group of two,
the leader might designate your role as pushing, meaning you are accountable for lifting
and raising the see-saw alone But if you worked together as a team with another
person and both push to make the task work, the effort is shared and youare both
accountablefor the output of the specific task) p
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Aou could answer this question by saying that stress is an important issue to you Yhile
high levels of stress can be negative, I use stress in a productive way that can allow me
to work harder It is important for me to make sure I have the correct balance of
positive stress and negative stress Aou could also answer this question by saying you
perform better when you are under reasonable levels of stress p
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Yhistle blowing and employee Policy should go hand in hand Aou know about the
infamous whistleblowing cases that brought down the major corporations of Enron and
Yorldcom so you know whistle blowing in business happens frequently, though not
necessarily to the extent of those unfortunate instances

Having a whistle blowing policy in place communicates to your organization that you
expect management as well as all of your employees to conduct themselves in an ethical
manner Having the organization's whistleblowing ethics stated in a clear manner will
create an environment that encourages employees to come forward should they see
something unethical occurring A whistle blower policy should cover the following:

 Aour policy on whistle blowing must explain what type of behavior should be reported
2 The policy should state that there will be no retaliation for whistle blowing by employees
and explain what measures are in place that will prevent any retaliation

3 Aour policy on whistle blowing should list any laws that have been enacted in your state
to protect whistleblowers p

p

The best contacts and resources to help you get it donep

Àp Create a clear chain of command on whistle blowingp

Employees need to know how to report whistleblowing in business Aou should set up a
special hot line or mailbox for employee whistleblowing A clear chain of command is
required within your formal policy that dictates who is notified of reported violations
Every allegation of ethics violations must be investigated and communicated to your
organization's governing body p

Àp Read a whistleblowing sample policy before designing your ownp

After reading how other organizations have crafted their whistle blowing policy, construct
your own Aou can keep the parts that you like and discard the ideas that don't mesh with
your corporate policy p

Àp Make whistleblowing policies widely available to your employeesp

Yhistle blowing policies are great, but they do no good if they are not readily available to
the employees Posting the policy on whistle blowing in the employee break or lunch room
will allow for easy access If available, put the whistle blowing policy on your organization's
intranet for ease of use
p

2

Helpful advice for making the most of this Guidep
ÀppppppBe sure to consult with your organization's legal counsel before disseminating your
whistle blowing policy p
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?or any organization to be effective and efficient in achieving its goals, the people in the
organization need to have a shared vision of what they are striving to achieve, as well as
clear objectives for each team / department and individual Aou also need ways of
recognizing and resolving conflict amongst people, so that conflict does not become so
serious that co-operation is impossible All members of any organization need to have ways
of keeping conflict to a minimum - and of solving problems caused by conflict, before
conflict becomes a major obstacle to your work This could happen to any organization,
whether it is an ‘GO, a CBO, a political party, a business or a government p
Conflict management is the process of planning to avoid conflict where possible and
organizing to resolve conflict where it does happen, as rapidly and smoothly as possible p
p
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It is a hypothetical question which is asked to judge your skill set as well to judge how
confident you are about yourself Be honest here, give realistic examples, do not get carried
away in creating larger than life picture of yourself p
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