Human Resource Development

Human Resource Development




Human Resource Development

Title of the Person and Organization

The individual taking part in the interview is a Human Resource manager. She works for a multi-billion dollar metal manufacturing company within the United States. This position dictates the human resource manager to develop organizational and personal skills, abilities, and knowledge within the workforce. The development programs include coaching, development, performance management, succession planning, employee career development, organization development, mentoring amongst other. the primary focus of the individual holding this title is to ensure that they generate a high quality workforce driven to achieve organizational goals and objectives as well as their personal ambitions. Question 1. What kind of qualifications a person in your department should have that would make them more successful in the HRD field?

In the sector of human development management, several career qualifications are required to ensure that the person holding the position is qualified. The first qualification is that most companies require a master’s degree in Human resource management or any other related course. Secondly, it is important to note that a Human Resource Certification is imperative in employment. Possessing this certificate indicates that an individual is passionate about their career hence are better qualified for the position. However, licensing or certifications are not necessarily considered in the employment procedure. There are important skills, which are also required for this position. They include

  • excellent communication skills
  • decision-making skills
  • multitasking abilities
  • team-working skills
  • strong presentation skills
  • well-versed in computer programmes

Question 2: How often does your department do training?

The human Resource Department conducts training quarterly pr year. The training is directed towards improving the professional and personal skills of the workforce. The two activities that are conducted at the preliminary stages of training include seeking out employees that are qualified for specific functions as well as screening their qualification levels.

Question 3: What challenges do you face during the recruiting and retention process?

Several challenges are experienced during training and recruiting. Firstly, lack of enough resources is an issue. During training, HR developers and managers are forced to use the available regardless of the quantity. The issue is created when errors are made in the budgets hence the quality of training is jeopardized.

Question 4: What courses from your education that are outside of the HR field would you say have been the biggest assets to you while in the HR field?

One of the qualifications, in terms of education, that has presented itself as an advantage in my career in Human Resource is degree in Business Administration and computation. This course has really assisted in the progression of my career as it enables a person to gain a wide range of information and skills such as marketing, sales, risks management, information systems management, investment, financial analysis, wealth management amongst others.

Question 5: How often does your Human Resources Department, update training materials?

          The updating of the training material is done twice in year. This is primarily because our training program occurs within the same time. Hence, updating these materials ensures that the employees receive a high end training session.

Question 6: Do you have any experience-training employees for global employment?

I have gained adequate experience in training employees for the global job market. This has been through heading the training programs availed by the various organizations I have worked for. The training process is systematic and required dedication and commitment. The keys steps that I have mastered include administration and evaluation of training, selection of methods of training and development of training objectives.

Question 7: How do you determine if training is needed to remedy a problem?

In determining the essence of training within the organization, several factors are considered. Firstly, the existence of a problem in terms of completion of duties that needs solving. Secondly, the availability of employees with adequate potential to complete these duties after gaining required training. The absence or presence of these factors determines whether training will solve the issues within the organizational setup.

Question 8: What do you do when an employee has completed the provided required training, but remains incompetent in that skill?

Once the training program is done, the employees undergo different levels of testing to ensure their have mastered the guidelines taught. In the event that they still indicate their incompetence in that particular field, they are given a alternative to apply for the training program when next offered.

Question 9: What training skills or disciplinary actions do you take when an employee is failing in some aspect of their job? 

When an employee fails to fulfill their duties as expected, they are given a probation period to improve in the particular area of interest. After the probation, the HR department decides on the next course of action which is usually disciplinary.

Question 10: When recruiting, do you promote from within or do you prefer recruiting from outside your company and why?

We prefer recruiting from inside the company. this strategy guarantees that the available opportunities are offered to the employees first in order to improve their work ethic, skills and their overall performance in the company.

Question 11: What type of legal issues do you face on a daily basis?

Legal issues that might arise in the HR department are personal conflicts between the workers. There is also the possibility of lawsuit because of occupational accidents that occurs during manufacturing the products.

Question 12: If there was anything you could change about your position, what would it be and why?

There is no change I would make regarding my career. This is primarily because I am passionate about working as a Human resource manager/ developer.

Question 13: What is the most difficult situation that you have been faced with as a HRD professional? How did you analyze the situation? How was the situation corrected?

The most difficult situation that I faced was with is dealing with a disgruntled customer whose shipment of our products was delayed. Due to the high costs of the process, the customer had threatened to suit the company for failing to deliver the products on time hence costing her a fortune. She was compensated for the loss and the shipment made for free in order to avoid the law suit.

Question 14: What are the most important aspects of your job?

Question 15: What is your biggest day-to-day training challenge?

One of the biggest problems I have experienced on a day-to-day basis especially during the training programme period is selection of workers who fit the company’s profile and can integrate into the teams developed. It is quite a challenge to consistently determine talented employees as they all seek chances to participate in the training program.

Question 16: What performance improvement project are you working on currently?

The project I am currently working on right now is about prioritization of the quality opportunities and establishing PIP teams.

Question 17: How do you design a motivation that can last longer to address the issue of turnover?

In our organizational setup, motivation is developed through provision of material that encourage and further promote the establishment of motivation and dedication to achieving the objectives set. Some of these materials include incentives as well as team building exercises that are acknowledged through appraisal.

Question 18: What do you think is the most challenging issue facing the HRD field today?

The most challenging aspect that is faced in the Human Resource is conflict resolution within the workforce. Social interaction are difficult to regulate hence there is a likelihood of there being conflicts between workers.

Question 19:  Have you found that certain methods (internet/online, teleconferences, face-to- face, handouts, Power Point presentations, etc.) work well than others in training?

Certain methods have indeed worked better as compared to their counterparts./ in retrospect, handouts and face to face allow the trainees to gain more as compared to other alternatives.

Question 20: What have you found to be the most popular reward for employees?  

Vacations are considered the ultimate package for the employees in my organization.


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