First Assessment – Diploma in Human Resources

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1. 1. The primary functions and responsibilities of an HR manager within an organization encompass a wide range of activities. These include:
   • Recruitment and Staffing: HR managers are responsible for attracting, hiring, and retaining the best talent for the organization. This involves creating job descriptions, posting vacancies, conducting interviews, and negotiating employment terms.
   • Training and Development: HR managers facilitate employee training programs to enhance skills and promote professional development. This ensures that employees are equipped with the necessary knowledge and capabilities to perform their roles effectively.
   • Compensation and Benefits: HR managers design and manage compensation and benefits packages, considering factors like market trends, internal equity, and the organization’s financial capabilities.
   • Employee Relations: HR managers foster positive relationships between employees and employers. They address workplace issues, mediate conflicts, and implement policies to ensure a healthy and productive work environment.
   • Performance Management: HR managers oversee performance appraisal processes, set goals, and provide feedback to employees. They play a crucial role in ensuring that performance evaluations align with organizational objectives.
   • Policy Development and Implementation: HR managers create and implement HR policies that comply with legal requirements and align with the organization’s values. This includes policies related to diversity and inclusion, work hours, and employee conduct.
   • Legal Compliance: HR managers stay abreast of labour laws and regulations, ensuring the organization complies with all legal requirements. They also handle legal matters related to employment, such as discrimination claims and labour disputes.
   • Employee Engagement: HR managers work to enhance employee morale and job satisfaction. This involves organizing team-building activities, recognizing achievements, and fostering a positive workplace culture.
   For example, suppose an HR manager is developing a performance management system. They create clear performance metrics, communicate expectations to employees, conduct regular reviews, and provide constructive feedback. This contributes to effective human resource management by aligning individual and organizational goals, promoting employee development, and improving overall performance.
   2. Effective communication is paramount in Human Resource Management (HRM) for several reasons:
   • Employee Engagement: Clear communication fosters engagement by ensuring that employees understand their roles, expectations, and how their work contributes to organizational goals.
   • Conflict Resolution: Open communication channels help identify and address conflicts early, preventing them from escalating and negatively impacting the work environment.
   • Change Management: Communication is vital during organizational changes. HR managers must effectively convey the reasons for changes, address concerns, and provide support to employees adapting to new processes or structures.
   • Performance Management: Clear communication of performance expectations and feedback is crucial for employee development and motivation. It helps employees understand their strengths and areas for improvement.
   • Cultural Alignment: Communication plays a key role in establishing and reinforcing the organizational culture. HR managers communicate values, norms, and expectations to align employees with the company culture.
   Lack of clear communication can lead to misunderstandings, decreased morale, increased turnover, and resistance to change. Employees may feel disconnected, uninformed, and unsupported, affecting their overall performance and satisfaction.
   3. Developing a comprehensive compensation plan involves the following steps:
   • Conducting Market Analysis: Understand market trends and benchmark compensation against industry standards to ensure competitiveness.
   • Internal Equity Assessment: Evaluate internal pay structures to ensure fairness and equity among employees performing similar roles.
   • Considering Employee Motivation: Tailor compensation packages to motivate and reward high performers. This may include performance bonuses, recognition programs, or other incentives.
   Here’s an example: A technology company conducting a market analysis identifies a growing demand for software developers. To attract and retain top talent, the HR team revises the compensation plan by offering competitive salaries, performance-based bonuses, and professional development opportunities. This strategy aligns with market trends and motivates employees to excel.
   4. Essential stages in the recruitment process include the following:
   • Job Analysis: Identify the skills, qualifications, and responsibilities associated with the position.
   • Sourcing: Attract potential candidates through job postings, networking, and other recruitment channels.
   • Screening: Review resumes and applications to shortlist candidates who meet the initial criteria.
   • Interviews: Conduct interviews to assess candidates’ skills, experience, and cultural fit.
   • Reference Checks: Verify candidates’ credentials and performance with previous employers.
   • Job Offer: Extend a formal offer of employment to the selected candidate.
   • Onboarding: Facilitate the smooth integration of new hires into the organization.
   Significance: Each stage is crucial in ensuring the acquisition of the right talent, from defining the role accurately to verifying qualifications and assessing cultural fit. This process helps mitigate the risk of hiring mismatches and contributes to long-term organizational success.
   5. Internal Promotions
   • Advantages: Boosts employee morale, retains institutional knowledge and demonstrates career advancement opportunities.
   • Disadvantages: This may lead to skill gaps if internal candidates lack the necessary qualifications.
   External Hires
   • Advantages: Bring in fresh perspectives and skills, introduce diversity, and address immediate skill shortages.
   • Disadvantages: May face longer adaptation periods, potentially causing disruption.
   Outsourcing
   • Advantages: Provides specialized expertise, cost-effective for certain roles, and allows internal focus on core functions.
   • Disadvantages: Loss of control over processes, potential cultural misalignment, and dependency on external partners.
   Example: A company experiencing rapid growth may opt for external hires to quickly fill positions requiring specific skills. Simultaneously, internal promotions can be used to maintain employee morale and capitalize on existing talent. Also, an organization may use internal promotions for managerial roles to reward loyalty and cultivate leadership internally. Simultaneously, for specialized technical roles, they might opt for external hires to infuse new skills into the team. However, outsourcing is best used to manage certain business processes that are not key to the company’s products but essential to the overall business development. Additionally, outsourcing could help maximize overhead costs, allowing for more judicious use of capital.
   6. Stages in the selection process include the following:
   • Reviewing Applications: Assess applications to ensure candidates meet basic qualifications.
   • Initial Screening: Conduct preliminary interviews to evaluate communication skills and cultural fit.
   • Assessment Tests: Administer skills, personality, or aptitude tests to evaluate candidate suitability.
   • In-depth Interviews: Conduct detailed interviews to assess technical competence and cultural alignment.
   • Reference Checks: Verify candidate credentials with previous employers.
   • Job Offer: Extend a formal offer to the selected candidate.
   Each stage contributes to identifying the best candidates by progressively narrowing down the pool based on qualifications, skills, cultural fit, and past performance.
   7. Interview Methods in the Selection Process
   • Behavioral Interviews: Focus on past behavior to predict future performance.
   • Situational Interviews: Present hypothetical scenarios to assess how candidates would handle specific situations.
   • Panel Interviews: Involve multiple interviewers to gain diverse perspectives.
   Considerations: Behavioral interviews assess past experiences, situational interviews evaluate problem-solving skills, and panel interviews provide a comprehensive view. The choice depends on the role and the information needed to make an informed decision.

   8. Tests and selection methods in the hiring process include the following:
   • Skills Assessments: Evaluate technical competencies required for the job.
   • Personality Tests: Assess personality traits and compatibility with the team.
   • Situational Judgment Tests: Present scenarios to evaluate problem-solving and decision-making skills.
   Recommendations: Use skills assessments for technical roles, personality tests for cultural fit, and situational judgment tests for positions requiring problem-solving skills. Each method has strengths and weaknesses, and the choice depends on the specific job requirements.

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2. Question 1: What are the primary functions and responsibilities of an HR Manager within an organization?
   .provide examples to illustrate how these responsibilities contribute to effective human resource management.
   Answer-
   a) Recruitment and Selection: this entails the HR manager conducting interviews, assessments, reference checks, work tests to recruit and select the best candidates for a job position.
   b) Performance Management: the goal here is to boost people’s performance and morale so that the organization can attain its set goals. Feedback and performance reviews are effective ways to manage performance as well as succession planning where the HR manager strategically builds a talent pipeline which can be used to fill up any upcoming open roles.
   c) Culture Management: it is the responsibility of the HR manager to build a strong organizational culture which fosters a positive competitive environment which allows for the organization to reach its goals. This brings about an increased employee engagement which is an added advantage for the organization.
   d)Learning and Development: this helps an employee enhance their skills and knowledge which are needed to perform effectively and efficiently. This helps support the employee’s and in turn the organization growth and progression. Training courses, coaching sessions and attending conferences are some ways in which an employee can build skills and knowledge.
   e)Compensation and Benefits: this determines how much an employee should be rewarded or paid and also decides what benefits they should be offered. This process should be fair and provide an enticing package that will help keep the employees motivated and happy with the organization. Benefits includes ; health care, pension, holidays, daycare for children, a company car, a laptop and so on.
   f) Information and Analytics: this involves gathering together, analyzing and reporting data. HR data is stored in a human resource information system (HRIS). It enables the organization measure the quality of data collected and its impact on the overall business performance which helps them make decisions.

   Question 2a: Explain the significance of communication in the field of HRM?
   Answer- Effective communication is essential to the productivity and progression of an organization. It helps build trust, prevent misunderstandings and fosters a cohesive work environment for employees.

   Question 2b: How does effective communication contribute to the success of HRM practices?
   Answer- Effective communication is a two way process. When communication flows freely, employees enjoy a clear understanding of their benefits while HR managers are able to take in feedback on how effectively their HR programs are working thereby managing both parties expectations.

   Question 2c: What Challenges might arise in the absence of clear communication?
   Answer- this can lead to low morale of employees, it can also lead to conflicts between employees and management. It can also lead to decreased productivity and can damage company culture.

   Question 4: Enumerate and briefly describe the essential stages in the recruitment process.
   .Highlight the significance of each stage in ensuring the acquisition of the right talent for the organization.
   Answer-
   1) Staffing Plans: this is first step in the recruitment process, it involves businesses making proper staffing decisions and projections to ascertain how many people will be required to be hired based on the company revenue expectations. A proper staffing plan ensures multiculturalism and enables the HR manager work within the financial budget set aside for the process.
   2) Develop Job analysis: this determines what tasks people perform in their jobs. The information obtained from the job analysis helps create the job description and specifications. This step helps you define what type of person is best suited for that role.
   3) Write Job Description: this stage outlines a list of tasks, duties and responsibilities of the job. It allows the HR manager list all the requirements of an ideal employee that will attract the only the candidates needed for the position.
   4) Job specifications Development: this outlines the skills and abilities required for the job. It also helps HR managers cut down potential candidates who may not have the required skills and knowledge required for the job.
   5) Knowing Laws relating to recruitment: in HRM, it is important to know and apply the law in all the activities the HR department handles. When the hiring process is in accordance with the law it fosters inclusivity and fairness for all.
   6) Develop Recruitment plan: a recruitment plan should contain actionable steps and strategies to make the process effective and efficient. This makes it easier to attract the right talents with the right skills at the right time.
   7) Implement Recruitment plan: it involves following the outlined recruitment plan you have developed. This approach allows you target only the best candidates for the job.
   8) Accept Applications: once you’ve strategized and built a plan you can begin seeking candidates through applications. The first step in selection is to begin reviewing resumes of potential candidates. Predefined standards such as the job description and requirements helps narrow the pool of candidates to help get to the right candidate.
   9) Selection process: this stage will require the HR manager to determine which selection method will be used. The next step of the process is to determine and organize how to interview suitable candidates. This will help clarify which candidate is best suited for the position.

   Question 6: Detail the stages involved in the selection process starting from reviewing applications to making the final job offer.
   . Discuss how each stage contributes to identifying the best candidates for a given position.
   Answer-
   1)Criteria development: this is the first step in planning the interview process. It involves determining which sources of information will be used and how those sources will be scored during the interview. The criteria should be directly related to the job analysis and job specifications. This process involves discussing the relevant skills, abilities, and personal characteristics required to be successful at the job.
   It allows the HR manager to be fair in selecting best candidates to interview.
   2) Application and Resume review: once the Criteria have been developed, applications can be reviewed. One way to review an application is through computer programs that can search for keywords in resumes and help narrow down the number of resumes that must be looked at and reviewed. This makes it a lot easier to sieve through to get the best candidates to interview.
   3) Interviewing: After the HR manager has determined which applications meet the minimum criteria, he or she must select those people to be interviewed. To save time, a phone interview can be carried out to reduce the number of candidates.
   4)Test Administration: Any number of tests can be administered before making a hiring decision. These include physical tests, drug tests, personality tests, cognitive tests, job knowledge tests. Some organizations carry out further tests like reference checks, background tests to narrow down the candidates pool.
   5) Making the offer: this is the last step in the selection process, it involves offering a position to the chosen candidate. This offer can be sent via email or letter. An offer should contain the terms of employment, compensation and benefits an employee will receive.

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3. Question 1:
   •Recruitment and selection: it is the solely the responsibility of the HRM to devise blueprints to secure and develop the most suitable candidates when the need arises for companies
   •Culture management : it is vital for an HR officer to cultivate a culture that aids the organization in attaining its objectives.
   •Compensation and benefits: it is all about the rewarding employees justly either through direct pay or benefits such as HMO, pension , etc. and also creating a system that keeps the employees filled with enthusiasm
   •Learning and Development: the aim of the HR is to help and encourage an employee develop futuristic skills that are needed in present day circumstances and in times to come.
   •Performance Management: the objective of the HR is to augment people’s performance so that the organization can reach its goals. It is also imperative to maintain succession planning, i.e there is a talent chain so that when vital roles open up, they can easily fill in.
   •Employee relations: this entails keeping employee groups happy. It is impossible to bring out the best out of employees when they are unhappy, hence optimal performance would not be attained.
   Question 2. The essence of communication in HR Management goes as follows :

   •It encourages employee engagement: it makes employees more involved in the affairs of the company they work in because they know there is a body that checks them.

   •It spurs employee feedback: When staff members have rifts that cannot be reported to the boss, they go through the HR manager. Also, if there is a policy that doesn’t sit right with them, they can air their complaints through the HR manager.

   •Helps management make better and more informed decisions concerning the company and staff 

   •It breeds a better work relationship amongst members of staff.

   •It also improves productivity on the part of the staff members.
   •The absence of communication reduces productivity, conflicts may arise, lack of employee engagements, and little or no team building.
   Staffing plans – allows HR to see or determine how many people they should hire based o revenue expetations.
   • Develop job analysis – is a system used to determine what tasks people perform on their jobs
   • Job description – involves outlining the tasks, duties and responsibilities of the job.
   • Job specification development – outlines the skills and abilities required for the job
   • Know law relations to recruitment – HRM is to know the law and apply it in all activities that the HR department handles; one of the law includes fair hiring.
   • Develop recruitment plan – this involves the implementation of actions outlined in the recruitment plan.
   • Implement recruitment plan – this involves reviewing resumes.
   • Selection process – this stage will require the HR to determine what selection method to use to interview suitable candidates.
   Question 4.
   The recruitment is stage is crucial to the success of an organization and it could make or mar them.
   •staffing plans: before commencing recruiting,businesses must implement staffing strategies and projections gives room to the HR to predict how many people they require based on revenue expectations.
   •develop job analysis: simply consists of a formal system invented to determine and identify what responsibilities people perform in their jobs. They are components of the job description.
   •job description: it is crucial to follow the next step which entails developing a job description which should define a list of tasks and duties of the job.
   •knowledge of labor legislation of recruitment: part of the HRM is to know and apply the laws related to employment. They must follow the law in their recruitment process.
   •develop a recruitment plan:it involves actionable steps and strategies that make the recruitment process well organized.
   •Implement a recruitment plan: After formulating a recruitment plan , it is necessary to execute and abide by it.
   •Accept application: it is necessary to begin to welcome and review applications as they come in.
   •Selection Process: at the conclusive stage, it is up to the HR to decide which selection method would be applicable in determining and organizing how to interview promising applicants.
   Question 6. The key stages of overall selection are as follows:
   
•Criteria Development: clearly states out what is expected of the person applying for a particular position. This will enable the HR manager to narrow down the recruitment process to those who meet the criteria.

   •Application and CV review: Review each candidates application form and resume to also determine those who are qualified and will be moving to the next stage.
•Interviewing: conducting oral interviews that may be done physically, virtually, or in a group for those who are qualified.
   
•Test administration: administering test to check the IW level of applicants and to also know how well versed they are in the job they are applying for.
   
•Making the offer: This is the stage where the number of qualified candidates is already gotten. The next thing is to discuss salaries with them and notify them of when to start work. This ought to done as soon as possible. This can be initiated firstly with a phone call and then a subsequent can follow enroot .
   Question 7.
   The behavioral interview is based on the proposition that an employee’s past behaviors and or experiences have a tinge in future behaviors. For example, a question could be asked about how an employee handled a situation where they had to make a tough decision. Situational interviews are based on hypothetical situations where questions are asked how they would handle a particular situation. For example, an applicant may be asked what they would do if they someone pilfering in the office. Whilst a panel interview involves an applicant being interviewed by multiple interviewers simultaneously. We also have other interview types such as Telephone Interview, Information Interview, and Group interview.However it is important to note that the most considerate type of interview, with the situation of the economy of Nigeria , it is imperative to make use of the Video interview. Major kudos to technology, interviews can take place on platforms like Microsoft Teams, Zoom and even WhatsApp.
   Question 8:
   Down below are a variety of tests that could be implemented by the HRM in the hiring process in a bid to secure the most efficient fit for a job role in an organization:
   • Cognitive Ability Tests: Tests like this during the interview process simply measures intelligence such as the numerical ability and reasoning of job candidates. For example, job candidates for the role of an Accounting teacher in an educational institution are likely to be given this so as to get the most suitable candidate in the field of Accounting .
   •Work Sample Tests: This tests involves job candidates presenting previous works and or experiences relating to the job roles. For example, a company in need of a social media manager may request for a portfolio from an applicant.
   •Personality Tests: This aims to inspect the personality traits ( self-assurance level, ability to work under pressure, or introversion)of job applicants.
   In conclusion ,one or more of these tests can be used in order to get the candidate that best fit the job description.

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4. QUESTION 1
   1. Recruiting, hiring, and onboarding employees: An HR manager is responsible for finding and hiring the best candidates for open positions within the organization. They also create and implement onboarding programs that help new employees adjust to their roles and become productive members of the team.
   2. Training and development of employees: An HR manager is responsible for developing and implementing training programs that help employees develop their skills and knowledge. This includes things like new employee orientation, job-specific training, and professional development opportunities.
   3. Managing employee benefits and compensation: An HR manager is responsible for overseeing the administration of employee benefits, such as health insurance, retirement plans, and paid time off. They must also ensure that all benefits are in compliance with relevant laws and regulations.
   4. Managing employee relations: An HR manager is responsible for maintaining positive employee relations by addressing any issues or concerns that arise. This includes things like conflict resolution, disciplinary action, and performance improvement.
   5. Managing performance management and appraisal systems: An HR manager is responsible for developing and implementing performance management systems that measure and track employee performance.

   Examples of how these responsibilities contribute to effective HR management include:

   – Recruiting and selecting skilled candidates to build a competent workforce.
   – Facilitating a smooth onboarding process to help new hires succeed.
   – Providing training and development opportunities for employee growth and improved performance.
   – Establishing performance evaluation systems to promote accountability and identify areas for improvement.
   – Handling employee grievances and fostering positive employee relations to maintain a harmonious work environment.
   QUESTION 4

   1. .Staffing: This is the first stage of recruitment. The stage determines how many people to high depending on the size of the company, volume of work and weather the company is planning an expansion. This stage is important so that the organization will not hire more than needed or end up spending more than budgeted on recruitment cost.
   2. Develop Job Analysis: Next is to develop the task employee will perform on the job. This will help in determining the pay of each job role.

   3. Write Job description: Come up with the duties and responsibilities attached to the job. The essence of this is to give each employee the duties and responsibilities attached to their job role.

   4. Write Job specifications: Specify the skills, knowledge and abilities required to succeed on the job. The significance of this is ensure the best fit is selected from applicants with experience.

   5. Recruitment Laws: The knowledge of the country and industry laws relating to recruitment is also important. This is important so that the pay rate won’t be lesser than the minimum wage of the country where the business operates.
   6. Recruitment plan development: It is also necessary to develop the steps and strategies to make the recruitment process an efficient one. This is important because an efficient recruitment process will give the candidate the confidence to work for the organization.

   7. Recruitment plan implementation: This is the implementation of steps and strategies to make the process efficient.
   8. Accept Application: Now is time to accept and review the candidate’s resume or CV. The essence of the above stages is to reduce the application to the minimum so that only the qualified will apply.
   9.Selection process: Then select the best fit and come up with the best way to interview them. From the pool of applicants, the best is selected. Without the other stages, getting the best candidate will not be easy.
   QUESTION 5
   Before undergoing the recruitment process, the HR must have a specific plan which would shape how the recruitment process will occur. The strategies include,
   1. Outsourcing: This involves engaging the services of external bodies in recruiting for an organization. Examples are executive search firms (who are primarily interested in recruiting for high-level positions), Temporary staffing firms (whose focus is locating candidates for short-term contracts), Corporate recruiters (who are responsible for recruiting for an organization and are specialized in particular fields e.g. Tech or Business Management.)
   2. Campus recruiting: this involves sourcing candidates from campuses and universities. It could be for internship roles or permanent placement after graduation.
   3. Professional Associates: Every profession belongs to an organization and in most cases being a member affords HR the opportunity to source for candidates/post jobs. Some others require payment, i.e. a fee for posting job adverts on their platforms.
   4. Websites: Job adverts could be posted on various websites either for free or at a price for a wider and more specified reach. For instance, at my place of work, this is my go-to for sourcing talent. I get a lot of applications from this medium although I must deal with sorting through the huge number of resumes, I usually get.
   5. Social media: This is an easy platform that helps disseminate information and helps with recruitment. Job adverts could be posted on Facebook, LinkedIn, Twitter, Instagram, etc. Social media as much as it is entertaining is also a good informative tool.
   6. Events such as job fairs afford HR the opportunity to offer information about their organization and vacant job positions to prospective candidates.
   7. Referrals, which could come from in-house managers looking to recommend subordinate staff for transitioning/switching to a new role or employees within an organization recommending their friends or former colleagues for a job role.
   8. Traditional advertising: involves making use of television and radio stations, newspapers, and magazines to run adverts or broadcast information about the organization.

   Part b:
   Internal Candidates.
   Advantages:
   1. Recruiting within an organization rewards the contributions of current staff.
   2. It is cost effective as opposed to employing the use of traditional recruitment methods e.g. posting job adverts.
   3. Knowing the past performance of the candidate can assist HR and managers involved in knowing if they meet the criteria for transitioning.
   Disadvantages:
   1. It can produce “in-breeding” which may reduce diversity and having different perspectives. In other words, same people, same ideas, nothing exceptionally different.
   2. It may cause political in-fighting between employees, where there will be competition and jostling to obtain promotions.
   3. Bad feelings could be created if an internal candidate applies for a job and does not get it.
   External Candidates.
   Advantages:
   1. New and fresh talent is brought into the company.
   2. It can help the organization obtain diversity goals i.e. ensuring representation, equity, and inclusion of people with differing experience all in a bid to achieving the organization’s goals.
   3. New ideas and insight are brought into the company by the new hire.
   Disadvantages:
   1. Implementation of the recruitment strategy can be expensive i.e. the cost of recruitment, negotiating new salaries, onboarding, and training, etc.
   2. It can cause morale problems for internal candidates.
   3. Training and orientation may take more time as the new hire would take significantly longer than an internal hire to blend and ease into the organization’s culture and the job itself.

   QUESTION 2
   Communication is absolutely critical in the field of Human Resource Management! Without effective communication, it would be difficult for HR managers to perform their duties. Communication is needed for a variety of tasks, such as recruiting and hiring employees, developing and implementing training programs, managing employee benefits, and resolving conflicts.
   Communication also helps to build trust and relationships between HR managers and employees. It is also essential for creating a positive work environment and for ensuring that employees feel supported and valued. Overall, communication is a key element of effective human resource management.
   Part b:
   Effective communication contributes to the success of HRM practices in several ways. It helps to ensure that employees understand the expectations of their roles and the goals of the organization. It also helps to ensure that employees feel supported and valued, which can lead to higher job satisfaction and increased productivity. Additionally, effective communication helps to resolve conflicts and foster a positive work environment.
   Without clear communication, there can be several challenges. Employees may not understand the goals of the organization or what is expected of them. There may also be misunderstandings, conflict, and a lack of trust. Without effective communication, employees may feel undervalued and may not be motivated to work in their best capacity.

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5. •Recruitment and selection: it is the solely the responsibility of the HRM to devise blueprints to secure and develop the most suitable candidates when the need arises for companies
   •Culture management : it is vital for an HR officer to cultivate a culture that aids the organization in attaining its objectives.
   •Compensation and benefits: it is all about the rewarding employees justly either through direct pay or benefits such as HMO, pension , etc. and also creating a system that keeps the employees filled with enthusiasm
   •Learning and Development: the aim of the HR is to help and encourage an employee develop futuristic skills that are needed in present day circumstances and in times to come.
   •Performance Management: the objective of the HR is to augment people’s performance so that the organization can reach its goals. It is also imperative to maintain succession planning, i.e there is a talent chain so that when vital roles open up, they can easily fill in.
   •Employee relations: this entails keeping employee groups happy. It is impossible to bring out the best out of employees when they are unhappy, hence optimal performance would not be attained.

   1b) Examples on how these responsibilities contribute to contribute to effective HRM include:
   Recruitment and Selection:
   Hiring the right talent: By carefully screening candidates and using effective selection methods, HR ensures the organization gets the best fit for each role, leading to higher productivity, better team dynamics, and reduced turnover.
   Example: Implementing a skills-based assessment during the selection process helps identify candidates with the specific abilities needed for the job, improving team performance.
   Performance Management:
   Setting clear expectations and goals: Regular performance reviews and feedback sessions help employees understand expectations and work towards improvement, resulting in increased motivation and higher quality work.
   Example: Implementing a performance management system with objective metrics allows for fair and consistent evaluation, promoting employee engagement and development.
   Culture Management:
   Creating a positive and inclusive work environment: Fostering a sense of belonging and respect through initiatives like team-building activities and diversity training leads to increased employee satisfaction, reduced conflict, and improved communication.
   Example: Organizing social events outside of work helps build camaraderie and collaboration among team members, enhancing overall workplace culture.
   Learning and Development:
   Investing in employee growth: Providing training and development opportunities allows employees to acquire new skills and knowledge, leading to increased adaptability, innovation, and job satisfaction.
   Example: Offering mentorship programs connects experienced employees with newcomers, fostering knowledge sharing and accelerating development within the organization.
   Compensation and Benefits:
   Offering competitive salaries and benefits: Providing fair compensation and attractive benefits packages helps attract and retain top talent, reducing recruitment costs and increasing employee loyalty.
   Example: Implementing a flexible benefits program allows employees to personalize their benefits based on individual needs, leading to higher satisfaction and improved morale.
   Maintaining Good Employee Relations:
   Addressing employee concerns: Having open communication channels and resolving issues promptly fosters trust and a positive work environment, enhancing employee engagement and productivity.
   Example: Conducting regular employee satisfaction surveys helps identify areas for improvement and allows HR to address concerns before they escalate, maintaining a harmonious work environment.
   By effectively managing these key areas, HR professionals play a vital role in creating a productive, engaged, and positive work environment, ultimately contributing to the success of the organization.

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6. 1a.) What are the primary functions and responsibilities of an HR manager within an organisation?
   ANSWER: the primary functions of an HR manager in an organisation includes recruiting and selecting of employees, compensation of employees, performance management of employees, succession planning of goals and vision of organisation and retention management.
   (1b) Example on how these responsibilities contribute to effective HRM,
   ANSWER: the HR manager will oversee the recruiting, interviewing and hiring of new staff; communicate the executives/departmental managers on strategic planning to help hire the best candidates for the job.
   size of the organisation and the department they are assigned to. They could be responsible for planning and administering employee benefits programs, reviewing employee expenses, helping with payroll and taxes, coordinating employee training and development programs, maintaining employee records, advising management on personnel matters, mediating labour relations issues, and acting as a liaison with labour unions or other organisations representing employees.
   *Create a Safe Work Environment
   A human resources manager is responsible for creating a safe work environment for employees. They assess the needs of their employees and develop human resources policies to meet those needs. In addition, they recruit employees, select them based on merit and ability, and promote them to positions they are most suited for.
   *Handle Disciplinary Actions
   A human resources (HR) manager is responsible for handling a variety of functions in an organisation, from developing and implementing a disciplinary action plan to handling employee complaints and grievances to reviewing and updating employee records to preparing employee performance appraisals.

   2a.) Explain the significance of communication in the field of Human Resource Management.
   ANSWER: The significance of communication in the field of HRM is it can increase productivity and creates a sense of purpose in alignment and commitment among the workforce, leading to increased engagement level. The challenges that might arise in the absence of clear communication can be frustrating to employees, creating breeding ground of distrust and confusion, business damage and losing of the best tenant.
   (2b)How effective communication contribute to success of HRM practice:
   *Enhancing Employee Engagement:
   ANSWER: Communication play a vital role in fostering employee engagement which is crucial for overall organizational success. Through regular and transparent communication, HRM cam effectively communicate the organization’s goals, values and expectations to employees.
   *Cultivating Effective Teamwork: Strong teamwork is essential for achieving organization goals, and effective communication lies at the heart of successful collaboration. Effective communication channels such as team meetings, project management tools, and digital platforms facilities seamless information sharing, promote a sense of belonging, and enhance team cohesion.
   *Facilitating Learning and Development: Communication acts as a conduit for learning and development within an organization. HR development employ various communication channels to deliver training programs, disseminate learning materials, and share best practices. Effective communication between HRM and employee allow for professional employees allow for continuous feedback, coaching, and mentoring, which contribute to individual growth and skill development.

   (3a) Outline the steps involved in developing a comprehensive compensation plan.
   ANSWER: A compensation plan can be strategic approach to balancing the company’s financial interest and operating goals while attracting, retaining, growing and rewarding its employees. This stages includes; (1.) Define or review your compensation philosophy. (2.) Do your industry/market research. (3.) Analyze your internet compensation data. (4.) Align your planning with your business goals. (5.) Start creating salary ranges and grades. (6.) Manage your compensation budget. (7.) Monitor the planning execution and make adjustments. Example, supposedly your company ask you to develop a compensation plan. Firstly you have to create a compensation philosophy to guide in creating fair, transparent compensation programs and helps your attract and retain employees. Then, do a market research, research salaries to evaluate the market trends. Next, analyze your internet compensation data to ensure staff with the same job aren’t getting paid significantly differently. Then, you align your planning with the business goals, vision and mission to endure the a met. Now, create salary ranges and grades to ensure equity amongst employees. Next, manage your compensation budget, you’ve to work with the compensation budget of the organisation and have a fair distribution to employees to motivate them. Lastly, Monitor the planning execution and make adjustments to suit the market trends and internal equity.
   (3b)

   QUESTION 4.Enumerate and briefly describe the essential stages in the recruitment process.
   ANSWER;
   Staffing: selection process by the human resource should start by knowing the number of staffs actually needed, more over Develop job analysis: this stage involves gathering and analyzing the informations needed. Write job description: outline the responsibilities essential for the post the applicate is applying for, Job specification development: it involves the personality, skills, trait required for the post to develop recruitment plan he goal to locate the best candidate implement a recruitment plan to accept application after much consideration and evaluation
   In conclusion, selection: the stage where the best candidate is picked and the job is being offered

   4bThe principal phases of talent acquisition are sourcing, attracting, interviewing, recruiting, and conducting employee onboarding.

   (6A)Detail the stages involved in the selection process, starting from reviewing applications to making the final job offer
   ANSWER: There are several significant stages in the selection process. These are important to identify the best candidate for the job. Firstly, Application review: it involves the recruitment team reviewing applications from candidates who responded to their recruitment adverts. Next, CV Screening: After shortlisting candidate from application stages the recruitment team screens the submitted CVs to identify more suitable candidates. Considering their, background, experience and qualifications to see if it suits their requirements. Next, Assessment Text: candidates who pass the screening get to take an assessment test which verifies their level of compatibility with the position. It can be in-person audition, a written or online test for personality, intelligence and aptitude or practical skill test to determine proficiency and capacity. Next, Interview: it is a key stage in the selection process. Interview process allows the recruitment team a closer evaluation of candidate potential with a list of career-related questions and enquiries to ensure you can thrive in the work environment. Next, Background Checks: this helps to check records of the candidate which includes criminal records, credit record ls, verification reports and last employment and why he/she left. Next, Reference Checks: it is a stage of the selection process the recruitment team may want to get some references for the best candidate. Get comments about candidate performance from their past employer, manager, colleagues, clients and business associates. This helps to confirm what the candidate have said about, himself/herself, their work ethic, skills, practical experience areas for development and professional behaviour. Lastly, Job Offer: The selection process ends here. With the recruitment team selecting the best candidate for the position. After making this decision, they make an offer to the successful candidate. The job offer may come either by phone call or email.

   6b) Discuss how each stage contributes to identifying the best candidates for a given position.
   ANSWER:
   The hiring process is a crucial component of any organization’s success. It involves attracting and selecting the most qualified individuals to join the company and contribute to its growth and development. A well-executed hiring process ensures that the right talent is brought on board, fostering a positive work environment, increased productivity, and long-term success.
   The hiring process typically consists of several stages, each serving a specific purpose in identifying, evaluating, and selecting candidates. By following a structured approach, organizations can minimize biases, maximize their chances of finding the best fit, and ensure a fair and efficient process for all involved parties.
   From job posting and candidate evaluation to interviews, decision making, and onboarding, understanding these stages will help organizations streamline their hiring practices and make informed decisions when bringing new talent into their teams

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7. Answer to No. 1
   Primary functions and responsibilities of a HR manager includes;
   Recruitment and Selection – Example is the recruiting of best talents for an organization to help accomplish set goals.

   Performance management – Example is using feedback and performance reviews to boost employee performance with the aim of making sure the organization has strong talents to help accomplish goals.

   Culture management – Example is creating a culture (organization’s way of doing things) that sims to attract different people to build the organization’s competitive advantage.

   Learning and development – Example is to help employees build relevant skills needed to perform on the job and to stay updated on industry practices.

   Compensation and benefits – Example is rewarding employees fairly through direct pay and benefits.

   Information and analytics – Example is using latest technology to manage and track employee data.

   Number 2
   Communication is the ability to present news (negative or positive), pass messages across without allowing for ambiguity, work with batteries personalities. It involves verbal and non verbal cues. And it plays a very important role in the success of any organization.

   Effective communication eliminates chances of misunderstandings and conflict ultimately leading to organization’s safety.

   Number 3
   Stages of the selection process includes;
   Application review, selection test administration, conducting job interviews, checking references, background checks, making an offer.

   The application review stage is where applications are reviewed against the already developed Job Analysis. The goal is to guarantee that the job and the person (applicant) are a good fit. Considering the volume of applications that may be received, this is the first stage of elimination.

   Test administration is done to measure the candidate’s understanding and knowledge of a particular job.

   Conducting interviews are done to test for applicant/organization compatibility.

   Background checks are carried out to ensure an applicant is not withholding important information and that all the information given are accurate.

   Number 4
   Interview methods used in the selection process includes;
   Traditional Interview: takes place in the office considering of an interviewer and the candidate

   Telephone interview; is used to narrow the list of applicants to those qualified and compatible with the organization.

   Panel interview; involves multiple interviewers interviewing the same candidate at the same time. It helps save time.

   Information interview: are conducted not because there’s a specific job opportunity but so the organization can give excellent individuals before the position opens up.

   Group interview: two or more candidates are interviewed concurrently.

   Video interview: almost the same as the traditional interview except that it is done by video on any of the video networking platforms.

   Situational interviews are based on hypothetical scenarios, this is done to evaluate an applicant’s ability, knowledge, strength, and experience of the job.

   Behavioral interview is done to evaluate an applicant’s ability to handle situations and ethics.

   Panel interview is done by a panel usually with an assessment sheet where the people on the panel rate and grade applicants to avoid bias.

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8. Question 1

   A human resource manager has two basic functions: overseeing department functions and managing employees. That’s why human resources managers must be well-versed in each of the human resources disciplines – compensation and benefits, training and development, employee relations, and recruitment and selection. Core competencies for HR management include solid communication skills, and decision-making capabilities based on analytical skills and critical thought processes. A human resource manager has the expertise of an HR generalist combined with general business and management skills.

   * Compensation and Benefits: Human resource managers provide guidance and direction to compensation and benefits specialists. Within this discipline, human resources managers develop strategic compensation plans, align performance management systems with compensation structure and monitor negotiations for group health care benefits. Examples of human resource manager responsibilities include monitoring Family and Medical Leave Act compliance, and adherence to confidentiality provisions for employee medical files. Human resource managers for small companies might also conduct open enrollment for employees’ annual elections pertaining to health care coverage.

   * Training and Development: Employee training and development includes new hire orientation, leadership training and professional development. Human resource managers conduct periodic needs assessments to determine when training is necessary, and the type of training necessary to improve performance and productivity. They examine employee performance records to identify areas where employees could improve through job skills training or employee development, such as seminars or workshops on leadership techniques.

   * Effective Employee Relations: Human resource manager has ultimate responsibility for preserving the employer-employee relationship through effective employee relations strategies. An effective employee relations strategy contains specific steps for ensuring the overall well-being of employees. It also ensures that employees have a safe working environment, free from discrimination and harassment. Human resource managers for small businesses conduct workplace investigations and resolve employee complaints.

   * Recruitment and Selection: Human resource managers develop strategic solutions to meet workforce demands and labor force trends. An employment manager actually oversees the recruitment and selection processes; however, an HR manager is primarily responsible for decisions related to corporate branding as it relates to recruiting and retaining talented employees. For example, a human resource manager in a health care firm might use her knowledge about nursing shortages to develop a strategy for employee retention, or for maintaining the current staffing levels. The strategy might include developing an incentive program for nurses or providing nurses with cross-training so they can become certified in different specialties to become more valuable to the organization.

   Question 2

   * Effective communication is the cornerstone of any successful organization, and when it comes to human resource management, its significance becomes even more pronounced. Human resource management is a strategic approach aimed at enhancing an organization’s workforce capabilities, fostering employee growth, and optimizing their performance. Communication plays a vital role in fostering employee engagement, which is crucial for overall organizational success. Through regular and transparent communication, HR professionals can effectively communicate the organization’s goals, values, and expectations to employees. This creates a sense of purpose, alignment, and commitment among the workforce, leading to increased engagement levels.

   Effective Communication acts as a conduit for learning and development within an organization. Human resource departments employ various communication channels to deliver training programs, disseminate learning materials, and share best practices. Clear and concise communication of learning objectives, instructions, and expectations ensures that employees understand and absorb the training content effectively. Moreover, open lines of communication between Human resources professionals and employees allow for continuous feedback, coaching, and mentoring, which contribute to individual growth and skill development. It ensures that employees are engaged, informed, and empowered throughout the process.

   Question 6

   * The selection process refers to the steps involved in choosing people who have the right qualifications to fill a current or future job opening. Usually, managers and supervisors will be ultimately responsible for the hiring of individuals, but the role of human resource management is to define and guide managers in this process. The selection process consists of five distinct aspects:

   – Criteria development: All individuals involved in the hiring process should be properly trained on the steps for interviewing, including developing criteria, reviewing resumes, developing interview questions, and weighting the candidates. The first aspect to selection is planning the interview process, which includes criteria development. Criteria development means determining which sources of information will be used and how those sources will be scored during the interview. The criteria should be related directly to the job analysis and the job specifications.

   – Application and resume review: Once the criteria have been developed applications can be reviewed. People have different methods of going through this process, but there are also computer programs that can search for keywords in resumes and narrow down the number of resumes that must be looked at and reviewed.

   – Interviewing: After the Human resource manager have determined which applications meet the minimum criteria, he or she must select those people to be interviewed. Most people do not have time to review twenty or thirty candidates, so the field is sometimes narrowed even further with a phone interview.

   – Test administration: Any number of tests may be administered before a hiring decision is made. These include drug tests, physical tests, personality tests, and cognitive tests. Some organizations also perform reference checks, credit report checks, and background checks.

   – Making the offer: The last step in the selection process is to offer a position to the chosen candidate. Development of an offer via e-mail or letter is sometimes a more formal part of this process. Compensation and benefits will be defined in an offer.

   Question  4

   * Recruitment is a core function of the Human Resource department. It is a process that involves everything from identifying, attracting, screening, shortlisting, interviewing, selecting, hiring, and onboarding employees. The recruitment lifecycle consists of seven interrelated steps which are as follows:

   – Identifying the Hiring Needs: Whether a job opening is newly formed or just vacated, you cannot find what you need if you don’t know what you need in the first place. So, your recruitment process should start with identifying the vacancies that exist followed by analyzing the job specifications including the knowledge, skills and experience needed for the role. Here’s how you can determine your hiring needs, Figure out where the gaps are in your current team. Check if you have new needs in terms of ability, performance or personality. Ask yourself if you need someone to take care of something that is not being addressed currently. This will tell you that there is a hiring need.

   – Preparing the Job Description: Once you know exactly what you need in terms of knowledge, skills and experience, it is time to determine the duties and responsibilities of the job. Preparing a comprehensive job description will help you know what your potential employees must have in order to meet the demands of the role. More importantly, it provides your prospects with a checklist or a list that they can compare themselves to before applying. It is a tool to ensure that you get applications from the right candidates.

   – Talent Search: Identifying the right talent, attracting them and motivating them to apply are the most important aspects of the recruitment process. The job listing should be advertised internally to generate referrals as well as externally on popular social networking sites and preferred job boards. Recruiters can also conduct job fairs and promote openings in leading industry publications to cast a wider net.

   – Screening and Shortlisting: In order to move forward with the recruitment process, you need to screen and shortlist applicants efficiently and accurately. This is where the recruitment process gets difficult and challenging.

   – Interviewing: The shortlisted applications will now move through the interview process prior to receiving an offer letter or a rejection note. Depending on the size of the hiring team and their unique recruitment needs, several interviews may be scheduled for every candidate.

   – Evaluation and Offer of Employment: This is the final stage of the recruitment process. You should never take it for granted that the candidate will accept your offer. However, if your candidate has patiently completed all the paperwork and waited through the selection process, the odds of accepting the offer are high

   – Introduction and Induction of the New Employee:
   When applicants accept the job offer, they officially become the employees of the company. The joining date and time is communicated to the employee. Once that’s done, pre-employment screening that includes reference and background checks are conducted. Once the verification is done, the employees are then introduced to the organization. The induction process of the employees then begins. During the induction process, a welcome kit is usually given to the new employees, and then the employment contract is signed.

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9. Question 1
   •Recruitment and selection: it is the solely the responsibility of the HRM to devise blueprints to secure and develop the most suitable candidates when the need arises for companies
   •Culture management : it is vital for an HR officer to cultivate a culture that aids the organization in attaining its objectives.
   •Compensation and benefits: it is all about the rewarding employees justly either through direct pay or benefits such as HMO, pension , etc. and also creating a system that keeps the employees filled with enthusiasm
   •Learning and Development: the aim of the HR is to help and encourage an employee develop futuristic skills that are needed in present day circumstances and in times to come.
   •Performance Management: the objective of the HR is to augment people’s performance so that the organization can reach its goals. It is also imperative to maintain succession planning, i.e there is a talent chain so that when vital roles open up, they can easily fill in.
   •Employee relations: this entails keeping employee groups happy. It is impossible to bring out the best out of employees when they are unhappy, hence optimal performance would not be attained.

   Question 7.
   The behavioral interview is based on the proposition that an employee’s past behaviors and or experiences have a tinge in future behaviors. For example, a question could be asked about how an employee handled a situation where they had to make a tough decision. Situational interviews are based on hypothetical situations where questions are asked how they would handle a particular situation. For example, an applicant may be asked what they would do if they someone pilfering in the office. Whilst a panel interview involves an applicant being interviewed by multiple interviewers simultaneously. We also have other interview types such as Telephone Interview, Information Interview, and Group interview.However it is important to note that the most considerate type of interview, with the situation of the economy of Nigeria , it is imperative to make use of the Video interview. Major kudos to technology, interviews can take place on platforms like Microsoft Teams, Zoom and even WhatsApp.
   Question 4.
   The recruitment is stage is crucial to the success of an organization and it could make or mar them.
   •staffing plans: before commencing recruiting,businesses must implement staffing strategies and projections gives room to the HR to predict how many people they require based on revenue expectations.
   •develop job analysis: simply consists of a formal system invented to determine and identify what responsibilities people perform in their jobs. They are components of the job description.
   •job description: it is crucial to follow the next step which entails developing a job description which should define a list of tasks and duties of the job.
   •knowledge of labor legislation of recruitment: part of the HRM is to know and apply the laws related to employment. They must follow the law in their recruitment process.
   •develop a recruitment plan:it involves actionable steps and strategies that make the recruitment process well organized.
   •Implement a recruitment plan: After formulating a recruitment plan , it is necessary to execute and abide by it.
   •Accept application: it is necessary to begin to welcome and review applications as they come in.
   •Selection Process: at the conclusive stage, it is up to the HR to decide which selection method would be applicable in determining and organizing how to interview promising applicants.

   Question 8:
   Down below are a variety of tests that could be implemented by the HRM in the hiring process in a bid to secure the most efficient fit for a job role in an organization:
   • Cognitive Ability Tests: Tests like this during the interview process simply measures intelligence such as the numerical ability and reasoning of job candidates. For example, job candidates for the role of an Accounting teacher in an educational institution are likely to be given this so as to get the most suitable candidate in the field of Accounting .
   •Work Sample Tests: This tests involves job candidates presenting previous works and or experiences relating to the job roles. For example, a company in need of a social media manager may request for a portfolio from an applicant.
   •Personality Tests: This aims to inspect the personality traits ( self-assurance level, ability to work under pressure, or introversion)of job applicants.
   In conclusion ,one or more of these tests can be used in order to get the candidate that best fit the job description.

   Question 2. The essence of communication in HR Management goes as follows :
•It encourages employee engagement: it makes employees more involved in the affairs of the company they work in because they know there is a body that checks them.
•It spurs employee feedback: When staff members have rifts that cannot be reported to the boss, they go through the HR manager. Also, if there is a policy that doesn’t sit right with them, they can air their complaints through the HR manager.
•Helps management make better and more informed decisions concerning the company and staff 
•It breeds a better work relationship amongst members of staff.
•It also improves productivity on the part of the staff members.
•The absence of communication reduces productivity, conflicts may arise, lack of employee engagements, and little or no team building.

   Question 6. The key stages of overall selection are as follows:
•Criteria Development: clearly states out what is expected of the person applying for a particular position. This will enable the HR manager to narrow down the recruitment process to those who meet the criteria.
•Application and CV review: Review each candidates application form and resume to also determine those who are qualified and will be moving to the next stage.
•Interviewing: conducting oral interviews that may be done physically, virtually, or in a group for those who are qualified.
•Test administration: administering test to check the IW level of applicants and to also know how well versed they are in the job they are applying for.
•Making the offer: This is the stage where the number of qualified candidates is already gotten. The next thing is to discuss salaries with them and notify them of when to start work. This ought to done as soon as possible. This can be initiated firstly with a phone call and then a subsequent can follow en route .

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10. Question 1.
    An HR manager is essential for an organization, managing tasks like recruiting, onboarding, training, performance evaluation, and employee relations. They also ensure compliance with labor laws, administer benefits, contribute to workforce planning, and foster a positive workplace culture.

    1. Recruitment and selection: It is the role of the HR to ensure the right recruitment plans selection is being carried out. From creating the job analysis to job description and eventually picking the right candidate .
    2. ⁠performance management : The HR is to manage and ensure all employee carry out all their task and none of the performance of the staff is low.
    3. ⁠Culture management : HR are to ensure that employee maintain / stick to the culture values and norms and ensure they pick the right candidate that fits into the company’s culture.
    4. ⁠Learning and Development : It is also the responsibility of the HR to to ensure that staffs that need training to develop their skill in the organization is being carried and also carrying out trainings that could develop the staffs skills and creativity.
    5. ⁠Compensation and benefits: It is also the role of the HR to handles employees HMO bonuses, 13th salaries and other benefits the employees are entitled to in the company.
    6. ⁠Information and analytics: The HR is to pass information from the organization across to the Staff also keep all the data of the staff.

    Question 2. Significance of Communication in the field of HRM

    Communication is the key of any successful organization. It is the responsibility of HR to ensure effective communication as it enhances employee engagement, facilitates learning and development, helps to shape organization culture, and cultivate teamwork.

    How does effective communication contribute to the success of HRM practices – Effective communication plays a pivotal role in HRM practices as it can help the HR to communicate the goals, values and objectives of the organization to the employees thereby creating a sense of purpose among the workforce. It also helps HR to gather feedback, address organizational issues, recognition of employee achievement, thereby creating more engagement.

    Challenges that may arise in the absence of clear communication are:

    Poor moral on the job: when there is unclear communication, employees tend to be disengaged, thereby leading to low productivity.

    Conflicts and Misunderstanding: lack of communication can cause misunderstanding that may lead to conflict. And when this arises, the organization loses profit due to low productivity that may happen.

    Question 4.
    The essential stages of the HRM include;
    I. Staffing plans. ii. Develop Job analysis, iii. Write Job Description, iv. Job specification development, v. Know laws relation to recruitment vi. Develop recruitment plan. vii, Implement a recruitment plan, viii. Accept applications, ix. Selection process.

    I. Staffing plans:
    This stages requires the HRM to strategies for the number of employees to be employed based on the job role, revenue allocation, and the timeline for recruitment. Once this have been established, the HRM goes on to further the recruitment.

    ii. Develop Job analysis: This is a system that ascertain the tasks carried out by employees on their role, which then enables HRM to create the job description and job specification.

    iii. Write Job Description: After, knowing the tasks carried out by employees, the next step is to write down the job description, which include the task, duties and responsibilities that comes with the job role.

    Question 7a.

    1. Traditional interview: This type of interview takes place in the office.
    2. ⁠ Telephone interview: This type of interview is used to narrow down people to traditional interview. In a case where after Applicants resume has been review and the number of resumes that met the criteria is still outrageous, calling to get other information might be used to cut down the number of applicants.
    3. ⁠panel interview: In this type of interview, numerous person interview the same candidate at the same time.
    4. ⁠information interview: This type of interview is conducted when there isn’t a particular job opportunity but the applicant is looking into potential career paths.
    5. ⁠Group interview: In this type of interview, Two or more candidates are interviewed at the same time.
    6. ⁠Video interview: This type of interview is just like that of the traditional interview except it uses video technology for example Zoom and google meet.

    7b.
    Situational interview.: In this type of interview, the candidate is being asked how they will act in a particular situation while in panel interview, a number of people interviews a candidate at the same time while behavioural interview, questions are being asked about how the candidate has reacted to a particular situation in the past.
    They are all different means of interviewing candidate although used for different type of job roles.

    Panel interview; high profile job roles,job that require a wide range of skills

    Behavioral interview ; customer service, management or sales role

    Situational interview: roles that require quick decision making and judgement.

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