Midterm Examination on

Human Resource Management

Course Title: Human Resource Management

Course Code: MBA 509

Submitted By:

Name: Anik Bhowmick

ID No. 2022906

Section-01
Question 1. Discuss the challenges faces HR during the covid 19 pandemic. Use examples
to justify your answer.

In that pandemic time we are facing so many challenges in our day to day life as well as our
work place. There are some common challenges of HR during the covid time. Its not like we
didn’t have faced any problems before. But that was the traditional one but now in that
pandemic situation it’s getting more challenging. Here are some common challenges during of
HR during pandemic time:

Mental Health & Wellbeing: In that covid time we can notice that our employees are
getting sad and depressed. Their mental health is not good. Whatever motivational speech we
give them nothing work in them. Example: Suppose I’m the HR of Nippon paints and in this
pandemic time I have sent one of my workforces to the area of Kaligonj and after going half
of the way they return back and said that its risky for our life to go there in this pandemic
situation. In that situation the main reason behind this is they are mentally weak because
everyday everywhere they listen about the bad impacts of the Covid19.

Managing Remote Work: From March 2020 the world faces a large remote workplace. In
that process we have faced so many challenges like we didn’t have enough infrastructures for
the remote work. It’s a big challenge for the HR of an organization. In that pandemic time we
have moved to the remote workplace overnight but it’s a huge challenge for the organizations
to adjust with that train the employees and ensure the infrastructures that required.

Lack of Agility: In an organization the way a Managing Director feel the agility of the work
the entry level people don’t feel like the same agility that’s a huge challenge.
Employee trust, communication, & Rapid policy change: In that pandemic time we are
facing another big problem like bosses started calling the employees late night, early morning
or at holiday as well. They started thinking like office is 24/7. Employee trust also changes
due to online working.

Uncertainty: This pandemic time has created the uncertainty in the employees and the
organizations. Many people are losing their jobs. Responsibilities are switching and it has
created an uncertain situation.

Employee engagement: In that situation employee engagement of the organization is also

facing huge challenges.

Changing business models and talent delivery: In that covid time the business models and
talent delivery is also changed. Say for example- In that covid time we started work from
home using different kinds of websites, software’s etc. For that we had to hire a large number
of software developers, web developers.

Question 4. There are several ways to conduct a selection interview. Discuss how to
conduct an effective interview [explain five interview techniques]. Give example(s) to
support your analysis

An interview is a very common process of selecting an candidate for an organization It

defines the routine and scientific process used in the candidate selection which assist to
acquire necessary information with regard to the candidate's abilities and his curiosity, talent
and wisdom needed for the job and also to provide him the essential information about the
selection. For Example: Arong.
 There are five techniques to conduct a effective interview they are given below:

1. Nondirective interview: a selection interview in which the interviewer has great

discretion in choosing questions to ask each candidate. Open ended questions about the
candidates strengthens, weaknesses, career goals, & work experience The candidate’s
reply to one question may suggest other questions to ask This technique gives the
interviewer wide latitude…reliability is not great…questions may not valid…even legal.
For example: The Hr manager of Apex follows no set format. A few questions might
be specified in advance. but they are usually not there is seldom a formal guide for
scoring right or wrong answers.

2. Structured interview: a selection interview that consists of a predetermined set of

questions for the interviewer to ask Questions are related to job requirements Covers relevant
knowledge, skills, & experiences The interviewer supposed to avoid asking questions that are not
on the list The results may be more valid & reliable than with nondirective interview.For
Example: Mc Murray pattern interview was one only example. The interviewer followed a
printed form to ask a series of questions such as How was the person’s present job obtained?

3. Situational interview: a structured interview in which the interviewer describes a

situation likely to arise on the job, then asks the candidate what he or she would do in that
situation.For Example: Ask a Cocacola supervisory candidate how he or she would act
in response to a subordinate coming to work late 3 days in a row.

4. Behavior description interview: a structured interview in which the interviewer asks the
candidate to describe how he or she handled a type of situation in the past. Questions
about candidates’ actual experiences tend to have the highest validity.For Example:
suppose you were faced with the following situation what would you do ? Behavioral
questions starts with phases like can you think of a time when what did you do?For
Example: Bata
5. Panel interview: selection interview in which several members of the organization meet to
interview each candidate Gives the candidate a chance to meet more people& see how people
interact in that organization. Provides the organization with judgments of more than one person
Reduce the effect of personal biases in selection decisions. Appropriate in organizations that use
teamwork. For Example: Bikash.