Marketing homework help
Marketing homework help. Here is question about interview question and answer. we meet HR person in department of social Social services administers.
Problem: high turnover rate & regulations
Solution: Includes description of three (3) strategies/solutions to address the challenges. For example, where employees are having concerns about work or why they are not satisfied. Use different perspective analysis.
Format 12-point, Arial font, double-spaced, 1-inch margins. 2 page
Interview Question
What products/services does your company provide?
Department of Social Services administers the Temporary Assistance Cash, Supplemental Nutrition Assistance, Medicaid, Home Energy Assistance, Child Support, Child Protective, Adult Protective, Employment, Program Integrity (Fraud) programs for Niagara County.
How long has your company been around?
Not sure but I believe the Social Services Department was created in the 60’s.
Is your company for-profit or not-for-profit/non-profit?
Not-for-profit (Public Government entity)
What is your company’s main source of income?
Funding for the programs that are administered and to pay employees’ salaries come from Federal, NY State and Niagara County taxes & grants.
What is your current role in this organization?
I am the Chief Social Services Worker. I am responsible for the oversight of Managers, Supervisors, Eligibility Workers & Clerical staff who determine eligibility for the TA cash, SNAP & HEAP Assistance programs
What are your top daily tasks?
To monitor the administration of benefits, productivity levels, assist with personnel & coverage issues, interpret & disseminate Federal, State & Local regulations & liaise between the Administration, Managers & employees.
How many employees do you manage?
I directly supervise 6 Managers and indirectly supervise 27 Supervisors, 90 Social Services workers and 28 Clerical workers.
Do you participate in other areas throughout the organization that might not necessarily fall under your job description?
Yes, I interact with the Managers from the Services, Child Support and accounting departments.
How many people do you report to?
One. The Director of Program Eligibility
Are you responsible for evaluating employee performance?
Yes
How does your company evaluate its employees?
Written evaluations every 8 weeks for a 1-year probationary period
How do you or your company provide feedback to employees?
Through “Kudos Korner” monthly email from Commissioner, monthly Unit meetings, at semi-annual Face-to-face, One-on One meetings with each employee’s direct Supervisor and through the use of “Thank You” & “Great Job” post cards available for all employees to give to one another.
Does your company encourage employees to express their feelings toward company events/policies/decisions, etc?
Yes, the Commissioner & Directors hold quarterly informal “Chats” with employees to come & discuss topics of their own choosing. Supervision & Managers are not allowed to attend so employees feel free to discuss their issues freely.
Does your company ever have employees rate their satisfaction at this organization through a survey or other means?
Rarely. We’ve only had 2 surveys in the 34 years I’ve been there.
How would you describe the culture of your organization/department?
Our Mission is “We help families” and our Values are Professionalism, Compassion & Interaction”
How often do you deal with disgruntled employees?
Approximately 2 or 3 times per month
What are the main issues employees report to you for? (ex: coworker issues, pay, workplace conditions, etc)
Co-worker issues (people not getting along), caseload sizes & workplace issues such as cleanliness of the building, air quality, heat, etc.
Do you have a process for handling employee issues, or is it case-by-case?
Employees are to report issues directly to their supervisor through the chain of command but if the issue is with their supervisor, they are allowed to talk to a Manager or if it’s very serious, they can report the issue directly to Human Resources.
What is the typical process for handling employee issues?
Same as above.
Do you play a role in hiring new employees?
Occasionally, if the Director is unavailable, I will interview prospective candidates for employment.
What is the typical hiring process like?
Employees are hired through Civil Service Rules & Regulations. Prospective employees must take & pass a written Civil Service test and generally must score in the top 3 grades to be canvassed for employment. A very few positions are Appointed positions from the Niagara County Legislature without taking a test. Those positions are generally “Political” appointments.
What kind of training do you offer to new employees? (Ex: hands on, classroom style, online training)
All 3. Depending on the position, some receive 2-8 weeks of classroom & online training. Some are sent to Albany to be trained by NYS trainers for 2-8 weeks. Then employees are given smaller caseloads & will build up over the next few weeks into a full caseload under the mentorship of fellow employees.
Does your company face high-turnover?
Yes
Out of the people that leave your organization, what is the usual reason for leaving?
Retirement, Burn-Out and better paying jobs.
Do you conduct exit interviews for employees leaving the organization?
Very rarely. They are supposed to do it but they only do it sporadically, depending on the Director of each department.
How does your company determine pay for employees?
Through collective bargaining between the Civil Service Employees Association (Union) and the Niagara County Manager & Legislature culminating in a Contract that is ratified by the Union Membership and the Legislature.
Does your company offer development programs for those wishing to advance?
Not really. When a promotional test is offered to fill vacant positions, staff must pass the test & score in the top 3.
How do you typically communicate with your employees?
Face-to-Face meetings, by phone or through email.
Does your company maintain a high level of transparency between management and staff?
Administration passes information to Chief & Managers who when appropriate, pass it onto Supervisors who then pass it on to Workers. Information is shared based on need.
Does your company have a dedicated human resources department or do those functions fall under various managers?
Both. Managers & Supervisors handle most personnel issues. HR handles disciplinary issues once they’ve reached the level of issuing Counseling memos, suspension or termination.
If you could change anything about the human resources in your company, what would it be?
That they show more compassion & treat every employee the same.
How does your organization/department deal with unexpected or unforeseen challenges?
Management will meet & brainstorm for solutions. If needed, the solutions will be altered as needed if the solution is not working or further changes occur.
What sorts of challenges or issues might your department face under ordinary circumstances?
Coverage issues due to unforeseen vacancies due to medical leaves, promotions or transfers, increased caseloads, & changes in policy from the State or Federal government.
Is this industry/organization particularly vulnerable to possible changes? How might these changes be dealt with?
Yes, because we have a high turnover rate & regulations change quite often. Continuous recruitment and hiring professional trainers to teach, mentor and evaluate employees (in house) would allow the Managers & Supervisors more time to help other staff & create more productivity.