We employer wants to discover the candidate for HR.

We focus our attention, our knowledge
and our strengths on business success. Through the continuous growth and
performance of human resources, we contribute to increasing productivity,
efficiency and positive impact on the end result.

The activities of HR staff departments
include recruitment, dismissal, termination of contracts and employment
insurance issues. Therefore, working for the HR department requires good
knowledge of the relevant legal framework. Also, the Human Resource Management
Department is responsible for evaluating employees in order to be the most
profitable and to develop professionally through promotions. The employer wants
to discover the candidate for HR. head manager and identify his strong and weak
points. The appropriate interview questions will show if you are the right
candidate to meet the specific position, as well as whether you can carry out
several responsibilities.

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Human Resources Management is
responsible for training employees. With presentations about the company’s history,
course, development and goals, young employees learn corporate culture, while
older people are aware of the latest developments to keep pace with them. At
the same time, with Recognition Packages or Awards, the HR department honors
employees for their corporate offer or other job achievements. The HR
department has many challenges, but it also offers satisfaction to its
employees. Intuition and instinct play a very important role for the effective
management of Human Resources, as the human factor is unpredictable and wants
to be able to locate suitable candidates for company staffing. Sometimes
companies do not have large and specialized HR departments – they are therefore
unable to find the right candidates.

Organizational or business culture is
the most difficult and multidimensional concept of the organization, especially
in its conceptual definition. The term appeared in the early 1980s in American
academic and business community causing numerous discussions, disputes and
concerns regarding the precise definition of its concept and its expressions
(Hofstede et al., 1990).

The culture of an organization is the
result of the interaction of many factors in the immediate function of time. An
essential element in creating an organizational culture among the members of a
group is to have a common constituent among them. Initially, the culture
created between members of a structured group is the result of spontaneous
interaction. Then, however, this spontaneous interaction, coupled with other
factors, gradually leads to the creation of behavioral rules. These factors can
be the history, the business sector, the goals, the environment, and the staff.

Hofstede’s latest study
“classifies” organizational cultures according to their position in
the following dimensions: “process orientated versus
results-oriented”, “orientation towards duty vs. orientation” in
the “working versus employee-oriented”, “professional versus
parochial”, “opesystems versus closed systems”, “close
versus relax” loosely controlled) and “pragmatic vs. normative”.
Hofstede, often refers to the important role that the leader holds or founder
of a business or organization in the creation of its culture.