Interview:Management Functions and Roles
Interview:Management Functions and Roles
Thispaper contains the interview questions and answers on matterspertaining to leadership functions, human resource management, andorganization of workplace.
Interviewer:What are your responsibilities with regard to leadership?
Interviewee:I think I have many leadership responsibilities, but three of themaffect my day-to-day activities. Some of these key responsibilitiesinclude problem solving, setting and achieving business goals, andmaking decisions.
Interviewer:What are your responsibilities with regard to human resourcesmanagement?
Interviewee:Although I delegate most of the HRM functions to the HR manager, Ihave the responsibility of ensuring that compensation given to allemployees is commensurate with the their roles, all employeesundertake training and development programs, and ensure that a goodrelationship among employees is maintained at all times.
Interviewer:What are your responsibilities with regard to the workplace?
Interviewee:As the overall leader of the organization, it is my responsibility toensure that the workplace is safe for all employees.
Interviewer:Which of the above functions (leadership, HRM, and organization ofthe workplace) do you think is more pressing and why?
Interviewee:I think the leadership function is more pressing compared to others.This is because, as a leader, all the subordinate employees wouldexpect me to serve as an example. This means that my fault can havemore significant impacts in the organization compared to a similarmistake made by a junior.
Interviewer:What are some of the most important practices related to thisfunction and what is your involvement?
Interviewee:I would say that the most important practices include modeling theway for other employees, inspiring a shared vision, and enablingother people to act. My involvement in these practices is to serve asan example, and ensuring that all employees are aware of all that isexpected of them.
Interviewer:What experiences have been most beneficial to you for developingtechnical skills related to each function?
Interviewee:The expectations of the junior members of staff to give direction intheir difficult situations have been an opportunity for me to learntechnical skills pertaining to the leadership function. Designing theemployee training and development programs have allowed me to acquiretechnical skills regarding HRM. The occurrence of injuries toemployees while at work has been challenging, but an opportunity tolearn technical skills on how to maintain safety at the workplace.
Interviewer:What experiences have been most beneficial to you for developinghuman relations or interpersonal skills related to each of thesefunctions?
Interviewee:Resolving conflicts among employees is one of the experiences thathave given me an opportunity to learn interpersonal relations andserve as an example to my juniors. Team building is an exercise thathas allowed me to human relationship skills related to HRM since itis my responsibility to ensure that all members of a given team areable to interact and share knowledge as expected. Assignment of tasksis one of the key experiences that have given me an opportunity tolearn human relationship skills that affect the relationships amongemployees at their respective places of work.
Interviewer:What experiences have been most beneficial to you for developingconceptual skills related to each of these functions?
Interviewee:Helping the juniors find solutions when they are stuck in a workrelated challenge have been an opportunity to learn how to analyzeissues and identify the most appropriate solution. Handlingemployees’ complaints about the rate of compensation has given meskills to conceptualize and identify factors that increase employees’satisfaction. The need to assist employees with disabilities feelscomfortable at the workplaces has challenged me to think creativelyand visualize how the workplace can be improved to suit allemployees.
Interviewer:What challenges related to each of these management functions do youor others in your organization encounter?
Interviewee:Some of the key challenges I face include the need to balance betweenthe needs of people and the needs of the organization, keepingemployees motivated, and maintaining the focus of employees atworkplaces.
Interviewer:How could you and others in your organization address thesechallenges: What is needed outside of the organization?
Interviewee:I address the challenge of balance between organizational andpeople’s needs by paying attention to employee complaints andreviewing the vision and goals of the organization regularly. Iensure that all employees are motivated by compensating them on thebasis of their performance. However, the regular evaluation ofemployees’ motivation requires outsourcing of consultation servicesfrom HR management agencies. I maintain employee focus at theirplaces of work by offering them with regular training programs on howto use the available resources to achieve the organizational goals.
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Universityof Kansas (2014). Recognizingthe challenges of leadership.Lawrence, KS: University of Kansas.