Mindwise Solutions is a dynamic HR Consulting and Solutions provider that offers a wide range of HR services to various clients in manufacturing, engineering, technology and service-based industries and handles various HR processes on behalf of the clients that completely accomplishes the functionality of their HR department. As an expert of HR, it facilitates to HR team / department of the client who are in need of HR Consulting, staffing services, End-to-End recruitment services, Campus recruitment, Payroll processes & Statutory Compliance, Setting up of HR Policies & Strategies, Performance & Appraisal system, Skill training & development session, End-to-End Co-ordination & Follow-up for selection processes, Employment Verification, and HR documentation. It extends its services through software development for customized application, E-Commerce / Web-based application with Payment Gateway Integration, Mobile/Tablet application, Website development, enhancement, maintenance and also hosting services for the company / an Individual by using open-source technologies.
Mindwise Solutions helps to reduce the burden of HR team / department of the clients and recommends "highly skilled and well experienced" resources to the clients as they are primary asset to an organisation. It gives more importance to HR department of the client through which the objectives of the business are successfully carried out. Hence, Mindwise Solutions is Enriching Business of the clients. It has been always serving with high quality of services to clients which establishes a fruitful relationship and makes a reliable business partner which never ends.
Mindwise Solutions has been focusing on various HR services to improve the efficiency of HR department of the organisation in the areas of HR Consulting and Practice, Recruitment and Staffing services, Payroll Process and Statutory Compliance.
Mindwise Solutions has a dedicated team that follows a systematic approach and provides more value-added services towards the satisfaction of the clients. It increases ROI and decreases the business risks of the client. It adopts all measures in process for successful business transactions.
Mindwise Solutions extends its services by software development using open source technologies for Customised/Stand-alone application, Web-based business application, Online E-Commerce application with Payment Gateway Integration, Mobile/Tablet Android Apps, Website development and hosting services for individual and companies. It undertakes various kinds of web-works like, designing of Logo, Templates, etc.,.
Debates about the importance of Human Resources Management occur daily in workplaces. Some employees regard HR as the policing, traumatizing, systematizing arm of executive management. These employees see HR staff as gatekeepers, people who hold little interest in employee concerns.
They also see HR staff as supporting managers, not regular employees. They attribute nefarious goals and motives to HR staff and talk about why they hate HR.
Part of the problem is that HR has to balance the interests of five different stakeholders, so employees can feel their interests are ignored. And HR needs to do a better job of touting its own horn and educating staff about what they are contributing.
HR Is Important
A good HR department is critical to an employee-oriented, productive workplace in which employees are energized and engaged. Here are the reasons why.
HR monitors the culture. Some organizations say that HR owns the culture, but as in all other employee relations matters, I recommend that the ownership is spread across all employees.
HR owns the overall talent management processes. In conjunction with other managers, HR leads the way in management development, performance management, succession planning, career paths, and other aspects of talent management. HR can't do it alone and relies heavily on managers and executive staff to help plan and execute the strategies. However, HR has to bring new ideas and effective practices into the organization.
HR is responsible for the overall recruiting of a superior workforce. Once again, HR cannot do it alone, but must provide support to hiring managers who are also responsible for recruiting a superior workforce. HR must provide leadership, training, scheduling assistance, a systematic hiring process, recruitment planning processes, interview expertise, selection monitoring, and more.
HR recommends market-based salaries and develops an overall strategic compensation plan. HR provides guidance to managers as they determine the salary ranges within their organizations.
HR researches, recommends, and implements employee benefits programs that attract and retain your best employees. HR is also responsible for controlling costs and considering various options before recommending adoption.
HR is responsible for recommending and instituting strategies for people and the organization that further the attainment of the organization's strategic goals. If your organization is changing direction, developing new products, changing mission, vision, or goals, HR must lead the way with employee programs and processes.
HR makes sure that workplace activities, events, celebrations, ceremonies, field trips, and team building opportunities are occurring. Other employees plan and implement the activities with or without HR's help, but the HR leader is generally responsible for monitoring the budget and providing committee oversight.
HR advocates for employees who have issues or conflict with management and coaches’ managers and executives who seek a more effective approach to working with particular employees. Not everyone loves each other but they need to develop effective working relationships for contributions and productivity. HR can help by knowing the players and taking on the necessary role of advocate, coach and/or mediator.
The importance of HR is easily overlooked in the busy day-to-day in the workplace, but without contributions in each of these areas, the organization would be less successful.
Anyone can list their skills and abilities on a resume, but demonstrating how well you can actually get the job done, solve complex problems, and resolve conflicts is what situational interviews are all about.
The word "Resume" comes from a French word meaning "summary" that contains ideally a summary of one’s academic qualification, technical skills and achievements of their employment when applying for a new job. A resume does not list out all details of a candidate profile, but only some specific skills customized to the target job profile. It will have usually 1 or at the max 2 pages long. A resume is usually written by the third person or using a resume builder tool.
Curriculum Vitae comes from a Latin word meaning “course of life”. It is more detailed than a resume, generally 2 to 3 pages, or even longer as per the requirement. It lists out every skill, all the jobs and positions held, degrees, professional affiliations the applicant has acquired, and in chronological order. It is used to highlight the general talent of the candidate rather than specific skills for a specific position.
Bio Data is the short form for Biographical Data. It is an archaic terminology for Resume or Curriculum Vitae. Bio Data is an additional inclusive of personal particulars like Date of Birth (DOB), Gender, Religion, Height, Weight, Marital Status, Nationality, Residence, Current location, etc., after that, education and experience details are listed in a chronological order.
Interview skills are learned, and there are no second chances to make a great first impression. Hence, the following tips will teach you how to answer interview questions and convince the hiring manager that you are the one for the job.
Because they want to see how you really think…not just how well you memorize answers and spit them back on command!
Whereas traditional questions can have easily memorized answers and behavioural questions rely on experiences you’ve already had, situational questions demand that the interviewee utilize their analytical and problem-solving skills.
By giving a job seeker a hypothetical situation, the interviewer wants to see how they will react in the moment…with short notice and little preparation.
Situational interviews are designed to provide hiring managers and prospective employers insight into a candidate's ability to perform well in a variety of environments and situations. The most challenging aspect of situational interviews is that there are a never-ending number of situations and scenarios an interviewer can come up with. Knowing what questions you're likely to be asked, and how to answer them, is the key to success.
What Employers Want to Know
What you need to remember is that there are only two basic things employers want to discover about you. First are you a good fit for their culture. And second, how well do you respond to problems and manage change.
They also want to know how well you're able to get along with others and work on teams. Are you good at resolving conflicts and dealing with difficult people? Are you a leader or a follower? Do you have the ability to influence your co-workers in a positive way to engender cooperation and increase productivity? Are you flexible and able to adapt to new or unexpected situation?
Situation questions are often asked to evaluate how well you with handle stress. Can you turn crticism into something positive, or does it just make you depressed and less productive? Can you maintain your cool while dealing with demanding co-corkers or clients?
Hiring managers are eager to verify that you can perform job responsibilities as well as your resume perports. Situational interviews are useful for testing a job candidates technical abilities, job knowledge, organizational and management skills, and salesmanship. They also help hiring managers test your problem solving abilities.
Answering Situational Questions
A effective answer to situational interview questions must explain the following: Specific steps taken to resolve problems (Why was this the selected course of action?)
What was eventually accomplished?
What was learned from experience?
It's not always necessary to provide specific examples, but it's recommended. If you cannot provide past examples, develop a theoretical example and describe specifically what you would do to solve the problem.
Potential employers are curious to see if job candidates can think analytically and assess and address complex problems, even ones they haven't dealt with previously.
Situational Interview Questions
1. Describe the work environment where you perform your best work. This is a common question asked by hiring managers who work as part of a company's human resource department. This can be a great question, if you give the right answer -- but it could also be a deal breaker. It's important that you know the environment of the company, or department you're applying too, before you answer this question. Make sure to perform your due diligence about the company, it's culture and the working environment it provides, before you arrive for the interview.
2. Please provide an example of an improvement you made at your previous job that made a real difference. Give a good answer to this question and you'll stand out from the competition. Give a bad answer and you'll like end up at the bottom of the list of job candidates. You want your answer to leave a lasting impression, so structure it in a storyboard fashion. Describe the problem you faced, the steps you took to resolve it, and the results of your efforts.
3. What is the biggest challenge you've faced, and how did you solve it? When answering this question, you want to share a work-related challenge. This is a great question because it gives you the opportunity to demonstrate your skills and show the interviewer what you bring to the table. Suggestions for challenges you've faced include your previous employer losing or wasting money, inefficiently using time, or being impacted by a factor outside your control. If you are early in your career, and haven't faced any work-related challenges worth mentioning, you can use a personal challenge.
4. Describe a time when you had to defend an unpopular decision you made. As you might guess, this question is designed to test your ability to stand firm and defend a decision when it's unpopular with other employees, or even superiors. This question allows the interviewers to see that you can demonstrate leadership and good judgement when the situation warrants it -- notwithstanding opposing pressure.
5. Describe a recent situation where you dealt with an upset co-worker or customer. Dealing with discontentment in the work place and upset customers is a regular occurrence. Hiring managers and employers want to know that you're able to resolve concerns of customers and work well with others -- if they aren't that easy to work with.
6. Tell me about your most difficult boss and how you were able to deal with them. This one of those situational questions that's a bit more difficult to answer. There are several reasons an interviewer may be asking this questions, one of which may be that you're going to have a difficult boss to work for. However you respond, you want to stay positive. You want to show you can work with demanding people, you can stand up for yourself, that you're a problem solver and that you can get results -- even in a difficult situation.
7. What would you do if you were working on an important project and all of the sudden the priorities were changed? When faced with this question, interviewees often assume the interviewer is trying to gauge how flexible they can be. In some instances, this may be true. However, the interviewer may just easily be trying to determine if you're the type of person who will put their foot down about it. Like all situational interview questions, the interviewer is trying to determine if you can think under pressure, how you analyse a situation, and how you're likely to interact with others.
8. Please describe for me a time when your work was criticized by your boss or other co-workers. No one is always perfect, and the interviewer knows this. The interviewer wants to see if you can admit that you've made mistakes, but more importantly how you dealt with the situation and learned from it. You want to share with the interviewer an example criticism that had a measurable positive outcome. Make sure to turn the negative criticism into a positive experience. 9. Share with me a time you went the extra mile to resolve a problem or accomplish something. Employers want employees who contribute to the success of the company, and don't just show up to collect a pay check. This question is designed to see if you'll be a contributing team member, can adapt to changing situations and to ensure that you're flexible. You don't need to share something overly spectacular, but you do want to show that you're the type of person who will go above and beyond the call of duty.
10. Provide me an example of a meaningful goal you set and how you achieved it. Situational interview questions relating to goal setting provide an interviewer insight into your character, motivation and dedication. When asking this question, the interviewer wants to find out if you set goals, what are your priorities, how you go about accomplishing a task, and how you measure success. We recommend starting out by sharing a work-related goal. However, sharing a personal goal gives an interviewer a deeper look into your character and values.