Interview Question Of Tetra Pak

RECRUITMENT And SELECTION

·0 How do you plan to start recruitment drive? Is there any strategy or specific time span
when you downsize and hire employees?

When an employ leaves the organization or terminated, or new position generates,

recruitment drive process starts. If employ is terminated or leaves the organization the
department informs the grand parent , then grandparent informs the HR department.
When HR Approve then it goes towards the specific recuritor. Recrator creates the job
and post the job to all medium.

·1 How do your department makes strategies? Like for recruitment or appraisals and any
trainings?

Department informs to the HR for job opening then HR recruiter post the job to all
medium like social media or any other active resources. Organiztion also provide the link
in description of job post and applicant apply through this link and its directly connected
with organization and then organiztion short listed the candidates for interview.

https://jobs.tetrapak.com/search/

·2 Recruitment strategy? Internal or external? Their basis to select with specified positions?

A recuritment strategy is a formal plan used to identify , attract and hire the best
talent to fill any open position within an organization

One of the many important roles and functions of a marketing department is to

communicateinternally and externally. The marketing department is always
responsible for creatingmeaningful messages with the help of ideas, words, etc. More
important is, that these messagesare communicated effectively. The marketing
department of Tetra Pak efficiently communicates at both levels nternal and
external.

·3 Number of applications received against one job?

It depends on nature of job, for technical jobs which are purely logistics like supply
supply chain, for this number of resumes are less as compared to generic positions such
as accounts.
·4 Number of qualifies candidates from applicant pool?

Its depend on job and organization requirements.

·5 Advertising mean? Web, Social media etc., Job posting?

HR publish the job vacancy in the national newspapers. With the eligibility
criteria. HR invites the candidates through the following mediums

Newspaper

Online Recruitment

Walk In Applicants

·6 Interview considerations? What do you see in candidate besides skills?

During interview we observe the experience relevancy with the nature of job, later
confidence, team building questions are embedded and how much it takes time to
adjust in organization culture and how much efforts will be required to mold him
according to the job.

·7 Who makes final decisions?

Final interview conduct by the grand parent of department and HR manager and it take
the final decision.

·8 What is your evaluation criteria for resume screening and selection?

Recurater check the profile and short listed the capable applicant then shared to the line
manager. if recurater send the five applicant profile then line manager again short listed
and call the applicant for the interview.

·9 Who does final interviews?

Recuretor and line manager conduct the interview of applicant and make assesment
according to their position, skills, education or experience. Those who passed ths
assesment criteria and then grand parent take the final interview.

TRAINING
·10 Types of training, your organization conducts?

Organiztion introduced by the HR and technical training is given by the department.

·11 How do you analyze employee training needs?

In training analysis training areas are identified, According to this training is planned.
Then post training analysis is conducted to check how much training was successful.

·12 Training sources? Online or offline?

Training sources are both online and offline. Technical training conducts face to face.

·13 Do you save the training outcomes?

Yes, training outcomes are saved to analyze the effectiveness of training type.

·14 Percentage of favorable results of training?

Result of training is must be favourable beacause the selected applicant must be able
to trained itself.

JOB ANALYSIS
·15 How do you analyse the job (core tasks being performed for a specific job)? Supervision/
Diary method/ Individual or group Interview/ Questionare method?

We analyze the job by level of interview i.e. questionare method / group interview ,
skills and . past experience

·16 Who designs job description and job specifications?

If employ is terminated or leaves the organization the department informs the grand
parent , then grandparent informs the HR department. When HR Approve then it goes
towards the specific recuritor. Recrator creates the job and post the job to all medium.
Department informs to the HR for job opening then HR recruiter post the job to all
medium like social media or any other active resources. Organiztion also provide the link
in description of job post and applicant apply through this link and its directly connected
with organization and then organiztion short listed the candidates for interview.

ORGANIZATION
·17 Hierarchy of HR
·18 No of employees in organization?

In Pakistan employee range is 450-500 , in headoffice 100-125 and overall world the

According to most recent calculation ,100 to 125 worker are working in headoffice
Lahore, 450 to 500 are in Tetra Pak Pakistan, 24000+ are in overall world.

·19 Do you hire temporary workers? If any then ho often?

Yes organization hire temporary workers on daily wages and contractual.

·20 Are you availing any outsourcing? Employees or services ?

Yes organization uesd the outsourcing both employees or services like it used the online
system which evaluates the employee perforamnce appraisal and payroll.

·21 Organization speciality?

Tetra Pak leading food processing and packaging solutions company.

·22 Is the analysis manual or using a system for all the database and processes?

All of the analysis is on system based.

·23 Its industrial standard? Where do you lie in your competitors?

As mentioned earlier that Tetra Pak isworld's leading food processing and packaging
solutions company. Around the world it has been facing a competition and there
arecompanies which has a business model as unique as Tetra Pak. In Pakistan, Tetra
Pak doesnot face any competition and ruling as a market leader. However, it faces a
little competition fromsome small local Packaging companies. There are some small
packaging companies which wecall NSS ± Niche Small Suppliers

·24 How do you conduct employee Orientation?

 Orientation is an important function because without information on basic things an
employeecan make time consuming or even dangerous errors. HRD of TETRA PAK Ltd.
gives the new recruited employees the orientation. This continues for about 2 to 3
weeks.HRD manager performs the orientation by explaining basic matters like working
hours, benefits and vacations.HRD manager then introduces the new employee to his or
her supervisor. At TETRA PAK Ltd. HRD provides new employees with a handbook.

·25 Work strategies? Team wise, Project wise?

Working in a team and a group is part of the work methodology of Tetra Pak. Even the
employees are recruited on the basis that how good they are working in a group and a
team. But every work is not necessarily assigned to a team; some assignments are
assigned individually to each employee belonging to a certain department. Each work is
assigned according to the scope of the project and activities. After that, it is determined
who is most appropriate for a certain job and work. Further, each team has a leader who
coordinates with everybody and lead the team

·26 Work Schedules? Compressed or flexible?

Work schedules is flexible.

FORECASTING
·27 How do you evaluate employee performance?

Organiztion have a system which evaluates the performance of employee which start
from end of december till the april and in other months ongoing review .

·28 Appraisals and pay decision timings?

Organization have the perforamnce management system. System check the

employee performnace, objectives. On the basis of target achived by employee then
evaluate the pay decision and appraisals.

·29 Who designs appraisals evaluation criteria and predictors?

Line manager and grand parent of department design the appraisal evaluation.

·30 Who reviews appraisals?

line manager of employee reviews the appraisal.