Preview Questions HR Coordinator | Role Specific Skill

Question 1: How does an HR Coordinator ensure compliance with labor laws during the recruitment process?

Which action should you take?

Choose only one option

Compliance is only necessary when dealing with unionized employees.

By keeping up-to-date with relevant labor laws and ensuring all recruitment activities, including advertising and interviewing, comply with legal requirements.

Labor law compliance is only important when the company is audited.

Labor laws are irrelevant as long as the hiring process is quick and efficient.

Question 2: How do you "develop and maintain employee handbooks" in FMCG HR administration?

Which action should you take?

Choose only one option

By regularly updating handbooks to reflect changes in policies, legal requirements, and company culture, and distributing them to all employees

By focusing only on the employee code of conduct and ignoring other policies

By creating a static handbook and not updating it after initial distribution

By excluding certain policies to make the handbook shorter

Question 3: How do you ensure that the recruitment process is compliant with labor laws and diversity regulations in FMCG?

Which action should you take?

Choose only one option

By focusing only on internal policies and ignoring external regulations

By regularly reviewing and updating recruitment practices to align with legal requirements and diversity standards

By assuming current recruitment practices are compliant without regular reviews

By delegating compliance to external legal teams without internal oversight

Question 4: How do you ensure that employee records are compliant with GDPR in an FMCG company?

Which action should you take?

Choose only one option

By relying solely on employees to manage their records with minimal oversight

By storing all records in paper files and limiting electronic access

By storing sensitive data without ensuring compliance with data protection regulations

By storing records securely in an encrypted system, ensuring access is restricted and monitoring usage

Question 5: How do you ensure proper documentation during the probationary period of new employees in FMCG?

Which action should you take?

Choose only one option

By relying on verbal feedback from managers and not documenting performance

By monitoring probationary performance, collecting feedback, and storing probation review documentation securely

By focusing only on the initial employment contract and ignoring probation reviews

By reducing documentation requirements for the probation period

Question 6: How do you "ensure timely updates to employee documentation" in FMCG?

Which action should you take?

Choose only one option

By implementing regular document review schedules and ensuring that employee records are updated promptly after any changes

By focusing only on major employee changes and ignoring smaller ones

By assuming employee records are automatically updated

By excluding updates for certain employee changes to reduce administrative work