Preview Questions HR Coordinator | Role Specific Skill

Question 1: How do you "manage end-of-year payroll processing" in FMCG?

Which action should you take?

Choose only one option

By ensuring that all tax forms, benefits information, and final pay calculations are processed accurately and provided to employees for tax reporting

By reducing payroll staff during the end-of-year processing period to save costs

By focusing only on processing salary payments and excluding tax and benefits information

By assuming that tax calculations are correct without verification

Question 2: How do you "manage employee onboarding" in FMCG HR administration?

Which action should you take?

Choose only one option

By focusing only on paperwork and ignoring cultural integration

By assuming that onboarding ends after the initial training session

By excluding certain onboarding steps to save time

By ensuring all new hires receive necessary training, benefits information, and compliance documentation, and are properly integrated into the company culture

Question 3: How do you ensure compliance with industry-specific training requirements in FMCG?

Which action should you take?

Choose only one option

By assuming compliance is handled by the legal or compliance team without HR involvement

By keeping up-to-date with regulatory training requirements and ensuring all employees complete the necessary programs

By focusing only on technical training and ignoring regulatory aspects

By relying on external training vendors to ensure compliance automatically

Question 4: How does an HR Coordinator maintain compliance with employee leave policies in FMCG?

Which action should you take?

Choose only one option

By keeping accurate records of leave balances, approving leave requests, and ensuring proper documentation is maintained for each leave instance.

Leave tracking is only necessary for salaried employees, not for hourly workers.

Leave documentation can be managed informally, without formal approval processes.

Leave records are unnecessary unless there is a dispute about leave balances.

Question 5: How does an HR Coordinator assess the ROI of training programs in an FMCG company?

Which action should you take?

Choose only one option

ROI can be determined solely by employee feedback, not actual performance changes.

By measuring improvements in employee performance, productivity, and engagement against the cost of the training program.

Assessing ROI is unnecessary as long as employees participate in the training.

ROI is only relevant for training that results in certifications, not for general development.

Question 6: How do you manage the process of issuing employee contracts and ensuring they are signed on time in FMCG?

Which action should you take?

Choose only one option

By sending physical contracts through mail and relying on employees to sign and return them

By using automated reminders and digital signature platforms to ensure contracts are issued and signed on time

By reducing contract issuance processes to expedite recruitment

By assuming employees will sign contracts promptly and following up infrequently