Interview Question Of Tetra Pak

RECRUITMENT And SELECTION

 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 recruiter. recruiter creates the job and post the job to all medium.

 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/

 Recruitment strategy? Internal or external? Their basis to select with specified

positions?

A recruitment 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 communicate
internally and externally. The marketing department is always responsible for creating meaningful
messages with the help of ideas, words, etc. More important is that these messages are
communicated effectively. The marketing department of Tetra Pak efficiently communicates at both
levels internal and external.

 Number of applications received against one job?

It depends on nature of job, for technical jobs which are purely logistics like supply chain, for
this number of resumes are less as compared to generic positions such as accounts.

 Number of qualifies candidates from applicant pool?

Its depend on job and organization requirements.

  Advertising mean? Web, Social media etc., Job posting?

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

a. Newspaper

b. Online Recruitment

c. Walk In Applicants

 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.

 Who makes final decisions?

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

 What are your evaluation criteria for resume screening and selection?

Recruiter checks the profile and short listed the capable applicant then shared to the line
manager. if recruiter send the five applicant profile then line manager again short listed and call
the applicant for the interview.

 Who does final interviews?

Recruiter and line manager conduct the interview of applicant and make assessment according
to their position, skills, education or experience. Those who passed the assessment criteria and
then grandparent take the final interview.

TRAINING
 Types of training, your organization conducts?

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

 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.
  Training sources? Online or offline?

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

 Do you save the training outcomes?

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

 Percentage of favorable results of training?

Result of training is must be favorable because the selected applicant must be able to train
itself.

JOB ANALYSIS
 How do you analyze the job (core tasks being performed for a specific job)?
Supervision/ Diary method/ Individual or group Interview/ Questionnaire method?

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

 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 recruiter. 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. Organization also provide the link in description of job post and applicant apply
through this link and its directly connected with organization and then organization short listed
the candidates for interview.

ORGANIZATION
 Hierarchy of HR
  No of employees in organization?

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

According to most recent calculation, 100 to 125 workers are working in head office Lahore,
450 to 500 are in Tetra Pak Pakistan, and 24000+ are in overall world.

 Do you hire temporary workers? If any then ho often?

Yes organization hire temporary workers on daily wages and contractual.

 Are you availing any outsourcing? Employees or services?

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

 Organization specialty?

Tetra Pak leading food processing and packaging solutions company.

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

All of the analysis is on system based.

 Its industrial standard? Where do you lie in your competitors?

As mentioned earlier that Tetra Pak is world’s leading food processing and packaging
solutions company. Around the world it has been facing a competition and there are
companies which has a business model as unique as Tetra Pak. In Pakistan, Tetra Pak does not face any
competition and ruling as a market leader. However, it faces a little competition from some small local
Packaging companies. There are some small packaging companies which we call NSS ± Niche Small
Suppliers

 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.

 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

 Work Schedules? Compressed or flexible?

Work schedules are flexible.

FORECASTING
 How do you evaluate employee performance?

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

 Appraisals and pay decision timings?

Organizations have the performance management system. System checks the employee
performance, objectives. On the basis of target achieved by employee then evaluate the pay
decision and appraisals.

 Who designs appraisals evaluation criteria and predictors?

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

 Who reviews appraisals?

line manager of employee reviews the appraisal.