Interviews

Interviews

An interview involves interchanging views, opinions, or ideas between two or more persons. The main purpose of interviews includes obtaining information about a situation, work, or employee. Second, interviews aim to communicate or provide information, for instance, concerning policies, practices, services, conduct, or interprofessional relationships. Third, they intend to encourage the staff members to improve their “cooperation, production, or performance” (Iannone et al., 2014). Fourth, the consultation processes of interviews help solve individual and group problems. Fifth, interviews function to assess or evaluate an employee’s past, present, and future capabilities regarding their career, education, departmental activities, or personal problems.

There are different types of interviews: informal, employment, progress, grievance, problem-solving, disciplinary action, and separation interviews. Informal interviews involve day-to-day informal contact between police supervisor and their subordinates during briefing sessions in the locker rooms. The supervisor talks informally to their subordinates while observing their performance. Second, the objective of employment interviews is to evaluate an applicant’s qualifications for a job and determine whether the applicant is fit for the job position. Third, progress interviews help employees assess their progress and review their past performance; therefore, they provide effective guidance for future improvement. Fifth, grievance interviews enable police supervisors to give their subordinates a chance to talk about their grievances as early as possible, hence solving the issue effectively.

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Sixth, during problem-solving interviews, the police supervisors interact with their subordinates and allow them to talk about their problems. This interaction can help the troubled staff find a solution to their problem through reflection and self-analysis. Seventh, disciplinary interviews help interrogate a staff member with a disciplinary matter. Accordingly, the “findings, findings, conclusions, recommendations, and penalty (if any)” (Iannone et al., 2014) are communicated to this employee. Lastly, separation interviews help to determine useful or harmful recruiting procedures. These interviews help the human resource management determine the reasons behind an employee’s resignation in lieu of the expressed reason.

References

Iannone, N., Iannone, M., & Bernstein, J. (2014). Supervision of Police Personnel (8th ed.). Pearson Education, Inc.

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Describe the main purpose of interviews.

Interviews

Examine the different types of personnel interviews and analyze their purpose.