Concentrix Corporation Process Trainer Interview Questions and Answers for Experienced

To screen knowledge about Anatomy & Physiology

Q1. Questions related to domain, coding scenarios, guidelines, etc.,
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Q2. Basic medical terms, anatomical terminologies.
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Q3. Education with job profile will be discussed...
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Q1. Interview results, salary discussion, telling about company policies in general.
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Q1. What was your KRA and KPI in your last organisation?
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Q2. How do you calculate throughput?
Ans. 
Throughput is calculated by dividing the total number of units produced by the total time taken to produce them.
• Calculate the total number of units produced during a specific time period.

• Determine the total time taken to produce those units.

• Divide the total number of units by the total time taken to get the throughput.

• For example, if 100 units are produced in 10 hours, the throughput would be 10 units per hour.
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Q1. TNI/TNA, Efficacy, Training Throughput
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Q1. Gardner's Theory, Adult Learning Principle
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Q1. Tell me about yourself?
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Q2. Why do you prefer this job?
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Q3. Speak about this topic
Ans. 
The topic is effective communication in the workplace.
• Effective communication is crucial for a productive workplace.

• It involves active listening, clear messaging, and feedback.

• Examples include team meetings, one-on-one conversations, and email communication.

• Barriers to effective communication include language barriers, cultural differences, and distractions.

• Training and practice can improve communication skills.
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Q4. What are your future expectations?
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Q5. When can you join if you are given the opportunity?
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Q6. Are you comfortable in working rotational shifts?
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Q1. Total work experience in BPO and as trainer
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Q2. What is your salary expectation
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Q3. Are you comfortable with working from office
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Q1. Tell me your roles and responsibilities?
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Q2. What is the formula of throughput
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Q3. What is TNI and TNA
Ans. 
TNI stands for Training Needs Identification and TNA stands for Training Needs Analysis.
• TNI is the process of identifying the training needs of employees or a group of people.

• TNA is the process of analyzing the identified training needs to determine the appropriate training program.

• TNI and TNA are important steps in designing an effective training program.

• Examples of TNI and TNA include surveys, interviews, and perform...read more
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Q1. Explain the attrition management process,
Ans. 
Attrition management process involves identifying reasons for employee turnover and implementing strategies to reduce it.
• Analyze data to identify reasons for attrition

• Develop retention strategies such as employee engagement programs

• Provide growth opportunities and career development plans

• Conduct exit interviews to gather feedback and improve retention

• Monitor and track attrition rates to measure success of retention str
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Q2. Explain the training methodology
Ans. 
Training methodology involves identifying training needs, designing and delivering training programs, and evaluating their effectiveness.
• Identify training needs through assessments and surveys

• Design training programs with clear objectives and relevant content

• Deliver training through various methods such as classroom sessions, e-learning, on-the-job training, etc.

• Evaluate training effectiveness through feedback and asse...read more
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Q3. How to achieve the OJT performance
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Q4. During classroom training how can you manage the shrinkage
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Q1. About me work experience
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Q2. Why you want to join TP
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Q3. Experience and topic TNA TNI
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Q1. 5 Best quality of the trainer
Ans. 
The 5 best qualities of a process trainer are patience, communication skills, adaptability, subject matter expertise, and creativity.
• Patience to deal with learners who may have different learning speeds and styles

• Excellent communication skills to convey information clearly and effectively

• Adaptability to adjust training methods based on the needs of the learners

• Subject matter expertise to provide accurate and relevant i...read more
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Q2. How will you handle a agent who have casual attitude
Ans. 
Addressing a casual attitude in an agent requires understanding, communication, and structured feedback to encourage professionalism.
• 1. Initiate a one-on-one conversation to understand the root cause of their casual attitude.

• 2. Provide specific examples of behaviors that are perceived as casual, such as missed deadlines or lack of engagement in team meetings.

• 3. Set clear expectations regarding professionalism and perfo...read more
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