Good day, Renish Vibhahar E P. I'm Arjun. I've had a look through your background and your professional record. I'm interested in hearing more about your work and how you see yourself fitting in here with our faculty. Ready to start?

Please start by introducing your professional journey in academia.

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Thank you for confirming. Please go ahead and introduce your professional journey in academia.

Hello, are you there?

Hello.

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Hello my name is Rinish.

Umm, I'm coming from.

I'm currently working as a HR executive in Danny and Dental Laboratory.

Umm, I have nearly 4.5, uh, nearly 4.5 months experience. Four years, five months experience in HR.

And I handled, uh, nearly one, not one employees in my office currently. And I'm doing an end to end recruitment, uh, salary process, uh, everything, attendance.

Uh, and I have previously experienced in institution also in Savita Medical College and hospital and they're also, I'm working as a HR executive. And uh, they're also the same process as HR executive, uh.

BFESA everything I'm, uh, doing as a single HR, I'm handling the whole team.

The same process HR actually end to end time doing from recruitment to gallery and payroll process everything.

And recruited by and I'm recruiting the candidates from teaching on teaching everything I'm doing in that Savita Medical College and Hospital.

Umm, there I have only there, I have only at, uh, eight months experience in the institution. After then I'm joined the the Onion Center laboratory.

I'm ready to relocate in a vellore because my wife doing PhD in VAT also I'm also ready to locate locate revocate in VAT college. That's only I'm looking for the HR executive job in the.

How many and uh My current salary is 28,000 per month. I'm buying uh in Bata there is a no problem uh that's umm expecting the company norm salary only uh because I need to re vacate from Chennai to Vellore That's my only request.

Thank you for sharing this information. Now, let's dive deeper into your qualifications and skills for the HR Executive position. Can you explain your approach to managing employee relations and how you ensure that employees remain engaged and motivated within an organization?

On the remaining edges and the motivation with an organization, because I'm, uh, willing to work in institution, that's my dream and reputed institution that's uh, like VID, that's my dream.

Because, uh, my wife also doing PhD nearly in three years, I nearly, they are doing PhD umm, So I am, uh, every time I, I am try to attend interview in VIT and I, uh, I need a job in VAT that's only I'm expecting from the and umm, I need to gain some knowledge from institution.

Uh, that's only the main reason I'm need a job in our reputed institutions. Uh, that's my pleasure.

Lot.

So, umm, you can say, you can say, uh, I'm sad my CV also, you can see my CV and my experience is, uh, overall, nearly five years. That's my overall experience in HR executive and I'm individually handling. Uh, that's my role in, uh, current every, every office. I'm handling the single, uh, HR in the every.

If it every institution and kind of startup company.

That's everything I'm working that, that's only nearly 4.54 years, five months. That's my experience.

So kindly kindly see my profiles and, uh, check my, check my profile and uh, let me.

Thank you for providing more details about your experience and aspirations. Let’s focus on evaluating the key skills required for the HR Executive role. Can you explain your approach to handling performance management in an organization? Specifically, how do you ensure fairness and employee development while conducting performance appraisals?

I am the performance appraisal we are doing every six month. We are we are doing that performance based on what what work they are doing and how they come to office without fail leave and and we will note the attendance also. They are coming regularly the office and the time late this everything we are we are.

Identify and we will umm, review the employee, uh, for every six months we will review the employee That's we are doing.

And, uh, we are using a great HRSS software, great HR software for HR payroll, HRML software, HR, uh, we are doing, uh, uh, everything, uh, in that softwares. And, uh, that software, uh, uh, we are using for main purpose is for payroll, but I individually handling the payroll, uh, manual also manually I'm handled and I'm handling software also.

Then OD this, everything will be managed and, uh, we will do in manual also. Plus we are, uh, we are initiating our software also. Umm, and employee, uh, we will, uh, once we will recruit the employee, we will give the training also through that employee how they work, uh, work for your role, which work we, you need to do that work. We will initiate to how that view the training for the employee. And after then only we will.

And uh, that OTP everything OT uh, the Sunday allowance, uh, then.

After three months probation period, we will confirm as a employee, permanent employee.

Got it. Now, could you explain how you ensure compliance with employment regulations and best practices, particularly in an educational institution?

That, uh, complaints in uh, education institute, uh.

Uh, internal policy, the HR policy we are doing and stop training this. Everything will be then we will, uh, we will do the complaints like, uh.

That equipment administration and everything, we will manage that.

That, uh.

That's the full compliance we will manage means, uh, mainly we will focus on the, uh, uh, problem solving with everything we will do on, on the, on the time, which problem we will, uh, come means we will face that problem and we will sort out the problem. Also, uh, if anything do any wrong, any complaints, comments, we will, uh, terminate the employees with proper.

Rule for education institution rule.

Understood. Thank you for explaining that. Let's talk about one more key area. How do you effectively use data to inform decisions, spot trends, and measure the impact of HR initiatives? For example, how do you analyze and present HR metrics to demonstrate the value of your work?

How do you analyze and present HR metrics at Amazon? The value of what?

Yeah, we will do that at HR policy, recruitment, benefits development.

Please and technology wise means payroll analyzing improve the efficiency also we will do it.

Everything we will need to ensure that, uh.

And com competitive advantage, uh, we will do in the competition HR parties.

This everything we will initiate.

Uh, leading of a business, uh, we will give the better, uh, uh, market share, like market share, like better performance metrics, like sales retention, everything we will.

See in that uh matrix HR matrix.

Understood.

Thank you for sharing that perspective. One final question regarding your technical skills: Could you elaborate on your experience with employment regulations and best practices in educational institutions? Specifically, how do you stay updated and ensure compliance?

Uh, we are the team of, uh, institution, basically we are the team of the HR. Uh, we will handle the role like recruitment and payroll attendance, then uh policies, HR policies.

Then, uh, exceed policy, everything we, I will handle, uh, after then the compliance and everything will be managed with my manager. Uh, he, he only support for that, uh, big like compliance. Everything he will support with us and we will do, uh, separately. We are do the, that's only after then in intuition we will take, uh, uh, lots of, uh, that, uh, uh, roles like, uh.

Uh, we need to do that, uh, any, if any functions are any other events, everything we HR only need to then manage in front of their every need. That's only the first of the institution. I will land some, uh, overall of these things. Uh, we need to handle the overall of institution.

It's we need to take and we need to replace the place for, uh, redeeming candidates, relieving employees. Sorry, relieving employees.

Could you clarify the idea or point you're addressing? Are you referring to streamlining the process of relieving employees within the context of HR? If yes, could you provide more specifics or describe your approach? Let me know so I can better understand and respond.

We will relieve the candidates in uh, current position uh, correct format like uh, notice period. We will do one month notice period for the candidate uh, for the employee and after then we will take the replacement. After then only we will relieve the candidate. Once we will give the notice period, we will make the replacement. Uh, recruitment process we are done and mainly I am uh, doing mainly main process I am doing in the recruitment it's.

Mean accounts then overall of our pharmacy then I do the hospital related I'm doing the hospital. I'm working in the Savita Medical College and hospital then pharmacy nurses then teaching is there is a doctors. Everything will be elaborate with the recruitment. We are doing every. That's only the main reason.

Without fail, we need to refill the every candidates in the current time.

After correct position.

Alright, it seems like you’re discussing the recruitment process, particularly within a complex healthcare and academic environment, ensuring employees are relieved only after replacements are hired and the notice period is adhered to. Could you clarify how you manage the recruitment challenges across diverse roles like nurses, doctors, and teaching staff in such a dynamic environment? How do you ensure the timely placement of candidates for urgent positions?

And then indeed these are the these are the portal we are using too for recruitment. We have separate team in the institution like recruitment will recruitment will do one person we will hired for that recruitment or only, only recruitment for he will call forward and we will first we will screening the this is the main process of the recruitment. We will screening the regime after then we share to that person, the person will call forward and then we will.

Uh, we will mainly use the portal like, uh, LinkedIn, Nagpuri.

Do the direct entry only, uh, do, uh, that's uh, three level of interview. First level of the entry executive, we will do second level of the interview. Uh, manager will take the interview. Third level of the interview directly to the Dean or associate Dean or umm, chairman or chancellor, any of the they will do based on the position, based on the higher level position.

Got it. Your recruitment process seems well-structured, involving a three-level interview system to ensure the right candidate is selected. Screening resumes, direct entries, interviews at increasing responsibility levels, and using job portals like LinkedIn, Naukri, and Indeed are systematic and effective ways to handle hiring for varied roles. I’m curious—how do you ensure that this multi-step process remains timely and efficient, especially when filling critical roles like nurses or specialists in the hospital?

Yeah, it's uh, critical role only, but we will, uh, manage how the, uh, once we, once the position is available, we will first call forward for previous candidates will come and attend the entry and they will go, they will submit the resume. Also, we will call forward the old candidates resume and we will, uh, screening that resume that also we will call and we will ask, uh, umm, the opening source going, are you willing to apply?

Everything will be do in that, uh, time. That's, uh, easiest way to we can fill the, uh, that, uh, higher level candidates are the first candidates we will get. That's, uh, reason we can do this also.

Professor Vibhahar, I see you've completed an MBA in Human Resource Development from Amrita College of Engineering & Technology. I'd like to delve into how your academic research connects to your teaching potential. Could you discuss any major thesis or capstone project you undertook during your MBA? Specifically, what problem did you address, and how do you see that research aiding you in educating future HR professionals?

Yeah, we I'm studying MBA in America institution.

And the two years of course, I'm doing the regular course only two years, of course course I'm willing to. I'm first of first of all, I'm like to study. HR is my favorite because in before, before MBA, I'm doing the engineering also. And I work in engineer engineering companies are everything. But my only aim is I need to become a HR. That's my aim. I'm choosing this.

I am in other way.

And I'm shady there and I do the, uh, project also. It's, uh, the topic is, uh, uh, the, we are how to develop the organization and, uh, what type of challenges you need to face. That's I am doing in that, uh, company, that ABC Private Limited, uh, in Coimbatore Abd sorry, Abd private limited in Coimbatore, uh, it's uh, technology based company. It's a startup nearly only 20 to 25 members only.

Available, but I take the train to the HR how the challenges we are facing for how to do, how to control everything. This, everything will be learned from the, uh, as a fresher from that, uh, office only after then I joined as a Jint infra private limited company. It's a construction company. It's also start up my first HR executive. I am, uh, they provide me as a single head Sir, how to handle these small, uh, startup. That's a nearly 20.

I've handled the the the after then only I got a job in Savita, there nearly 11150 employee. I'm handled because we have nearly 500 employees. But I handled 150 employee in the balance we know other executive will handle. So these are all the things we are handling in the institution. Now I am working in Bani and dental laboratory. It's a single.

Uh HR I'm handling 110 employee.

Uh, with the every PFPSI, every compliance, everything from recruitment to everything I'm handled, uh, offer letter providing, uh, mail, mail preparing, mail creating and uh, uh, admin work also as a admin of the work also I'm doing as a recharge, the CUG connections recharge and everything, uh, like, uh.

Need to manage a marketing team? They will provide me a marketing. You need to you need to manage the team and daily report. Everything I need to attendance, daily attendance, everything I need to.

Collecting and I need to file file it in the system. These are all things I'm doing into individually in the office.

Thank you for sharing that, Professor Vibhahar. It’s impressive to hear how your career has evolved from engineering to fulfilling your aspiration of becoming an HR professional. Your experience with startups and larger organizations speaks to your adaptability. Focusing on your MBA project about organizational development and challenges in a startup, could you elaborate on some specific challenges related to HR you examined, and how you see those insights influencing how you would train or mentor future HR professionals?

I will train the future, uh, for example, one, uh, HR proper, uh, that HR fresher is coming, uh, with me. I will train them first itself. I will give the role to work the means That's uh.

Equipment this is my I will give the first work for that person because they are only the work will start from the HR the executive that's means HR executive the work first you need to do means recruitment. The recruitment is the toughest work. We need to screening the resume that's all there will come or the 100 resumes. 150 resumes are up to 500 resumes. They are you know to screening at least on 10 routine in that UH-100.

After then you need to call forward the 10% and after then you need to screen umm.

Pain that the 4:50 then 5:00 to 2:00 then one this everything need to screen. Screening is the main in recruitment that's only I will teach the first recruitment to the fresher after then only I will do. I will give that admin work like that payroll work like salary, salary and attendance work everything we will teach.

Slowly teach. We need to give a 2-3 months for yourself because your salary work is here, uh, because.

Still work 9 and after the recruitment, the salary work is a bigger store that uh, working. We need to do clear clearly without any mistake. It's uh, number everything or number is mismatched means the whole salary will collapse. So this is the main salary role process we need.

Umm, see clearly, properly, we need to ensure the salary. This is the uh, I will teach the. This is the only reason I will teach to the person and uh, I will. Uh, mentor them.

Meta mentor them and I will create a HR executive from end to end. This is this is my only opinion.

Understood, Professor Vibhahar. Your hands-on mentoring approach, starting with recruitment and gradually expanding into complex tasks like payroll management, demonstrates a structured strategy for developing future HR professionals. Reflecting on this method, how do you ensure that new employees not only gain technical HR skills but also understand the strategic importance of HR in driving organizational success?

Our scheduled time for the interview is now up. Before we conclude, do you have any questions related to the role or the company?

I have only one question.

I am.

Ready to join?

Think 15 days Ready to join?

I need I'm willing to work.

As in reputed institution that's AVAT.

That's my only.

Opinion.

Thank you, Professor Vibhahar, for your enthusiasm and for expressing your interest in joining the institution. Your readiness and commitment are noted. If you have no further questions, would you like to conclude the interview at this point?

OK.

You can conclude.