Good day, Sree Priya. 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?

Yeah, that's nice. I'm Sri Priya, my prefer, my educational qualification is MA English and I worked, I started my profession as a teacher, then I worked in a private college as a administrative officer and the assistant professor. Then followed by I got an good opportunity, another big forum where I worked as an HR for training and development and other HR role skills.

Please start by introducing your professional journey in academia.

Thanks for sharing that!

Yeah, sure. Talking about my skills, basically I'm an NLP trainer practitioner and I have soft skills certificate trainer also. So moving forward, I'm an NGO where I work for the women empowerment and induce the soft skill trainers to various institutions. And provided these skills helps me to be very very easily.

Let's start by discussing some skills and experiences you've acquired. Could you share a bit about how you've handled performance management in your past roles? Specifically, how have

Are creating the interpersonal relationships with our workers. So that makes me to build a strong team building and provided I I have pursued the five Excellence Award to my factory, which is a proud moment for me where that platform of CII are able to present my presentation and where I got a good. Performance appraisal from various legends there.

So I don't have this public hearing also. I'm very much ease to be addressing in a very big gathering also. And I'm also some host. I'm acting as a host to private events also, which makes me to be very feel free in the platform to talk or address or counsel the big forum. And I'm an Abacus trainer, which helps me to give the memory. Also linked to the people or to the employees or the staff who really have that memory retention capacity. So then provided I also have the both the interpersonal and the interpersonality development courses in the advanced psychotherapy and I also have the post-fraining where I work with the address the grievances of the women and. Also the employees, especially the women as I'm acting as an NGO for the post.

And and I have I given them the enough of awareness on the sexual harassment to both the genders.

Yeah.

How do you measure and evaluate the success of the performance management strategies or initiatives you’ve implemented? Could you provide an example?

Yes, moving forward, maybe I can I give an example with the performance where I handle with one staff.

Yes.

I'm listening. Please share the example of how you handled the performance of one of your staff.

Yes. So I, I got a in my working, my current working office, I got an like Incognito show performance to to review their monitor their performance because that particular staff we was in about to escalate from the work because of his performance was not addressed to the management very clearly by the topic management. So that that that working project was given to me where I monitored. You know there is a star mechanism using that mechanism and technique. I I am monitored, I observe. I clearly studied the MIS of that person in Incognito where I recorded the performance and stored show showed the graph where I even observed not only his profession techniques where I able to pull.

His personal talents and other soft skill trainers where the management was so amazed with my report and that person is secured now and he is working in my office.

Yes.

What specific actions or techniques did you use from the STAR mechanism to achieve this outcome?

Yes, the star mechanism as you know the abbreviation says it is. The S stands for situation, T tans stands for task, A stands for action and R stands for results. Moreover, I always use the technique which I studied in the NLP, the evidence out frame. I means out outcome frame where you have to.

Read some situation where you would have faced or in some discussion you may. You may see that situation may not.

Be going well. So the the point is stop the discussion that time and review the new strategy there so that all the queries or chaos will be stopped and will be moved on. So with this star mechanism, I address this situation what the particular faculty actually was facing while his talents have not been come out. What were the reasons you were that prevented him or that was being inherited to bring his talent out?

Then what are the tasks he was assigned the JD he was giving and apart from the JD, what were the other tasks where he was building the relationship with the employee? What are what are the things he was performing there without inconsciously is incompetence or competence will be revealed there so identified all those tasks and taken and what are the actions I have observed when he was having the problems solving or decision-making situation? How he.

The problems and how we address the problems and what was the decision making, how quick he was taking the decision making and bringing back a very calm and composed situation. I observed that then the result so out of this situations handling the previous three and how what was the result he was producing both in the team building to come out to bring.

Happy creating a happy workplace. How he was able to bring his efficiency and the productivity.

A happy environment back to the floor and also in that.

Got it. It sounds like your use of the STAR framework and evidence-based techniques helped provide a comprehensive assessment of the employee's potential and performance. Through careful observation and situational analysis, you managed to identify both strengths and areas needing support, which in turn made a measurable impact on team productivity and morale. Let's move to the next area. How do you approach designing compensation and benefits packages that balance organizational resources with employee satisfaction?

Yes, actually this is somewhat a difficult question here. We as a HR, we have a very, very crucial balancing state of frame where we need to balance both the resources and the sources of the management. And we also should play a very good and as a bridge between the management and the employees here. So understanding first. Handling the resources I.

Uh, maybe I can quote the situation now, the TARP, because we are working in the prediction field, the tariff of America, which is really a sex shaken the entire field in that what we have understood is we know that the resources and the investment part has been multiple times lessened by the management. Where has the HR? We understand, really, really understand. This is a very tough journey for the management.

But this stuff journey cannot be or stop giving welfares to the employees. So we take care this is balanced so that people does not lose a goodwill to the management provided the management also does not take care that this situation in their hand to provide the welfare to the and the benefits to the employees. So how do we handle this is first through.

Unawareness, I believe as being a training trainer and training and development, I have given a successful more than 20,000 of ours and two I don't I maybe 2 approximately 9000 people I have trained in my factory alone. The awareness takes you to bring people closer to you. When people are closer to you, they will really, really understand the situation of the company and.

Giving all the positive things which have been credited in the past by the management to the people, making them understand these were the things have been done to the management, to the people when they were in a good frame. Now we have to be the handhold support to them so that the these difficult tough situations will be overcome. So first point I believe is to awareness and the training which I inculcate very frequently either in a structured way or in a.

Shop floor like a Kemba walk or all other ways wherever the straining and is needed, I provide them very very instantly.

Employees like the health benefits or like increments or incentives or Tas or food allowances etcetera, etcetera. I really take forward maybe if it is going to be 1000 bucks, I try to get at least the half of it so that I can satisfy both the needs of their employees and the management troubling to this this situation.

Then understanding the needs of the employees. Maybe it may be a very simple simple requirements from the.

So this is the way I handle the people so that I bridge both the management and the employees in a very good relationship.

It’s clear you approach compensation and benefits decisions with a focus on transparency, communication, and mutual understanding. You've highlighted the importance of creating awareness among employees about the company's situation while still advocating for their essential needs. This dual focus on empathy and practicality is commendable. Let’s delve deeper—in scenarios where resources are severely constrained, how do you determine which benefits or compensations to prioritize for employees?

OK, what we handle now is first, what we are doing now is maybe.

To ascertain or to just pull out the employees, maybe we can plan for a layoff like a turn layoff where instead of 30 days of holidays may not be given to the employees, we can make them as a turn giving a layoff 1/2 cut salary like you, you know very well for one day.

Half a day, Saturday, if sorry today, for example, two days means Monday salary can be given, providing them with the leave. So this, this will actually give them the benefit without no, without any bugs, they will receive some, some amount of money. Say for example, 30 days leave means 15 days of salary where they could run their family. All people they really, really depend on this bugs because people they come from different. Approach they They have their own family, they have their own committee's considering.

Their children they will have their own medical expenses, their education expenses. So where to say no 0 bucks I can offer them at least 50% of this salary so that this will help them to give their give them in this management may not.

All this in the mind there here I prioritize only the employees situation and their background because to my frame I I see the entire family in front of me.

Face a very big, very big loss there, but they will have the self satisfaction understanding that we have taken care of the employees even in their in our critical situation, for example, like COVID, you would have you would have.

Aware of it, there are many factories, even though the company was not running, they were taking care of the welfare of the employees and they provided the half salary. I I really believe that this.

This should be done even in a critical situation. We should believe these employees where where the pillars once we were in the top these these people only helped and given us the 100% profit. Likewise in our situations also these people we should handhold them always and they should not be done. So I will always prefer at least half the salary can be given them providing. Then maybe we Saturdays or other.

Part two or three days can be taken into consideration. So this will really satisfy the employees also and the management also will not have the much losses there.

During the critical situations.

This approach reflects a strong sense of fairness and empathy. Prioritizing employees' financial well-being, even during constrained scenarios, builds loyalty and trust, which ultimately contributes to the organization's resilience. Balancing partial compensation with operational considerations demonstrates thoughtful planning. Next, I’d like to discuss employee relations and engagement. Could you describe the strategies you use to foster a positive and inclusive workplace culture?

Yes, exactly. Workplace culture. As I am already briefed you, I am being a 5S coordinator. The concept this has been derived from a Japanese concept and we were the first this this virus coordinator designation was given to me where I I really don't know what is that. I am not into that culture. I am not into that 5S thing. This was the first thing where I learned everything. What is finance everything.

And I started in that I like the most. What is that? Is it is continuous cultural improvement. We are going to bring the continuous cultural improvement. How are we going to do? First beliefs, OK, what are the beliefs? Beliefs of the company, core values, OK. Then the belief of the company, vision and mission, OK, this, this belief will really bring a strong cultural environment. Second thing is I believe self-discipline is very, very important.

But then either in a individual person or in a very big form of a big employees, self-discipline is the only alignment where we can make all people in one mindset to take them to the focus on the mission and mission of the company. So this will lead to a quick success of the company where we could reach the global marketing strategy. So for this I will take the beliefs and the the core values of the beliefs.

And the continuous cultural improvement, the self-discipline, these three are techniques to build that.

The so and so.

Hello.

Can you repeat I I got your voice bro broke.

We first give as I I just want to come beginning first day awareness and the training. OK, first we have to inculcate their what are the values we need to practice how of course the values means it is not only for the workplace. It is really, really important even for the self development in our personal life also. So the value system is is is a core where it develops the personally and the professionally. OK, so first the awareness and training. We tell them the values each.

Sure. How do you measure employee engagement and ensure that the initiatives you implement are effective in driving a positive workplace environment?

Yes, of course.

Value how can we link it to the business development For example, the SQCD OK where the flexibilities trans the is this power of strength OK go with the flow that is also we call it as the adaptability strength OK. So in that core values after we are explaining for example, if I teach them what is self-discipline, the self-discipline values stands where I maintain my.

Where I don't waste water by keeping all the environment resources in a very very neat and cultured way is also self disciplined way. So these disciplines once given when we when we walk have a gemba walk in the floor. Even I see in consciously some people is aware that my workplaces should be clean by picking up a paper wherever she sees, I see my training is effective there.

Own workplace cleanliness is also a self-discipline.

My core values, what I was given them them the training has reached it and people in consciously they are doing that so that they have come into the the structure way of that following this beliefs and the self-discipline practices.

It’s clear that your approach emphasizes embedding core values through awareness and training, and validating the impact by observing behavioral changes on the floor. It's an effective way to ensure that the initiatives not only resonate with employees but are also evident in how they conduct themselves. Let’s move to understanding your use of data. How do you leverage data to inform decisions, identify trends, and measure the impact of HR initiatives within an organization?

Sorry to interrupt, we're down to the last 5 minutes.

Personally, it depends upon each companies where after each and every performance scale, we provide the chart, the pictorial chart and the data analysis, where we we give the datas of how many were trained, how many of their performances were good, how many of their performances were really implicit, implicit and it was visibly seen.

OK. So the data we have the data analyst.

And even by the voice tool, OK, voice tool boxes, we, we get into the real voice tool with the senior people, with other people, with the visitors, where the voice toolbox plays a major role. And we give the what is what is expected by the satisfaction of the customers, OK, or customers, maybe anybody wherever being an educational platform, the VIT being an educational platform here our customers.

Our parents and our students here, we we should not really give them the satisfaction, but we should ensure it is they are given a high experience of the customer satisfaction. What is there are much differences between the satisfaction and the experiences. Satisfaction is just you say satisfy, I'm OK. Experiences is each time of the visit of the parents or the students, you ensure they gain a different level of experiences in each visit.

Ensuring a strong in their mind that VIT is the best core of values and the best place to learn. So this framework of data analysis and providing this data, collecting datas everything and and just displaying in the performance will upgrade your. Upgrade the institutions. Grade in the global marketing. So I I am I think that this is the best.

Way where we collect all the data, uh, it might be the positive or the negative, but understanding the negatives and taking acceptance, accepting the negatives and working on it to change that acceptance and giving the best experience so that the next time when they're visit, they don't face that next, umm, uh, negative is the best way to give the performance chart.

Thank you for the detailed explanation. It’s clear that you employ a comprehensive data-driven approach, not only to track performance but also to elevate customer and stakeholder experiences. Your emphasis on converting feedback into actionable improvements ensures continuous institutional growth. Moving on, how do you stay updated on employment regulations and best practices, especially in the context of other educational institutions?

Person who is inquisite in learning, learning daily, daily, daily. So upgrading myself with a different forums. Now we have various platforms like. As I said, I I really love the culture of the Japanese education and their culture they are trying to build in the childhood days. Even the traumatic situation like you know Japan is very.

Yeah, sure. I'm I'm basically a.

Very much prone to earthquake, so they teach even in this small.

Three years, four years child, how to face the traumatic sensation which is which is most attractive by me, the Japanese concept. So I always try to see, learn the other people, other forums concept. And I restructured that concept based to our Indian culture and the Indian people so that how this will help our forum, our company. To be the next level of best ways.

So this learning analysis and restructuring that concept and building again the concept to our level of organization will help us to upgrade day by day, month by month. And in a couple of months or three months, you can very well see that this this analysis and this implementation of the new skill will definitely will mark a milestone to the organization where the.

Decision will have a different chapter.

It's remarkable that you continually pursue learning from global best practices, such as the Japanese concepts, and adapt them thoughtfully to fit the local organizational culture. Restructuring these ideas to align with the institution's needs is an excellent method for staying competitive and relevant. Let's move to your educational qualifications. Could you confirm if you hold a Master’s degree in Human Resource Management from a reputed institution?

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

Yes, I just want to get to know about what is my job description very specifically.

The role of HR Executive involves managing key HR responsibilities with a strong focus on organizational development and employee engagement. Here are the primary aspects of the role: 1. **Performance Management**: Setting goals, providing feedback, conducting reviews, and ensuring effective performance evaluations. 2. **Compensation & Benefits**: Managing payroll, bonuses, health insurance, and additional perks for employees. 3. **Employee Relations & Engagement**: Fostering a positive workplace culture, addressing employee concerns, and resolving conflicts. **Qualifications Required:** - A Master’s degree in Human Resource Management, Business Administration, or a similar field. - A minimum of 5 years of experience in HR, preferably within an academic or educational institution. - Proficiency in MS Office and experience with HR software systems. - Strong analytical skills for data-driven decision-making. Additionally, experience in compliance with labor laws, effective communication, and discreetly handling sensitive information is essential for succeeding in this role. Does this address your question? Or is there any specific aspect you'd like more detail about?

Yeah, I'm clear, I'm clear with this. But as you said, you need the masters in the social work. But I'm, I'm, I've done my masters in English literature, but I have wide knowledge of maybe. Noting my leadership quality in every place, either in school or in college or now I'm working as an HR executive professional. Noting my distinguished leadership quality I.

Displayed that a role as a HR and Administrative Officer right from my starting. So I just want to consider this maybe I can finish my MSW in a couple of years so that I just want to consider my application based on my experience in my HR role and I I'll fulfill all the needs of and expectations of the management.

It's good to hear about your extensive hands-on experience in HR and leadership roles. While the specific requirement for a Master’s in Human Resource Management or similar degrees is noted for this position, relevant experience and a demonstrated ability to perform key HR functions can also be critical factors. It’s evident from our conversation that you have significant expertise and a proactive approach. If you plan to pursue a relevant degree and continue expanding your knowledge in HR, that certainly demonstrates commitment to professional growth. This will likely strengthen your profile further. If you have any additional questions or thoughts, feel free to share. Otherwise, we can conclude the interview.

Yeah, thank you. Thank you for this opportunity to the VIT management. I I expect the best positive reply from you because I really, really want, want to work with this renowned institution. To expertise myself to the diverse culture and also to I know VIT is a very strong in the market with the technical process. I really want to learn that technical process.

To build myself in a best best professional way, kindly consider my application and expecting the best results.

Thank you for your enthusiasm and for sharing your insights during this interview. Your passion and commitment to professional growth are evident, and it’s great to hear your ambition to contribute and learn in such a vibrant environment. We will review all aspects of your application carefully, and the next steps will be communicated to you by the team. Wishing you the very best. Thank you once again, and have a wonderful day!

Thank you so much.