Good day, Pravina S. 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?

Yes, hi I'm Praveena here. I have been working as a HR from 2011.

Been working for all IT companies like Happiest minds, Genpact, Microsoft. Now recently working as the HR manager in collaborative and all my experience are related to technical hiring. I'm good in technical hiring.

In while working with happiest minds I completed MI MBA.

And the university and I have been working in HR recruitment, HR operations and.

HR.

Linkedin's and I do.

Hiring in through LinkedIn, Naukri and all social media also. I don't know.

OK. In different companies they follow different metrics, few companies they follow welcome, few companies they follow KRAS. So the latest company I have worked they we have separate KRAS and based on the hiring strategies or the work they have completed with the key role responsibilities we'll be measuring.

Got it. Let's discuss further. Can you describe your approach to managing performance in an organization? How do you ensure goals are met effectively?

Uh, meeting call connect. So the candidates or employees need to fill in the details. What are the KRS and what till what, what is the percentage they have achieved that ends up like what are the, uh tasks completed? What are the task needs to be completed? So they will be evaluating with their managers and all the managers will narrating us no, like who are the candidates who have achieved about 100 percentage or who are the employees who have achieved less than 100 percentage all such.

Their work with the connect.

We'll get the report on the rent basis. So we follow July to December year end and from January till July there is a second cycle. So every six months we have their performance management.

There is a report called connect.

Understood. How do you address situations where employees consistently underperform in these performance cycles?

So we do give a PIP like performance improvement plan. So two months we will be giving the candidates like extra learning curve, extra time with.

For them to learn the new skills or if they want to enhance their skills, whatever they are in. So we give two months of time, I'll give them a notice like VIP, it's called a improvement performance improvement plan. So their managers will be observing whether they are performing better than.

The previous cycle and they'll give the feedback. So if they're a candidate or employees are not showing any interest towards this or if they are performing very less than there before, then we'll give you the information like they need to.

Improve conveniently improve their learning skills and they need to execute all the performance task. And if if they are not giving giving any improvement, then they will give the termination for the candidate. And if they are showing improvement, the managers will give the feedback that these guys are improving and we'll retain the.

Uh, that employees.

Understood. How do you typically approach compensation and benefits to ensure employee satisfaction while aligning with organizational goals?

So all we have a compensation and we have the cadre grades.

So we for grade one, this is the budget and this is the what is the outside world, what they are giving and what is the company standards? We measure it and we give the composition and benefits. So each and every competency like C1C2C3C4C5, they'll be having a different competency like junior level, it'll be around 20 K for interns and 50K for.

Based on the market value the composition will be decided upon upon the grade way they are in. So it will be like a table against the years of experience and the competency and the skill sets also. So now if they if they are generative AI we can pay the same composition as of a testing engineers. So the based on the skills and the market values and the competency it it varies.

Freshers all such.

We redo the uh post op for follow up so we'll explain all the compensations and what are the split UPS? How do their income tax loss being calculated? What are the flexible plans we have? What are the insurance teams we have?

Got it. How do you ensure that employees fully understand and appreciate their compensation packages, especially with variable components or benefits?

Whether they can give a house rent or they want to lease a house, the car lease.

Plans, all these are embedded in our system. So we will be explaining to the employees about this like regarding the compensation benefits and the insurance and all such things.

Which they can use till a month of December. So every every full cycle and month of July they'll get the credit of ₹9000. So if a person joins the month of June also they can get the benefit of this ₹9000 stating they have joined joined the.

Leave holidays, what are the healthy benefits they have? So in Microsoft they have around in June, month of July, they'll be like 9000 credited in the account for the health benefit.

So we'll be explaining to the candidate on the employees about any new update Also is there we'll be sending a rolling out the mail asking for the details and, uh, they need to enroll anyone or, uh, they need to give us the details. So if a person is getting married, they need to ensure their spouse are being covered if they're getting a child, so that within two months of time they need to submit all their bills of hospitals for new newborn also. So all such things will be.

Company and within December they can recline it.

Daily Explain to the candidates.

So employ and.

How do you build strong employee relations and keep employees engaged across all levels in the organization?

Engagement activities will be done like in VAT, they have Riveras happening every year so employee engagement activities will be happening and every occasions like Republic Day, Diwali's and every month they will be having a festival kind of thing where the celebration is will be there every month they celebrate birthdays so in one particular day they'll ask all the month if like July month.

On the July, Bonds will be cutting the cake.

Uh, so it'll be like one event and we'll be arranging some snacks for the employees. So, and every, uh, in every three months we'll get the feedbacks for on the induction or how the team is actively including them. How inclusive are the team members and the managers? So it lived like if a person is getting onboarded, we will ask them to.

Give us the standard feedback on their happenings like what is happening in the team, are they happy with the team and how the team bonding is there like such things will be done through the feedback processions.

How do you leverage data to inform decision-making, identify trends, and measure the impact of your HR initiatives?

The basically data analysis will help you to do such things. So attrition rate, what is the same CTC or what is the compensation they're expecting. So once the employee resigned from the company, we'll be calling them, checking for them like what is the reason if this like good tradition.

We don't call the candidates for bad leadership. We feel that employees more value for the company. But he resigned. We will be checking for their feedbacks like what what is the reason so we can work on it. So mostly they'll be for higher education or if it is like.

Any other work, they will be letting them know, like, uh, uh, these are the reasons so that we can work on it. So higher education means we'll be tying, tying up with the companies, uh, so that the education systems, so that they'll give a in-house education like Wipro does with BITS Pilani. So they'll be having some benefits, like they need to work for Wipro 4 years after completing their higher education.

Go for location or for.

To get the candidates retained when, if it is in the case of they want to resign due for higher studies. So if it is for location constraint, we'll help them to commute or if they will build if there is any other location, if you if you have the same company then other locations, we'll try to put them there in the other location. So we'll try to. Build on those streams so women employees, we do have a.

With, with, with, with Balani. So all such things will will do.

Women employee come back system.

So who all have a maternity break and who are not working for three to four years, they'll come back to the company. So all such things will do with this data like this many employees who could for this these reasons and these many employees are willing to come back to the company. All such things will manage the data and some people who are good attrition because that will be like people who want we want them to resign that.

Those details if they come, if their employees are again applying, we'll we'll track the data whether they have been performing good or they're performing bad. So if it's like good attrition, we'll mention them that they are not eligible for the.

Rehire, if they have good attrition, bad attrition, then we that, that time we'll be have, uh, telling that the company is ready to take up their, uh.

I'll take the candidate again.

They can join, rejoin.

Thank you for the detailed explanation. Can you share your understanding of employment regulations and how you ensure compliance with them in your HR operations?

Regulations, actually.

Uh, see we, that's what we'll be giving a handbook to the candidates like these are the regulations, these are the complaints. And if there is any update, we'll send them to the mail and get them signed and we'll be attaching that in the file. So color code, dress code, all such things we will be sending the, sending them in the detailed handbook which, which they will giving, give them on the date of joining, so onboarding process.

They let them know what are the rules and regulations. If it is like 5 days working, yeah this file is working and uh timings, what is the timings they they need to come and log out. So if they are working from home, what are the procedure needs to be followed? What are the managers approval they need to get? If it is like leave holidays, what are the leaves and holidays they need to.

Get approved with the with the managers or if it is like medical emergency they need they can take the lease then get the approvals they need to submit their valid documents on medical certificates for all those reasons. So all these will things will be explained on the date of joining and.

Secondly, we will be.

Letting them know if there is any update, we'll be circulating the update through the mail.

So all these will be good got signed with the by the employees from on the date of joining if they are.

Accepting the offer and other second time, if there is any update, we'll roll out the mail and ask them to agree to it. So that will be also your data that they are uh, no aware of the update on the compliances.

Can you repeat the question?

Understood. Lastly, as someone with an MBA in HR, how have your advanced academic insights influenced your approach to human resource management?

How has earning your MBA in Human Resource Management influenced your approach to managing HR functions and strategies?

It is a very good experience when we learn such things. Actually, there'll be a big variations. Whatever we study in the book and they're whatever we implement, we'll know.

The stages of Hrs in in theoretical way, when you go and implement in, in, in the our company, it will be basic, it will be like high, there will be high variations whatever we read in the book and whatever the company policy says. So it depends on the ground where we are in and depends on the company where we are in. So whatever we studied we can implement in the companies, but there will be already laws.

There, so we need to go by the company's loss, not just whatever we have studied. So there will be like around 40 percentage or 50 percentage of the knowledge. What were you gained in through the theoretical knowledge we can implement that in the company but.

Previously, whatever the experience you have that only more valid than the book book knowledge.

And. The thing, whatever we learn, will be.

Theoretical, but whatever we implement will be practical because in HR human resources managing humans is pretty difficult because machines we type code. The same result will come in any machine, but with each every word people will be interacting differently. So it depends on how we make people to understand whatever we say in the right way. So it differs with the.

Employee with them, employee to employee. So it it completely differs with whatever we learn and whatever we implement in the companies laws we can implement, but based on the ground, based on which companies see some companies they follow 9:00 to 6:00. They should log in at 9:00 to 6:00 and exit at 6:00. Some companies they follow flexible work, work type.

So it'll be like you, you log in at 10:00, you login out to seven, 7:00, some companies they provide whatever time you want to work for work. But I need the end of the day, I need the work completed. So these are the just timing itself. There are many variations. So only the laws, what we need to follow, what we can follow is the benefit compensation benefit like 12 percentage PF means it'll be 12 percentage deducted. All those stuffs will be government laws will be followed. But.

What each and other things will be divided with the bookish thing?

Understood. Thank you for the detailed explanation. I have everything I need for the assessment.

So what is your feedback on my interview session?

I appreciate the depth and clarity in your responses, as well as your ability to relate real-world HR scenarios to your experiences. Your understanding of HR processes, performance management, compensation strategies, and employee engagement is evident. I'll ensure to pass this on for the final evaluation, and you'll receive feedback through the appropriate official channels once the assessment is complete. Is there anything else you'd like to address before we conclude?

Yes actually want to know what is the rules in UMM VAT assistant.

I cannot answer that. Let's stay focused on this interview. If there’s nothing else related to this session, do let me know if you’re ready to conclude.

Uh, do you know what is the role we have applied and roles and responsibilities? Do you know?

The role you’ve applied for is HR Executive. This position involves responsibilities such as managing performance, compensation, and benefits, fostering employee engagement, and ensuring compliance with labor laws. It also requires strong expertise in HR processes, proficiency with HR software and tools, and the ability to use data effectively for decision-making. If you need more clarity about this, feel free to ask. Otherwise, let me know if you're ready to move forward or conclude the session.

Yes, we can now.

Move forward.

Thank you for confirming. Would you like to conclude the session at this point, or is there anything more you'd like to discuss?

We can conclude this session.

Thank you for your time.