Good day, Sharmila Murali. 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.

I'm Shyamala from Vellore.

I did my first work in construction company in HR assistant. There are my workers recruitment and salary process and I side workers accounts also. I handle it now. I'm currently working park in Radisson Here my work is end to end interview to exit interview, salary process, uh payrolls and.

ESA PF appointment order two uh.

Last relieving letter, letters that all are creating.

Thanks for sharing that!

Thank you, Sir.

What's it?

Let’s return to the focus of the interview. Shall we continue?

Sir, I cannot hear.

I’ll repeat myself—can you hear me clearly now?

Yeah, Sir.

Good. Let’s proceed. Could you describe your experience with performance management systems? Specifically, how have you implemented or improved them in the past?

So I learn a learning development also I am doing.

Like staff involvement and as I can spray this year, Big, big of point here.

Radisson one of the SI can is more important here. So that is I am doing here.

Could you clarify how you've specifically contributed to improving performance management in your previous roles? Perhaps with examples?

Uh, I speak with, uh, employees day by day. I, uh, rousing, uh, supervising like that, uh, direct to, uh, communication with employees asking what the, uh, you facing in, uh, hotels and any.

Like hmm.

Like any issues or you're facing, like any, uh, needs, you want that also clearing, Sir.

I see. And how did you measure the effectiveness of your approach in improving employee performance?

So, uh, like, uh, bonus and appreciation, we're doing uh, monthly, Monthly, umm.

Mangri Mandri like uh, on meeting, we conducting that meeting also we appreciation employee of the month.

That name here calling for, uh, town hall meeting. So we connecting town hall meeting that time we, uh, providing employment and uh, like uh, vouchers to eat here and food, something we giving, Sir.

Understood. Let’s move on. Could you explain your understanding of compensation and benefits systems and how you've managed them in your roles?

Uh, employee benefits here in uh, PF and ESA and bonus this only we giving year providing so.

How do you ensure that compensation and benefits align with industry standards while also maintaining employee satisfaction?

Employees administration means.

MMM We're giving appreciations also, Sir, promotion and.

Promotions increment like that too.

Okay. How about employee relations and engagement? What have you done to actively foster a positive and productive work environment?

We doing fun Friday Sir weekly once we arrange in fun Fri fun Friday games like small small games ers mostly uneducated papers. We are doing housekeeping and.

Words like the SOV, small small activities we connect and giving small gifts like that Sir.

Uh, kitchen like persons with no reading, Uh.

Understood. How do you handle conflicts among employees while maintaining a respectful workplace atmosphere?

So I cannot understand.

How do you resolve disagreements or issues between employees while ensuring the workplace remains respectful and positive?

Uh, uh, I already faced it to most problems here Sir. One person is uh, drink the alcohol without any inform and guest uh.

Out a liquor he drinked so that's time we uh.

See this uh, CCT cameras and we terminate.

One problem Sir then second one is 1 girl 2 abusing one boy. That boy says something. You are compliments like that that don't like that girl. So we calling both we separately speak both of them and then who is giving problem? That person will terminate Sir.

Got it. Now, can you describe how you use data to inform decisions, spot trends, and measure impact in your HR activities?

Sir.

So I get out to you.

Yes, Sir.

Could you clarify what you mean? Are you okay with continuing?

Great. Can you explain how you use data to guide your decisions, identify trends, or evaluate the success of HR initiatives?

I cannot understand.

How do you use information like attendance records, performance reviews, or surveys to make decisions or see patterns in the workplace?

MMM, We arrange, uh, we, we recommend, uh, last thing, Sir. Right.

I see. Let’s move forward. Could you describe your knowledge of employment regulations and best practices, especially within educational or similar institutions?

Here is lot of departments here like front office, housekeeping, ID, accounts, service, kitchen.

Uh, we have lot of, uh, positions here, so that's time we consider fresh air super, uh, senior GSA, like supervisor, HG to manage and like management means we are done, uh, HR and general manager and uh, directing manager, otherwise the executive level. Uh, fresher to executive level means uh that persons will attend HR level and.

Uh, manager level, GM level.

This kind of sections only answer.

To clarify, do you have experience ensuring compliance with employment laws or implementing HR best practices within such structures?

Yes, Sir, our announcement case also I attend, I phased.

Got it. Lastly, could you confirm your educational background in HR, such as your MBA specialization or any related certifications?

Eliza, I done with MBA, HR and finance in Priyadarshini engineering college.

Thank you, Sir.

A relief, Sir.

Professor, let us dive deeper into your background. Could you share how your MBA experience and the technical skills you've cultivated in HR operations connect to how you would approach teaching within the HR domain?

OK, Sir.

My MBA HRS I done with project.

And I project after I joined one construction company. I that place I'm doing 2 jobs HR assistant and accounts assistant both I've done.

Like like and salary process that kind of only be done. So of course, this cash, cash handling tally like, et cetera. Then after I joined year parking by Radisson here, I'm doing, uh.

That HR workers.

Interviews and uh.

Uh, background verifications.

Background, education and umm.

Application process offer letter.

Then.

Read Documents collections, Pfasa are generating applications like this.

Got it, Professor. Based on your practical experience in HR operations, how do you plan to integrate these real-world applications into teaching students effectively? For instance, how would you explain processes like payroll management or background verification to ensure students grasp their importance and implementation?

Yes, Sir First of all, I collect the documents and I interview everything. Then after I call this that previous employee management like reference con contacts. So I called to ask what the he worked for the salary, what the reason for he leaving uh, when he leaving what the package of lost currently like that I asked then after I.

He said he's fixed or not fixed.

Understood, Professor. In your future teaching approach, how would you ensure that students learn not just the procedural aspects, but also the critical thinking needed to analyze and assess candidates effectively during such processes?

No, Sir, I'm not doing teacher, uh, teacher professional. I'm only doing in HR professional, Sir.

Thank you for clarifying, Professor. My earlier question was hypothetical—to understand how you might translate your professional insights for others learning HR practices. Let's proceed.

Yes, Sir.

Thank you, Professor Sharmila. Let us proceed. Could you outline your three-year research roadmap and how you plan to enhance the institution's academic HR practices?

10 minutes like awful uh interview to like uh offer letter, appointment, order confirmation, promotion and eliminator service letter.

This all I exit Intel. We also redundant end to end. This is all procedure.

Got it. Based on your experience, how would your experience in statutory compliance contribute to ensuring ethical and legal HR practices at an institution like VIT University?

Yeah, I'm fresher in VIT, Sir. I've not done anything in VIT. So I know. I don't know, Sir.

Understood, Professor. In that case, let me ask: how would you align the institution's long-term academic and administrative goals with HR initiatives to foster excellence and efficiency?

I give my best in reality, Sir, what what I give.

Professor, could you walk me through how you would design and implement an active learning model, such as a Flipped Classroom, for a large-enrollment HR course—ensuring no reliance on slides? How would you make it engaging and effective for such a setting?

Sir, I am not proposal in I, I cannot handle the UH classes so.

I understand, Professor. If large-enrollment courses feel challenging, let's approach this differently. How would your experience in statutory compliance contribute to ensuring ethical and legal HR practices within an academic institution?

Sorry, Sir.

No need to apologize, Professor. Let’s try this: How would you align an institution’s goals, like VIT University's focus on academic excellence and administrative efficiency, with HR initiatives to support its long-term success? Take your time.

OK, Sir. Thank you. Thank you so much.

Professor, just to confirm, would you like me to conclude the interview?

Yeah, yeah. So.

To be absolutely clear, Professor, are you confirming that you would like to end the interview?

Yes, Sir, I like but.