Good day, Angeline Fershea. 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.

Hi, yeah, so I have about. A year's experience, a year and three months.

Talking about my experience, I did start with.

An experience as an intern in startup called Siam Computing and I've done everything starting from employer engagement, admin and operations and.

And then my second experience would be with Swiggy as a learning and development.

Executive where primarily my role was taking care of a program that was already in place, so program management and also I was managing the LinkedIn portal for the entire for entire Swiggy handling their accounts and the user accounts relation in all the analysis that goes with LinkedIn as well and regarding the role with VIT.

As per the requirements, I think a lot of my experience comes from my first organization at CM where I was into all the domains of HR. So specifically if we'll have to talk about what my role was more like at Siam, it was all about.

Employee engagement where we had to improve the.

What do you call that employee? Net Promoter score and.

And I was employed in a project that was specifically regarding the.

Improvement of the score so it was called project belonging where the CU was keen on not calling it engagement rather belonging because.

Engagement felt very superficial and apart from that.

In terms of.

Umm, performance management. I was also working with my manager since I joined as an intern and as a trainee I was only assisting my manager in terms of performance management, where we would have a deep analysis of each and every, every person. And we'd also have, we'd also have metrics that we'd pass on to the managers of different teams and I was assisting my manager.

With, uh, formulating these, uh.

Uh, matrix and attributes as to how the managers have to.

Rate or grade their, uh, ma, umm, employee performance. And that's pretty much my experience with, uh, my first and 2nd organizations have also done a lot in the admin area where, uh, that ranges from taking care of employee queries and also the Internet network connections and all of that. And also in terms of OPS.

Time, time management and leaves and etcetera. So that's what I've done with my first organization and my second organization it was all about learning and development. And as an executive there I was taking care of a program. So starting from the contract renewal to towards till the end of.

So it goes with payroll management, so taking care of the.

What do you call it?

End of the whole cycle, yeah.

Thanks for sharing that!

OK.

Yeah.

Let’s start with performance management. Can you explain how you would design and implement an effective performance management system in an organization?

Could you repeat?

How would you design and implement an effective performance management system in an organization?