Good day, Laxmi 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.

OK so I Lakshmi born water from Bangalore. Basically I'm from Tamil Nadu. So coming to the my work experience, I hold around 3.5 years of experience. So relevant experience into this HR field it's around 2 years, 2 to 2.5 years. So coming to my I'm like educational. I'm an MBA graduate in human resource and I'm an undergraduate from I'm like in BAC from Sheshadipuram College.

Please start by introducing your professional journey in academia.

Thanks for sharing that!

Coming to performance management where we need to identify the employees recognization where with that boots of their efficiency in work. So we need to analyze the employees whenever they're doing any good job or anything, they're meeting their targets. We need to appreciate them through the I mean like through bonus or through the incentives, any kind of appreciation which lets them to motivate themselves and work efficiently and more productively to the organization.

Good to connect, Professor Laxmi. Let’s begin. Tell me, how do you approach designing and implementing performance management systems that align with organizational goals?

Yes.

How do you ensure that the performance management system remains fair and unbiased across all employees?

And but it's totally depends upon the work. Actually it's totally depends upon the work, the work given to the employees when they meet their work performance. So when we I mean like motivate them automatically all other employees get motivated, which is as in an organization, employees play asset to the earth. So when we make an employee our best, I mean like when we motivate them or when we play, when we give important role to the employee automatically organizations gets developed.

As I say, employees are the asset to the organization because of them where we can move further or like we can achieve our further targets.

Yeah, sure.

Yes, yeah, please, Please come again.

Can you explain how you would design a benefits package that attracts and retains top talent while staying within budget?

Yeah, sure Sir. See coming to compensation and benefits. So it plays A2. I like two major roles monetary and non monetary. Coming to monetary again it depends upon purely their daily wages or salary or incentives something coming to non-monetary its support their perks, incentives and all. So when I guess come here monetary also per year are we need to based on their work performance are we need to initiate to I mean like increase their salary package.

So that they can automatically again, they'll come, I mean like they increase their productivity also. So we should make sure that according to the standard markets, what is the role if example of employees example, if you take an analyst. So we need to see to that as an analyst according to his experience, what is his expectation and as well as like what is the market standards? What is I mean like he or she should earn. So based on that, we need to see to that and also we need to just check with them.

What is is expectation or at least our six months once we need to take in a performance appraisal so which we'll come to know about. We need to be a well employed engagement with the employee so that we'll come to what is the employee expecting and what is his Zanu. I mean like strengths or the weakness, everything but we can motivate them.

So coming to that, I'll just see over the standards, Sir, according to the markets and what's going on. I need to know research with the other. I mean like other like companies or other organizational institutions, what they are paying or what is the current standards about them. So based on the experience or what they are paying. So looking into that, I'll just take an analyse like what we what can be given to them accordingly.

Got it. How do you assess whether the current compensation strategy is effective in meeting both employee satisfaction and organizational goals?

And based on his performance, mainly his or her performance.

Mm-hmm.

Moving. Yes, Sir.

So coming to that, we should have always have a one to one session at least three months once or a two months once. There should be a fair, no fair communication between the employee and the management and we need to approach them where they're lacking behind and what makes them to come out there. And we should have a proper transparency between the management, employee and to help them out where they're lacking behind or what's happening with them. Are they're lacking behind within their work wise or personal if it is in case of work?

How would you address a situation where an employee feels undervalued and disengaged at work?

Work life like we need to make sure that what makes him to not perform well. Actually we need to give an training again some kind of training so that for upcoming is upcoming skills and all. So when we have a good employee engagement automatically work gets up full stop.

I'm sorry I didn't get you, so can you please repeat again?

Thank you. Let’s talk about decision-making. How do you use data to inform HR decisions, spot trends, and measure impact effectively?

So again coming to data, I'll be having the employee database. So based on is where we'll be having no end to end employee database based on I mean against whatever the database which I'm holding the employees this and then I'll be having a session with them. So based on his performance, I'll be taking a decision, Sir.

How do you use data to make HR decisions, identify trends, and measure the overall impact of those decisions effectively?

Mm-hmm.

OK. Compliance where it plays a major role where it comes under like I mean like compliance in the sense whether organization is following all the rules and regulatory where it's a fairly the rules are followed by the I mean like organization. It's comes under compliance in the sense like I mean like wages wise, the working condition, work environment as well as the health insurance according to the working environment where the people feels it's I mean like rules are followed.

Can you elaborate on your understanding of employment regulations and how you ensure compliance within an organization?

That everything is like up to the employees are satisfied, what are the rules? Management is falling over. They are satisfied with the rules and regulation. So that I think, Sir, according to me, the compliance should be followed. And if they're facing any immoral, I mean like they're not if they're not feeling comfortable any conflicts, we need to approach them sympathetically and we need to give a resolutions to the I mean like our solutions to them. And it should be a transparency and some trans and also.

Is to make sure that even management knows and the employee knows. So what's going on between that there should be fair and empathetically. We need to approach them.

And I, yes, yeah.

Yes.

Yeah, sure, Sir. So as I told you, I'm an MBA. I'm an MBA in my personalization, HR and marketing. Coming to the personalization, I'm more into the human resources and somewhere around if you take in a percentage wise 60% I come to human resource and somewhere around 40% into the marketing. And also if you want me to, I mean like tell more about that into the human resource. I've done my approach at work in human resource coming to the project work, have done an employee work life.

How does your MBA in HR and Marketing contribute to your expertise in managing human resources effectively?

Balance one of the project like how the employees satisfied with the personal work as well as the professional work. So from the company called Arrival factory so that I have done the project work in the human resources.

Yes.

MMM.

Yeah, sure, Sir. If you don't mind, can you come again? There is a voice break, Watcher.

Take your time—no rush. Let me know when you're ready to answer.

Of course. Could you share an example of a fundamental HR topic or concept that you find exciting to teach, and explain why it resonates with you?

Yeah, fundamental. So what I feel is again, I'll just go for the performance management, so.

For performance management, so where because I feel that is the more important for the employee as well as the management. So I love to teach performance management because that plays a vital role between the organization or the employer. Employee also can you know, can upgrade these skills as well as management can also have a better productivity.

According to the new trends, what's happening? I'm like according to trends, present trends.

Yes.

Yes.

Yes.

Could you explain how you approached studying work-life balance in that environment and what your key findings were?

Achi Mai key findings was around I'm like from 100% there was around 60% where the most of the employees strongly agree that they had a work life balance in the railway factory because of their flexible timing and flexible timing and the leave management due to which they had a flexible IML economy or had a good performance based on like in the and work life also. So what I feel is so flexible and.

So my storm, my analysation was around 60 to 70%. The people were satisfied where they're working. So my finding was more into, I mean like flexible, they were more flexible to work and also the working hours.

Adaptable.

And also working days even though I'm like if they call them for any other apart from weekdays, if they call any other day also people were ready to work due to the working culture what they had.

So they were satisfied with the work culture.

So yeah.

How did you bridge insights from this research into practical strategies or recommendations for improving work-life balance in similar organizations?

Yeah. So coming to similar organization search. So first we need to approach employee whenever the employee is asking or is approaching for some benefits, we need to just check over it whether it is needed to that particular employee, whether the employees approaching to us whenever he is approaching to analyze that. So it is really needed to him that option should be given to him and he really is no I'm like he's worried about that. So when we.

Is that employ and we give some, uh, benefits from our side also automatically you will feel a flexible and you'll have a more knee interest to work further.

So what I feel is I've been analyzed according to the employee and then we need to approach them together to give an, I mean like whether we need to give to that opportunity the particular employee or not.

Yeah, Yeah, that's true Sir. What you are saying actually it depends upon again the company. So coming to there is a lots of difference between a service company or product or educational background. So coming to educational again there also Anu Emily, we need to see whether his work is done, coming to educational organization. Once his work is done, we can just give him an opportunity or whether whenever he has someone like queries, we can just approach them. And before that we need to make sure that you need.

Interesting perspective. How would you adapt this approach for different industries where work culture may vary significantly from the railway sector?

The complaint is dedicated task before A and Emilia getting out. So if it is in a service based or some other. If you take a big four company where I was hiring for PW, CE Y or Birla Soft. Again, when the project is given within the project, if it is moving throughout properly and somewhere you got a stuck and due to some personal work, we can give that time also. We can just look forward to give a chance.

Thank you for sharing that comprehensive approach. Professor, this completes my questions on your research background and teaching approach.

Thank you.

You're welcome. Could you share a brief introduction about your background and experience relevant to the HR Executive role?

Is that, as I told you, I have around 3.5 years of experience. So initially I worked for the SLK Global solution, which is an, it's a completely, I worked as an analyst company called Regions, which is situated in USA. There I was analyzing it. So I'm like I was mainly involved in safeguarding the customer's account. So whenever any transaction happens immediately I need to just check over it whether it was done by a custom, I mean a customer or like any.

Dental activity happened or what? So usually I get a cases. So I need to I need to analyze that it's this transaction is done by the customer or any fraud entail activity happened or not. Based on that I need to just that case. If any fraudulent activity is happening immediately I need to block that case and further steps will be taken by the bank.

So that was the initial company where I was worked for. It was a completely into the customer. I mean like it was completely into the takeering of the customer's account. Then I got an opportunity to work in ACC Global Private Limited there into the hiring partners. They're majorly into the hiring and also they're run as a Zentor. And also they had having a ocean learning Academy, which they were into Anoop Japanese or German. So there's those are the language that they were handling. So there I was, I was into the recruitment. Recruitment specialist starting from.

End to end recruitment. So I was responsible for hiring the into the IT as well as the non IT. So coming to the IT requirement, I handle the Java developer.net developer and other architecture etcetera. Coming to the non IT, I handle the sales field especially sales. So I have a handle for the companies called EY, PwC and also Data life which is a BIG4 company. So my role was basically there. I need to screen the resume first. I'm like once I get the. Candidates are resumes. I need to shortlist that resumes and based on that I need to screen the resumes and check whether others resumes are and matching for the client a given experience wise as well as skills wise as well as notice period, educational background etcetera. These are the which are basic details which I'll be seeing to that screen and based on that I need to shortlist that screen. Once I have shortlisted that screen, I'll go for the initial phone screening. Again I need to cross check whether the I'm like the.

The the return in the regimes whether it is matching by the candidates or what he is trying to approach. I need to check with his experience level as well as his skills level as well as the I mean like what are the skills you have a project she has worked on that. So once everything is matches, initial phone screening and again location wise everything where he was working previous organization, what is his notice period and all basic which he'll be handling once. I feel it is a perfectly fit for the client given what's the client is given.

Then I'll take further and I'll be just sharing that resume to the team dates again, they will just crossfire the that resume whether it is greatly fit to our organization or not. Once they fit, it's an this profile is completely matchable, then further rounds will be taken. So before going to forwarding that resin to their client here only we used to analyze most of the 60 to 70% was analyzed by us. So once that resume is analyzed, then we need to forward that resume to the concerned team.

If you take example EY, so once even again, if we get shortlisted from that company, then what we'll do we need to, I mean like schedule the interviews.

So once they introduce schedule later you get selected again. It will go up to the final round. So my role was starting from screening the resume to until he takes the offer.

A salary negotiation, it's a completely end to end life cycle. So it was an external hiring coming to internal hiring. So we'll be used to hire for the digital marketing or recruiters that is the internal hiring for them. I used to give an OJT in the sense like onboarding or those kind of these things which has to analyse. Basically it was for no client purpose according to the client we used to hire.

Internal and external as well as.

Yeah, sorry to interrupt you, Sir. And one more thing, I just wanted to elaborate you. So I have also have an educational background experience, but The thing is hardly I work for four to five months. So it was one of the college called as East West Engineering College, where I was working as an assistant for one of the HR. I do have an experience into this educational background as well where I was handling the I'm no students details like issuing the the.

Basic certificates or marks cards I was no, I was involved in I mean like students certificates and all and as well as I was assisting, I was assisting to the one of the HR in the payroll and all but not much exposure to the payroll. But initially what they used to do as just like a basic attitude there.

Got it. Thank you for sharing this detailed overview of your experience. It certainly provides a strong sense of your background and skills. Let’s dive into some role-specific

Child experience in the educational background as well.

I see, thank you for adding that. It’s helpful to know about your experience in an educational setting alongside your broader HR expertise. Let’s proceed. Can you walk me through how you would implement performance management practices tailored to the academic and administrative goals of an institution?

Yeah, sure, Sir. So performance management in the educational background, what I feel is, so I'm not too much exposure to that, but what is my understanding, I'll just let you know. So if we take again there also we do have a teaching staff, non teaching staff, everyone coming to the teaching staff, we need to just analyze the skills at least a monthly ones or twice a month. We need to just you know, what are the syllabus we have at least a basic kind of you know.

I mean like MCQ questions where they're able to like answer those questions or what according to the you know, I mean like what is it presently going on? We need to see through that. What's the education is there in present present skills? What are is it going on? We need to first make sure before they're teaching to the students. We need to analyze whether those teaching Staffs are strong enough to teach those our students present not only only a teaching, we need to at least. Those teaching staff should make sure that complete ANU completely about the students.

So it's totally depends upon the teaching and how the student also take. So for that we need to just train the teaching Staffs both the ways teaching as well as like I need to know how the student can look get placed in that. So you should be good at both the teaching wise as well as the skills wise and also as well as you know, you know companies and all what's going on, what is the present companies, what they are looking for if you take presently we are more into this AI or AML. So when you find them even teaching.

Only not included is upcoming skills also where it is very helpful him to get placed only teaching on help. We should make sure that our student gets overall exposure.

Apps also so that it will be automatically helpful for the students and where they can easily get placed. Again coming to non teaching stuff, I guess even they should be having no. They also should have a more into like if you take a tools wise and all they should get upgraded. So we had a analog tools called work day or success factor and all. So we need to see what are the tools which is advanced, how it will helpful to us to perform more. Emulate easily instead of taking a long time if you take a sum of the tools.

Which will helpful to cut down our time. So when we cut down our time for the particular task automatically we can just increase our task to some other some other work. So it is I mean like it is more useful for the employee as well as the management when we work. No according to the time management.

Yes.

OK Sir, coming to the academic teaching, what I feel is apart from the teaching I'm not teaching us. There should be a separate at least one hour class where it should be totally even students. We should make sure that students fields once we attend this class will be getting more info. It is helpful to us.

In that case, how would you mentor junior students or staff to create a consistent pipeline of high-quality outcomes within an academic or administrative context?

So you have students should make sure and also you should get that feel we need to attend this class because if we attend this class automatically it will create I mean like it will upgrade our skills where it will be useful for our life. So that's the way how the teaching should. I mean like teaching staff should be and also students should be. So it's totally purely depends upon them how they I mean like no, how they get the students to the classes. So that's the thing like how I mean like they should not only only to their verbal, they should use. Skills in the sense like a digital platform, those things and they should have some innovative ideas or innovative tasks where automatically students get into and they get interested to work on that only apart from only a verbal communications is to have a different kind of innovative or no kind of diversity where automatic students comes. I know we need to attend this class so that it's a great helpful to our, you know, further life or you know, to get placed in some good companies those things.

So that's what I when a student should be equally, you know, motivated and even teaching starts should be important role to that. And coming to administration work again, it's at least monthly once No, Sir, we should have some kind of, you know, moral or some kind of a forms where I mean like farmers, open farmers, they're having a different different ideas where they'll not come out until unless we just have a one gathering session. So we can just implement a different ideas to them. We can just have a look into them. What are the present trends or what are they? Have they have any kind of, you know, I mean like any kind of knowledge which they are able to share or presently which they're having something in their mind when they open up and come automatically, we'll get a different kind of ideas. And again, we can just even we can give us some, I can task or performance something based on that. I guess surely something can be done, Sir, if we, you know, have some kind of training.

Or seminars etcetera for both the teaching staff as well as non teaching Staffs.

Understood. Your approach highlights fostering interest and innovation among students through engaging teaching methods and ensuring open communication and training for academic and administrative staff. How would you plan to utilize international collaborations to improve the institution's recognition or enhance outcomes like placement and research at a global level?

Yeah, coming to international level Sir, again Anu that also not much exposure, but I'll just try my best to that. So again we can have it, we can use so much of our social media. Now we have a in the vast technologies which are totally depends upon the social media. We can use the vital digital marketing and also we can just you know have some seminars through the international team also. So if they are working in some kind of. I mean like educational where we can just invite them.

And also when they give those seminars to our college and we can just make sure that students attends all those seminars and all. So that kind it, it may work. I guess if we you know, I have a good, I mean like good partners or a good, I mean like approach to the international professors or as well as you know, some seminars. And also and also we have so much of technology as of now through our digital marketing those things.

We can just approach service should be, you know, more into the upgrading ourselves in the social media everywhere. And also once we get somewhere replaced, we can just tell those students to give a guide. I mean like whoever get placed in some tier one companies or somewhere, we can just tell them. I think we can just invite those students to the our college and motivate our juniors just due to these have just placed into this so and so company. So we can do that also. We can just invite our students also who has placed in some good.

And those things, I guess.

Thank you for sharing your thoughts. You've brought forward ideas like leveraging social media, digital marketing, collaborations with international professors, and engaging alumni to create global awareness and inspire students. I appreciate your perspective. That concludes this section.

Thank you, Sir.

Professor, can you outline a detailed implementation of an active learning model, such as a flipped classroom, for a large-enrollment course without utilizing slides?

Without utilizing slides, isn't it? So without utilizing the slides, we can just give up practical knowledge more than theoretical concepts. I guess our practical knowledge which will implement the students automatically and you easily adopt those knowledge compared to a theoretically my this thing is wherever needed. I feel there should be more of practical instead of a more of, you know, theoretical. And also we can just, you know, we can give a more opportunities even for the students.

To come up with a certain topics, what is understanding about some topics if you are taking A1 module or one you need something like that, we can just give. If you are teaching another two models, we can just give a more opportunity the students to come from east side so that automatically you will get interested with those and you will I'm not he will work on it. And based on that there should be a marks everything. So automatically you'll get interested with that.

And more of practical instead of theoretical, I guess. Practice.

Will workout mode Sir.

Kind of seminars or you know.

I'm sorry, Sir, I couldn't get you. Can you please come again?

Of course. Can you provide an example of how you have successfully navigated compliance with labor laws and regulations relevant to educational institutions in India?

Uh, so coming to compliance and regulations, I guess again, a compensation and benefits leave policies and the training and development talent acquisitions. And I know these policies place an important role structurally compliances, these are the policies which plays an important role. But in coming to the educational department, I'm not much exposure to that.

Understood, Professor. Shifting focus, how do you design evaluation tools to measure actual competency in students, going beyond standardized testing?

Time is up! Ending the interview now.