Good day, Deepan Raj R. 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.

Hey hi myself deepen I bought a product.

I completed my Bachelor of Commerce in Computer Application in KMG college at 2020 passed out, my bachelors were completed and I later joined us in Team Technologies as a XML.

Training data conversion app developer so where I worked for number 2.

February so almost five months. So due to the shift timings I left the job. So meanwhile I have took the online MBA HR post from Jain University. I completed my masters in 2023. It's a distance learning. So while I'm learning my MBA, pursuing my MBA, I had opportunity to join with Orion Consulting as an IT recruiter. I joined as an IT recruiter oriented recruiter. Worked for the two years working for IT recruitment different.

In clients working with the different stakeholders. So it would be a kind of shape of my career. I started as a HR, I started as a IT recruiter. It's kind of have the basic experience knowledge. I gained a lot of HR activities experience and I during working my own experience, I had opportunity to join with Nielsen, the company called. So I joined as a tech recruiter for APAC region.

Still offer salary negotiation call having an end to end experience working with the multiple stakeholders. So taking care of APAC region hiring, pan India hiring. So where I specialized for the technical recruiter and due to the kind of some personal reason I left the job. Later I got an opportunity to working with Hey coach kind of as a talent education associate. Hey Coach is the a tech company so where I worked for 10 months. So I take care of.

Where I specialized for the technical hiring which is independent hiring completely from the job intake to sourcing and onboarding the candidates.

Tech and non tech both recruitment.

Especially it's for technical hiring software developers and non tech. If it is coming to the a tech companies such as program managers, program management executives, corporate relationship management and placement leads, placement executives and.

DSA instructors, CP engineers, complete programming engineers. So I have experience in operation side as well. So where I'm helping to candidate kind of.

Onboarding the candidates virtual onboarding experience, I do have experience so, so I have a kind of experience additionally into that helping to a management team for supporting any such a kind of activities if they need to support for HR.

Kind of I had a experience in the same as well and later the reason was I left a coach I laid off so I got an opportunity to working with answer where I'm currently working from September 1st till now. So as a senior recruiter taking care of end to end recruitment again from job intake to.

Until onboarding.

So I'm managing the.

And I specialized in answer not only for this recruitment, additionally I'm supporting to the operations as well for the attendance tracking to the employees and supporting to the operations team at providing any training to the employees. So these are the operation side experience I have. So I provided kind of my I supported my things as well. So that's all about me.

Recruitment across answer all the roles Ed tech sorry tech and non tech both the roles.

Thanks for sharing that!

Sorry, can you please repeat again only?

Let's evaluate your skills based on the key competencies for an HR Executive role. Tell me, what strategies have you implemented to improve employee performance in your HR roles? Be specific, and describe the impact these strategies had.

Sure.

Great. Got it. Thank you. Yeah, thank you. Coming to the performance improvements, definitely we need to understand the current performance depends on sitting with the Hods. What really needs to in you know kind of needs to be.

Improve their skills, so whether it is going to the Bab time, we have to understand the situation and giving the right time to improve the skills as well taking the feedback surveys and providing them relevant. Trainings to them understanding the me, what they're need to kind of gone through. What about the situation personally, if they're going to affect anything, we have to understand first from the employee view, we have to sit one, one to one discussion with the employee. So understand the performance, uh, review and what need help to management done kind of for your work, get, umm, improved for the performance. So these are the things we have to analyze for the key metrics review 1st and providing the value training.

And kind of value mentoring session and additionally providing the value time to them. And definitely it would be see later. What is the difference?

Before a performance review meeting and after giving the training, giving the evaluate the training training session meeting.

That's it.

Definitely. So when I'm sitting the 1:00 to 1:00, I'll just understand first why it is going to underperformer. So because when it's come to underperform whoever we have kind of the potentially fit for this role, then only we have have the employees for the particular role. So definitely something is going for in the wrong way. We have to understand why and where is the gap is. We have to analyse the gap which are the gaps. So what are the non negotiable things that's going on there.

Got it. Can you provide a specific example where you applied these strategies, specifically the one-on-one discussions or targeted training, and how it resulted in measurable improvements in employee performance?

We have to identify the gaps and we need to rectify the things. We need to provide the support from our end. What needs to be done? Definitely understand the.

Employee performance and what are the key metrics area where they are going to improve the skills and improve the performance. So definitely we need to understand from the employee view only based on the real time discussion.

Understood. Thank you for walking me through that approach. Next, let’s focus on compensation and benefits. How do you ensure that a compensation package is both fair and competitive within the industry?

Definitely so. Umm.

Any industry.

Such as own kind of market standard salaries. So industry to industry may very change. Definitely coming to IT sector, it is a different top level salaries, top level bandwidth, some benefits there. Coming to the manufacturing units, there is a lot of difference. It's going to be a salary perspective coming to the institution and being universities, definitely they have a potential compensation benefits, not only just compensation, definitely a lot of opportunities.

Centuries to grow their academic institution opportunities, a lot of benefits and curriculum activities and a lot of things they can see as a long-term.

Uh, visions. So these are the things while taking for the compensation and benefits, we have to analyse them, uh.

Our own industry, this depends on the industry that's.

Thank you. Can you give a specific example where you customized or adjusted a benefits package or salary based on industry standards and what impact it had on employee satisfaction or retention?

Definitely. So we are setting the expectation clearly before joining the candidate whether the candidate fits for this role. So based on the qualification, we are going to hire the candidate post that will definitely set the expectation X amount. So that role needs to be kind of have the potential impact and the contribution also. It's very, very important.

So also the page would be fair enough and coming to the benefits, definitely health insurance and curriculum activities, growth opportunities and they can learn.

Uh, what? They can expect more than that, we can provide that.

Got it. Thank you for that. Let's now shift focus to employee relations and engagement. How do you handle workplace conflicts to ensure resolution while maintaining a positive work environment?

Definitely so that is very foremost thing because work culture workplace should be maintained very well. It is uh, being a positive vibes around across all the employees. So well, sure, meeting the confidential things, very uh, sensitive handling and additionally we have to maintain keep, uh, if someone can kind of uh uh.

Encourage the positive things definitely will happy to, uh share the positive vibes across the.

Working location, workplace environment through the kind of.

Having a very good, uh, positive.

Workforce environment creating, it's very good for them.

See, I, I don't have a ground experience on that, but still I can manage that. I have a basic knowledge about that because as a HR recruiter I am handling a kind of lot of things for the operation side as well. So still I can provide some basic questions. It's not my ground experience, real time experience, but I can provide my share my knowledge how to handle that. So if the employee have some any issues with any complaint with that some concern means we'll definitely acknowledge the concern and get.

Understood. Can you provide a specific instance where you managed a workplace conflict and the steps you took to resolve it effectively?

Provide informed management providing arranging 1 new committee to clear this solution for providing a resolution fair. So the ideal goal should be providing a fair resolution for the.

Document details and.

Sorry I didn't get. Can you please repeat again?

I understand. Thank you for sharing how you would approach resolving such conflicts. Let’s now discuss data utilization. How have you used data to inform decisions, spot trends, or measure the impact of HR initiatives?

Hello.

Can you please repeat again?

Definitely the key metrics should be very important because the data-driven dashboards we have to maintain accurate ensure the reviews and what are the next quarter plans. We have to plan Bill in advance so that we can check the track where we are currently going or if not going something if it is going wrong, we have to improve the area where it is going to see the gaps. Definitely it would be great for.

How have you used data to inform decisions, spot trends, or measure the impact of HR initiatives?

Analyst the key metrics it would be help us to improve the overall employee.

Growth as well as companies growth.

Can you provide an example where you used data analysis to address a specific challenge or improve an HR process?

I would say getting collected data from various.

Teams, it is challenging things because it's not from, uh, taking from the easy things. So we have to, uh, gather the all fat datas. That is the foremost thing. We have to get all more all the data collected and collected data. We have to analyze the data and we have to review the data. Then we have to make it on.

Dashboard providing the ensure presentation should be good for the review team meeting.

To management providing a report to management it should be clear and very.

Yes.

Understood. Let’s move on to employment regulations and best practices. How do you ensure compliance with employment laws and regulations while implementing HR policies?

See, uh, I don't have a real time experience on this, but still I can provide basic knowledge that I shared. My basic knowledge is about regarding that because I do have a coordinate with couple of opportunities with the companies, past companies I've worked. So definitely working with that company. Working policies should be followed much during the joining only We have to take the onboarding call. We have to ensure get all the details provided to the employees. So internal policies work.

Policies and company policies, so labor laws, everything. So according to the document, whatever we should go through that in that particular company, we should encourage the same thing. We should umm.

Informed that things ensure follow the same all the situation without any.

Negotiable.

Got it. Thank you for sharing that. Let's now discuss your educational background. You hold an MBA in Human Resource Management and Finance. Could you explain how your academic training has prepared you to handle the complexities of an HR Executive role?

Yes, definitely. So being HR, it's not just for that. We are just taking care of the single role because it's a very realistic role and it's a very live role. We are working with the humans. So as a human resource people we should.

Very polite and we should. Very discipline and we should. Very organized, very well in advanced plan structure we should.

Help others how people can.

So these are the things we'll definitely I've learned from the my past experience while learning MBA.

Improve the self.

Thank you for sharing that perspective. What specific coursework or trainings during your MBA have you found most applicable to the HR field, and how have you utilized them?

Yes, I'm while I'm perceiving my.

Because where I work for the time talent acquisition IT recruiter as well. So how we can as a recruiter, what are the things we need to?

Continue, please.

We need to.

Take your time and continue.

Major recruitment site I have experienced so I have applied to my work.

Day-to-day works as well.

Understood. Thank you for sharing how your academic and recruiting experience apply to HR. I have completed verifying the required skills. Thank you for your responses.

OK.

Hello.

Hello, Professor. Let's begin with a question about your teaching approach. Could you share which type of classroom setting you find most effective for engaging with students—traditional lectures, seminars, or a hybrid approach? Why does this method work best for you?

Sessions only definitely, because sessions will be always communicating with directly students. It would be help us to uh, kind of get a direct communication relationship with between students and the professor. It would be great to if you have any doubts. And also we can check the students uh, interest, how they are going to enthusiast uh, seeing the subjects. So definitely.

Sessions only.

Professor Raj, based on your educational background and experience, I'd like to delve deeper into your work on the project "INX Future Inc Emp Performance." Could you provide a concise overview of this project and indicate how your findings could integrate into practical HR training frameworks?

Definitely. So we should go through the first of our market research for this area and analyze the things and how things go into match for our requirement. So based on that, I'll just make the concise requirement, I'll suggest to review them and I'll provide the final feedback to them.

Yeah.

Alright, could you go ahead and clarify the tools or methodologies used?

Yeah. So today Internet we have a get a lot of market research data. So ChatGPT perplexity, hey Google Gemini and getting support with that.

Other kind of LinkedIn page as well articles, a lot of articles will be there. So we have to conduct all the tools you utilizing the Internet and helping.

To get the data done and definitely it would be a kind of good market research tools.

I'm gonna do my experience.

Understood. Finally, can you connect the insights you gained from this project to how you would design or improve HR training programs for employees, especially in terms of aligning them with organizational goals?

Definitely.

So employee goals should be kind of clearly and concisely mentioned to the document. Each and everything should be practically possible the way to achieve their goals independently. So the training policy should be always very easy to apply for them day-to-day activities because the workload should be always there and parallelly they should balance for their.

HR policy schools as well. So definitely it would be, uh, easy to understand, easy to navigate, easy to, uh, help us as well help them as well to get grow for the better.

Knowledge Sessions.

Thank you, Professor. That gives me insight into how you approach linking research to practical HR applications.

Uh, linking to practical applications? Definitely we have to.

Research on that and then taking the senior HR executive or senior, uh, relevant concerned member to.

Market of seat 1 to one discussion taking from the inputs then only I can able to pitch on the same because I don't have a work experience in real time.

Regarding this.

Sorry for that.

That's okay. Let’s delve into something more specific. Professor, could you elaborate on how you would align VIT University's institutional goals with HR initiatives to ensure both academic excellence and administrative efficiency?

Yes, as AVAT institution record I have seen because it's one of the premier and prestigious university in India. So all the consistency always used for that the infrastructure and the benefits and the reputation it's always seeing phenomenal. So I'm happy to kind of see the BAT prestigious university among one of the top universities in India. So also the provided such a benefits with the students employees it's it's.

Definitely things to.

Ultimate seeing for the next level.

Growth phase.

Understood. Let me ask this—how would you foster a collaborative work culture while addressing conflict resolution and employee relations at VIT University?

See vid is the kind of colleges its not just for.

People centric college, I thought I, I think yes, it's a people centric college. People should be kind of open culture. Definitely the freedom is ultimately help them to achieve their goals. It's no limitation kind of things, but ultimately it's going to follow the discipline things, but the students can explore the things explore.

The learning things it will be definitely help them to grow not only.

For, uh, learning things disciplinely and practically, they can evolve the things from themself itself.

Definitely we should follow the discipline first thing and we should encourage the goals. We should set the goals for the long term. We should guide them. This is our goal. This is the kind of Vt next space. We are looking for that because always we have the competition with that our own kind of things. Then only we can push for our boundaries to next level achievements of the goals because we 80. It's not just for the college because it's a very premier institute so.

I see your perspective on fostering an open and disciplined culture. Broadening from that, how would you ensure that HR initiatives actively contribute to enhancing both academic performance and long-term institutional reputation at VIT University?

Being a premiering should be always look for.

Hold rank because we are always looking for that. It's the rank now, right? So that's what I'm looking so we we should.

Grow.

What were experts set the goal?

Well in advance.

Professor, could you clarify or elaborate on your thoughts? Are you referring to setting professional goals, personal objectives, or organizational targets in the context of HR or academia? I want to ensure I address the right topic in this interview.

It's definitely so things needs to be done. So along all the key metrics it should be matter. So getting the data requirement and collectively we have to sitting to understand that and we have to did again research on that. We have to work according towards the.

Vid Goals.

Definitely save ASIHL executive role. It's very eager to contribute things because I'm not only just a recruiter, I'm still explore the opportunities for the operation side as well. So I'm eager to waiting for that opportunity to learn some so many things, explore my contribution skills to VAT UST.

Understood, Professor. Let me frame this within the context of this session. Could you provide a specific example of how you would align VIT University's vision and institutional goals with HR initiatives to support long-term academic excellence and administrative efficiency? Please elaborate on the approach you'd take.

Flip Classroom.

Got it, Professor. Building on your enthusiasm for contributing to operations and beyond recruiting, let’s discuss your instructional approach. How would you implement an active learning model, such as the flipped classroom, in a large-enrollment course without relying on

Sorry I lost your voice.

Yes, Professor, let’s dive into the flipped classroom approach. Could you explain

Definitely a flip classroom approach. It's nothing, but we have to arrange the classroom and we have to umm, ask them the students to come the meeting session or it is the live classroom session. We have to manage them and ensure get the details will plan in advance. That's it.

Definitely. So before that, I'm happy to kind of share the materials with the group within our group session. So ensure everyone should go on through the PDF before attending the session so that they can review the all the documents and having any questions, queries during the session, you can definitely feel free to ask me. I can say that during the WhatsApp group channel. Our professional group channels. I can share their PDF too before taking the sessions. It would be great to.

Understood. To delve a bit deeper, could you elaborate on how you would engage students with pre-class material in a flipped classroom setting? For instance, what strategies would you use to ensure they have gone through the material before the live session?

Help me to as well, uh, kind of understand the people.

Interest us?

Alright, sharing materials in advance through professional channels like a group is a good step. Now, let me ask: How would you design evaluation tools in this flipped classroom model to measure genuine competency beyond typical standardized tests?

Definitely I would suggest for that online test using for that protocols using our internal tools. So I would suggest to set up the.

Online test assessments.

So it would be help us too as well kind of getting right evaluation without any bias answers.

Understood. Using online test assessments can certainly reduce bias and offer scalability. Thank you, Professor. We'll continue.

Professor, how would you systematically improve a key departmental metric, like "Research per Faculty," to align with the standards for high-level accreditation?

Uh, sorry, I'm not getting your question. Can you please repeat again?

Definitely for this thing we have to analyze the things first we have to did the we have to make the market research understand the past records and we have to engage with the relevant team members and ensure get all things materials ready. We have to given pass it to the relevant team members.

Certainly. Professor, how would you systematically improve a key departmental metric, such as "Research per Faculty," to ensure alignment with high-level accreditation standards?

Definitely being a recruiter, it's a multitasking role always helps us to kind of handling the multitasking role. It's very challenging, but it is well balanced role. Definitely based on the workload, we have to prioritize the works and we have to divide the work. First we have to set the task ensure in our task 1, task 2 completed and going by task, by task and which is prioritized task, we have to make sure complete the task based on the.

Understood. Could you elaborate on how you would balance the administrative workload involved in such efforts with maintaining your team's research output effectively?

Requirement only.

That based on the work experience only I can see, but I don't have a work experience on that.

Thank you for sharing that. Could you also provide an example of a situation where you led an internal committee or initiative that directly impacted quality audit results or institutional evaluations?

Sorry.

No problem, Professor. Let's continue. Imagine you're facing a scenario where a student accuses you of grading bias, and this allegation directly conflicts with institutional pass-percentage goals. How would you handle this situation?

Definitely and kind of if it is fact thing means I would.