Good day, Dr. A.K. Subramani. 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?

Yeah, this is, yeah, sure. This is Doctor AK Subramani. And actually I have around 19 years of teaching experience and my qualification is B.Tech IT, then MBA systems and HR and PhD in Human Resource Management. I have around 20 Sr. pitching experience in which around 10 years of experience with Welltech group of institutions and have experience with as an associate professor and their head the Department of Management Studies, Saint Peters College of Engineering.

Please start

Professor and associate Dean of research at Savita School of Management, Savita University.

Thank you for providing the additional detail. Professor, let’s proceed to assess your qualifications and expertise required for the role of Human Resource Management Professor. I’ll ask you specific questions tailored to assess your depth in key areas related to this role. First, to establish the foundation, can you explain how you integrate HR Analytics or AI tools into Human Resource Management practices? Please share a specific instance or use case to illustrate.

So The thing is actually in case of HR analytics, obviously we are going to make use of AAA tools. Particularly for example, even when you want to go for a recruitment process for example like this, we can screen the candidate. First of all, we we can start with ATS applicant tracking system.

Yeah, sure.

So that we can screen the candidate who are matching the the profile OK with the the requirements.

Second thing, actually we can even have kind of the interaction session so that no because nowadays the plenty of applications are coming from OK for the various roles. So we need to screen the appropriate candidate by using the technology. So that is also possible. Then actually there are different kind of metrics that are available in case of recruitment selection and in case of for example, the performance management, there are different kind of metrics are available. So those metrics can be accommodated using the. Can be Tableau or Power BI kind of thing. Various kind of analytical software.

We can screen the candidate or, or we can analyze the performance of the various aspects. For example, know how the training of the training development department performs, so we can understand that.

In, in order to buy by means of analyzing no, uh, how many candidates have been attended the particular training and before the training, what was their performance after the training? What was their performance? Was the training is effective or not effective? Uh, whether the candidate is feeling OK, that is whether they are able to implement whatever they will learn in that job, right? So similarly, we can even calculate the workforce diversity metrics, for example, how many e-mail and how many female we, we maintain or how many are from.

Domestic people, how many international people are available? So such kind of things will help us to improve the HR because nowadays we may be knowing that SHRM, strategic human research management, that means that the HRM should support the business objective and strategies of the organization. So HR play a vital role. With the use of technology, we can support the business operations to the maximum extent possible.

Thank you.

To delve further, how do you see entrepreneurship being integrated within the curriculum for management students, and what approaches or activities do you employ to encourage entrepreneurial thinking?

Yeah, actually there are certain institutions now they used to offer, they used to more focus on entrepreneurship. So because the entrepreneurship is also the need of the day. For example, there are very good scope for startups in India particularly because we have youth population while compared to other country, you know we have majority of the youth population in our India so that now we can.

Through by means of implementing through our education system. OK, so The thing is here, for example, uh.

More focus on the startups.

Zhang Jib, instead of management and entrepreneurship, then there are other institution also they are focusing on that. Particularly nowadays we need to think about OK, even the family and business ownership, entrepreneurship, so because there are the next level people.

Next level youngsters, OK, who can take up the business? No, we, we can give the guideline how they can take their business, their family business to the next level in or into the global level.

Thought through the structured curriculum.

Yes.

Generally know the students attention span is coming, coming down nowadays because we may be knowing that the Gen. is that no, OK, they they were, they will not be able to adapt to the that's purely the classroom kind of teaching. So obviously we need to make use of the gamified learning. For example, now we can after teaching every 20 minutes, we can kind of kind of quiz, which can be kind of interactive and also it's kind of game method so that no, it will increase.

What specific activities or initiatives do you incorporate within your courses to foster the development of strategic thinking skills among your students?

Anytime OK, they can learn through the choices. It could be even competitive. So they want to win, OK, and they can even check OK, what is their whether they are able to answer or not able to answer. What is their understanding level in the particular topic and how many zones are able to unders correctly answer to the questions where they do mistake, what kind of mistakes they do. So all those kind of stuff we can understand through the gamified learning or it could be even experiential learning, for example, like in case of live.

Their attention span at the same.

For example, the kind of even case presentation so that the students can understand and analyze the case and they can make the discussion among themselves. It also improve the presentation skill as well as the team building, team building skills.

That is a live projects or it could be you know.

Understood, Professor. Let us now evaluate your insights and contributions to organizational behavior and soft skills training. How do you structure a training program aimed at improving employees’ career management and interpersonal skills?

No, as of now, I didn't conduct any kind of specific training program actually, uh.

When, when after my undergraduation, you know, I I worked as some kind of computer science department lecturer by the time only I just thought Ms. Excel to the police trainees. So later in MBA, I didn't okay conduct any kind of MDP program or executive development program and.

In future I need to explore about it.

Thank you for your response, Professor. Let's proceed to another area related to skills in teaching theory and conducting laboratory courses. Could you share your approach to ensuring students grasp theoretical concepts effectively alongside practical application? How do you manage the balance between theory and practice in your teaching?

Actually the theoretical concepts, it's it's the foundation, it's OK, it is fundamental thing. So it is required. Then apart from that after just giving the theory you know they will know they won't be able to connect to the industry what is the requirement or how it can be implemented, the application part of it, so.

The thing is I used to discuss the case studies which is connected to the particular theory so that now they can understand how this particular concept has been used in the particular real world scenario and what is the implications of it. They were able to understand it. Apart from that, the software for example by particularly when we teach kind of subjects, obviously we need to teach what is the different kind of metrics available, How what is the implications of those metrics, how it could be used for improving the HR system effectiveness.

So we need to, I used to take them to the lab, computer lab and OK, the kind of Power BI, tableau, how these kind of things can be implemented or performed, I used to teach them.

That makes sense, Professor. A follow-up here, how do you measure the success of your methods in ensuring students effectively learn both the theoretical and practical aspects? Specifically, how do you assess their readiness for real-world application?

Yeah. So the real world applications know they should be the kind of employment ready. So which means that they should have the skills, right. So we used to conduct the kind of Mark interview, OK. And actually the particularly one more thing we used to do for example, at the end of every course, we used to conduct a kind of theoretical vibe. So are they able to answer to are they understand, are they able to understand the foundations or the theoretical concepts connected to the particular subject?

Apart from that, we used to conduct a kind of mark interview. So in the mark interview, OK, we used to have a kind of aptitude kind of test. Then the industry later questions particularly you know where we used to call the the persons from the industry, they will be asking the questions so that we'll able to check whether they are able to crack the the different kind of rounds in the mark interview. Are they having the confidence, are they able to speak?

Up so those kind of stuff we can verify then apart from that, I I used to personally suggest the students to do some value added poses apart from the MBA curriculum because nowadays we need something extra always. So for example, the value error courses through NPTL or it could be through course error platforms. What will be the domain they have OK related to the particular domain. For example, in case of HR, there are number of N number of courses in courses. There are Udemy and NPDL. OK, so and one more thing.

When we connect the any domain with analytics, that is a good scope I feel so. So for example, in case of HR, the HR analytics are a in HR closes. I suggested my students you in from NPTEL. They also perform those particular courses so they are able to complete the particular courses with the goods course so that it will improve their theoretical as well as know the practical perspective so that easily they will be able to track the interviews.

Thank you, Professor. Let us now assess your experience and methods in student evaluation and exam duties. Could you describe your approach to designing fair and effective evaluation systems for both subjective and objective assessments?

Yeah. So The thing is whatever we teach at the end, we need it. It has to be end with the proper fire assessment. Otherwise you know the students will get demotivated. So I used to ensure that for example, if it is a kind of offline system, I used to ensure no, whenever I correct the paper, each paper, each page of the sheet, OK, we need to be very focused because we may not have time to go through the entire content, but at the same time we need to devote the sufficient time to evaluate the offline papers and apart from that.

We need to ensure, OK, for example, now if there are certain universities nowadays goes for they are going for the online, online kind of correction. For example, using the electronic gadgets, the students can take, take up the interview, sorry, take up the exams, then the faculty also can evaluate that. So in that case, each and every question, no, we can ensure that each and every question the fakely has given the proper answer, sorry, proper marks. Then even there is no total mistake such conducting and.

Even for example, after evaluating all the answers sheets okay, based on the scores, we can even verify that whether is there any bias fact, some sometimes what the faculty used to do, they used to give the kind of margin mark for all the students whether they are above.

Average performers or outstanding performers are below average performance just like that without reading anything OK without proper while doing the proper evolution they used to give them. So such kind of things can be avoided by means of finding out the mean score standardly.

So what what is the minimum mark or what is the maximum mark has been given to OK in the particular subject OK. So such kind of thing will help us to explore more OK whether the evaluation is far or it needs some.

The second person intervention.

Yeah, actually in our current institution, we used to encourage even the students to publish the research papers based on their mid course work. That is summer internship and main project work. So whenever I insist the students to do the main project or mid course, first of all, I used to tell them, OK, they need to get the company profile because the company profile is very, very important to understand the company. So then they can have the they will have, they used to have the interaction with the.

Thank you, Professor. Let us proceed. Could you share examples of how you have guided student projects or research, particularly with a focus on fostering originality and depth in their work?

Address so if the OK, if example, if the problem is connected to employee absenteeism or motivation, or it could be even know the kind of, uh, leadership later issues. So we can OK, create the questionnaire kind of thing. And OK, we can collect the data and we can analyze the data Sometime most of my research would be connected, uh, to AX what to say to examine the relationship between the kind of two variables, how cause and effect relationship kind of variables. So even 2 of my students.

Company great to understand. Is there any problem okay, which needs of the immediate address or through the research?

Publish papers in Scopus index journals and three of them are in pipeline. So I I don't just leave the students to only prepare the project report then I actually I used to take them till the publication level. If the student cooperates then it could be possible.

Impressive, Professor. How do you evaluate the quality and contribution of the students' research during this guidance process, especially for those aiming at Scopus-indexed publications?

Yes, exactly. So thing is no, when when we want to publish a Scopus index paper, then obviously from the beginning we need to work because we need to identify the appropriate title, OK. So for example, it should be, there should be a novelty that is very, very important because the usual topic cannot be published. There should be a novelty and from that we need to.

Prepare a kind of proper model with the independent, dependent or mediating or modeling variable kind of thing and each and every step it has to be supported with the literature review. Existing literature review that too the literature review should be taken from the reputed journal because generally the students may be.

But if you are going to target the Scopus index or even more than that, then obviously we need to hire from some standard journal that is well and good. So that is the reason I used to educate them, okay, we need to take the papers from Q1 or Q2 kind of journal so that no, the PTR publishing publication would be more than apart from that, I used to teach them OK, how to frame the questionnaire. For example, we need to make use of the standard skills and after making the preparation of the standard questionnaire or OK with the standard skills, then we need to.

Taking the papers from the reference like Google Scholar, something like that. But Google Scholar, no. It used to have all kind of Tier 1, Tier 2, tier 3 journals also.

Go for a data collection. Then before the data collection, actually we need to have the proper plan of research methods. That is another important thing because the justification of methodology is very, very important in case of publication of paper. Then after the data collection, OK, then I used to insist them for data cleaning process, data analysis, I used to teach them all those things. Then final stuff, no, OK, they're doing the data analysis, so.

SMART PLS and AMAS and SPSS software so that I used to teach them how to make use of these softwares for the data analysis, how to make the interpretation, how to write the interpretation. Then finally how to draft a paper. Then not only drafting a paper is important, we need to identify the appropriate journal. Okay, so I need to guide them how to find out the journal and how to format the manuscript according to the journal guidelines, how to submit. So this is the kind of long process and each and every step I used to guide the students.

I have the vast kind of experience in statistics like.

Thank you.

Generally, you know, the research is important in order to OK, there are two aspects. The research, the purpose of the research is having two main aspects #1 no, it is going to support, it is going to create the IT is going to enrich the existing knowledge base. So for example, the next, the forthcoming future researchers can make use of this particular research. Accordingly, they can develop few more models and they can demonstrate OK, what is what is the kind of cause and effect relationship among different kind of variables, that is theoretical aspects.

Let us assess your publication record and research expertise next. Could you provide an overview of your notable research publications and their impact within your field? How have they contributed to academic or professional practices?

Person that is the practical aspects even it is going to help the practitioners to understand.

How the OK, for example, how they what is the impact of 1 variable on the other variable? What is the kind of quantity of impact so that now whenever they make the decisions, they can think about OK this kind of this kind of particular kind of relationship. Then accordingly, you know, they can make the policies or practices in their systems.

So both the disarmament theoretical implications as well as the practical implications generally whenever we write even research paper, we used to explore, you know, the theoretical implication as well as practical implications.

As of now, I didn't get any specific award or recognition, OK, Actually the recognition in the sense I got this position as a associate Dean of research because of my research publication in our university. And even I used to get OK monthly ₹20,000 as research incentive from my institution. So it is also kind of another recognition and I have been OK having the OK. That is the career path.

Thank you, Professor. Could you now elaborate on the recognition or awards received for your research, and how these honors have validated or influenced your contributions to the academic community?

Research papers only because as of now I'm having around 49 publications. Soon I expect another five to six months it will be crossing around 60 because few papers are published and few papers are okayed to index those kind of stuff. Things are there, whereas I didn't receive as of now any specific award.

This additional promotions because of this particular.

Around 910 papers in B category journal and around 8 papers in C category journals. And apart from that around I have submitted 2 papers in a star category. General cities under one paper is under revision, the other paper under review. So still I'm exploring more on, you know, particularly the high end general. It is Tier 1 and Tier 2 kind of journals.

And one more thing, no OK, the publications when I say I've already published around 2 papers in a category, journals and.

Thank you, Professor. Could you now describe your experience with industry projects or consultancy engagements and how your academic expertise has contributed value to these initiatives?

Yeah. See, as of now, I didn't make actually I don't have that much connection with the industry because I used to more focus on the academic and publications point of view. Actually I want to explore more on the industry kind of collaborations, OK, because I didn't explore consultancy projects as of now and even the funder projects, so the next.

Professor Subramani, as we begin, could you share which type of teaching environment you find most engaging and effective for fostering student learning in Human Resource Management?

Yeah. The thing is no, when we are going to have kind of the monotonous, no, this was obviously they will feel bore. So thus whenever we teach the subject, we need to have more interaction. So I used to have more interaction with the students. So when randomly I used to pinpoint them and I used to ask them questions, are they able to understand? I used to give the the kind of live examples now which is connected to the particular thing even for example when it. Teach the legal aspects of business. It's a kind of course.

OK, allow them to take the seminars. OK kind of thing are the role play. So wherever possible I used to have more interaction. Then after that as I already told you after 20 minutes of time or after 40 minutes of time once I complete the particular topic. So based on the topic covered, I used to conduct a kind of quiz. So through the quiz they will able to engage what they learn. They will be getting the questions from what the topic covered. For example, I used to upload my PPT in.

This one wayground.com website, OK, so it used to generate the quiz questions based on the content I gave. So then I use the container kind of game it it could be in a individual based thing or even team based quizzes I used to conduct. So the people feel more interactive and it's kind of gamified learning so that no, they will not feel bored at the classes.

Thank you.

Professor, I reviewed your background, specifically your achievements in publishing 85 research papers and guiding Ph.D. scholars. Let’s delve into how your research aligns with teaching. Could you select one of your published research works? Explain its primary objective, and then illustrate how you would integrate its findings or concepts into a classroom setting for students.

Yeah, So actually whenever I used to conduct the research, you know whenever I conduct research, whatever may be the kind of the research results I used to share with my student, OK. For example, if I one of my research connected to the impact of transformation relationship on innovative work behavior, how come the transformational leadership OK is having positive impact on innovative or behavior? What is more the term transformation leadership or what is meant with term innovative or behavior, how come it is connected, Why it is?

Connector So that's kind of, uh, things I used to discuss with my students so that they will also able to know that that the key terms in HR. Apart from that, they will also know that how it is interacted and how they can perform the research. What is the implications of research in business? Those things they were able to learn.

That's insightful, Professor. How do you ensure that graduate-level students, particularly those who may not have prior research experience, grasp the complexities of concepts like transformational leadership and innovative work behavior? What teaching methods or strategies do you employ for clarity?

Our scheduled time for the interview is now up. Before we conclude, do you have any questions related to the role or the company?

I have one specific question. For example, if I can, I know that what is the eligibility criteria for the professor position in VIT?

OK.

So I I do not have any any more questions. Thank you.

OK, OK, fine.

Thank you, Professor. Just to confirm, would you like me to end the interview now?

Sorry, pardon me.

No problem, Professor. Just to clarify—should we proceed to conclude the interview, or is there anything more you'd like to discuss?

Nothing. Thank you.

Thank you so much.

It's a good experience.

I'm glad to hear that, Professor. Just to confirm, shall I go ahead and formally conclude the interview?

Yeah, please.