Good day, Gopi 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?

Please start by introducing your professional journey in academia.

Yeah, very good evening.

Good evening. Please go ahead and share your professional journey in academia.

Yeah, thanks.

I'm actually I've been.

Working as you administrative assistant officer and CMC distance education unit.

More than six years I went into that same field and my profession as like.

I've been doing it for.

Especially for administrative activities and.

Uh.

Administrative activities and then.

HR related coordination with the teams and coordination with the teams for especially for the contact program related work and all the administrative administrative related tasks within the team members for the effective communication for for any program happening within the department and the department from the.

External.

And especially for this, uh, but uh, since I'm a admin assistant officer, so, uh, there are budgeting for the program related things and umm, finalizing the budget and uh, uh, finance related work also will be there.

That is uh, more about my uh profile apo profile of uh.

Job description As of now I'm doing it.

And that is strange. Education unit. CMC. Mellow.

Thanks for sharing that!

Let's start by verifying your skills. What is your approach to fostering strong employee relations and engagement in a workplace?

Yeah, actually I'm a very quick learner, so know where I can.

Adopt.

Uh, situation like I'm, I'm very easily adoptable person and uh, I can be, uh, yeah.

Innovative things could be possible to implement in that.

Area where I can apply for this?

Could you elaborate on how you would practically foster strong employee relations and engagement? For example, what specific strategies or actions would you implement to create a positive workplace culture?

So when when we are doing it for you know more about.

Yeah, actually positive.

I asked me. I'll just.

Yeah.

When we are doing for, I mean if I'm learning many things, I say Foster and I would like to implement with the team members, so like many people.

There are people in different thoughts they would have have and how best we are just listening each other and which we can implement and also adaptable with the.

Uh, win win situation like in the organization?

Could you clarify how you would manage situations involving conflicting interests or misunderstandings between employees to maintain a win-win environment?

Yes.

Actually, the people, those were coming up with a different, uh, thoughts, I mean different under pers, uh, their perspective of understanding. So there we will have to call the people, uh, initially 1 by 1 because we need to know the each other.

So where the problem is arised and how we best we can sort it out then after speaking to the both the people, then we will have to see so that there are if the coin is we can we know the coin is two sides, you know.

So we will have to.

See the others page of the people. Why the?

Conflict and the people misunderstood, arrested. So based on that we will have to take a call and this people, we can speak to the people. This is what the real situation scenario is happened.

That is, then we will have to, I mean, explain both the people by sitting together and then we can make them to understand each other. Then we'll solve the problem accordingly.

Understood. How do you typically measure the impact or success of these employee engagement and conflict resolution strategies?

Yes, actually, uh, that I, uh.

So when the people are why they can't actually we will have to call think about why this type of conflict arising within the people. So there are some expectation.

Which is getting each others. So some people they have seen for the other people, they may feel that.

Their perception like a different thing like these people are qualified qualification and as well as the work related things, they are the best and because of their jealousy things also it would have come. So we'll have to understand the things then we'll have to sort it out the conflicts with within the employee.

So based on that, we can just sort it out to the better and the best workflow process in the institution side.

That is the way we can just, uh, implement this type of conflict, uh, solution we can do.

Noted. Let's move on to the next area. Can you explain how you approach designing or managing compensation and benefits programs to ensure both fairness and alignment with organizational goals?

Yes, organizational goal, we would have to, obviously we'll have to see.

How best we can implement to this organization related things? So The thing is that.

Uh.

Yeah, we will. First of all, we love to see the adaptation of how best we can.

Studied about this organization policy so the the thing the.

Yeah, software, there are many software is available nowadays especially with the a related tool. How best we that those software relative to implement and like your HR expert hire and.

Software. There are many software is available.

And there are many things.

Suit HR, suit finance suitors, there are many softwares available in the market so such kind of things we can just see which is best for.

This institution policy so that based on our customer customization, we can ask them to. We can approach to implement for this HR policy and as well as the.

HR related implementation of this uh.

A role and such thing.

Could you give a specific example from your experience where you worked on designing or managing compensation and benefits successfully?

The managing compensation, actually we, uh, we, uh, we would like, uh, we would call the people at the time of interview. So the compensation like, uh, uh, that interview negotiation would happen. So that time we, we would have informed the people, this is the fixed by the institution and such type of conversation also would happen for the managing compensation. Related to the.

Employees, so there are software, I mean, uh, that too. Also software is available for the fixing of the year of experience. How best we can give for the based on the uh, uh.

Organization. Uh, uh.

And then fund funds position. So that is the the main important we cannot fix the people like just like that and it has to be it depends upon the growth I mean.

Volume of the financial position of the institution we need to consider, then we can go with that.

Noted. Let's move on. How do you ensure compliance with employment regulations and best practices in educational institutions?

Yeah, HR implementation for the best practice practices to the institution. There are many people we can just.

Where I mean exactly if you want to say where we.

The people we will have to hire there. So then if the unnecessary places, if you're having many people there, we'll have to cut short. Then if they are well worse in working experience, we can, we can use them to move on to the next. I mean some other place where exactly the people needed. So such type of implementation, we can do it further.

Uh, institutional growth.

How do you keep yourself updated with changes in employment regulations to ensure your organization remains compliant?

Yes, actually there are uh uh, people. How I best, I mean, uh, I.

Depends upon the government norms. We love to implement those policies into the our organization also so because otherwise we love to face the legal consequences.

If you're not being updated as per the government policy so that we will have to see a day-to-day.

Mind like a labor law and other things we love to see and update everything based on the.

I mean, what is going in the government?

Uh, policy of the institution also. We'll have to see that.

Understood. Let's proceed. How do you use data to inform decisions, identify trends, and measure the impact of HR programs?

Can I get can?

Could you explain how you analyze or utilize data in HR decision-making, such as improving employee retention or engagement?

Yes, actually for engaging employees will have to uh.

I mean by implementing the software so which is suitable and understandable for the everyone. So based on that it should be a friendly manner to the people. They can easily understand that and whenever they wanted to approach the institution I mean to the management it should be very user friendly for them to.

Get an.

For that age that software should be very user friendly. Based on that one, only we can we could.

Implement in the organization because there are people, elder people also will be there, most experienced people also will be there. So we'll have to consider all those people. Then based on that we will have to implement that software which is available in the market for the best to suitable to the institution.

Could you talk about a specific situation where you analyzed HR data to make a decision or improve a process?

Yeah, actually. So like.

Salary when we take about the salary salary which is the part we love to for the.

Like many companies, they are having a different slabs, like a different scenario, different policies to implement.

Like a three years.

And, uh, yearly ones. And especially for the DA. For the DA, we love to revise.

As the government, they're doing it for twice in a year. Likewise how the policies become playing in the institution we love to.

Make.

Uh, I mean how the fixing of each and every employee in the institution, the DA or else their salary slab is increasing and otherwise their gratuity and calculation and what everything based on the people we'll have to see and the implementation should be done. And yeah, quite a nice and smoother functioning for the HR. It should never be in trouble at any cost, at any calculation point of view.

The I mean make the software accordingly and then we will have to implement software I mean based on that.

To the institution. So we I mean in that way and then there are many software which is available in the market that could be implemented in the organization for the better.

Calculation.

Any implementation for the HR?

Moving forward, I’d like to confirm: Do you possess a Master’s degree in Human Resource Management from a reputed institution?

Yes, I've done uh, master chicory in uh, IQFAI University and uh.

My specialization is HR and Marketing.

And yes.

Professor, I see that you hold an MBA in Human Resource Management from ICFAI University. Can you share a research topic or thesis you worked on during your academic journey that you feel connects strongly with your teaching or practical HR expertise?

And, umm.

And I worked in the.

Well, I'm in HR executive and senior HR in that level. So and when I was studied an MBA that time Ben, I took no project.

It not in nature that is it. I just wanted to tell and that is I did it in.

Uh, in the marketing area, so they study on uh.

That is for the study on TV's, my TV is called in reflection in the market. So that is about my study, but HR I didn't.

Got it. Since your project was focused on marketing rather than HR, let me shift the discussion. Based on your professional experience as a Senior HR Executive, can you provide an example of how you’ve applied your HR expertise to improve training or induction processes in an organization?

Yes, actually, uh, training and induction process, uh, induction process in an organization, actually they will have to uh.

Initially.

After recruiting the.

After recruiting the people, then we will have to, uh, call the, uh, those who have been selected. Then we'll have to, there are a list of cuisines which company has usually where they wanted to hire and they have a certain format of, uh, people they, that they wanted to be, uh, trained. So we will give. In intention, I mean to the people, for one.

Which is, uh, depends upon the organization they are allotting the funds for that, you know, uh, after this, uh, uh, implementation of the people, then, uh, I mean recruiting the people, then we are calling call them for the intention and then during that.

Intention period. We would like to train them acutely and as per the requirement.

Uh, needed by that institution. So based on that, whoever, who are all performing a well and we will have to take them for the next, uh, position, I mean like a consolidate, uh, and then we will move them into the.

Uh, budget and Canada Post like that.

So during that period, we'll have to focus how best they are into that, particularly for the during the training period, how best they are performing during the training period. We love to note the criteria based on that. I mean there are many criteria we love to keep like how some HR companies are doing like. I mean like the after I before hiring the people like.

There are some, I mean how confident they're making the attending the interview, such type of things. So such a way we'll have to give an attention to the people and we can just focus our best we can.

Uh, suit and make them too suitable for our requirements.

Understood. You’ve highlighted a structured process, emphasizing selection, customized training, and evaluation. Could you share a specific challenge you encountered during this process—perhaps an issue related to engagement or a mismatch in skills—and how you addressed it effectively?

Yes, actually after a after recruiting the people. So we'll have to see. I mean, otherwise before recruiting the people also we can just see the people where they are performed. If they are well versed in the particular like HR, then we'll have to.

We'll have to take them into the HR level and then if they are well versed in the administrative or else marketing side.

We can just.

Give if the company is having that openings, then we'll have to tell them.

To recommend to the people, this person, especially for this people.

I'm an expert in this particular area. You can use them for that particular area for, for the growth of the company. So such a way we can just split up the people.

And depends upon the qualification and the experience.

They are having based on that we can just implement some people they may have experience and.

They like when the intention is going that time we'll we'll come to know where they are exactly fit to that.

Uh, I mean to the organization so that we can just tell them to move, uh.

Inform the higher people, I mean top level people to move the people from HO or else admin or else marketing wherever they are suitable. That way we can do it.

It seems you focus on aligning individual strengths with organizational needs, which is essential. How do you ensure that this matching process also keeps employees engaged and motivated, particularly if their initial role changes during the induction or training phase?

So massive people. So yeah, exactly. Actually this is like that we should have a certain type of this thing like after giving the intention we we'll have to.

Based on that criteria, we should keep for that shortlisting the people like, you know, shortlisting the people depends upon their regular.

Comings regular performing the task which they are company is giving during that intention program and then. How how best they are following the instruction there are.

Several criteria is available. Based on that, we will have to shortlist the people accordingly.

Understood. It sounds like you rely heavily on observation and predefined evaluations during training to ensure alignment and motivation. Thank you for elaborating on this. Moving forward.

Yeah.

Let me ask about your approach to creating HR strategies. How would you design a compensation and benefits plan to attract and retain top talent, especially in an academic environment like VIT University?

Yes, actually, uh, HR task we can just implement to the organization, uh, especially for this uh, institution like VAT, which is very, very, I mean, uh.

Our

Vast university.

I know that, uh, very vast uni university and, uh, there, it's uh, I believe that this Groban university is not very simple for explain. I mean, without, uh, implementation of HR policy, it should never been like this much of uh, bakery university. So I've seen that.

This is I mean.

11th university university in India and how they could have been in that place. So because of that policy and the I mean structure and then.

And then?

Yes.

Yes.

Specifically, how would you design a compensation and benefits plan that aligns with the scale and reputation of a large institution like VIT University?

Yeah, actually it depends upon the people's experience.

And then?

In, implement the qualification and especially for the.

We love to.

So party, party, party, how the wages should be for the soul based on that?

Government norms.

And we'd love to implement.

Implement the compensation to the institution.

Got it. How would you ensure that this benefits plan also addresses employee engagement and retention through data analytics in an academic setting?

Yeah, academic it's a totally different than the operation side people, I mean office side because academic people we will have to called, I mean their qualification and especially for the private sector how they are keeping depends upon the region and depends upon the territory. There are some slabs are there then based on the cost of.

I mean like terrorist territory that city either that institution is belongs to the city or else institution belongs to the rural or urban or semi urban.

We could have implement accordingly so like.

There are the criteria is available based on that we we could implement and we can just fix the salary and then compensation to the employee. Either it it, it could be the as I mean office people or else it could be the professor level. I mean teaching side also depends upon the place where it could be placed. And then if there there are some reputation is there.

There are some of them institution like VHD, so there we'll have to fix the salary depends upon the people experience and then how best they did the research.

Understood. Lastly, how would you mentor junior HR professionals within your team to ensure they are equipped to handle such nuanced strategies and maintain the institution's high standards?

News, I mean youngsters. So there we, we, we can't expect the people to.

Yes, actually. When we are hiring.

Immediately show the result like so since the area varies fresher I mean. Otherwise they are the youngster or else they are the I mean.