Good day, Makeshrajan M. 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?

OK, sure. I'll start with medicational background. And as you know, I'm Madesh Rajan, my native is Salem. I've completed my 10th standard in CBSE school which is located in Salem, up to 10 standard and about my 11th and 12th standard. I studied in a matriculation syllabus and I hope my undergraduation. I have completed my BAC computer science in Vysya College of Arts and Science, Salem and I have completed one more professional degree which is called Bachelor of Education from KSR College of Education.

Please start by introducing your professional journey in academia.

Uh, which uh, I've completed in a COVID time period and I have also done a, a dual master degree, which is a PGDM with MBA and PGDM is from Fiber Institute of Research and Management, which is in Coimbatore. And the Master of Business Administration is from uh, Multimedia University, which is located in Malaysia.

And while studying itself, I have completed various inter internships with the different companies and different sectors. And my first internship internship is with Justdial Limited in college which is located in Coimbatore. They are my work is like sourcing the profiles and making the candidates to come for a face to face interview and screening interviews and completing the first round of interview for the candidates and some data works with the excel and assisting with the HR for the processes. Like this, only my work will work, nature will be there.

And my second internship is with the last two broke constructions which is located in Chennai headquarters. There I worked with HR, SEC department, shared service center and my work will be like onboarding process mostly background verification, employee ID generations and employee engagements like so on. And there are worked with the HR SAP softwares like success factor and.

My third internship is with the title Manufacturing Plant Limited which is located in Coimbatore. They are my workplace like like same recruiting and sourcing the profile, employee engagement activities and conducting CSR activities and so much and like organizing the five-as processes and et cetera.

Lent's own people, strong software, Ln's own websites and etc.

And finally, I've joined my work in Bharat Financial Inclusion Limited which is in Coimbatore is an industry bank's own subsidiary from 100 percentage subsidiary company. There I've started as an intern and based on my performance, they have converted me to an onroll employee. They are my work is like from hiring to firing, everything was managed by me like from the sourcing, recruiting and onboarding, training and handling the disciplinary action management system.

And exit interviews.

And everything most of the party except for the payroll. For payroll I assist with the data for my hot and they will process the payments. Otherwise, although operations work was managed by me, has information system, attendance management, everything.

And providing the deputation letters.

And this is about my work nature in the Bharat Finance and within 1 1/2 years I have got an opportunity to join as Assistant Manager Muthu. My profile limited.

Which is in Coimbatore. There I was the only one who have handled the entire Coimbatore region and Muthu microphone. And my work nature is mostly into the recruitment part. And I've handled over 20 branches single handedly in Coimbatore and mostly in the recruitment and some operations work and employee relations training for the newly joined employees, onboarding processes and et cetera.

So without any reason I my doctor was advised me to quit my job and perform the surgery as soon as possible. So I've left my job and now I'm all right. I've done all my surgery and ready to join my work again and I'm searching for the work with that's all about me Sir.

And within six months of joining with Muthu Microphone, I've got a health issue to undergo with the surgery in my tongue.

Thanks for sharing that, Professor.

Could you briefly introduce yourself and share your academic and professional background relevant to the HR Executive role?

Uh, sure.

Hello.

Uh, movement academic, uh, my institution, my uh, PGMPHI have studied is from fibre Institute of research in management. Their, their curriculum model is like uh, 7030 model, which is a 70 percentage of practical knowledge and 30 percentage of a theoretical knowledge. Like while studying itself. We will be moving on to the internships for like from uh morning 8 to afternoon 12:00 PM We will be attending the classes in uh, our, our college premises. After that we will be moving on to the.

Where we have got attended interviews, selected for the interviews like from studying and 1st year itself. I have been moving for the HR internship only. I have selected attended the interviews and got selected from the various companies like I've already explained and just dial last night to grow and tighten manufacturing plant. All of those were HR internships.

Afternoon we will go for work and gain industry knowledge and how HR process will work and we will be with the hrs and.

Gaining the knowledge how HR department is working, how every organization has their own HR culture. After that, we will be submitting the report at the end of the trimester. We have a, we had a trimester pattern here and we'll be submitting the reports and exposing our knowledge to the our institution, educational institution, what we have gained from our internships and they will be.

And, uh, this is my extra HR knowledge based on my internship. And after that, uh, uh, as I saw told already joined as an intern only in Bharat Financial Inclusion Limited, which is an Indus and banks owned company, banking and foreign sector. And, uh, based on my, uh, work nature. And they have converted me to an onroll employee based on a performance.

Grading based on that.

And that's about me 1 1/2 years. I have got a opportunity to become assistant manager based on my performance only. Uh, mostly they don't offer within one 1.5 years of experience.

And due to some health issues only I was supposed to quit my job. Now I'm alright and ready to join my work again.

I have a total of two years of experience and actual experience in the HR field.

Anything else, Sir?

Thank you for sharing your background; I appreciate the detailed overview. Let’s delve into specifics now. Can you explain your understanding of performance management and how you have handled it in your past roles?

Yeah, sure, sure. Performance management also I have handled in Bharat Financial Inclusion Limited and.

Every quarter based on the employee's performance, we have the data how their work and we will be connecting with their managers, like every managers, area managers and regional managers.

For the best employee and they will provide us, uh, specific names, uh, based on their observations. And we will cross check with our, uh, database, uh, that employee, what they have done and including the attendance and their works. Everything will be recorded in our database.

Maybe cross checking it and after verifying with the candidate and all those aspects, we will be recommending those names to the HO department, head office department and based on our suggestions there will be there will be cross checking and processing the performance review.

Like this is how we work with the performance management.

Understood. During those performance reviews, how did you ensure fairness and accuracy while assessing employee performance, especially if discrepancies appeared between manager feedback and your database records?

Yes Sir, as I as I've already told, we will be recording each and every work of the employee online every day. They have a individual system on tab with them. You have to what what they are doing, they have to record it in the tab. They cannot lie. So we will be cross checking with the for a second opinion. We will be going to the managers with their managers. There will be a give their insights and suggestions for who is the best employee we can offer the performance management. Like that and.

Based on their review and suggestion we will be also cross tech with that data one more time with our employee database and after gone through it each and every single part that then only we will be recommending those names to the head office for performance management.

Got it. What challenges did you face while managing this process and how did you address them?

Sometimes managers will be on a one side or like they'll give some partiality and to find out those we will call with the employees and also we will be offering.

Freedom for the employees to call with us HR department anytime, anywhere they can message or mail us based on that. I will only handling the Disciplinary action management system if they have been complaining with the necessary proof and evidence.

Act according to it.

OK.

Pardon, Sir.

How have you approached designing or managing compensation and benefits for employees in your previous roles?

Uh, based on that, we will be offering the salary and based on the employees experience and where they are coming, we have a separate slab for that too. If they have a one to two years of experience or if they have two to four years of experience, we have a separate slab. And with our own slab, we will be oil at the interview process will be com communicating with the candidate and if they are OK with our package. And we will be moving or else in case of any special situation.

Uh, compensation, uh, we will be moving on based on the experience, uh, mostly if we hire for a fresher, we will be having a separate slab.

If this employee is getting a higher salary than our desired fixed package from our company side, we will be moving on for the exceptional permission from our higher officials. And with the with getting the necessary permission from our higher officials for the salary, we will be onboarding the those important employees which we are not willing to leave behind.

I see. Could you describe how you ensured your compensation structures remained competitive while also aligning with the organization’s financial constraints?

Like, like I've already said, uh, one time we are searching for a best employee and we, luckily we got found him, but he is from, uh, L&T finance and he's getting a very much bigger salary than our fixed, uh, uh, salary structure. So, uh, the managers of those area marriages and the regional managers also in need of him because he have no, no, he's very, very well known about the process and.

Oh, yes, Sir.

But the only thing is the salary constraint. So we have moved with our HO department and we mailed to our CHRO and asked for the exceptional permission and after so many process finally we have hired him.

So we will not leave behind any exceptional talents in case of any situation.

Mostly we'll be helping, uh, will we, uh, getting them from our, from our side.

That's it.

So pardon, Sir.

Pardon.

Yeah, sure. About the employee relations and the engagement, we'll be mostly free with our employees because I was handling entire Madurai region and Coimbatore region in my previous work. Most of the employees will have my number, HS number even in the branches also.

Can you share an example of how you’ve managed employee relations and engagement in your previous roles?

Madhuri Dixit I have handled over 40 branches and in every branches the employees have my number and notice button with their own number, own personal mobile phone. So if they have any issues or if they want to connect me, they will call me whatever and whenever that I will they have an issue. Also, we will be traveling to the branches frequently. I will be traveling to different branches not only for the same branch.

Uh different branches for the to connect with their employees and whenever I was travelling to the branch I will ask the employees for their needs and what they we have to implement to make their work life balance better.

And our work culture and enhanced 1. Based on the insights, I will give a report to my manager and her obvious department. If the needs were required, they will be assigning it to implement.

To make the employee work, work life balance and work culture a better one. Also, I will conduct some games with the employees in our office premises itself and moving on to the lunch, team lunch and etc. Whatever whatever the employee was requesting, we will be doing based on based on their wish.

We will be moving on with those insights.

Thank you for elaborating. Considering these efforts, how did you measure whether your employee relations and engagement strategies were effective?

Yes, Sir. As I've already told, we will be moving on with the employee side only. We will be giving our insights. We'll discuss with those employees because not only with one person, with every person, with every managers who are the basic level employees who is working for that only. We get down to the ground and move to the branches because ours regional HR, I will be mostly in the regional office only. And for every month for this purpose only I will be visiting for different kind of branches.

If without any need also, I will be traveling for the branches to connect with the employees. That's also under my JD. So I talk description. I have to travel every different for per month. I have to travel at least 5, five to six branches. So I will be traveling frequently for the branches to connect with the employees frequently. That resulted in free conversation with the employees with me. So they will be giving the insights what they have in their ground level.

Uh, I'll get the same uh, opinion from them also and merge my my merge my opinion and the employees opinion and give my report to my manager and higher authorities and based on that they will be getting giving me a decision.

Work. What are the difficulties they are facing day-to-day and what are all the good things which company have? Based on the insights I will be act accordingly. If there's something very good, I will try to enhance it.

Thank you for explaining your approach. Let's shift focus. How have you used data to inform decisions, identify trends, or measure impact in your past roles?

Uh, we'll be, uh, when we are going to the branch visits and, uh, getting, uh, down to the ground to know about the employees, we'll be moving on with the other competitive companies who are all available on the market. And we'll, uh, those people who are all working from the ground level know about that process, what they, what our competitor is doing, what they are doing best when compared to us. We'll get the knowledge from them also those knowledge, uh, and also well, if they, if I get any chance.

Ah, yes, Sir.

By the way, to connect with the our competitors employees, I'll connect and get to know about the process, what they are following, what is very good with them. And also I'll, I'll make my own research from online or offline and what are all the various sources available that I can based on that I will be giving in my insights on my review call with this managers with my HR department manager. And based on our overall insights, we will be.

Upgrading and enhancing our work life and work culture.

And everything.

That's it.

Understood. Can you provide a specific example of a decision you made or a trend you identified using data, and what impact it had on the organization?

Yeah, sure, Sir. When I was joining with my organization.

Daryl was a fixed salary for every employee for the basic level workers.

For the basic level workers they were, they hire everyone as a fresher only. Even if they were experienced, they will hire them as a fresher only and give the standard salary for everyone.

That resulted some people think that some employees will think that that partial thing kind of so gather data from other companies, other competitors and provided the data to my team that everyone needs a recognition because they if they ever are already.

Experience, we have to give their salary hike or something which they need to, uh, mention their experience. So after, uh, serious discussion and every data we have provided from our side, from our side to our head office, they have increased their salary and made a new slab for them. If they were experienced or, uh, from a well uh, known organization or very, if they have any, all the proof with them for their experience, we will.

Even if they will if they were joining when a very lowest role, basic role also. But this was this was one of a change I've made.

Giving them a hike.

While comparing with the other companies, competitor companies.

Thank you for sharing that example; it provides valuable insight. Could you outline your understanding of employment regulations and best practices that you've applied in your prior HR roles?

Pardon, Sir.

Can you explain your understanding of employment regulations and best practices that you have applied in your HR roles?

Yeah, sure.

Uh, I've already said I was open with the all, all employees. Uh, we frequently I will be connecting with the, uh, employees who are working in, uh, different branches if they, have, uh, issues with the regulations or some managers will misuse and ask them to work with extra timings and make them to do their personal works also. So those kind of issues we will be sorting out.

Like, uh.

And everything and also we will be monitoring the attendance. Data management and disciplinary action was managed by me. I have all the access to datas, so I'll be checking that if someone is punching in for the wrong time or sometimes they will be asking to work with the leave days.

If we receive a complaint or else we will be asking them voluntary when I was going to the branch visits.

So based on this we'll be checking with every time with my data. If they were making them to work in unnecessary timings or leave days, I will be connecting with those managers and warn them.

If even if they were not listening, then we will take the necessary action based on that.

To maintain the work regulations and everything.

Thank you for explaining. Specifically, how did you ensure compliance with legal or labor regulations, such as working hours, overtime policies, or employee contracts?

Yes Sir, it will be with the RE legal regulations. We'll follow whatever the government is.

Prescribing us to do based on that only we will be working otherwise if they are someone is overusing that overlapping those.

Policies, we will be warning with them. We will not allow anyone to override the government's rules and regulations which they have made for everyone. So if if we receive any complaint or.

Whenever, whenever, we will be getting to know about it on ourself because we will be searching for each and every time. We'll be working with the operations datas only.

Anywhere or anywhere else we will be finding that if someone is misusing it anything or everything. So based on that we will be getting the taking the action.

So mostly we won't allow anyone to, uh, misuse those, uh.

Allowances.

Understood. For my final verification, could you summarize how your educational background—a Master's in HR Management—has specifically equipped you to handle high-demand HR functions in professional roles?

I'll start with my schooling itself because as I've told I've studied in the CBSE while studying itself. I was been in a scout volunteer and I've got to work in the NSS and well in Scout itself. I have completed Rajaproska Artist and I've done many management kind of work like I was as a team leader. I have make made my team to win a skill test also and when in my undergraduation.

Work the sinus is volunteer and got a certificate from the district collectors itself and also but joining into PG degree MBA also. I've done my own research and everything because I've found one of the unique College in our Tamil Nadu like 7030 model which who are offering the most who are focusing mostly on the practical knowledge industry exposure because.

Other than the theoretical knowledge in the classroom knowledge, we will be getting more, more and more practical and industry knowledge. What is happening in the industry right now?

So it will be, it was very helpful for us to know about the industry, what is happening around backside outside of the classroom. Because also we have our curriculum model is also like mostly the case studies, not only a theoretical paper. Mostly we will be moving on case studies, whatever issues and lessons with a top tier Mncs and Fortune 5 companies they have faced and how they got rectified. Those kind of syllabus only we have had.

So based on that.

Our

Job shops.

I see. It’s clear that your education provided a mix of theoretical knowledge and practical exposure to gear you for industry challenges. Thank you for sharing that. With that, I believe I've covered the key aspects I needed to verify. Please hold for a moment.

Professor Makeshrajan, let's delve into your academic and research background now. From your MBA at Multimedia University, Malaysia, and the internships listed, I notice you were engaged in HR-related research and practical work. Tell me about a research or project during your MBA that you felt directly influenced or enhanced your approach to HR practices in a workplace setting.

Yes, Sir. And uh.

And my research is based on the uh.

A manager date? Yeah, sure.

Managing the stress management, uh, handling the stress management over the, uh, work life balance. That was my research topic. And I have made my research and connected with my friends and different companies and banking sectors and everything and got to know that mostly, uh, they connect. Connectivity is the main reason because, uh. Uh, lack of speaking with the, with our Co employees, with our managers.

Resulted in some stressful environment because.

Uh, it's a proper communication is the main reason. With the proper communication, we can avoid the those kind of unnecessary and unwanted stress in our work life.

Mostly people are hesitating to open up things.

But that was the main reason, because they want to evolve themselves.

They were. Most of the people were not.

Thinking that their pair members or their colleagues to develop.

Uh, this was one of our main reason I have out.

Interesting focus on stress management and communication. How did your findings on the role of communication influence any strategies or recommendations you proposed for HR practices, especially in managing workplace stress?

I've told with this insight which I found in my study time period I've implemented in my workplace. I was never being like that. I was open to everyone. I will be opening up. I was not hiding or not backstabbing or anyone. I was very open and down to the ground and I've let every each and every employee see one from the very basic role or is from a higher manager role. I was same with everyone so that resulted me to gather many data.

And so much of insights from the employees, what they are thinking, thinking what is happening in our, in my higher authority and from the basic level of, uh, work employees. So I, I get to know about everything, what they are, what everyone is going through and what is happening in and around me.

Oh, I think, uh, uh, that helped me a lot in my workplace.

It seems you've emphasized transparency and equality in communication. From an HR perspective, how would you train or influence other managers to adopt this approach effectively within larger organizational settings?

But uh, if he uh.

Go ahead, Professor. Take your time.

Time is up! Ending the interview now.