Good day, Divya Shree.V. 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, ready to start?

Please begin by sharing your professional journey in academia.

OK, so I have 1.4 years of experience in HR domain.

Oh, I I worked previously in UH Chennai company that is already instrument service. It's UH manufacturing and service based company. There I worked as an HR assistant. I have handled the recruitment into and recruitment, payroll support, employee engagement, training and development activities. So my uh major role is recruitment. So I have recruit the candidates over UH-40 plus employees.

In my previous company there is a 70 + 10.

Through Naukri, Indeed, LinkedIn, many jobs like that platform I used to source the candidate and I have great sourcing knowledge.

Sidhu andal uh.

So I have handled the both fresher and experienced candidate.

And uh, due to my health reason I've quit my job and currently I'm searching jobs in Vellore.

Find a mini immediate journey.

Thanks for sharing that!

Completed my MBA in 2024.

In nature and finance.

Thank you for clarifying. Since you're pursuing or have recently completed your Master's in Business Administration, let's focus on assessing your relevant expertise and competencies in Human Resources, particularly in areas specified for this role. Let’s proceed. Can you explain your understanding of performance management systems and how you would approach implementing one in a mid-sized organization?

Yeah. So during my MBA I've done some internship that is HR related domain. So I have worked in Navi hospital that motivate me to take my career into HR domain. So there I have learned about lot things about the HR profession, how the how we can recruit the candidate, how we can engage with the employees, how to.

How the industries are working like there are things I have gained knowledge in an RV hospital that motivates me to take my career into HR domain.

SO and I have started my career into the HR in R&D Instrument services.

I see. Understanding your journey is valuable. Can you now provide more specific insights into performance management? For example, have you had experience or gained knowledge during your internships, studies, or career on setting employee performance goals, conducting evaluations, or implementing improvement plans?

Yeah. Uh, I don't have that much, uh, idea about that, uh, because, uh, through that, like I have, uh, review the performance management in my internship monthly. During my internship, they taught me the performance, uh, uh, how to evaluate the performance, uh, to the candid, uh, to the employees, uh, like reviewing the overall year like that will give the competencies, uh, like that will give the competency to the employees.

Will increase the salary based on the performance.

Uh, for that, uh, for the purpose, we'll, uh.

Reviewing the employee performance overall the yard with the help of Hods are main department heads with their help will evaluate the performance of the candidate like sorry employee.

Understood. So you've been involved in evaluating employee performance during your internship, collaborating with department heads to assess overall yearly performance. That provides some foundational exposure to performance management. Let’s move on to another core area: Compensation and Benefits. Can you describe your understanding of this, specifically any insights you've gained about structuring compensation packages or managing employee benefits?

No, I have no idea about that. I'm not working to the compensation and benefit like I have some knowledge about the competency standard.

Got it. Since you’ve had limited exposure to compensation and benefits, let’s focus on a related area. Can you elaborate on your understanding of employee relations and engagement? Specifically, how do you think an HR professional can foster a positive work environment and maintain strong communication with employees?

Yeah, 4 employee engagement will do, conduct the employee engagement activities monthly basis or yearly basis and during the festival time will have the connection with the employees.

So that much idea I have.

Thank you. So you emphasize engagement through regular activities and maintaining connections during festivals to strengthen workplace relationships—that’s a start. Now let’s discuss using data for decision-making. Can you explain how HR professionals can use data to identify trends, measure impacts, or make informed decisions regarding workforce management?

BBD employees and solve their problems.

As well, uh, healthy management too.

Thank you. Speaking with employees is indeed vital for understanding their needs. However, in addition to direct interactions, analyzing data such as employee surveys, performance metrics, or turnover rates is crucial for spotting trends and making data-driven decisions. Now, let’s touch on employment regulations. What’s your understanding of employment laws or best practices that HR should follow in an organization? Have you encountered or studied any specific regulations, perhaps during your academic or professional experiences?

So in my professional experience, uh, in uh, I have uh.

These the policies to the employees like that. So while teaching the policies, the employee will get to know about the company's structure, company policies, norms and all. So they have enthusiastic, enthusiastically participated in the policies program, uh, policy program classes so that they will get to know about the. Policies created by the company and they are following that.

Like the example of uh, coming Panchwati time during the induction time will teach the policies to the employees. Uh, if not in the induction, like uh, in some other days will teach them. Uh, how the company policies are formulated and how the company policies are regulated will teach them. And uh, the employees will coordinate and follow the policies.

Thank you for sharing that. It’s good to hear that you’ve been involved in communicating company policies to employees, particularly during induction or follow-up sessions. Clear communication of policies is indeed a cornerstone of compliance and fostering alignment with organizational norms. Finally, since you’ve recently completed your MBA, could you briefly explain how your coursework or academic projects have prepared you for applying HR best practices in a professional setting?

Yeah, sure. So during my MBA, I've completed 1 internship in Nardi Hospital that is, uh, hospital management. How we can, uh, we can, uh, recruit the candidate and, uh, how we can, uh, do the payroll? Like what are the benefits of, uh, ESA and PF like that I have understood in my uh, internship days. So what are the platform we can use for the sourcing like Indian Okri?

Like that they taught me and how to engage with the employees. So other than the, uh, like other than the recruitment payroll or documentation will learn about how the management works, like how the hospital works, uh, how, uh, employees are, uh.

Employees were there, uh, like will, uh, survey the employees problems will survey the, uh, overall hospital, uh, environment, how they works. Uh, did the employee feel any difficulty with the, uh, organization or not like that Will survey with the.

Like that we have surveyed to, to the employees and uh, we'll get to know the result. Uh, what are the things, uh, the management should, uh, avoid?

And the boat will have the summa summary of a positive or negative vertex of the.

Positive and negative of the employees, Positive and negative with the management.

What are the collections they have to do like that? We surveyed my uh.

Intangibly days.

Understood. It seems your MBA and internship experiences have provided valuable exposure. You’ve worked with recruitment, payroll, benefits like ESA and PF, sourcing platforms, employee engagement, and conducting environment surveys to identify management and employee challenges. These steps help lay a foundation in HR practices. I’ve covered the essentials required to verify the necessary domains. Thank you for providing detailed responses. Let’s proceed.

Thank you.

You're welcome, Professor. Let's start with this: could you describe a foundational HR concept that you find particularly rewarding to teach?

Can come again.

Certainly, Professor. Could you describe a foundational HR concept that you find particularly rewarding to teach?

So I find.

The recruitment aspects is the major thing. Other than that, like the stronger foundation in labour laws, uh, how the companies are running, like, uh, we have to strong, strongly maintain the ESIPF and uh, benefits for the employees. We'll have to know the, uh, policies or benefits and recruitment part recruitment part of the major thing.

So for one organization the employee story major important. So build the build the relationship with the management and uh employees, we have to write the higher candidate for the particular position. So the HR professional must know the thing of UH recruitment.

It is the basic foundation.

Understood, Professor. Let's connect that to a research and pedagogy perspective. Could you elaborate on how your academic training, such as your MBA studies, has contributed to your understanding of these foundational HR principles like recruitment, labor laws, and employee benefits? How would you translate this knowledge into an effective learning experience for students?

So in my academic area they taught me the labour laws, labour things like.

The percentage of fog.

ESAPF fund the benefit, what are the benefits the employees have? We have a sub will studied overall thing in my MBA. So once after getting to the organization I'll have the particular thing on something like for healthcare we have certain things and for manufacturing sector we have certain things so. Part separately will get to know once we'll get into the organization.

I see,

May I gotta make a?

My academic studies gives me the.

Knowledge into the organization.

Got it, Professor. Now, thinking about how HR professionals educate or guide others, can you explain how you would structure a training program or academic course focusing on labor laws and employee benefits for aspiring HR professionals? What methods or techniques would you use to make these complex topics accessible and engaging to students?

So to train the employees like will conduct the training and development programs for the employees to teach the values of the policies or labor laws. And what do don't like that things we have we must have to teach for the employees as NHR professionals, we must have to teach the employees so that.

In some other in in a week will have a separate day for that to teach the program.

For the employees, so they have get to know and uh.

They gained more knowledge about data.

Understood, Professor. Now, how would you evaluate the effectiveness of such training programs? What tools or methods would you implement to assess whether the employees or students have successfully absorbed the knowledge and are applying it in their roles?

So giving the particular route, uh, for, for some particular topic, we have to mainly concentrate on the concept of concept and, uh, give the particular uh, statement like, uh, the main keywords are used to.

Oh, engage the training programme for the training. If we do some classes means the employees get bored. So for that to avoid those kind of things, we'll engage with the employees like we have to give some fun, Ty funny type like that way we have to give, we have to teach them. I think that will be more engaged to have.

The employee.

To gain the knowledge. So we'll go with the funny way, like, uh, we have to conduct some uh, games like that and uh, T show Viola.

Understood, Professor. Thank you for elaborating on your approach and thoughts.

Thank you.

You're welcome, Professor. Is there anything else you would like to discuss regarding the interview?

No, nothing.

So may I know the next step of process? Uh, after this interview, what will be the next step?

The next step after this interview typically involves the panel reviewing your overall performance in alignment with the position of HR Executive. If you are shortlisted, you may be contacted for further discussions, such as additional interviews, presentations, or administrative steps. If you have any additional questions or need clarification, feel free to ask!

OK, how many levels so it it will take for the further level, final level?

The number of further levels or steps in the process can vary depending on the organization's hiring framework. Typically, for a position like HR Executive, there may be 1-2 additional stages, such as: 1. **Final Panel Interview**: This could involve senior leadership or department heads assessing aspects like leadership qualities, cultural fit, and strategic alignment. 2. **HR or Administrative Discussions**: These are focused on compensation, role specifics, and onboarding logistics. If you're selected to move forward, the recruitment team should provide a clear overview of the remaining steps in the selection process.

OK. Thank you for the information.

MMM, no, I don't have any.

You're welcome, Professor. Do you have any final questions or should we conclude the interview here?

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

No.

Understood, Professor. Please let me know how you'd like to proceed.

Sorry.

You know, I have no doubts.

No problem, Professor. Please let me know if there’s anything further you’d like to discuss or clarify.

Understood. Just let me know if you're ready to conclude the interview.

Yeah, well conclude.

To confirm, would you like me to end the interview now?

No.

Alright, Professor. Let me know how you'd like to proceed or if there's anything you'd like to discuss further.

No, I don't have any.

Thank you, Professor. Just let me know if you'd like me to officially conclude the interview.

Yes, we can conclude the interview.