Good day, Dr. Mubashir Majid Baba. 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?

So thank you for shortlisting my candidature for VIT. I am ready.

Please start by introducing your professional journey in academia.

Well, uh, as far as my education is uh considered, I have completed my PhD in management from University of Kashmir that is NAC accredited, a A+ plus university and further NIRF 34th ranked university in India. I have my Masters in Business administration with specialization in human resource management. In addition to this, I am also having my.

Masters in commerce and at UG level. I have done my bachelors in business administration.

And in GNK, I was there, I was among the top five toppers, uh, among, uh, more than 1000 students. Uh, in addition to this, I'm having my postgraduate diploma in international business Operations. I'm also having my postgraduate diploma in information technology.

I have been also nominated by University Grants Commission as STEP Indian Hungaricum Scholar to Hungary in the year 2015. I have I am continue as far as my work experience is considered. I have been associated with some top institutions.

Like NIT Srinagar is there, Nirma University is there.

Ministry of Kashmir, uh, I am having five books to my credit and it is to be mentioned here. One of the uh, book is being has been coauthored with Director I am indoor Professor Himanshu Rai. My books have been released at various forums and the recent book that has been uh, released, it was uh, leased by the director NIT Srinagar. And before that my book was released. The other book was leased by the unable Vice Chancellor Central ministry of Kashmir and former.

Uh, and uh, the publisher of my book says it's uh, in fact, out of five books, 3 have been published by Taylor and Francis Publication and they are Scopus listed as well. I have also Scopus publications to my credit. Uh, in total I'm having 24 Scopus listed papers that are there that are Scopus listed as well as ABDC listed. I have also received best research paper. Best research paper awards in the field of human resource management one award has been received at.

Counselor, University of Kashmir.

Of FMS Faculty of Management Studies, Delhi University and the other award Best Research paper award has in the field of Human Source Management has been received at Amity University in Noida and recently I have also received Best Research paper award in the field of Human Resource Management at APJ Institute of Management. I'm a regular contributor to various dailies. I have a total 22 articles that have been published. In in the form of write ups and mostly my articles they focus.

Uh, on uh, the focus on the education part, leadership part, I am also having Neptel certifications to make credit in the field of human resource management. And I'm continuously I have been invited for invited talks by various institutions. I have been invited at NIT, I have been invited at University of Allahabad. I have been invited, uh, by the authorities of NIFT, National Institute of Fashion Technology, Srinagar and continuously delivering my talks. And in fact, it's.

Mentioned here that I have been. I have cheered some sessions as well.

And, uh, another, uh, point to be mentioned here is recently I have been also invited by Ministry of Micro small medium Enterprises, uh, for their entrepreneurship awareness programs. And I have also initiated, uh, in setting up a C4I four lab worth three colors that has been sponsored by Ministry of Heavy Industries. And that center has been already established, uh, here. And as far as the paper presentations are considered, I have continuously presented my papers.

At international conferences as well as at national conferences. And besides, besides this, I am also attending various FDP programs from time to time. And I have been also associated with the management associations. I am a member of All India Management Association. I'm also. So this is my brief introduction, Sir.

Thanks for sharing that, Professor.

Thank.

You're welcome, Professor. Would you like to proceed with the interview or ask anything specific?

I'm, uh, in fact, uh, you can proceed, Sir.

Artificial intelligence is everywhere. Like, uh, we can say, uh, that as far as HR analytics is also considered one of the recent fields that has gained attention. And in fact, our various HR practices, they are based on, they are data-driven. So basically data is very important. And accordingly we analyze, we forecast that data with the help of various statistical tools that are there. And as far as artificial intelligence is considered, AI tools are there like we are having the present exercise like resume screening. And AI has helped a lot. Gone are those days when we relied on paper paperwork, when we relied on other things. And in fact, as far as AI is considered now it's very easy for us to scrutinize the various candidates on the basis of some specific skills, on the basis of some other attributes that are there. And the best example right now is like the resume screening that has been done and it has been done by the authorities with the help of.

Oh, as far as, uh, this, uh, present era is considered.

Understood, Professor. Let's begin with your expertise in HR Analytics. Can you explain, at an introductory level, how you would incorporate artificial intelligence in HR analytics to improve decision-making?

AI, So we can say AI is having a major role to play in the in the years to come as far as recruitment is considered.

As far as selection is considered, as far as other important functional areas of human resource management is considered.

Oh, as far as, umm, ethical concerns are there, uh, there have has been a lot of concern as far as.

Thank you, Professor. How would you ensure ethical considerations are incorporated when implementing AI in HR practices, given the potential biases or privacy concerns?

This is considered. So definitely it has to be, it has to be, it has to be taken care. Now definitely there are some tools that can be used like. We can say cross checking the information is very important. Cross verification is very important. Like if we are our AI tool is. Scrutinizing the various resumes on the piece of some criteria. So one thing very important for the employer is.

To cross verify the facts and figures that have been mentioned, we are after after selection also. So it's not it's a continuous process. We cannot rely wholly and solely on AI because it has been rightly said that human resources in fact machines can be replaced, technology can be replaced or insured, but a good loyal team of workers can't be replaced. So we can say it is a continuous process. We have to rely on on our HR as well human resources that that we call as our assets so that to cross verify the facts so that.

There are no unethical practices that have been creeped in while using the AI tools that are there in the present era.

Understood, Professor. Moving forward, could you share some insights on how you approach teaching Strategic Management to ensure that students not only understand the theory but also can apply it in practical scenarios?

Uh, I always rely on the case studies. They're relevant examples. I give the practical examples. And in fact, it's to be mentioned here, Sir, you'll be knowing that recently there, there were about 405 hundred flights of Indigo that, that, that got cancelled. And in fact, it's to be mentioned here, Sir, that I used that case in my class that what could have been the various strategies that could have been formulated in, in order to avoid.

So as far as my UH pedagogy is considered.

That, uh, that the, the issue that whole, uh, country face because with the result, there were so many, there was a lot of hue and cry because of that, because of this scenario. So we can say I always, uh, use the practical examples. The case study approach is being used to take care of this.

Divide my class into two sections, one, one. In fact, I always say we can say I rely on the brainstorming as far as my cases are considered. So it's not only about analyzing that I want solutions from my students as well. And as far as the solutions are considered, definitely it it it it's a brainstorming for them as well. If as far as this Indigo example is considered that I quoted here, definitely it's not only that what why the problems that why are there that that are mentioned in the case There are some.

Thank you for sharing that. When using case studies like the Indigo example, how do you ensure students critically analyze the situation and develop comprehensive strategic solutions, rather than just summarizing the problem?

As far as this pedagogy is considered, I always.

Other hidden facts as well that we discussed in our class. So definitely it's not only about summarizing. I want to know from my students as well so that how the, the, the, the, the suggestions that they put forward can be forwarded to the authorities of various organizations in improving their performance in the longer run.

Understood, Professor. Let's shift to your experience with guiding student projects and research. Could you describe your approach to mentoring students on independent research initiatives, particularly in HR-related topics?

Uh, sure, Sir. As far as, uh, the, my mentorship is considered, I've been continuously supervising, uh, the project reports of the students, uh, who are here, uh, pursuing, uh, their masters in business administration, pursuing their integrated masters in business administration and also their seminar reports. I always try, uh, to work with my, with my students on those topics that are very, we can say. That that are very we can say.

Uh, challenging also we can see that are very recent. They are that are very latest and only on those topics where minimum research has been conducted. Uh, there is no, there should not be any repetition as well. Because nowadays we are seeing that a lot of research is being conducted on those variables where a lot of studies have been conducted earlier. But this is my focus whenever I sit with my students, they discuss their, their ideas with me and accordingly we come to the conclusion, yes, this is the variable on which only few research papers or only less work.

Has been conducted and accordingly we proceed ahead, Sir, I will. For example, there are.

Some topics, uh, moonlighting, uh, was there, in fact, right now we are having gig economy as well. So we can say these are some of the variables where only little bit of research was conducted has been conducted. So these are some of the variables. Accordingly, we proceed ahead. Uh, and in fact, now obviously HR analytics, right now HR analytics, we can, this is one of the main research areas that can be looked into. So we can see originality is my focus.

As far as my UH research is considered. As far as supporting or guiding my students is considered.

Thank you, Professor. How do you ensure that students develop strong methodological skills when working on unique or emerging topics, such as those you've mentioned, to maintain the academic rigor of their research?

So my students, they have to be continuously updated as far as, uh, the, this thing is considered continuously updating, continuously updating. It's very important as this is the technological era. What might be relevant today might be totally relevant tomorrow. Like earlier, we relied on your SPSS statistical package, while social, social signs and thereby different versions that, that are now there. In fact, I will take, I will give my example. When I was working on my research, there was SPSS 2L and.

After that there were so many versions that were there and in fact I continuously conveyed to my students that you have to be updated with the changing environment. You have to know the various softwares that are being continuously coming up in the field of research. Like after SPS, we we were, we were having Ms. as well, MOS software and after that we are having PLS as well. So obviously with the changing environment, one has to change. So that methodological part also the acceptance part as well. The implication part as well how we'll be having, we'll be forwarding our strong suggestions to the authorities as well. So we have to be updated about the recent advancements in the field of research is concerned. So continuously review of literature is going to help us.

Continuously, uh, consulting, uh, some of the best selling, uh, uh, best selling authors who have contributed in, in, in, in their own fields. So this can definitely help us in taking care of this.

Thank you for that detailed insight, Professor. Now, let’s move on to your experience with organizational behavior and soft skills training. How do you approach training students in soft skills like adaptability and career management, which are crucial for HR professionals?

Sorry, Sir, uh, Sir, uh, can you just, uh, repeat the question? Sorry.

Of course, Professor. How do you approach training students in soft skills, such as adaptability and career management, which are essential for HR professionals?

So definitely as far as soft skills are concerned nowadays, it's it's, it's very important. And in fact, in my sessions, I always focus that the student has has to improve their communication skills because it's very important. Communication skills are very important. Communication part is very important. The personality part is very important. The emotional intelligence part is very important. And these are some of the variables that help.

A candidate in their career management, leadership skills are their emotional intelligence. Nowadays we say, in fact, there is one of the famous books. The title of that book is Emotional Intelligence. Why it matters more than IQ. So I continuously update, continuously organize some workshops. In fact, I have organized some workshops as well in enhancing their emotional intelligence, their communication skills.

Uh, my students to be updated, uh, and so that they get trained about these soft skills that are very important to be successful in this era.

Continuously organizing such programs it helps.

Thank you, Professor. How do you measure the effectiveness of such workshops or programs in improving students' soft skills and career readiness?

Uh, we conduct such workshops at the end, we give the questionnaire to them and that we check the effectiveness of this, whether they have really learned, uh, as far as the main objective of the workshop is considered. Because, uh, when, whenever we conduct such workshops beforehand, uh, we, we just distribute the pamphlets to them that what is the objective of the workshop. And after we get the feedback from the participants, from the students, whether the workshop, one day workshop or two day workshop, whether it has really. Improved.

So first, the priority is when.

Uh, their, uh, their understanding about the various variables that are there. And obviously we continuously, it's like as I am continuously seeing, it's a continuous process and we continuously take feedback from them. We continuously observe our audience as far as our students are concerned, accordingly, we continuously share our feedback with them.

Thank you, Professor. Let's discuss your research publications. Could you highlight one of your significant publications and explain its contribution to the field of Human Resource Management?

So, uh, like, uh, my, one of the research, it was on, uh, emotional intelligence, the impact of emotional intelligence, uh, on trans, on, on leadership behavior in institutions of higher learning in India. So the basic objective was to check the, the, the, the relationship, the impact between this emotional intelligence and transformation leadership. And in emotional intelligence, there were various dimensions that have been used in, in transformational leadership as well. Uh, we have, we.

Some variables that we have used and we checked that whether really emotional intelligence is important in in in in in enhancing the transformation leadership skills in institutions of higher learning in India and accordingly, while while the findings it revealed that no definitely if the universities that have been consistently ranked as far as NRF rankings are considered academic leadership is very important and for such leaders.

Uh, when we give the questionnaires to the subordinates, the s s, uh, they assisted their, uh, academic leaders, emotional intelligence, they assisted their transformational leadership as well. And accordingly, it was revealed that definitely there is very strong relationship between the two variables that is emotionally intelligent and transformational leadership. And definitely we need such type of leaders who are really emotionally intelligent, who are in a position to understand. Their subordinates from their perspective and accordingly it will depict in the performance of the whole organization or we can see.

The the rankings of that.

So we always say research is the backbone of of any field. And as far as leadership is also considered, whenever it's about leadership, first the research has to be done whether it's about how, how to lead or what are the various ways of leading, which type of leadership style has to be followed. So definitely research is the backbone and when there is research, only then we can have a successful leadership process.

Thank you, Professor. How do you see this research influencing practical leadership training programs in academic institutions?

Understood, Professor. Thank you for your insights. Let’s transition to verifying your technical teaching competencies. How do you balance teaching both theoretical courses and laboratory-based sessions effectively?

So as far as this.

Teaching the classroom and practicality is considered definitely the I I always balance between the two because practical part is also very important and teaching the class is also very important and accordingly as far as this.

My classes are considered when I when I know that my classes for one and a half hour. And if my total credit hours it's it's it's it's it's for example 30. Accordingly I modify my lectures. For example, if I'm having 1 1/2 hour lecture for one hour, I'll be teaching at the other half, I'll be taking care of the practical part. So accordingly it depends on the on.

Think it depends, depends on the, on the, on the understanding of my students as well. So I always try to balance between the two. So it's not that my I, I solely and wholly focus only on the one part that is, you know, practicality part is very important. Teaching is also very important. So balancing part I always take care.

Thank you, Professor. And how do you ensure that the laboratory-based sessions align effectively with the theoretical concepts taught in your lectures?

Uh, there is some, uh, laboratory work that is done. So I always, uh, at the end of the unit, I always, uh, try to not try to, I always complete, uh, my first unit, for example, by this practical, practical portion that has been included in the syllabus. So when one unit gets completed, the practical, practical part comes here. For example, I would like to add a part here. I I was, I was delivering a lecture on personality and in fact.

So what, uh, what we have done, uh, for example, uh, if I am having 4 units, so for every unit.

When I discuss the personality in detail, the different types of personality that are there 111 practical part what I did, I asked my questions that do you really want to know about your personality on the basis of Big 5 personality model and they said yes. And then what I did, I purchased one of the assessment tests of Big 5 and accordingly I gave them in the class. And in fact, within 10 or 15 minutes, every student came to know about their openness, whether about their conscientiousness or agreeableness.

But neuroticism and uh, so these, on the basis of this, they came to know. So practicality part and this, it's being taken care, uh, accordingly.

Thank you, Professor. Let’s move forward to your experience with student evaluation. How do you design assessments to ensure they measure both theoretical understanding and practical application effectively?

See, uh, obviously, uh, as far as the assessment is considered, I always, uh, want that, that, uh, assessment, it should be based both on practicality part and this theoretical part that, that is there. And in fact, Ki case studies are there to know what case studies are being in fact included in the examination part.

Of continuously Viva Viva OC is there. So this is also one of the part where I come to know about their practical part their understanding as well. So these are some of the strategies that help me to know about my students understanding about these two.

I am having a continuous, obviously continuous assessment is being there.

Understood, Professor. How do you adjust or recalibrate your assessment methods based on feedback or observed outcomes from previous assessments?

So feedback, I, uh, one has to take feedback, uh, every time because obviously working on the various issues that are there or whether it's about the positives or whether it's about the negatives, it's always important. And definitely wherever I feel that I have been, I have deviated or wherever I feel I have to improve based on the feedback, definitely I incorporate that in a positive way. I, I take that as a challenge for me also because it's a, it's a challenge for me also to, to. To improvise on the previous things.

That I have done so one has to learn. So this learning is a continuous process. I will never ever see that I am perfect in this. I will never ever say I am. Obviously one has to learn till till a person dies. So always taking that feedback in a positive way and continuously updating about myself if I feel or if based on the evaluation based on the feedback, there are some comments and accordingly I work on that in a positive way.

Thank you, Professor. Let’s discuss your ability to guide student projects further. How do you ensure that students are motivated and stay on track throughout the project or research journey?

To continuously, uh, see what, what we are having, we are having one of the, uh, one of the important, uh, uh, this uh, methods here that is mentor mentee, mentor mentors have been assigned to mentees and accordingly, we should sit together.

They discussed their research, they discussed the their understanding about the various variables that are there and accordingly, what we do, we, we, we, we, we proceed ahead.

Oh, yes. Uh, definitely. First, uh, I, my focus is always on this corpus and Australian Business Genes Council. So always, uh, the papers they have to be submitted in, uh, some top credit journals of the management that are listed in ABDC and that they are also, and also, uh, they are Q1 journals or Q2 journals and they have to be Scopus listed so that my work can reach to the maximum audience.

Thank you, Professor. Now, shifting focus to research, could you share your approach to selecting journals for publication to ensure quality and reach within the academic community?

So in fact, as far as industry is considered, I have been continuously in touch with the industry people here also.

Understood, Professor. Thank you for elaborating. Let me now confirm your relevant qualifications—your Ph.D. in Management along with your research and teaching expertise matches the role requirements perfectly. Let’s conclude by discussing your experience with industry projects or consultancy. Could you provide insights into how you’ve engaged with the industry and how it has influenced your teaching or research?

Like there are some firms, uh, here, uh, we are having one of the centers here and uh, we are having some startups, uh, some small startups there. And continuously, uh, I have been, uh, invited by them in delivering the lectures or to the industry people. And personally, I have, in fact, I have also mentored some startups here. I have been the innovation ambassador as well. I am the Innovation Ambassador, certified Innovation Ambassador from Ministry of Human Resource Development, now called as Ministry of Education.

So definitely industry academia linkage has to be their industry Academy, collaboration has to be there and I am a part of industry continuously giving my expertise in the form of lectures, mentoring them or as far as in the form of consultancy is considered.

So I, I, as far as my expertise in human resource management is considered, I love to teach every, every topic that is there. But definitely one has to be very much cautious when it's about recruitment and selection of the candidates because it's very challenging. Also, no doubt we say that it's, it's easy to select a candidate, but no, the challenges are there. So we can say for me, selection is one of the very good topics that. That can be elaborated in a in a good way or that I can have I can.

Professor, could you share an example of a particular human resource management course or a foundational HR topic that you find especially rewarding to teach?

I I love to teach this topic to my to my audience or to my students.

Yes.

Professor Baba, you've conducted Ph.D. research on "The Impact of Emotional Intelligence on Leadership Behavior," focusing on higher education institutions. Could you elaborate on how your findings have influenced your approach to teaching human resource development and organizational behavior?

So definitely as far as my research area is considered first, this research, my research that has helped me is understanding the emotions of my students. It's very important. Being in the education sector myself as well, I can say the the students, they also treat their teachers as their academic leaders. So definitely being more emotionally intelligent is very important. I have to be. Empathetic towards my students and towards my colleagues as well.

So what I have learned as far as after my research is concerned, we have to be really much empathetic if we have to win the hearts of the audience. And further, it's about as far as leadership is concerned. The focus should be on motivating the motivation. The focus should be on individually considering their needs. The focus should be on stimulating the ideas of the students. The focus should be on leading by example. So this is what I have learned after assessing my research. It's very important if you have to be successful in any organization and particularly.

In the higher education system.

Understood, Professor. You emphasized the importance of empathy, individual consideration, and idea stimulation in your teaching, drawing directly from your research. How do you translate these principles into actionable strategies or activities when designing and delivering your HRM or organizational behavior courses?

Uh, as far as, uh, uh, this, uh, courses design, uh, design, uh, designing of organizational courses are considered definitely, uh, the, I always include, I always consider that that touch has to be there, whether uh, the emotional intelligence touch or whether the leadership touch or whether the decision making touch, it has to be there in, in the curriculum. Now, as far as emotional intelligence, what, what I do, I can focus on value orientation and integrity.