Good day, Waseem Aameer 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?

Let’s begin with your professional journey so far. You pursued an MBA in Human Resource and Marketing from SRM Institute of Science & Technology, graduating in 2023. Could you walk me through your key roles and achievements during your internships at Woory Automotives and how these experiences have equipped you for a role as an HR Executive?

Yes.

So basically I have been.

Done the internship as you know a tour automotive. So actually there I was being conducting a survey for.

Got it. Can you elaborate on the specifics of the survey you conducted and how it contributed to training and development strategies within the organization?

Yeah. So basically there are a lot of things where we can develop in organization. So for that primary requirement is training and development sessions where the employees growth and the company will be growing together.

This.

That makes sense. Can you describe any specific strategies or methods you proposed during your internship to enhance employee training and development? How were these received by the organization?

Training sessions are law. There are lot of methods where we can do it for our employees like.

Yeah. OK, so.

Conducting.

Understood. Could you outline one concrete example of a training or development session you envisioned or implemented, and explain its intended impact on employee performance and organizational growth?

Example.

Great. OK. So for example, I can tell about the boss sessions, which is very, very much important in all the organizations. So we used to be conducting positions every twice in a year so where we can control and prevent the harassment, women harassment in the company so.

Lot of things have been changed after this session so.

Earlier it was been like.

Please feel free to continue.

Yeah.

The session because of the sessions lot of changes happen happened so.

Yeah, so actually.

Because of this pause Sessions employees have been got some awareness.

Got

How to build a positive work culture and how to be maintaining the mutual understanding and relationship between the colleagues. And these things are all being improved after conducting a lot of pause sessions, actually, Yeah.

That’s insightful. Establishing a positive work culture is integral. How did you measure the impact of the POSH sessions on employee behavior or workplace culture during your internship?

Yes.

OK, so actually this, yeah. So a lot of changes have happened because this also causes lack of productivity in the work working.

Go ahead.

A lot of things being making, collaborative, making a team, building in a positive way, making.

Things and all. So because of this.

Yeah. Yeah.

Sorry to interrupt, please go ahead.

Please continue.

Umm, actually I, uh, I'm not uh, sure about any specific tools, uh, to be frank, so I have been not yet been into any of the tools and measurements, but there are some softwares where we can able to track the employees, uh, uh, lifecycle things and all, uh, how, uh.

Were there any specific tools, frameworks, or feedback mechanisms you used to track these improvements and ensure sustained positive changes in team dynamics?

Uh, things are going in, uh, day by day, yeah.

Got it. Thank you for sharing. Moving forward, let’s hone in on how you would leverage these past experiences to contribute to the training and development initiatives in a new organization. Can you describe one innovative idea you would implement in this role to enhance employee engagement or productivity?

OK, so basically employee engagement is a very challenging thing to make employees feel relaxed and.

Having what to say, yeah.

Go ahead.

Having a energetic, sorry. So yeah. So to have an energetic days in our organization, we can plan for any.

Take your time. Whenever

Events where people used to be feeling recognized or having a one minute speech with the entire team, how they feel to work together and sharing some of their experiences and conducting some games and having a team lunch.

Companies running through so yeah uh then having some training sessions all is also part of employee engagement where uh, uh, these things are are all being very mandatory and uh yeah it also comes with an interaction between one-on-one session with the employees where we can able to help out their concerns where they wanted to reach out to us and uh yeah then uh, we can enable to have a performance appraisal feedbacks, uh with.

Or having a holiday tour, something else. It depends on the situation. How the.

Team and the team leaders so that the team building and the team collaboration will be more efficient and helps in increasing in productivity and performances of the employees.

Interesting approach. Encouraging interaction and recognizing efforts indeed instills motivation. Among these ideas, which do you believe would have the highest impact and why?

Recognition and.

Go on, please.

Valuing, valuing, valuing their work is the major thing actually.

Uh, brought as a.

Uh, being like, uh.

Uh, and conducting events, those will be two extreme, uh, satisfactory, uh, because having relaxation time and having a, a positive work, uh, team working team will able to make a positive things together to make more things higher, Yeah.

I see. Recognizing contributions and fostering positivity are indeed key drivers of motivation. Let’s pivot slightly. Could you share how you’ve utilized your technical skills, like proficiency in MS Office or sourcing profiles, to support HR tasks effectively?

OK, so actually Ms. Office is just like documentation, so where we can able to have a data of employees and having the interview tracker of the candidates who are we source and making a presentation where we can able to present our projects to the team and the. Higher officials. Those things are all like completely into documentation which I have used in Ms. Office.

Yeah.

So then sourcing of yeah, sourcing of candidates. I have been with LinkedIn. I do have a profile in LinkedIn and I have been sourced through Naukri indeed.

And lot of job portals, uh, where I can able to get some potential candidates, whichever I I am being, uh, sourcing for the right role, yeah.

Understood.

It seems you've had hands-on experience with candidate sourcing across platforms. Could you share a specific challenge you faced while sourcing candidates and how you addressed it?

OK. So it's not like getting 100% perfect candidate what we are trying to seek for. So a person with a good attitude and.

Who has the potential to learn things can able to be higher very easily. So challenges is like either we get lower experience with the expectation of the role or a higher experience with irrelevant to the role. So these challenges have been faced so.

Either way we can able to hire them miss.

Yeah. Sorry, please go ahead.

No need to apologize. Please continue explaining how you managed these challenges during sourcing.

Yeah, so basically we I used to be working with the manager and the.

Uh, yeah. So when I've been working with the team, uh, I used to have a reference, uh, references with the team where they can also help me out even I'm not being a decision maker in sourcing a candidate. So, uh.

Take your time. Go on.

CEOs.

Yeah. So basically I used to have a interactive call first. So I have to understand what what they are really working with and why do they want to apply for and for which role they have been very much interested with. So based on this interaction call only I can able to understand their perspectives and the expectation.

Understood.

They they wanted from the company side so that this.

Uh, time is being, uh, uh, getting, uh, prolonged 1 so that the decision making is being very, very much, uh, complex thing. So, uh, by just by looking at the resume, we can't able to design this. This could be a good fit, This could be a unfit thing. Uh, it can be also be a relevant thing.

Only just by having conversation call. So uh yeah, it depends.

Yeah.

It’s clear you value understanding candidate expectations through direct interaction before making decisions—in essence, focusing on behavioral and attitudinal fit. Let’s shift focus. In this role, effective conflict management is crucial. Could you describe a situation where you resolved a workplace conflict and the strategies you employed?

OK. That's a good question actually. So I have been. A lot of solving lot of things whichever I do in the company so. I love to interact with people first, so people used to come directly to me and they used to tell a lot of things.

So whenever they come to me, for example, uh, if they want to, uh, get some approvals from the team or how, what is the process and transportation, basically the company which I work with.

That this I have this problem. I have this problem. I need to solve this.

Has the.

Conflicts like, not like. I'm not talking about the company, the the conflicts which they come and arise with me is regarding the.

Uh, leaves, uh.

Go ahead.

Uh, basically with the insurance, uh, basically with the payroll, uh, related things, uh, and relevant to the process, the user process where we have, we are being going through. So the systems, whichever we develop and still it's kind of an implementation thing. So when there is a progress.

Changes may happen, employees are not been able to cope it up. Uh, there might be more technical people there more be.

People who can only know the field work. So going in person and approaching them, the the those people come to me and ask for the help to get to adapt to it. So yeah, for that I would be the one person. So to be able to approach them and get their concerns solved, yeah, adoption is the first thing where I I can able to.

Solve people's concerns. Actually, that is the main thing we want.

To make the process both and to avoid delays.

It seems you prioritize direct communication and tailored support to resolve conflicts, especially during transitions or change management. Now, let’s discuss decision-making. Could you share an instance where you made a critical decision under time pressure and the factors that guided your approach?

OK, so, uh.

Yeah. Time is a uh, yeah. So strategization is like if I am the only person or with the team, can you tell me that?

Take your time.

Let’s focus on a situation where you had to make a significant decision independently, under pressure. How did you handle it?

OK, so basically this is a common question which you go through actually. So it is not like being under pressure is a good thing first of all. So it is not like a bad thing.

Being under pressure is the person whose whose value is the highest in that place. So I my decision would won't be quitting, I'll try to resolve it as much as possible because solving things is the most first priority of an hour. So decision making is an independent thing where I have to consult with lot of people on making a decision because it can be it depends on the.

I

Priority of the situation and the things which we implement and.

There are a lot of things in taking a decision. So it won't be a very specific thing, no. So it depends on I I may not be the authorized base person to take a decision, at least I have to go and approach someone who can help me out in taking a decision. So positive discussion would be able to make a make the decision very much easier. So.

Yeah, thinking in the positive way can help things making it positive.

Uh, to make a nation, yeah.

Thank you for sharing your perspective. Collaborative decision-making and maintaining a positive approach indeed foster better outcomes. Let’s conclude this section with a forward-looking question: What steps would you take in your initial months as an HR Executive to align closely with company goals and contribute effectively?

OK, so first thing is we have to check.

And approach people with the.

So first of all, we have to yeah. So first of all, we have to seek through the work culture of the company, so the implemented thing and what the employees understand about it. So to align with the team, we had to be interacting every time and checking out the flaws in the in it so that we can able to rectify the gaps. Some may not be the, some may not be approachable.

Go ahead.

They have to go and talk to them.

And able to be.

Being aligned together, uh.

So after this.

Yeah, please.

You're emphasizing the importance of understanding the company's work culture and proactively addressing gaps through interaction and approachability. Once you've identified these gaps, how would you prioritize your actions to ensure that both employee satisfaction and organizational goals are met effectively?

OK, so this is a very much tricky question actually. So employee satisfaction is not 100% thing. Not all get satisfied. So somewhere we have to get compromised, somewhere we had to sacrifice, somewhere we had to adjust, somewhere we have to. Make them understand what really the requirement is.

So if the person is very much passionate towards his role and the work.

Job satisfaction and employee satisfaction will be the highest thing in that place. HR just requires some push to have a satisfaction. Employee satisfaction is lot. It involves a lot of things like compensation, benefits and recognition, bonds, bonuses. Lot of things are there like company, whatever it gives as a gift or something else.

Which which makes the employee most happy. So nowadays people with.

People are being not able to cope up with the work life balance is the now common most problem in all the sectors. So having them and nurtured a positive way where they feel like.

Uh, like they, they have been coming to a place where they love to do things, sorting it out, uh, making own own, uh, suggestions to the company where they can able to grow, grow their inner skills. Uh, basically our, our vids also like a educational institution where we interact with students as well. So students and the faculties, everyone. So bringing up new things will able to change the whole institution.

Have a higher growth so it it is not like.

Where we can able to?

Uh, uh, that we can able to, uh.

Impact on one person or something? Strategizing is something different, but having a maintaining a mutual understanding is the first thing, yeah.

You’ve highlighted the complexity of balancing employee satisfaction with organizational goals, emphasizing mutual understanding and holistic efforts. To wrap up, thank you for detailing your insights and experiences. Do you feel we’ve captured everything you'd like to share about your qualifications and aspirations for this role?

OK, so actually I wanted to highlight that.

I love VIP actually so I just wanted to work with VID first so.

And I have been.

Sorry, come again?

It’s great

Please go ahead and elaborate.

Yeah. So actually I have been working with VIT actually in, in not directly like I have been a placement coordinator in the current company. So I have hired lot of students from UAD and during my previous past experiences company I have been working with.

The BNB where I used to come and visit for projects, constructional projects.

Over there. So a positive thing is I love VAT to come and work over there. So where hometown so I have I wanted to come back.

Over there. So that is what I my dream is, yeah.

Uh, my side is it's, uh, OK, but uh, if you want, you can, uh, you can ask me anything.

That's a strong personal connection to the institution and the region. It’s evident how motivated you are to contribute here. Do you feel ready to conclude the interview, or is there anything further you'd like to discuss or highlight?

Thank you. If everything on your end is covered, would you like me to officially conclude the interview? Please confirm.

Umm, actually, one more thing is, uh.

Uh, when would be the Yeah, uh, regarding this joining thing, So I, I require some time around one or two months if it is OK for this role, I can able to join if I'm being selected for this role, Yeah.

Go ahead.

Thank you for letting me know about your timeline. If selected, the team will discuss and coordinate the specifics with you. Do you have any other concerns, or shall we conclude the interview now? Please confirm.

Salary benchmark if you can able to disclose or it is fine. It is not required to be discussed here now.

Yeah, we can close the no problem.

I cannot address that directly here, but the relevant team will discuss salary details separately during further stages. If you’re all set, would you like me to close the interview now? Please confirm.

Yes.

To confirm, would you like me to officially end the interview now? Please provide a clear "yes" if you'd like to conclude.