Good day, Ansh. 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.

Uh, hello Sir, my name is Ansh. I'm currently working with Bharat Financial Inclusion Limited as assistant manager, Human Resource. Uh, I'm handling a team of two, uh.

In my.

In my job.

MMM.

I look after HR general profile in which uh, it includes uh, recruitment of blue and white collar uh.

Thanks for sharing that!

Let's begin, Professor. I'll evaluate your expertise across specific skills required for this role. How do you structure and implement an effective performance management system in an educational institution?

So will you please repeat the question?

How do you structure and implement an effective performance management system in an educational institution?

Uh, for setting up effective uh.

MMM.

A performance management system. We need to calcify the goal which required.

Uh, to be done, uh, and according to that, uh.

Uh, we should uh, introduce KPIKRS of.

Of an app today that.

Imply, uh, then, uh, we need to evaluate that, uh, as per evolution, we can.

The goal is said by any of.

Could you elaborate a bit more on how you would assess and track these goals effectively throughout the performance cycle?

Of the goals which are set, we should.

Uh, take up every goal, uh, there should be a, a self rating. Uh, what are the achievements, uh?

Ex Uh.

Understood. Beyond self-ratings, how would you ensure alignment between these goals and the overall objectives of the institution?

Uh, the goals should be cleared. Uh, it should be, uh.

Umm.

OK.

How do you design a fair and attractive compensation and benefits plan for staff in an educational setting?

Please report the question, Sir.

How do you design a fair and attractive compensation and benefits plan for staff in an educational setting?

Uh, the benefits should be as per the market standards, what are our competitors are paying for the same job role, uh, we should make that, uh.

This would uh, search as per the, uh, compensation, uh, required talent to our team, uh.

Can you share specific methods you would use to benchmark these compensation standards effectively?

Uh, for benchmarking, uh, uh, this would have great system, uh, for which grade, which designation, which position we are, uh, uh, attracting the right talent for benchmarking, which would have, uh, have exact, what are the numbers of years of, uh, expertise required? What are the experience required?

Uh, what they are earning in their previous organization, What are their?

Uh, what the, uh, required, uh, how much percentage in payment they are, uh, uh, they want as per that, uh, we should, uh, mark up the finmarking the salary.

Understood. How do you ensure such compensation plans remain sustainable for the institution while staying competitive?

Uh, for, uh, staying competitive, uh, vintage, uh, which should required, uh.

Uh, what are the standards? Uh, what are the pay package we are offering, uh, as per that we should hire the candidate?

After resolving the conflict, uh, we should, uh, it should be based on principle of natural justice, justice, uh, what, Uh, we should have to listen, uh, both the parties who are having the conflict, uh.

How would you approach resolving conflicts between staff members while maintaining a positive

They should be given chances to prove they no sense or.

Or the allegation they are having, uh, to defend, uh, themselves and based on the facts and uh, uh.

Prof We should do the resolution to the conflict.

How do you ensure that such conflict resolutions lead to improved employee engagement and a better work environment?

There should be no ice break between the employees. We should have to, uh, resolve that And uh, through employee engagement, uh, we can, uh.

Ensure there are no conflict within between the employees and.

Make them.

Uh, have negotiate and uh, through plan engagement, uh, big uh.

I'll break, should be resolved. And uh.

There should be.

Fair practice and uh.

Institution work.

Got it. How do you use data to identify trends and measure the impact of HR initiatives within an organization?

UH-2 of.

We should, uh, initiate, uh, the initiative, uh.

So that implies our implies sort of fairly focus on their work, achieve their goals.

They should be motivated.

Employees would be engagement should be there so that they enjoy the work.

Yes, Sir.

Uh, could you report? I could not listen this.

Go to bad network.

How would you analyze employee data to make decisions about improving workplace policies?

Uh, we should be having the, uh, uh, this would have, uh, data analysis, uh, what are their, uh, what are the employees, uh, achievement, our HRMS system and the data should be analyzed through that making pivot.

Values are analyzing, uh, using the metrics, uh, for people decision, uh, theirs for that this can use uh.

X data for the analyzing.

How do you ensure compliance with employment regulations and best practices, particularly within educational institutions?

Uh, for the dance to, uh, level of we should uh, uh, follow the, uh, labor laws, uh, their regulation, uh.

All the complaints should be followed as per the rules.

Could you elaborate on the steps you'd take to keep the institution updated on any changes or amendments in employment regulations?

Said that new regulations has come.

That at the time of joining.

Provident Fund accounts should be opened.

For the employees for that, uh, please have to, uh, ensure that when the new join is, uh, is coming, uh, they should be having adequate data app installed on their mobile phones, uh, so that we can, uh, ensure that on the date of joining the this would be having a Provident fund account.

Of and as per the notification, any changes in the complaint we should have to follow as per the rules and regulation.

Noted. Moving forward, how do you integrate clear verbal, written, and listening skills into your HR management practices?

Uh, yeah, I'm clear with the uh.

Uh, verbal within, uh, uh, clear, uh, uh, understanding of all this.

Could you explain with an example how these communication skills helped you successfully handle an HR challenge?

Uh, communication should be, uh, cleared, uh, uh, uh, to the audience as if they, uh, if this is not clear, uh, the message gone wrong and goes wrong and work done is also getting get done wrong. So we should have a clear communication, uh, between the, uh.

People and the management.

Uh.

Finally, your master’s degree in HR Management seems valuable. Could you share a specific course or project during your studies that significantly shaped your approach to managing human

In my human resource management, I was having a specified degree in human resource management. In my project we had done.

Uh, implies satisfaction, uh, in.

Headquarter cottage of India.

Over that, what are the steps where there that motivate them?

To keep working in the organizations.

We had a project on that.

Thank you. All skills have been addressed. Moving forward.

Uh, yes, Sir.

Uh.

Uh, Sir, why? Your voice is cutting down, Could you repeat please?

Yes Sir, please repair.

Uh, yeah.

I am having the ultimate HR Generalist UH course effective.

Application for midday and having a soft and workplace communication, uh, soft skill and workplace communication from IIT Bombay, uh, uh, additional courses, which uh, improves my, uh, work done, uh, my skills, my communications.

Understood, Professor Ansh. Let’s delve deeper. How do you integrate the knowledge from your "Ultimate HR Generalist" certification and the IIT Bombay soft skills course into practical HR management tasks, such as team leadership or managing employee relations?

Uh, these are called the courses, uh, which, uh, improve, uh, the working and the practical knowledge, uh, which we could, uh, implement in the, our professional course or to resolve and.

Practice better in day-to-day professional challenges.

Specific, uh, specific, uh, knowledge that, uh, uh, if any conflict occurs, uh, we should.

No. What are the challenges or the opposite components are facing?

Through this we can resolve the.

Uh, conflict have uh, imply engagement, uh, between the uh.

Implies so they are motivated to to work and get positive response, positive work done in their professional life.

Thank you for sharing, Professor Ansh. Building on this, how do you ensure that these approaches to conflict resolution and employee motivation remain effective and adaptable over time?

Umm, it's definitely effective. Uh, we should, uh.

Track holidays from time to time and.

Get rewards and retention to the employees so they get motivated and continue their effectiveness. Their result oriented work in the workplace.

Thank you, Professor Ansh. That provides useful insight into your approach. Let us move forward.

Professor, could you share a 3-year roadmap for your research activities? Additionally, in line with the responsibilities of performance management and employee engagement, how would you align these practices to both academic and administrative goals in an educational institution?

Uh, there should be a road map, uh, there should be, uh, benchmarking set of service set and copper evolution, uh, should be there. And based on the evolution, we should have our rewards and.

Recognition program.

Show that the implies are benefited. They keep their eye and result oriented and.

Uh, they achieved the organization goals, that's all.

Staff. Junior staff should be allotted the work they should pay. No super mesh.

Uh. Boss sort, uh.

Uh, they enjoy the work, uh, with, uh, their boards. There should be no any.

Conflict students should we follow the rules and regulation of the university organization and.

They study their study and get the result and should there should be no any breakage of the law or all the sets should be followed.

Understood. Lastly, how do you plan to utilize international collaborations to enhance the institution's reputation and boost research impact, such as improving citation metrics?

There should be collaboration with the universities.

There, there should be a moment of understanding Mio signed. What are the they are the they are efficiencies. Whatever efficiencies, there should be culture.

Feature of correlation should be maintained uh between the universities and UH.

Uh, it's just friend learn from them. There should be diversity, uh, culture, uh, which should benefit uh, uh, and improve personality of the candidate and staff.

Could you clarify your question a bit more? Are you asking about fostering collaboration and diversity between universities, or addressing a specific aspect of how universities engage with one another? Let me know so I can tailor my response effectively.

Sorry to interrupt, we're down to the last 5 minutes.

We should have a proper collaboration between the universities so that we can exchange our culture, our education.

Uh, uh, that there should be diversity, uh, there student coming to our organization, our university student going, their organization, uh, exchanging their curriculum, uh, their advanced studies or research program, uh, their research methodology, uh, their cultures, uh, enhancing their personality, uh.

Getting excellence in their education in field of in their field. We should that so that both the universities get benefited from each other.

Add to uh, some, uh, the, uh, the university which we are collaborating, uh, having their, uh, they may be having, uh, their uh, ambience in their education. Uh, the professor who has having expertise in his field may come to our university or delivered best lecture the student get benefits from.

If any news uh, other university having uh.

Their.

Better project uh uh, researching on.

They have unique research or.

What are the methods they are applying to their insurance they can share with the student?

Our professor after collaboration, this will lead to enhancing these skills.

Of the student professor adopting new culture if they are having.

Cross culture exchange program. Uh, this will benefit Rodesh.

Cross section.

Uh, this initiative will be extending the students, uh, professor the universities and uh, believe uh, improve to uh.

Achieving.

Mm-hmm. The result?

This initiative would indeed lead to significant outcomes—broadening students' and professors' perspectives, enhancing research capabilities, fostering innovation, and ultimately contributing to academic excellence and global collaboration. It underlines the importance of diversity and shared growth in higher education.

Uh, I didn't get it. Uh, your voice, could you please repeat?

Certainly, let me repeat. Implementing such initiatives—like cross-cultural exchange programs or collaborative research—would lead to meaningful results. These include broadening the perspectives of students and professors, enhancing their skills, fostering innovation, and improving the overall quality of education. This approach not only benefits individuals but also elevates the academic excellence of the universities involved.

Uh, this will, uh, really, uh, will be, uh, meaningful result, uh, orientation, it will, uh, depend, it will surely improve the university student efficiency in ambience there.

Yeah, it will be meaningful regional orientation, improving the skills among the student professor, it will surely work.

Agreed, fostering collaboration through such initiatives can create a highly enriching academic and cultural environment, leading to enhanced skills and growth for both students and professors. Would you like to elaborate on any strategies for implementing these ideas within the framework of global academic partnerships?

Uh, uh, yeah, It will surely, uh, if we have any collaboration or, uh, with the university of.

It will be very beneficial, meaningful to the result which the student will come across through this MOU or collaboration or this will be surely meaningful.

Absolutely, a Memorandum of Understanding (MOU) or collaboration between universities can create impactful opportunities for students and faculty. It builds a foundation for exchanging ideas, sharing resources, and fostering mutual growth in education, research, and cultural understanding.

Yeah, yeah, yeah, sure. It should. It will be.

Indeed, it will. Now let me ask you about something more specific. Professor, could you elaborate on how you would implement performance management practices that align with a diverse academic and administrative context, such as that of a global university?

Uh, it will uh.

It will be uh.

Following uh.

For, uh, better PMS implementing, uh, we should be having, uh, the benchmarking, uh, about our goal, uh.

Go ahead

Evaluating the performance and uh.

After evolution, there should be reward and recognition.

With the teaching expertise or administrative staff.

Based on their performance, it will be.

It will be achieved.

Understood. Benchmarking and setting clear goals would indeed serve as the foundation for an effective performance management system. By regularly evaluating performance and incorporating rewards and recognition for both faculty and administrative staff, it motivates them to strive for excellence. How would you ensure that this process remains transparent and equitable for all involved?

Uh, the performance should be transferable at uh, uh, when the employees are applying for their performance management, uh, they are, uh, they should mention that their goals are.

What they have achieved up to the benchmarking and based on the ratings.

This would be rewarded.

Uh, through the, uh, performance management system.

Got it. Establishing a structured performance management system where goals are clearly defined, achievements are aligned with benchmarks, and rewards are based on transparent ratings ensures fairness and motivation. How would you engage and address staff or faculty members who might not meet these benchmarks initially?

Uh, if any uh faculty did not uh, uh.

Achieve the benchmarking. They are not result oriented. There should be performing.

Feel free to

In PIP soured via sort to those they should get another chance to improve their skills, their performance achieved to the benchmark goals and through that we should again do the evolution.

Of their work and.

If they achieve uh, there should be uh.

For achieving that, there should be uh, training and development, uh, if they required, they are linking, uh, in that, uh, any specific part of their work, uh.