Faculty rate start.

I'm Jyothika from Arkad. I have done 2 internships 1 at Tata International for afraid of one month and I have been on the compensation benefit team where I have done arts management activities in there and I will handle the leave record managements and.

Please start by introducing your professional journey in academia.

Type an e-mail.

I will go for a visit for.

For a manufacturing area to get the compliance from the employees and I have done another internship at Larsen and Tubebrook in in Manapakkam, Ramaparam, Chennai where I have involved in the compensation benefit team. I will be involving myself in cross-surreifying the consultative components between 2:00 between two portals so that the employee can proceed with the salary for employee. And I will be entering the recruitment team, I mean.

The trip and team in conducting exit interviews and I will be helping the learning and development team in summarizing the training feedback form so it make the that learning and development to.

It may ensure the trainer performance and the trainees performance and involvement in the training program. So I will be in I helping the the recruitment team in managing the records of the employees so that the IT can ensure every documents they have get get in getting the records of the employees in.

In a quick time so I can ensure that.

The what documents are pending to collect from the employees. These are done and I have finished my graduation in MBA at Panama Engineering College. I have taken with HR and Business Analytics and I have been in undergraduation taken under graduation in excellent College autonomous in Vellore Katpadi where I have been a representative for.

Three years both online and offline, so I have been improving the students to get uh, more study materials as they require within the time so it makes them to prepare exam.

And I will be coordinating the events like and uh in Tamil call as.

Uh, Tabela.

Programs and such events and they're helping the staff in maintaining records and preparing the study materials so ensuring the small functioning of the performance and.

My details. Thank you.

Thanks. MMM.

I am a fresher, I'm not a experience. I've done only two internships.

Is the HR will give me the feedback form of the employees in both in a A4 sheet and some in the E form and Google form. So I will collect on all those datas and I will be preparing the excel sheet. They will be give the form bit. So I will mark the feedback of the employees for about the trainer in a form and the format so it may help them to assess the trainer performance.

Got it. How do you ensure that the feedback data you collect remains accurate and effectively supports decision-making?

Because it is connected in the Air Force sheet where the HR can be there. So if there they feel any difficulty in filling the beatbook form or they can't able to complete their feedbacks in the I mean they can't able to take express their feelings. So there will be a column like others so they can express in there. So it may ensure that they can fill it in a correct way and. Yeah, they feel free to fill the feedback.

And in G form they didn't we didn't know who have full form filled the feedback if in case they have mentioned their mail ID or the name. So it if there is no personal contact they can fill it. So it will be accuracy and.

It would be incorrect.

Because they don't know that. Yeah. Thank you.

Thank you for sharing. Now, let's talk about your approach to employee engagement. Could you provide an example of how you would foster a positive work environment and boost employee morale in a manufacturing setup?

Can you repeat again?

Sure. Could you share an example of how you would create a positive work environment and improve employee morale in a manufacturing setup?

Yeah, they will conduct a town hall meeting where the employees can and share their feedbacks and the queries of them. So it will help the employer and the HR employee to guide them in a proper way how to engage them and to get the queries.

To get the queries from the town meeting so are there there will be a post box so they can able to grievance for sale reports box so they can able to share their queries in the.

Box so and they can able to suggest with this things that we need these things we need and we will discuss with the team as Amina or our HS so they can able to.

Uh, make the employee engage in those as per their needs.

Uh, yeah, I can understand.

And down on meeting they can share their opinions if if they feel in discomfort, they can post in the post box. So it makes sure that they can raise their complaint with any anyone anybody by forcing them in the backside. So they can feel free to talk in a grievance box and in turn on meeting they can.

We are, we are not inviting. So our supervisors they have separate meeting. There will be only.

The connection with the HR and the employees so they can able to talk with one another so the the data won't go outside so they can able to feel free to share their queries.

It increased the efficiency.

We will insist through mail to fill the feedback or we will contact them to fill the feedback.

How would you handle a situation where an employee’s performance is consistently below expectations despite providing regular feedback and support?

And we can go and if there is a big organization, we can contact them to their mail and then we can call able to call them or we can.

And we can able to contact their HR because even an organization so big the itself will be given a 20 to 30 members or 50 members under them. So we can contact the HR to tell that that you are employee under you didn't fill the feedback. So he can make sure that he can fill the feedback as soon as it's possible. If not, we will go for a if that account, the account is.

We will arrange a separate meeting for that and we can get the feedback from them.

Thank you.

Now, let's dive into your understanding of compensation and benefits. Can you explain how you would use data to ensure equity and transparency in employee compensation?

OK.

Take your time.

Can you repeat again compensation?

Out.

Sure. How would you use data to ensure fairness and transparency in employee compensation?

In perspective of the HR, may I know the the question briefly?

OK, if you need to retain the employee in our organization, we will. We should provide a compensate, umm, I mean uh.

Certainly. As an HR executive, how would you analyze employee salary data to make sure pay is fair across the organization and transparent to employees?

I umm, a standard SAP salary today, so we can, uh, set see the budget of the organization and we can able to, uh, stick with the local, I mean the standard of living of the organization. I mean the area. So if the organization budget and the standard of living and we can able to give the salary as much, they as much not need.

According to the organization policy, so we can if we are checking our policies and then we are only fixing the salary. So it may help them to that the person gets the right salary for the work in which he serves for the organization.

Go on,

Understood. How would you handle a disagreement from an employee who feels they are being underpaid despite the established salary framework?

I can't understand, can you repeat it again?

An employee believes they are.

How would you handle circulation?

How would you handle a situation where an employee believes they are being underpaid despite the organization’s established salary structure?

Uh, I underst I couldn't understand the word next to employee.

Unrepaired. I can't understand what is that.

An employee believes they are being underpaid. How would you handle that situation?

Let me clarify. How would you address a situation where an employee feels they are not being paid enough for their work?

OK.

If we feel so, we will tell that the standard of living is this and our budget is this and we are providing the right salary for the right talented persons. If in case he is not satisfied with the salary, we will tell that we will give a performance appraisal. If you do well, we can able to we as per the organization. Some of the organizations 6 months once quarterly. Actually the performance appraisal incentives are given by the by the organization.

We will provide, yeah.

Take your

The employees and we will tell that yeah, the we will give the performance incentives and bonus.

So it can make me feel like that we will, we won't get that in the salary, but we can get as a six months and three months if we do the work.

Greatly we can speak to the further HR that is the I mean in one year he has accomplished these thoughts and goals. So why can't we increase the salary and in the perspective the employee, I will speak to them.

We are providing the right salary and if you do well, we will give a performance incentives and, uh, we are going, uh, bonuses for those things. So e-mail feel good. I think so.

Understood. Let’s now focus on your knowledge of employment regulations. What steps would you take to ensure compliance with labor laws in a manufacturing organization?

Can you give me an instance?

What else can you take to ensure?

OK. We will check with the policy 1st and we will ensure the database whether we are giving the right salary to the right person and we are working as per the regulations and the acts with the 88 hours and maximum of nine hours.

And we will check with the policies and standards and uh, uh.

Databases to ensure that we are working in the right manner.

Got it. How would you handle a situation where you discover the organization is unintentionally violating a labor law?

We later won't, uh, give it as it. So we will ensure that with the we are working with the correct labour according to the labour law.

If in case we didn't, we'll make sure that we will do by as soon as conducting a one month, one month review from one each month review. So it makes sure that we are looking according to the laws.

Understood. Now let’s discuss using data to inform decisions. How do you approach using data to spot trends and measure the impact of HR initiatives?

I can't understand.

OK, we will collect the feedback 1st and we can able to, uh, if we, we are in the place, we can able to see the audience and the trainer. So we can able to judge and the like that. And we can able to use the metrics as an analytics tools to measure the efficiency and effectiveness of the program. And in another way, we can, we means we can get.

How do you use data to identify patterns or trends in the workplace and measure the effectiveness of HR programs or initiatives?

Do the program and what are the?

What are the requirements do you need like that we can able to ask the suggestion and we can able to think as a with our team and so we can able to do as per.

The employee suggestion as per our decisions which can be can applicable and we can able to check the trends and we can able to adapt the HR, we can able to adapt with the trains because it only boosts the employees to do the program.

Effectively and work for the organization effectively making sure that we can able to check the trends and.

Thank you.

Thank you. Let me proceed.

May I know when till when will I get the result?

The timing of the results depends on the organization's timeline, and I cannot provide a specific date. The recruitment team will inform you once they complete their evaluations. Do you have any other questions or points you'd like to clarify?

Yeah.

I don't know.

Go ahead. What would you like to know?

Aye, OK.

Do you have any questions?

OK, then I will ask, may I know how I have performed in this interview?

I don't have any additional

May I?

Basketball.

I'm sorry.

I can understand, but I want to know whether I can enable to uh, go with the flow of uh with you.

Is Mm-hmm.

Please go ahead.

OK, yes, I have solved the advertisement now on uh, in the, I mean, I getting into this, uh, online interview. I have shown seen the job description. It has mentioned that the exchange for four or five years, but I'm a fresher, may I know?

Am I eligible?

I, I will work with uh, I will learn more and I will be enthusiasm to work with organization. I I can assure give assurance, I will perform for the well for the organization.

But I want to clarify that that's what.

Thank you.

Yes, Proceed. Proceed.

I'm too more enthusiasm even I'm not I'm a furniture. They have chosen 1 chosen based on my profile and I who I will give assurance. I will how they take me. I will give the give them back. I will work for them and I will make assurance that I will move.

The trains to employ encased employees in more effective manner.

And thank you for giving me this opportunity to introduce and.

To make to share my thoughts.

You're welcome. Professor, based on your resume, I'd like to discuss your academic research and how it connects to effective teaching in the classroom. You studied the impact of data automation on HR functions and employee perceptions toward organizational commitment. Could you elaborate on the key findings from one of these studies and explain how you would incorporate those insights into teaching HR practices to students?

Can you repeat again? Are you asking about my project or may I know you are giving me a topic?

OK, OK, OK, OK.

In torches back perspective employee perception OK, is the basically, I've done a project on data automation techniques used in the organization. If in case, uh, we'll go with this uh, teacher fee, umm, teacher, we should see whether there is a rate automation techniques used in the organization. If so, we will. If not, we can give with the tools and techniques used in the organization to tease their students and their employees.

Please,

To grow to, to make them grow, uh, career development, career growth and to give them knowledge about the tools and techniques and.

I've basically involved in this so you in a take out the technique helps the employer or the students to know about the and using about the tools effectively efficiently.

So it may give if I conduct a study on that. So I can get that the whether the tool is more useful or not, it is have impactful. If not we how can we increase the impactness in the organization if the tools is giving them what they require to know more. So we can conduct A questionnaire I have conducted questionnaire based on that. So from that they are from.

Yeah, I will resume that. Most of the tools are been helping the task employees, but the tool is not coordinated with one another. So I have initiated the HR to.

I

To make that ensure that the subjects and the tools which we teach the employees are the students should be interlinked with one another so that they can able to think we if we do this, if we can able to do this, if we can get download this data from this portal, boy can't be able to download the data from the another portal. So both the portal should be aligned with the goals and objectives so that it makes. Effectively to to use the software.

And techniques. Thank you. This is what I have done in my UH project.

Yes.

How would you use this experience to teach students about the importance of aligning HR tools and techniques with organizational objectives?

Before creating the software, we should know what, uh, what makes the software more impactful among those, uh, students and employees. So if we, uh, know the importance, we can able to share the students and employees. These softwares use may make sure that you can, able to, uh, work easily and we can, you can, able to gain more knowledge about this tool. It makes the process easier, quicker. So if, if we do this.

They can able to, uh, get some knowledge once they get started with how to use the software, they can able to, uh, do.

Understand the importance.

Yeah.

Thank you.

Can you repeat again, I want to recruit a professor, right? And I make sure that the professor should sustain for a longer period and give more impactful for the organization, right?

Professor, let's begin with your vision for the next three years. Can you provide an outline of your research roadmap, focusing on how it aligns with institutional advancement and long-term sustainability?

Yeah.

OK, I will start. First we should create a job description about the what the requirements we need from the professor and the qualification and the eligibility criteria. So we make sure these criteria first and create a job description from consulting with the need of the department first. Where the requirement is there, we should ask the requirements 1st and when we proceed with.

And I mean organization where there there is a vacancy, can we give them the source so they can able to if they're in case they accept the our, our need, our need of the employee professor so we can proceed with the job creating a job description at this third stage. So once we created the job description.

We make sure that we have to select the right candidate for a right job. We, they can able to sustain in the organization for a longer period. So, uh.

Of the professor.

We we we can see the criteria where the professor has been.

Survived in the organization for a a longer period. They have achieved anything in the organization. If not, we can able to give the chance. But we should see them that they, they are enthusiasm and they can able to, uh, they are with the cop up with the trends and trends in the education and they can use different, uh, way of teaching skills. We have to conduct the offline interview how they conduct teach their students to make them.

Engaging the Royal Learning. So after taking these criterias, we will proceed with the telephone interview.

Uh, can you compete with the organization goals and objectives and can you be sustained for a longer period?

If we in the the in the, uh, interview itself, we can able to access a person, uh, the amount, so we, they can, whether they can able to sustain for a with us or not.

So we can check with those criterias and conduct an interview and we can see the verification, backward verification.

And if not, they are a fresher in. In case of fresher, mostly they will choose to for a career growth. So if there is an opportunity for a career growth, the employee won't leave the organization as soon as they think so.

If we provide some pro, uh, some incentives, some career growth programs, they sustain as from from the perspective of the employees, we, if we.

He or she, uh, has to sustain in the organization. We should check with their records if in case of fresher, if they we have to verify the background and we should see the.

What up they are done in this academic so based on that we can able to select an professor.

Fully.

Fully involved or all the some research papers we can able to assess those things if possible. If not, we have less time, we can check with the criteria which I have told.

I mean, what do I say?

Thank you, Professor. Let’s now focus on the specifics of your research roadmap. How would you mentor junior researchers to ensure a strong pipeline of impactful publications, and thereby enhance the scalability and academic relevance of your lab or department?

Time is up! Ending the interview now.