ICSE PROJECT

COMMERCIAL APPLICATIONS PROJECT 2023-24

Topic: Interview of a Human

Resource Manager

Name: Carissa Viji Manalil

Class: 10-E
 Index

1) Human Resource Page 3

Management
2) Profile of the Human Page 4
Resource Manager
Interviewed
3) Interview Page 5

4) Conclusion Page 12
 Human Resource Management
The strategic method of developing and assisting people and
providing a positive work environment is known as human
resource management. Developing personnel policies and
procedures that support organizational goals and strategic
plans is part of human resource management. Fostering a
culture that reflects fundamental values and gives staff
members the tools they need to be as productive as possible
is essential to achieving this goal.

Human Resource Management

Talent management pay and benefits for employees, training

and development, compliance, and workplace safety are the
five key responsibilities of human resources. By handling the
employee lifecycle well, an HR department can contribute to
organizational structure and the capacity to meet business
needs.
 Profile of the Human Resource
Manager Interviewed

Mrs. Khushboo Sawant is a Human Resource Manager and

HR business partner for Aptech, an education management
firm in Mumbai, Maharashtra. She has more than 15 years of
experience as an Experienced Human
Resources Professional in
Compensation & Benefits, HR Business
Partnering, Talent Acquisition, HR
Operations & Employee Relations

She completed her pre-degree at the

Our Lady of Health High School and
did her Under Graduate degree as Mrs. Khushboo Sawant
a Bachelor of Commerce at the
Tolani College of Commerce, Mumbai, Maharashtra.

Her previous role was as an Assitant Manager in the Human

Resource Department.
 Interview

1. Can you describe the company's culture and values?

Ans) Our company values collaboration, innovation, and a
strong commitment to customer satisfaction. We believe in
fostering a positive and inclusive workplace where
everyone's contributions are recognized and appreciated.

2. What are the key responsibilities and expectations for

this role?
Ans) In this role, you are responsible for Recruitment and
Talent Acquisition, Performance Management, Manpower
Planning, Operational Excellence etc.

3. What are the sources of recruitment for various Levels

of employees?

Ans) 1. Beginner-Level Positions:

we often conduct recruitment drives at colleges and
universities to hire the best talent from institutions.
We also advertise roles in newspapers, online portals etc.

2. Middle-Level Positions:
We use online job portals like LinkedIn and try to contact the
appropriate people for the job
We also provide internal promotions and transfers for mid-
level roles.

3. Senior-Level and Executive Positions:

Sometimes the board of directors come up with their own
recommendations.
Top talent are also identified through national and
international employees attended by our team.
Online job portals like LinkdIn are also used.

4. What are the Selection procedures for the various

categories of employees such as Lower Level, Mid-Level
Managers and Senior level management personnel.

Ans) 1. Lower-Level Employees

We first review and assess the candidates.
If we are happy with the resumes, we invite them for an
interview, Shortlisted candidates go through another
interview with experts in that field and the best talent from
the group of shortlisted people get selected. We also
conduct background checks to verify candidates'
employment history, educational credentials, and criminal
records.

2. Mid-Level Managers
A similar process is held except they will be faced with more
structured questions and the interviewer would be someone
with a senior role. Sometimes more than 2 interviews are
held if its for the higher end of Mid-Level Managers

3. Senior-Level Management
We sometimes engage with search firms to find the best
candidates for high level positions. We then critically
examine the profiles of the candidates we receive. Then they
go through 4 interviews with Top level Management
including the board of directors

5. How does the company support professional

development and growth opportunities?

Ans) We support professional growth through ongoing

training programs, mentorship opportunities, and access to
online courses and resources. Our goal is to help you
continuously develop your skills and advance in your career
here.
6. What is the company's approach to work-life balance
and employee well-being?

Ans) We understand the importance of work-life balance and

offer flexible work arrangements, including remote work
options and flexible hours. Additionally, we have programs in
place to promote employee well-being.

7. Can you provide insights into the onboarding process

and training for new employees?

Ans) Our onboarding process is designed to help you

integrate smoothly into the team. You'll receive training
in Company Policies and Procedures, Technical Skills,
Soft Skills Leadership and Management etc, and your
manager will provide guidance and feedback to ensure
your success.

8. What does the performance evaluation process look

like?

Ans) Performance evaluations occur annually and are based

on clear, measurable criteria that we will discuss when you
join. We believe in regular communication and feedback to
help you grow in your role.

9. How does the company handle diversity, equity, and

inclusion initiatives?

Ans) Diversity, equity, and inclusion are fundamental to our

company's values. We have active initiatives in place to
promote diversity in our workforce, and we continuously
strive to create an inclusive environment where everyone
feels valued and heard.

10. What is the process for addressing workplace concerns

or disputes?

Ans) At our organization, we prioritize a constructive

approach to addressing workplace concerns or disputes. We
encourage open communication between employees and
their supervisors while offering HR guidance when needed.
Our formal grievance process ensures that issues are
thoroughly investigated, leading to resolutions that foster a
positive work environment and employee satisfaction.
11. In light of recent events or challenges (e.g., economic
downturn, global pandemic), how has the company adapted
its HR policies and practices to support employees and
maintain business continuity?

Ans) In response to recent challenges, such as the global

pandemic, our company has taken several strategic measures
to adapt and support our employees while ensuring business
continuity. We implemented flexible remote work policies
and provided additional resources for employees to maintain
their well-being during challenging times, including mental
health support and remote collaboration tools. Furthermore,
our HR team has been closely monitoring the evolving
situation, adjusting our policies as needed to address
changing circumstances and prioritize the safety and well-
being of our workforce.

12. How does the company measure and promote

employee engagement, and what strategies are in place to
retain top talent and foster a positive workplace culture?

Ans) We prioritize employee engagement and retention

through various initiatives. We regularly conduct employee
surveys to gauge satisfaction and engagement levels, using
feedback to inform our strategies. To retain top talent, we
offer competitive compensation and benefits packages,
professional development opportunities, and a supportive
work environment. Additionally, we promote a positive
workplace culture through recognition programs, diversity
and inclusion initiatives, and open communication channels
to ensure employees feel valued and motivated.
 Conclusion

In short, Human Resource Management is incredibly

important for organizations. It helps find, hire, and keep
talented people, which is vital for success. HRM also makes
sure the company follows labor laws, avoiding legal
problems. It creates a good workplace where employees are
happy and work well, focusing on fairness and inclusion.

HRM also helps employees learn and grow, which benefits

them and the company. It deals with conflicts and keeps the
workplace peaceful. When tough times hit, like economic
troubles or a pandemic, HRM adapts by making flexible rules
to support employees and keep the business going.

In simple terms, HRM is like the glue that holds a company

together. It makes sure everyone is in the right job, has what
they need, and works together to make the company
succeed. In a competitive world, good HRM is key to long-
term success.