1. Frontier in India operates on a remote setup.

What traits and factors will you screen

for to make
sure that the applicants will thrive in a work-from-home environment, and why?

It's critical to find characteristics and attributes that point to an applicant's

potential for success in a remote work environment when vetting them for a remote
work arrangement. The following are important characteristics and elements to take
into account, along with the rationale for each:

1.Time Management: People who operate remotely must be adept at managing their
own time. Applicants must be able to maintain organisation, and continue producing
work in the absence of direct supervision.
2. Communication Skills: In a remote location, communication that is proactive and
clear is essential. Applicants must be able to clearly explain themselves in writing,
participate actively in online debates, and articulate their ideas.
3. Flexibility and independence: When you work from home, you frequently have less
direct supervision. Applicants should be motivated to continue working productively
on digital tools and platforms without supervision.
4.Making sure of IT assets: Remote productivity requires a dedicated and
well-organised home workspace. To provide a successful work environment,
candidates should have a proper home office setup, including a stable internet
connection.
5. Proactive participation: Applicants should demonstrate their capacity to provide
ideas, collaborate well with others, and take an active part in online team projects.

2. Culturally, what do you feel are traits and values most Indians have that are
incompatible with a high output, multicultural environment, and how can you help in
managing these cultural tendencies? What questions would you ask applicants to
determine if they can overcome these?

It is critical to approach inquiries concerning cultural traits and beliefs, avoiding broad
generalisations and recognising the variation within each cultural group.
Communication styles, hierarchical expectations, and decision-making procedures
are some cultural obstacles that may occur in a multicultural organisation. Consider
the following aspects when evaluating applications.

1. Way Of Communication : Encourage open communication, set clear expectations,

and emphasise the necessity of expressing opinions directly when necessary.
2. Hierarity : Create an environment in which everyone's input is valued, regardless
of their position in the hierarchy. Encourage a collaborative atmosphere, emphasising
that ideas can come from any level.

Questions to ask the applicants :

1. How open are you to receive feedback in a multicultural workplace to promote

effective communication?
 2. Give an example of a circumstance at work where you had to work with coworkers
at various organisational levels. How did you handle the authority and hierarchy
differences?
3. Could you describe a time when you had to ask team members with different
opinions for their thoughts while working on a project? How did you guarantee a
seamless process for making decisions?
4. Difference in viewpoints can lead to disputes in a multicultural team. How do you
resolve disputes in a professional and positive manner?
5. In a fast-paced, work environment, how do you handle challenges and changes in
priorities?

3. Traditionally, HR has driven employee engagement in physical offices. What would

your approach be in crafting, deploying, and maintaining the same level of experience
in a remote environment where the workforce is distributed?

1. Virtual hiring and onboarding : Create a virtual onboarding plan for new hires that
introduces them to the corporate culture, values, and team. Set up a HR buddy to
connect new employees with experienced colleagues who can offer support.
2. Virtual team events : Organise virtual team-building activities, social gatherings,
and games to improve team bonding. Consider activities such as virtual fun fridays,
quiz and a lot more.
3. Rewards and Recognition : Create virtual employee appreciation programmes to
recognise and celebrate accomplishments. This can include team meeting, virtual
awards, or personalised notes of appreciation.
4. Virtual skill-building platforms : Invest in systems that support skill development
and provide resources for ongoing learning. Encourage employees to obtain
certifications or learn new skills related to their jobs.
5. Mental health wellness : Encourage flexible work schedules to promote a good
work-life balance. To avoid burnout, encourage breaks, time off and by providing
virtual wellness programmes like online mindfulness sessions, and mental health
services.
6. Consistent feedbacks : Survey employees on a regular basis to learn about their
opinions about working remotely. Utilise survey information to address any concerns
and make data-driven decisions. provide channels for employees to voice their
thoughts, problems, and suggestions. Respond to feedback to show that their input is
valued.
7. Flexibility : Make sure your policies are clear and adaptable to different work styles
and personal responsibilities.
8. Building community : Encourage social contact and common interests among
members of the organisation by facilitating the formation of interest groups or virtual
communities.

4. While Frontier is one of the fastest-growing companies in the United States, we

enjoy a limited brand recall in India. As a member of the HR team, you have been
tasked with improving our brand recall and position, which includes improving our
Glassdoor rating. What would your approach be?
 The need for a comprehensive strategy that incorporates employee involvement,
employer branding, and a positive workplace culture. Enhancing the Glassdoor rating
and iBranding in the Hiring Process:improving brand positioning.

1. Branding in the Hiring Process: Initiate focused hiring initiatives on job boards,
social media, and sector-specific websites to draw in top candidates and increase
brand recognition.Include the employer brand in your recruitment campaigns. During
the employment process, emphasise what makes working at Frontier distinctive.
2. Social Media presence : Encourage staff members to represent the company on
social media. Talk about their successes, pleasant experiences, and thoughts about
working at Frontier. This genuine portrayal might strengthen the credibility of the brand.
Create and implement a strong social media plan to highlight Frontier's culture, staff
accomplishments on sites like instagram, linkedin, indeed etc.
3. Perks and competitive pay : offer a competitive compensation according to the
company standards
4. Glassdoor rating : Keep an eye on Glassdoor reviews and respond to any valid
complaints or unfavourable comments. Show that you are dedicated to making
constant improvements in response to employee input. Give employees pointers on
how to constructively communicate their experiences.
5. Participation in the Community : Participate in community events, sponsorships, or
sports activities in India to help Frontier build its reputation as a socially responsible
and community-oriented organisation.

5. CASE STUDY: An employee will file an unwarranted, and completely false complaint
for unjust termination and lack of due process. a. How would you de-escalate the
situation? b. If the employee were to pursue the complaint, what should be prepared
in the event of arbitration?

1. De-escalating the situation :

a. Honest Communication : Talk to the employee in an honest and
transparent manner. Give them a chance to voice their worries, and listen
intently without interrupting
b. Compassion : Be compassionate and empathetic towards the feelings of
the staff member. Even if you don't agree with the accusations, respect their
viewpoint and feelings.
c .Clarity on Company Procedures and Policies : Share the company's
termination policies and procedures in a polite manner. convey that the
decision to terminate was made in accordance with the law and for valid
reasons

2. Preparing for Arbitration :

a. Documentation : Main detailed records of the employee's performance
difficulties, corrective actions performed, and termination reasons.
Documentation is essential for proving that the termination was valid
b. Examine the policies of the company: Make sure that employment
contracts and corporate policies were followed when terminating employees.
Emphasise any sentences that provide support for the ruling.
 c. Make a schedule: Make a timeline that details the employee's performance
history, the actions taken to resolve any problems, and the procedure for
terminating them. You can illustrate the consistency of your acts with a
chronological account.
d. Evidence : Gather all correspondence with the worker, such as emails,
performance evaluations, and any cautions or comments given.
e. Instructors in Due Process Training: Managers should receive training on
due process and how to handle employee terminations properly. This can
serve as a deterrent for future occurrences of the same kind and show that
the business values procedural justice.

6. CASE STUDY: Historically, the Frontier team has seen low unwanted attrition. In a
span of two months, we’ve seen a significant spike in resignations from high
performers. a. How would you, as an HR team member, gather more information? b.
Based on your previous experience as an HR practitioner, what are the top reasons
for this, and what would be your action plan to address these?

1. As a member of the HR team, you can use the following tactics to learn
more about the recent increase in high-performing employee resignations:

a. One-o-One connects : Learn about the reasons for their exits,

their experiences working for the organisation, and any other elements
that might have influenced their choice.
b. Weekly connects : Talk to current top achievers who might be
thinking about leaving. It can be beneficial to comprehend their goals
and concerns in order to handle such problems early on.
c. Feedback gatherings : Send out surveys or feedback forms to all
employees, even top achievers, to get their anonymous thoughts on
their work satisfaction, experiences, and any worries they may have.
Managerial Talks:
d. Performance reviews : Examine HR and performance data for
patterns or trends that may be related to the increase in resignations.
Look for patterns among the high-performing employees who
resigned.

2. Top reasons and plan of action from my prior experience as an HR

professional leads me to believe that the following are some typical causes of
an abrupt rise in resignations, particularly among top performers :

a. Communication gap : Dissatisfaction might result from a

leadership-employee divide or from a lack of clear communication
Improve employee communication, hold frequent town hall meetings,
and set up platforms where staff members can express
grievances and offer suggestions.
b. Gratitude and recognition : High-performing employees may exit if
they believe their efforts are not sufficiently recognised or appreciated.
Implement a thorough employee appreciation programme, recognise
accomplishments, and provide regular feedback.
 c. Work-Life Balance : Burnout and resignations may result from
overworking top achievers without a proper work-life
balance.Encourage a positive workplace culture that prioritises
employee well-being, establish reasonable objectives, and support
work-life balance.
d. Pay gap : Reason: Top achievers may look for better offers
elsewhere if they believe their pay is not commensurate with industry
norms. Make sure your salary is competitive, carry out a full study of
compensation, and take into account any extra benefits or
performance-based bonuses.
e. Professional growth : High performers may depart if they believe
there aren't enough prospects for career advancement or
development. Implement a robust career development programme,
offer training opportunities, and establish clear avenues for growth
within the organisation.

7. CASE STUDY: A manager in the US will have to terminate an associate who’s based
in India and who’s been with Frontier for less than 3 months. (At Frontier, the
employee’s manager will be the one to decide and handle the termination of an
employee, not HR). a. In accordance with Indan labour laws, what would the process
be? b. If the employee was employed for over 2 years, would the process be different?
Why or why not?

1. Termination of an employee for less than 3 months depends on the

specifics of the employment contract and the labour laws, the termination
procedure in India may differ. Here are some broad things to think about :

a. Notice : There is usually a notice period for termination under Indian

labour rules. Nevertheless, either party may choose to waive the
notice time or provide payment in lieu of providing real notice.
b. Final Interview: To learn more about the circumstances behind the
termination and to obtain feedback, do an exit interview.
c. Labour laws : Make that all contractual obligations and local labour
laws and regulations are followed.
d. Documentation : sharing an email maintaining records of the
feedbacks, performance reviews, behavioural issues if any and a
termination letter should be maintained
e. Full and final settlement : All outstanding due, bonuses, leave
encashments and other benefits must normally be paid by the
employer to the employee within 30 to 45 days from the date of IT
asset recovery.

2. Termination of an employee for over 2 years :

a. Notice : Longer tenured employees may be subject to a longer

notice period before termination.
 b. Gratuity : Gratuity may be applicable to employees who have
worked for years. Under the Payment of Gratuity Act,
the employer is required to provide gratuities.
c . Employee well being : The employee's well-being may be given
greater attention, and initiatives to facilitate the transfer,provide career
counselling services may be taken.
d. Participation in connects : Longer-serving employees could
occasionally be entitled to representation or the opportunity to speak
during termination proceedings.

8. CASE STUDY: An employee in India making USD 1,000 would like to minimize tax
liabilities and government dues to the lowest possible amount for higher net pay,
while another would like to declare a gross income of USD 1,000. What would the pay
slips for each employee look like?

1. Employee A payslip : Minimising Tax liabilities

SUM of
Earnings and Payment ( In
deductions USD)
Basic Pay 600
HRA 125

Leave allowances 25

meal allowances 25
Medical 25
PF 200
Grand Total 1000

2. Employee B Payslip : Declaring gross income of 1000 USD

SUM of
Payment ( In
Earnings and deductions USD)
Basic Pay 725
HRA 0

Leave allowances 25
 meal allowances 25
Medical 25
PF 200
Grand Total 1000

9. CASE STUDY: You are in the process of applying for a role in Frontier. From your
perspective, what would you improve on (if any), and why?

1. An easy-to-use online application form : Make sure the online application

form is simple to use, mobile-friendly, and intuitive. A more efficient and
intuitive application procedure motivates more prospects to finish their
applications.
2. Transparency in the Hiring timelines:Explain the anticipated timetable for
the hiring procedure. This lessens worry about the status of their applications
and assists candidates in controlling their expectations.
3. Screening with Technology:Use technology-assisted screening solutions,
like applicant tracking systems or artificial intelligence-driven resume
screening, to quickly find qualified candidates and speed the initial screening
process.
4. Communication that is personalised to the individual:Make interactions with
candidates are more personal. Generic responses might be unsettling,
whereas personalised communications that recognise the candidate's efforts
can improve their impression of the firm.