ORGANIZATIONAL BEHAVIOUR-1

ASSIGNMENT-1
MANAGERIAL INTERVIEW

Faculty: Professor Asha Bhandarker

Group 7 Report by:

Rishabh Aggarwal (19PGDMHR39)
Sachi Gupta (19PGDMHR42)
Siddhant Singh (19PGDMHR51)
Astha Gupta (19PGDMHR09)
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Seema Shamshi (19PGDMHR48)
Satyaki Chakrabarti (19PGDMHR46)
Devika R (19PGDMHR14)
Sambhav Jain (19PGDMHR45)
 Abstract

The objective of this assignment is to learn from the journey of corporate HR leaders and
get a clarity in the working of an HR manager. How as first year MBA HR students we can
start equipping ourselves to prepare for the future. As human resources being one of the
most important and dynamic resource of an organization, as future HR managers, it will be
our responsibility to lead the workforce towards a unified goal and follow a shared vision.
This assignment also helped us to work in a group dynamic and have fruitful discussions. To
fulfil the objective of this assignment, interactions with Mr. Shrikant Wavre, Mr. Biplop
Sengupta, Mr. Shourashish Misra and Mrs. Palak Jain were held and questions regarding
the HR Industry were asked. Through the answers given by them, various inferences are
taken to fulfil our objective.

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 Acknowledgement

In completing this assignment, we had to take the help and guideline of many people. We
would like to show our gratitude to Professor Asha Bhandarker, International
Management Institute, New Delhi for giving us this opportunity to interact and enhance
ourselves

In addition, a thank you to toMr. Shrikant Wavre (HR Head,Euroflux Transmission India Pvt.
Ltd.), Mr. Biplop Sengupta (HR Manager, Vedika Credit Capital Ltd.), Mr. Shourashish
Misra (HR Talent Engagement, TCS Mumbai) and Mrs. Palak Jain(Executive HR manager).
for their useful insight that went into the making of this report.

We thank all the people for their help directly and indirectly to complete our assignment.

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 Index

Page No.

Learning in pairs 5-6

Overall group learning 7

Action agenda for next two years 8-10

Appendix 11-17
Attachment 18-21

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 Learning in pairs

1.Rishabh Aggarwal and Seema Shamshi

We both learned a lot of things from each other while working together in this group
assignment.
 Work management was very important, so we divided our work to get it done in a
more effective and efficient manner.
 Team Coordination- we both communicated well. Decisions like when will be the
interview is scheduled, what are we going to ask? And how the whole interaction will
go? etcetera
 Time Management is also one of the main things we learned as we both have
different daily schedules. We both had to adjust and accommodate our time to
discuss and conduct the interview.
 We also felt that our communication skills improved by talking to each other and by
interviewing Mr. Shrikant Wavre.
 And finally, the insights in the HR industry that we got from the whole assignment
motivated us to work hard to become a successful HR leader.

2.Sachi Gupta and Satyaki Chakrabarti

 The most important learning was to respect each other’s ideas. During the formation
of questions, it was important that both of us come to a common ground. We had a
quality of discussion that helped us in reaching a conclusion.
 Also, having trust on each other was a was the hardest and the crucial part. As only
one person could be on call taking interview it became important for the other
person to trust the other. Most generic issues/problems in the corporate for a new
manager is gaining trust. Keeping our personal difference aside acting professionally
was something that we both learnt.
 Realising each other’s strengths and then allotting the task was something that
helped us achieve this task. We divided the work according to each other’s comfort
zone. This activity served as a bridge in the communication gap.
 Each of us have not interacted much before. Soo, through this we got a chance to
know each other and build connections. Through this activity we got to know more
about each other which helped us in dividing work. We learnt about each other’s
strengths and weakness. Also coming from different culture, we learnt new things
about each other’s culture.

Overall from this activity we learnt how to lead and be led by someone other than the
teacher.
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3.Astha Gupta and Sambhav Jain
 The learning is teams has been an immense one. Being teamed up as a fresher and as
a person with experience, the view of how an organization functions was different in
the initial stages.
 With the objective clear, we set on to make a questionnaire in which Sambhav who is
a fresher, had a more inquisitive nature than Astha who has a work experience of 20
months.
 Arranging a time and schedule for the interview wasn’t an easy task and it required a
scheduled follow up from both the member’s side.
 Coming on to the interview, it was telephonic in nature and one person asked the
questions and both the team members were listening to the answers. The other
person jotting down the major and minor learning points throughout.

4.Devika R and Siddhant Singh

 Cross-domain knowledge is important in the current corporate world
 Good interpersonal skills are required to perform well in any team
 It is important to have an open mind, especially in this globalized corporate world
 Understanding the vision of the company and aligning your own vision towards it can
make for a smooth sailing career
 It is important to be pro-active
 It is important to figure out which decisions need to be based on a pre-meditated risk
and which ones need you to take the leap of faith

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 GROUP LEARNING

 How to lead and be led by someone

 Incorporate everyone’s ideas
 Respect Everyone’s contribution
 How to have a healthy discussion
 Keep personal issues aside and work like professionals
 Team building
 Discover each other’s strength and divide work accordingly
 Overcome our hesitations and make new bonds
 Helping each other to maintain a top HR trend
 Share knowledge of HR
 Keep up to date with developments in HR like HR Analytics, AI and IOT.
 How to cope up with stress and help others to overcome stress
 Sharing resources to building a network of individuals who have worked for a good
time in industry.

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Individual action agenda for the next two years

1. Rishabh Aggarwal
 For the next two years, I will be focusing on being more open i.e. I should try to
become more extroverted in my work space as it is an essential part of a
managerial life.
 To be an effective manager, I will be taking part in corporate competitions and
different events which will provide me with experience working in the
competitive space and be more comfortable in large groups.
 Also, I will be focusing on the analytics part as I realised analytics is used in
almost all domains of HR, be it recruitment, selection or compensation.
 Another thing I will remember is what sir said about there being two types of
stress- i) Good stress and ii) Not-so-good stress and we should be able to
segregate the two and try to avoid the bad stress by keeping ourselves
engaged.

2. Seema Shamshi
 For the next two years I will focus on live projects and internships as i am sure
these will give me experience on the real and practical world.
 Take active participation in case studies and try to decipher the solution to
crisis given in these case studies.
 Take part in college activities and corporate competitions for broaden my
horizon.
 Keep myself uptodate with the current and upcoming trends in the HR system
like HR analytics.
 Learn how to manage stress and time and work through it to get the work
done.

3. Sachi Gupta
 Learn about the various aspects of Human Resource Policies and how to
maintain a diverse workforce in a workplace.
 Participate in various competitions and do live projects.
 I must be very much aware about the new age HR related technological
developments and to learn about HR analytics and Artificial Intelligence, which
will be a crucial part of IT industry in the next 4-5 years.

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 4. Satyaki Chakrabarti
 A lot of things I must improve in the next two years. The first and foremost
thing is communication, on which I must really work.
 I must learn about the latest HR related technology and HR analytic, because
HR analytics will be a game changer in the IT industry within the upcoming
years. So, I think that it should be my most important agenda for the next two
years is to do some courses on HR analytics and on Artificial Intelligence and to
improve my communication skills.

5. Siddhant Singh
 The path to becoming a manager is easier on paper. In practice, however, it’s a
completely different ball game. Gone are the days when performing well in
academics was enough to stand-out in the crowd.
 After our conversation with Mrs. Palak Jain, I learned that, in order to grow in
the corporate world, it is important to have a rounded personality; this can be
achieved only by getting out of my comfort zone.
 Talking to her made me realize how soft-skills, paired up with the technical
know-how of multiple domains makes life easier as an HR.
 So, during my course at IMI, I plan to go beyond academics, research and stay
up-to-date with the outside world, engage in fruitful conversations with my
peers and others and acquire new skill sets.
 Doing this will open-up wider avenues in the years to come. Participating in
corporate competitions and live projects will help me brush up on the trending
topics and improve my networking abilities.

6. Devika R
 After going through the profiles of various industry leaders, I realized that all of
them had one key commonality; a clear vision. It is clearly an essential part of
success.
 After our conversation with Mrs. Palak Jain, I realized that vision, paired with
the ability to work hard and smart makes a good leader.
 I also realized that all potential employees are judged based on two basic
things; soft skills & competency.
 In coming two years, I plan on getting out of my comfort zone, push beyond
my perceived boundaries, and become the competent candidate desirous for
my dream company.
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  I will achieve this by being active in all the events conducted within and
outside this institute. This also includes corporate competitions; the perfect
platform to showcase my ability to work smart.

7. Sambhav Jain

 After having a conversation with Mr. Biplop Sengupta, I received a lot of inputs
as to how an HR should function in the organisation. So, my action plan for
next two years is that first of all I need to work on my communication skills.
Effective communication is very important in an organisation.

 As I am a fresher and so I need to gain some experience as to how an

organisation function. For this I need to take part in corporate competitions as
I think it will give me some inputs of corporate world.

 I believe IMI New Delhi curriculum will help me groom for the corporate world
and so I will focus on my academics and try to implement them in real life.

 I will also work hard on negotiation skills, people management and writing skill.

 I also want to improve my soft skills and learn more about team management.
After the two years I should be competent enough to recognise organisational
culture.

8. Astha Gupta
 The telephonic conversation provided so much insights into the life of an HR
professional. We are taught several things in our day to day activities but how
these things relate to the corporate world is the real thing to be understood.

 A complete understanding of the subject is a necessity along with which the

industry trend should be observed regularly. Since the rapid advancement in
technology and new emerging careers in HR, it is crucial to know the entire
business area and its recent happenings along with domain knowledge. To be a
good HR professional, we would have to be fine with the idea of change in
terms of roles and functions of HR.

 Along with the knowledge, a special grasp on inter-personal skills including

having a clarity in thought process and the ability for effective communication
is required and being cool, calm and collected is necessary to deal with crisis
situations and for employee motivation as well.

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pg. 11
 Transcripts of interviews
Shrikant Wavre
HR Head, Euroflex Transmissions IndiaPvt. Ltd.

Questionnaire
1. What responsibilities does your job title give you?

 I am responsible for all HR, Administration, Employee Relations and Industrial Relation
of company.

2. Over the course of your career, how has HR as a system and process changed?
 Hard copy to E-mail to Online
 Industrial relations to Human Resources to Human Resources Business Partner and HR
Services

3. How do you encourage employee engagement in your organization?

 Top Management @ empowerment, flexibility and trust
 Middle Management @ responsibility, involvement and authority
 Junior Staff @ rewards, incentives, communication channels
 Workers @ rewards, communication channels, skill development

4. How does your organization manage the diversity in workforce? Do you face any
challenges regarding the same?
 Being a manufacturing company that too an acquisition diversity is a challenge
 Mind set of people, limited candidates available for working in manufacturing setup,
government rules and regulations

5. What are various methods that are currently in practice in the industry for retention
and solving grievances of the employee?
 We have standard policy and certified standing orders

7. What is your take on Industry 4.0?

 It’s a cost advantage from business perspective but before that industrialist needs to
invest money in skill building of talent and transformation via structured change
management.

8. Is the Indian workforce ready to Integrate components of Industry 4.0 like AI, IOT, Big
Data etc into its everyday work environment? Do you use it to assist in your daily tasks?
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 Indian workforce always demonstrated a better approach to changes be it internet, e-
mails, cell phone or so on.
 Partially we use it and we are trying to introduce new platforms via structured change
management approach.

9. What is the one key learning that you have acquired in your role over the course of
your career?
 One needs to determine a clear vision of HR (which can be different for different
organization) and keep on driving towards it.

10. What is the one key trait in you that you think has helped you in making your career
the way it is now?
 Strategic, proactive change management approach with ability to take risk by taking
decisions.

11. As first year MBA HR students what are the things we should equip ourselves with to
have a growth in the future?
The first and foremost thing is knowing the actual practicality of the HR. understand
through case studies the theory that you are learning. Learn how these theories are being
applied in a practical world in the HR field. The theories need to be applied in a very subtle
manner in the day to day operations.

12. what are your thoughts on the HR analytics in the current HR system? How important
it is for the new workforce to learn it?
it is a very interesting thing that is coming up in HR, but analytics is relevant inn all fields. It
is important, but industry basis also things change and we all in HR field should know an
industry’s top 5 parameters, like in FMCG what the top 5 parameters in HR analytics are
which are important or in the manufacturing industry which are important which can keep
business intact by taking care of the employees also. One must study based on those
industries and their parameters and where the HR analytics is important.

13. in the current scenario, where stress is a very common problem in all organization,
being an hr manager how do you cope up with your own problems as well as deal with
the grievances that others come up to you with?
There are two types of stress, one is a good stress and the other one is not so good stress.
We as an HR need to segregate what is a good stress and what is not. Sometimes stress
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results in increased productivity and benefits us. But then again crossing the line and
harming your mental health because of say comparing yourself with others is not a good
stress. In this case start focusing in yourself instead of comparing. As HR when someone
comes to us with their problems we should be able to help them identify the good stress
and the bad stress and help them work through their bad stress.

14. since you are from the manufacturing industry, where the work can get a little
mundane, how do you make sure the employees are excited and upbeat every day?
I personally believe you need to keep them a vision. All organizations try to align the
company’s vision with the individual visions. If you as a leader have a vision that you are
passionate about and you can generate the passion among the employees about the vision
everything automatically falls into picture. Percolate the vision in a structured manner to
everyone and automatically the mood and the upbeat everything comes.

15. do you have any advice for us?

Ask multiple questions. Anything that we’re doing we first need to ask why we are doing
this. What is the logic behind doing this, unless we understand the rational logic and reason
behind what we are doing, we won’t understand the concept behind it.
Look for a value addition, whatever work you do. What is the value being added because
you are there? Basic three value addition than you can do- Functional value, monetary
value or developing the employee and equipping them. Adding any or more than one value
is when you become a real asset to any organization.

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Mr. Shourashish Misra
HR Talent Engagement, TCS Mumbai

1. How can you manage the diverse workforce in organization? Do you face any
challenges regarding that?
 With increasing number of women in technical forces specially in IT.
 To manage the diverse workforce, we have diversity inclusion team in TCS who
manages the diverse workforce and spreads diversity awareness in all over the
company. So, the managers and new people must be aware about the diversity in
workplace.
 In TCS India, I have never faced any challenge in managing diverse workforce
because we have enough talent pool available as more and more people are
available for technical courses

2. What is the main role of an HR manager according to you?

 According to me there must be an alignment between the skill requirement and
interests and aspirants of the associate.
 Ensuring awareness about the employee police of the organization
 Be engaged with the Gen Y workforce of the organization. Ensuring HR
interventions are aligned to them.

3. How is AI and IOT shaping daily tasks? Are we ready for it? Will AI take our jobs?
 As per AI, processes are being digitized and automated, employees can
independently communicate with processes without requiring any human
intervention, at least in the initial transaction. Also, AI is used to guess the
mood of employee by using jackpot. Also, multiple data collection can be done
by using AI and IOT.
 Firstly, organization must be ready. Secondly infrastructure should be
supported.
 Employees should expect the machine or an automated interface. Company’s
infrastructure should support the AI system.
 AI will change the nature of job and replace the manual workforce. But it will
take time and by that time people will expect it. For example, if you want to
take stationary you have to go to an admin guy……. but after using AI you
might not have to go to the admin guy. The guy may do some analytical task or
other jobs. The interface will take care of the function and preliminary
transaction. It will take some developmental activity before it totally replaces
the manual workforce.
 In USA, AI will take great support because of infrastructure support. In India,
more infrastructure support is needed.
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 4. How important is Corporate Social Responsibility (CSR) in Human Resource
Management?

 In company like TCS, CSR is always a priority and Government mandated 4% of the
profit should be used in public and social welfare.
 TATA Group is always in the forefront of philanthropy.
 TCS Maitree promotes education training to poor and backward children and
different donation programmes all over the India.
 TCS “Purpose4Life” is also oriented to social works in all over the country.
 TCS “Fit4Life” is related to employees and whatever they do, they contribute
some of the money to the charities.

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Mr. Biplop Sengupta
Head- Human Resource, Vedika Credit Capital Ltd.
1.How to present yourself in an organization?

In an organization one should present oneself confidently and consciously aware of their
communication style. Creates an inspiring vision of the future and ensuring the welfare of
employees along with the increasing productivity.
2.How to become an effective future leader?
The most important thing to become an effective leader one should possess good
communication skills and must be precise in what one must speak. So, to avoid
communication barrier.
3.What are the dilemmas faced?
The dilemma faced, when an organizational decision maker faces a choice between two or
more options that will have various impact on the organization’s profitability and
competitiveness.
4.How are they solved?
The situation must be carefully analysed with cool and calm mind. Proper measures should
be taken considering all the relevant information regarding the situation.
5.What are the key strengths of a leader to cope with challenges?
People within any organization can be more successfully managed and cope with challenges
if you possess excellent communication skills. Possible conflict can also be avoided.
Effective communication skill is key strengths as a leader.
6.How to prepare for the future?

The leader must create clarity about the future, they need to be engaged with issue of
narrative in terms of the broad pathway of jobs and likely job creation and an
understanding of new technology and ready to adapt the changing work condition.

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Mrs. Palak Jain
Executive HR Manager
1. What responsibilities does your job title give you?

 I am responsible for all HR, Administration, Employee Relations and Legal compliance
issues of the company.

2. Over the course of your career, how has HR as a system and process changed?
 The company has been in operation for the last 25 years and during my tenure here, I
have seen a slow shift from communication through paper to the digital platform
 Despite that shift, our recruitment process has remained unchanged; we still use the old
channels such as newspaper advertisements to conduct our walk-in interviews.

3. How does your organization manage the diversity in workforce? Do you face any
challenges regarding the same?
 Being a construction company, diversity is quite challenging. Our employee base is male
dominated, comprising of mostly north Indian employees.

4. What is your take on Industry 4.0?

 I believe our industry is still in the initial stages of getting onboard the Industry 4.0 talks.
We have quite recently moved into the digital sphere. This constraint is mostly due to
lack of infrastructure. Most of our recruitment is from 2 nd and 3rd tier cities, where the
digital market has lesser penetration. Due to the slow pace of advancement in education
technology, and despite the improved literacy, most blue collared workforce is still
lagging behind in terms of opportunities.

5. Is the Indian workforce ready to Integrate components of Industry 4.0 like AI, IOT, Big
Data etc into its everyday work environment? Do you use it to assist in your daily tasks?
 It will be a slow process, but I am hopeful for a successful integration in the next 10
years. That said, I am still a little uncertain about its utilization. As a country that is
mostly built on the unorganized sector, it is important to get them on higher level. Only
then will the country reap proper benefits from these advanced technologies.

6. What is the one key learning that you have acquired in your role over the course of
your career?
 Hard work has become outdated; its important to work smart now.

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7. What is the one key trait in you that you think has helped you in making your career
the way it is now?
 Being calm and composed has helped me tackle all sorts of situation in an effective and
efficient manner.

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 Attachment

For Mr. Shrikant Wavre

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For Mr. Shourashish Misra

pg. 21
For Mrs Palak Jain

pg. 22
For Mr. Biplop Sengupta

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