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A Study On Impact of Covid 19 On Hiring Process at It Sector

The document is a research project report submitted to Babu Banarasi Das University for the partial fulfillment of an MBA degree. It examines the impact of COVID-19 on the hiring process in the IT sector. The report includes a declaration by the student, Harmeet Kaur, acknowledgments, an executive summary, and outlines the various chapters which will discuss the definition of employee satisfaction and quality of work life, review literature and the company profile, objectives of the study, research methodology, data analysis and interpretation, findings, limitations, suggestions and conclusions. The goal of the research is to better understand how COVID-19 has affected hiring in the IT sector.

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0% found this document useful (0 votes)
205 views

A Study On Impact of Covid 19 On Hiring Process at It Sector

The document is a research project report submitted to Babu Banarasi Das University for the partial fulfillment of an MBA degree. It examines the impact of COVID-19 on the hiring process in the IT sector. The report includes a declaration by the student, Harmeet Kaur, acknowledgments, an executive summary, and outlines the various chapters which will discuss the definition of employee satisfaction and quality of work life, review literature and the company profile, objectives of the study, research methodology, data analysis and interpretation, findings, limitations, suggestions and conclusions. The goal of the research is to better understand how COVID-19 has affected hiring in the IT sector.

Uploaded by

Harshit Kashyap
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
You are on page 1/ 45

RESEARCH PROJECT REPORT

On

“A STUDY ON IMPACT OF COVID 19 ON


HIRING PROCESS AT IT SECTOR”
Towards partial fulfillment of
Master of Business Administration (MBA)
(BBD University, Lucknow)

Guided By: Submitted by:


Dr. Seema Singh HARMEET KAUR
Assistant Professor Roll No. 1210672115
(SOM, BBDU LUCKNOW) MBA 4th Semester

Session 2022-2023
School of Management
Babu Banarasi Das University
Sector I, Dr. Akhilesh Das Nagar, Faizabad Road, Lucknow (U.P.) India
PLAGIARISM CERTIFICATE
DECLARATION

This is to declare that I, HARMEET KAUR (University Roll No. 1210672115)

student of MBA, have personally worked on the project entitled “A STUDY ON

IMPACT OF COVID 19 ON HIRING PROCESS AT IT SECTOR”. The data

mentioned in this report were obtained during genuine work done and collected by

me. The data or information obtained from primary (first-hand sources) and any other

alternative sources are absolutely acknowledged. The result and analysis embodied

during this project has not been submitted to the other University or Institute for the

award of any degree.

HARMEET KAUR
ROLL NO. 1210672115
MBA 4th Semester
BBD UNIVERSITY, LUCKNOW
ACKNOWLEDGEMENT

First and foremost am indebted to the Almighty. It provides Pine Tree State immense

pleasure to position on record my feeling and reverence to my guide and supervising

faculty Dr. Seema Singh from Babu Banarasi Das University, Lucknow for all the

timely help and support rendered. But for her constant motivation, encouragement and

adept guidance during the entire course of research, my endeavor would not have

culminated in fruition. The sincerity and dedication put in by her for the sake of my

Research Report is remarkable. I would like to thank her for the opportunity I was

given to conduct my Research and further my Research Report under his guidance. I

am grateful to Prof. (Dr.) Sushil Pande, the Dean/Incharge -SOM of Babu Banarasi

Das University, Lucknow for sparing his valuable time for me on different

occasions. I really appreciate all the bank employees who provided the requisite data

for my research work. It was their cooperation and input that made this research

possible. I express my gratitude to all the library staff of Babu Banarasi Das

University, Lucknow. Close to my heart is the support of my dear Colleagues, family

and friends. They were always there for me with their wise counsel and sympathetic

ear. I could not have done any of this without you all. Thank you once again.

HARMEET KAUR
ROLL NO. 1210672115
MBA 4th Semester
BBD UNIVERSITY, LUCKNOW
                                                           
PREFACE

It was a privilege for me to work in a reputed organization. This has given us an

opportunity to work in a truly professional environment where team work score over

individual effort, where there is a helpful atmosphere. A well planned, properly

executed and evaluated training helps a lot in inoculating good work culture. The

project on “A STUDY ON IMPACT OF COVID 19 ON HIRING PROCESS AT

IT SECTOR” has been made to facilitate effective understanding about the

marketing aspects. The project research has provided me an opportunity to gain

practical experience, which has helped me to increase my sphere of knowledge to a

greater extent. I have tried to summarize all our experience and knowledge acquired

up till now, in this report. This project is a keen effort to obtain the expected results

and fulfill all the information required. At the end annexure and bibliography are

given for effective understanding


EXECUTIVE SUMMARY

This project report is prepared as the partial fulfillment of two year degree programme

of MBA curriculum of Babu Banarasi Das University, Lucknow. This Research

project is a compulsory part of the academics. This research is done in the fourth

semester of the MBA program.

Today employees expect quality of work life, more than financial benefits from the

organization. With the advent of new technologies, factors related to mental health in

Tata Motors Limited are taken into consideration more than ever. Studies have

revealed that one of the factors affecting the productivity of employees in an

organization is quality of work life. Another influential factor is job satisfaction which

is important in the improvement of work environment conditions and organizational

efficiency. Quality of work life is an experience which an employee feels about the

job and work place in organization. The purpose of this paper is to identify the

relationship between two variables like, quality of work life and job satisfaction. The

study is an attempt to explore the better understanding of quality of work life and

employee job satisfaction in Tata Motors Limited. Findings of the study will help the

management and employees of Tata Motors Limited to understand the level of quality

of work life of Tata Motors Limited employees.

The project is followed by 8 Chapters.

Chapter 1: Definition & concept of Employees Satisfaction and Quality of Work

Life at Tata Motors Limited

Chapter 2: Literature Review and Company Profile

Chapter 3: Research methodology, objective of research.

Chapter 4: Analysis & interpretation of collect data’s.

Chapter 5: Findings
Chapter 6: Suggestions & conclusions

Chapter 7: References

Chapter 8: Annexure

This report is an honest work towards the topic. There can be many short comings in

it because of the lack of the time, unavailability of data and other constraints.
TABLE OF CONTENT

S. No Particular Page No.

1 Bona-fide Certificate of Dean -School of Management i

2 Plagiarism Certificate ii

3 Declaration iii

4 Acknowledgment iv

5 Executive Summary v

6 Introduction 1

7 Company Profile 12

8 Literature Review 27

9 Objective of the Study 37

10 Research Methodology 39

11 Data Analysis and Interpretation 43

12 Findings 64

13 Limitations of The Study 66

14 Suggestions and Recommendations 68

15 Conclusion 70

16 Bibliography 73

17 Annexure 76
CHAPTER - I
INTRODUCTION

1
Chapter – I
INTRODUCTION

INTRODUCTION

In today's changing world, finding the right individual for the appropriate job is

critical. Companies rely on qualified resources, but finding them is an expensive

endeavor.Most firms have a conventional hiring process that includes evaluating

resumes, group discussions, interviews, and psychometric tests. According to

studies, companies are movingand adopting technology. Without abandoning the idea

of going global in social aspects, the recruiting cost can be decreased by having an e-

recruitment platform. Most Organizations should be concentrating on building an

online recruitment procedure that allows for the creation of concrete premade profiles.

An organization's goal is always the same: to reduce costs and automate procedures.

According to the wiki, e-recruitment is "the method and process of recruiting

personnel utilizing electronic resources, particularly the internet." Organizations and

recruitment agencies have shifted much of their recruitment process and method from

traditional toonline mode to enhance the speed with which potential candidates are

matched with available positions. HR Managers now fill the available positions in a

fraction of the time which was previously achievable by utilizing database

technology, online job advertising boards, and search engines.”

Though Covid-19 comes up with many challenges for the organizations, recruitment

is one of them. Traditional methods used by organizations such as posting the jobs on

various platforms may create unemployment and unavailability of skilled employees

for the organization. Recruiting and finding the right candidates for the organization is

2
no small task. Corporate as enhancing to adopt technology-aided recruitment

techniques and total which can be used remotely and help in ensuring hiring as well as

in business continuity caused by the pandemic disruption. Organizations tend to have

data-based and analysis-driven inputs that can be used in recruitment decisions to

ensure the availability of skilled candidates.

The e-Recruitment system reduces the pollutants and energy associated with the

production, transportation, and usage of paper items. The automated procedure would

save energy in various functions like sending letters by posts, recording the data in

hard copy, filing of details, report making, etc. E-Recruitment helps in reducing

paperwork used in resumes, advertising, and publishing results. The organization

should create an easy-to-use and functional online portal to build a tangible online

recruitment process that can provide a concrete premade profile. The E-recruitment

should be well-designed so that it provides the organizations with competent

professionals for the role, with an emphasis on taking the tests in the Online platform

which should focus on Skills tests, Competency tests, Experience sharing,

Psychometric tests, and in the end submitting the candidature. Once the profile is

submitted to HR, the system should be able to generate the necessary required data,

allowing the HR team to conduct telephonic/online interviews to assess the person's

capabilities, followed by a face-to-face interview with the stakeholder.Employers can

access a larger number of potential employees through e-recruitment. Companies can

construct their electronic-recruitment platforms, by using e-recruitment HR software,

or by using recruiting agencies that include e-recruitment in their package.

3
RECRUITMENT AND COVID 19 PANDEMIC:

Hamza et al., (2021) Recruitment is the process of inviting, finding, choosing, and at last,employing

the best eligible and qualified candidate and fit him/her in the organization. It is the process by which

the organizations attract and find the employees to fill job openings. Recruitment is defined as a series

of activities conducted by an organization to attract the attention of job seekers who possess the skill

set which is required by the organization in accomplishing its objectives and goals. Inviting

applications, understanding the requirements of jobs available, attracting employees to apply, screening

and finally selecting the best candidates,placement and induction of the new employee to the

organization are all constituents of the recruitment process. Organizations should be ableto understand

and predict whether the available workforce of the organization would be able to meet the requirements

on the quantity and quality of employees required for the achievement of organizational objectives.

Also, to find out the gaps in the available and required employees should be done to fix the most

suitable employees on the job.

JOB ANALYSIS

JOB DESCRIPTION JOB SPECIFICATION

Job Title Qualifications

Job Location Experience

Job Summary Training

Reporting To Skills

Working Conditions Responsibilities

Machines to be Used Emotional Characteristics

Hazards Sensory Demands

4
JOB ANALYSIS: An analysis of the work on the Internet is an easy

alternative.Job analysis is the process of understanding and identifying the duties,

roles, and responsibilities of a given selected job in the organization. Inthe past few

years, there has been a considerable shift and increase in the usage ofonline methods

for doing job analysis surveys, and most organizations prefer to use online methods to

collect this data.

JOB DESCRIPTION: The rise of information technology has altered job

description management and other elements of talent management.HR departments

have often maintained their printed job descriptions on computers or corporate servers

either in cabinet filings or in word descriptions. There are now many organizations

thatoffer cloud-based personnel management systems to corporations that enable the

human resource department to effortlessly store and file HR information, association

with other departments, and access different files with the help of the internet from

any device.

JOB SPECIFICATION: Job specification is a written document in which the

necessities to do a job are being stored like educational qualification, required skill

set, years of experience, physical compatibility if required, emotional stability, soft

skills, and any other skills to do a selected job.

Businesses are looking for strategies to be productive in the face of enormous hurdles

as COVID-19 sweeps the nation and the world. Managing employee procedures,

growing or lowering headcount, and sustaining workloads have become a distant

operation for many firms as they strive to protect their employees, customers, and the

general public. The epidemic has shifted a significant portion of the workforce in

unexpected ways. Remote employment has become the new norm for firms that can

implement appropriate social distancing techniques. Employees are converting living

5
rooms into offices while juggling children and personal duties. Businesses must make

difficult decisions about how to adapt to and survive this massive transformation, and

recruiting practices have shifted overnight. Today, Software as service suppliers are

part of the job description management business, including those incorporated into the

recruitment tools of a comprehensive, integrated talent management series and

selfsustaining solutions. Solutions such as Halogen's Job Description Builder have

made it possible to integrate with broader talent management activities of recruitment

and job description management and authorized HR departments of any type of

company. It helps in managing and verifying the job descriptions for all interested

parties, such as employees, managers, recruiters, lawyers, allowance, and

compensation.

A majority of countries across continents are observing travel advisories and

implementing complete lockdowns, preventing companies from operating altogether

from their workspaces. Employees are subjected to movement restrictions, preventing

work from offices and compelling companies to provide work-from-home

arrangements to their employees, slowing shaping remote working as the new normal.

When it comes to the technology sector, the recruitment market has become

increasingly combative during the past decade. Companies have been competing over

finding skilled IT developers by offering them attractive compensation and

employment benefits. The COVID-19 pandemic has, however, hit the market

severely, with many companies resolving to fire their new recruits and freezing any

new appointments.

The global market is in a state of unfluctuating panic due to economies halting for

months on end, and the IT sector across the world has also witnessed new hirings

being put on hold or employees getting laid-off at a 51% rate.

6
The pandemic has also detained companies from carrying out core operations due to

their inability to retain employees, leading many to shut shop or freeze their

businesses temporarily. 

Nonetheless, the COVID-19 global quarantine has led to a giant boost in the gig

economy, with a majority of businesses – both large corporations and small start-ups

– finding resolution in remote talent. Businesses, especially with IT projects, are

looking for talent in the global arena to find remote IT developers at a much lower

cost as compared to the cost they have been incurring with full-time employees.

THE INDIAN IT MARKET 

The Indian IT market has also been severely hit. While numerous IT companies like

Infosys Ltd., Accenture, and Tech Mahindra Ltd. have put in place efficient work

from home and digital hiring programs, smaller IT companies have been struggling to

honor new job offers and retain their existing employees. Many IT developers in India

have revealed their struggle in finding work due to lack of projects from their

employers, or sudden job lay-offs and furloughs.  

On the brighter side, the national lockdown has allowed IT developers to look for

work in the global landscape as companies in the USA, Europe, and other Asia Pacific

countries hire developers in India to recommence their stalled IT projects. 

The Indian IT market has become a favorable ground for companies across the world

to look for talent, especially during the coronavirus havoc, both due to the availability

of highly-skilled talent and the cost-effectiveness of hiring labor in India.

Companies from all industries benefit from hiring developers in India due to the

diversity of talent and the booming tech industry in the country. Indian cities like

Bengaluru, Gurugram, Hyderabad, and Pune have risen in the Asia Pacific tech arena,

7
with their flourishing tech markets, accommodating business environment,

government support, and a vast pool of talent.

Being the second-largest English-speaking country in the world, there is a promising

talent syndicate for companies to hire developers in India. However, when it comes to

finding the right talent and expansion of projects in countries like India, foreign

companies may find themselves lost in the labyrinth due to the sheer size of the talent

market in the country.

For global companies, the best solution to finding and hiring the right IT talent lies

with a Professional Employer Organization (PEO), which can help them in locating

and hiring IT professionals in India along with their management post-recruitment.

NO MORE FACE-TO-FACE INTERVIEWS

In the wake of COVID-19, companies are operating remotely and allowing their

employees to work from home. The whole idea is to avoid physical contact and

practice social distancing in order to prevent the virus from spreading further. Even in

the case of recruitment, you cannot meet candidates in person as the office is shut. Job

interviews are now being scheduled through video calls, resulting in a rapid change in

the recruitment funnel.

More and more organizations are opting to integrate with virtual interview apps, like

HireVue, Jobvite, etc., or incorporate an applicant tracking system that enables them

to effortlessly continue recruitment operations remotely.

FEWER OPEN POSITIONS

Many organizations have already found themselves in the unfortunate situation of

laying off employees. Companies are experiencing a crisis due to this uncertain

situation and trying to cut down costs which will help them sail through these tough

8
times. Major IT giants in the market have already started layoffs across the world,

which may further result in recession.

Ultimately, they will be less open to hiring a new workforce, eventually limiting the

number of job openings in the organization. But the candidates should expect these

interviews to be much trickier than before, as organizations are very keen on finding

the right fit for them.

ONBOARDING NOW HAPPENS REMOTELY

Onboarding as usual is not an option for employees who have already been hired in

the pre-lockdown period. Organizations are now arranging for virtual onboarding

programs for the new hires as a result of this lockdown.

Right from induction to team introductions, everything is now happening remotely

with the help of various HRMS software or onboarding software that enables you to

carry out the process smoothly. The current pandemic situation has opened avenues to

a lot of new experiments for businesses across the world. Remote onboarding is one

such aspect.

EMPLOYEES ARE RELUCTANT TO SWITCH JOBS

Sourcing candidates for open positions is going to be more difficult than ever before,

as employees will not be willing to switch between companies. They are likely to

value security more in this time of uncertainty. All this depends on their current

employer's potential for holding back layoffs within the company. If they feel that

their job is secured, then there are very few possibilities for those employees to be

open to switching.

REDESIGNING THE WHOLE RECRUITMENT PROCESS

9
It’s very unlikely that your recruitment funnel has not been impacted due to the

COVID-19 wave. This, of course, is an uncertain situation and no one could have

predicted its impact. Whether you belong to the tourism industry or the IT sector, each

has been affected widely by this pandemic.

Companies have been quick to react and take action to control and take preventive

measures. On the other hand, they are transitioning their functions through digital

platforms to continue running their business efficiently.

Hence, you may consider redesigning your whole recruitment funnel in order to

ensure that you seamlessly transition your functions. This will enable you to

efficiently conduct these operations at each stage whether it's sourcing the candidates,

scheduling interviews, communicating with them, or onboarding the selected

candidates.

10
CHAPTER - II
COMPANY
PROFILE

11
Chapter – 2

COMPANY PROFILE

COMPANY PROFILE

12
CHAPTER - III
LITERATURE
REVIEW

13
Chapter – 3

LITERATURE REVIEW

LITERATURE REVIEW

Abia, M., & Brown, I. (2020) reviewed that e-recruitment is known by many other

names, like internet recruitment, online recruiting, web recruitment. E-recruitment as

compared to traditional recruitment use information technology and software to

manage the recruitment process of the organization. A recruiting model that presents

the recruitment process includes the activities like setting the objectives of

recruitment, strategy designing, conducting the recruitment activity, and assessing

recruitment output. Recruiters fight for the best-fit applicants (job seekers which are

suitable and perfect fit for the available job), whereas, job seekers compete for jobs to

get selected; this motivates both the organization and candidate to adopt information

technology fastly to

alleviate some of the challengesin the recruitment efforts. This study reviewed five

concepts of e-recruitment that emerged from extant literature, these are e-recruitment

as a technology tool, system, process, service, and proxy. It also concluded the

problem of diversity in the organization to understand the concept of e-recruitment,

which goes unnoticed in the stored literature, and advocated that recognizing and

labeling the many

conceptualizations of e-recruitment can be part of the articulation of diversity. Simón,

C., & Esteves, J. (2015) concluded that substantial forces of institutions may induce

firms to choose the features of the recruitment websites of the organization are based

on copying and feature the colleagues in their reference, networks, and groups.In the

14
other research studies of the IT industry, e-recruitment functions that the HR

personnel may utilize

to tailor the available application to as per their requirements and cost-benefit criteria.

IT sector examination of digital business strategies by emphasizing the significance of

understanding the external environment and its role in forming the digital business

strategy. To summarise, electronicrecruitment has the scope to become a significant

tool and method for employers and HR professionals in seeking and identifying the

top people while reducing expenses occurred with the screening of worldwide

candidates. E-recruitment has obvious benefits for any organization, it also creates

several obstacles for businesses. Ehrhart et al.,(2012) The study on attracting and

recruiting is both conceptually and practically useful because the job market is

flooded with Web-savvy applicants who frequently visit various websites as their first

point of contact with a company. It is crucial to examine the contributions made by

the website so that businesses can use it to manage the available resources and attract

the best valuable human resources. Given the prominence of this recruitment strategy

in companies and the need to balance its potential and risks and also suggested

thatemployee-organization fit should be there to achieve the organizational objective.

It also helps in mediating the relationship between work-life balance and enhancing

the usability of the website. Organizations should plan for the implications and

opportunities of attracting a huge number of potential applicants, and to provide

feedback or other important information that could encourage and helps in the better

and more accurate selection of human capital through the e-recruitment process.

Kucherov, D., &Tsybova, V. (2021) presented that the e-recruitment methods which

includeinternetbased and internal technology-enabled solutions, are to be used in the

overall context of human resource management (HRM) digitalization. E-recruitment

15
methods are associated with the favorable outcome. However, e-recruitment

utilization does not serve as a bridge between e-recruitment techniques and outcomes.

Erecruitment aid not only in lowering the cost of advertisements and selection

procedures but also in eliminating paperwork. Hot skill alerts can be enabled to allow

organizations to be notified when a candidate who meets the criteria for future

requirements registers. People looking for a job can browse for and apply 24*7.

Recruitment agencies, which can cost thousands of pounds, can also be avoided to

reap the true economical benefits of internet recruitment.

Bhupendra, S.H., & Swati, G. (2015)The strategy of hiring the best candidates and

encouraging them to investigate job opportunities are defined. The organization itself

can recruit, or by outsourcing it to an external agency. On the other hand, it is difficult

to determine the most efficient recruitment source and it is situational and has its pros

and cons.

Adetunji, O.J., & Ogbonna, I.G. (2013) Recruitment has a long history, starting from

prehistoric times because individuals tend to consume the services of others when

they cannot do that alone. Adeosun, O. T., & OHIANI, A. S. (2020) presented that

organizations can use salary, brand recognition, referral, and job stability as key

variables in attracting and recruiting great people. In addition, digitalization is a major

approach for attracting, recruiting, and selecting the most eligible employees. Using

social media, traditional media, taking interviews online, as well as physical

interviews have been shown to aid in the selection of top personnel. Gignac et al.,

(2021) Studied the influence of COVID-19 on health, money, and organizational

support. Human beings with the challenges of physical and mental health expressed

more fears and less assistance as compared to other groups during the early stages of

the COVID-19 epidemic, as per the findings. The findings also highlighted the

16
significance of job conditions to understand COVID-19, as well as the necessity to

evaluate disparities in the conditions of COVID-19 perceptions and understand how

work impacts views and can contribute to disparities that may occur as a result of a

pandemic. Furthermore, the significance of working circumstances is not restricted to

COVID-19. It merits additional research attention in the future and emphasizes the

significance of developing more inclusive work opportunities for people with the

challenges of physical and mental health. Feldman, D. C., &Klaas, B. S (2002)

Concluded that in the recruitment process both recruiter and job seeker can maintain

their anonymity. Organizations can search for potential candidates and their CVs

without advertising vacancies, or they can also promote the vacancies without making

their names out. Additionally, job searchers can submit their CVs with the help ofthe

Internet while maintaining the secrecy of their details like their names and details of

employment. Al-Zagheer, H., & Barakat, S. (2021) Investigated and introduces the

concept of electronic recruitment, as well as its benefits for both businesses and job

seekers. Some of the advantages of internet recruitment include: Lowering the

organization's costs. Moreover, generating information about a job online is less

expensive than advertising it in the newspapers, there are no mediators. Also, the time

taken in the recruitment is reduced. E-recruitment facilitates and helps in hiring the

right candidate with the optimal skills which improves the efficiency of the

recruitment process and also enhances the access to 24*7 to an ample amount of

online resumes for both applicants and organizations. E-recruitment has its own set of

advantages and disadvantages, some of which are like screeing and verifying the

skills which consume lots of time. B. Low internet speed or lack of internet access or

lack of awareness is also a flaw. C. Companies cannot rely solely on internet

17
recruitment strategies. D. In India, both the interviewer and interviewee prefer to

connect in person rather than over email.

18
CHAPTER - IV
OBJECTIVES OF
THE STUDY

19
Chapter – 4

OBJECTIVES OF THE STUDY

OBJECTIVES OF THE STUDY

20
CHAPTER - V
RESEARCH
METHODOLOGY

21
Chapter – 5

RESEARCH METHODOLOGY

RESEARCH METHODOLOGY

RESEARCH DESIGN:

A quantitative method has been used in the study, a questionnaire was prepared

and distributed to IT Companies in Noida Region. There are two separate parts to

the questionnaire, the first part of the questionnaire represented and focused on the

first objective to examine the impact of the Covid-19 pandemic situation on the

recruitment process. The second part of the questionnaire focuses on the

influences of e-recruitment on IT company employees.

SAMPLING DESIGN:

For the survey, the IT companies of the Noida Region were considered and its

employees filled the survey form. MS-Excel Version 2010 has been used as the

statistical analysis tool whereas the descriptive statistics were calculated and used

for the interpretation of findings. The selected population of this study is 100

working employees of IT companies.

22
DATA COLLECTION:

Data for this study was collected through a Multi-Factor Quitonnaire (MFQ)

distributed to employees working in the Human Resource Department in

Information Technology companies of the Noida Region. The Responses were

taken on the Five Point Likert Scale for data analysis and interpretation. The

collected data was analyzed using the T-test Hypothesis (One-Tailed Test).

23
CHAPTER - VI
DATA ANALYSIS
&
INTERPRETATION

24
Chapter – 6

Data Analysis and Interpretation

25
CHAPTER - VII
FINDINGS

26
Chapter – 7

Findings

FINDINGS

27
CHAPTER - VII
LIMITATIONS OF
THE STUDY

28
Chapter – 7

LIMITATIONS OF THE STUDY

LIMITATIONS OF THE STUDY

29
CHAPTER - VIII
SUGGESTIONS
AND
RECOMMENDATIONS

30
Chapter-8

Suggestions and Recommendations

SUGGESTIONS AND RECOMMENDATIONS

31
CHAPTER - IX
CONCLUSION

32
Chapter-9
Conclusion

CONCLUSION

33
BIBLIOGRAPHY

34
BIBLIOGRAPHY

BIBLIOGRAPHY

35
ANNEXURE

36
QUESTIONNAIRE

NAME:

37

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