RESEARCH PROJECT ON

EMPLOYEE’S EXPERIENCES TOWARDS TCS

NOIDA

Submitted in partial fulfilment of the requirements

for the award of the degree of

BACHELOR OF BUSINESS ADMINISTRATION

To
Guru Gobind Singh Indraprastha University, Delhi

SUBMITTED TO: SUBMITTED BY

Dr. Preeti Vats Kumar Abhinav
Assistant Professor BBA 3rd SEM
0029670172

Session 2021-24
KAMAL INSTITUTE OF HIGHER EDUCATION AND ADVANCE TECHNIOLOGY
(Affiliated to Guru Gobind Singh Indraprastha University)
K-1 Extension, Mohan Garden, New Delhi-110059

1
CERTIFICATE

This is to certify that project title “ EMPLOYEES EXPERIENCES

TOWARDS TCS” is the original work of KUMAR ABHINAV
(00296701721) student of BBA 3rd Semester and has duly completed her
project under my guidance and supervision up to my satisfactory level.

This work has been done in partial fulfilment of the requirement for the
award of the degree of Bachelor of Commerce from Kamal Institute of
Higher Education and Advance Technology, GGSIPU and has not been
submitted anywhere in any other university for the award of any degree.

Dr. Preeti Vats

Assistant Professor
KIHEAT

2
 DECLARATION

This is to certify that I have completed the Research Project Report

titled “EMPLOYEES EXPERIENCES TOWARDS TCS” under the
guidance of “Dr. Preeti Vats” in partial fulfilment of the
requirement for the award of degree of bachelor in commerce
(honours) at Kamal Institute of Higher Education and Advance
Technology, Delhi. This is an original piece of work and I have not
submitted it earlier elsewhere.

Candidate’s Signature

Place: KUMAR ABHINAV

Date: 00296701721

Countersigned

Dr Preeti Vats

(Assistant Professor) Dr Anudeep Arora

Director of KIHEAT

3
 ACKNOWLEDGEMENT

I wish to express my sincere gratitude to all those with whom I

worked and whose thoughts and inspection contributed towards the
completion of this project.

This project would not have started and much less completed
without the encouragement and support of my faculty guide Dr.
Preeti Vats without whose valuable insights the project would
not have seen daylight.

Finally, I would also like to thank all my dear friends for their
kind cooperation, advice and encouragement during the long
and arduous task of preparing this report and carrying out the
project.

At last but not the least, I would like to acknowledge my dear

family members whose blessings, inspiration and
encouragement have resulted in the successful completion of the
project.

KUMAR ABHINAV Dr. Preeti Vats

00296701721 (Internal Guide)

4
 BBA 3rd Semester

TABLE OF CONTENTS

S. NO TOPIC PAGE NO.

1 Chapter-1 INTRODUCTION 6

1.1 Rationale of study 7-8

1.2 Introduction to IT Industry 9

1.3 Introduction to TCS 10-12

1.4 Justification of study 13-16
2 CHAPTER – 2 LITERATURE REVIEW 18
2.1 Introduction 19-21
2.2 National Reviews
2.3 International Reviews
3 Chapter-3 RESEARCH METHODOLOGY 22

3.1 Introduction 23

3.2 Objective of the study 23

3.3 Research Hypothesis 24

4 Chapter-4 Data Interpretation And 29

representation
4.1 Data Representation and Interpretation 30-31

4.2 Hypothesis testing 32-39

5 Chapter-5 Results and Discussion 40

5.1 Major Findings 41

5.2 Discussions and Suggestions 42

5.3 Conclusion 43
6 BIBLIOGRAPHY 44

7 ANNEXURE 45-48

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 Chapter -
1
Introduction
1.1 Rationale of study
1.2 Introduction to IT Industry
1.3 Introduction to TCS
1.4 Justification of study

6
 Chapter -1

INTRODUCTION

1.1 Rationale of Study

Work-life balance is considered to be important for both, business

practice and academic research. The literature shows that work-life
balance is a central issue affecting wellbeing, as family and work are
the most important elements of everyone’s life. Work life balance
from the employee viewpoint: the dilemma of managing work
obligations and Personal/family responsibilities. Research suggests
that improving the Balance between our working lives and our lives
outside work can bring real benefits for Employers and employees. It
also shows the difference in work life balance of males and females.

1.2 Introduction to IT industry

The Information technology and Information technology Enabled

Services (IT-ITeS) is a field that suffers a rapid development and
changes the form of Indian commercial standards. This sector
includes software development, consulting, software management,
7
online services and business processes outsourcing (BPO). For
example, take an IT department in a company. There are many people
with many varied jobs and responsibilities. These responsibilities
range from maintaining safe systems and data to hold networks into
operation. There are people who enter data, people who manage
databases and people programming. There are also decision-makers,
such as the most chief information officers (CIOs), which decide how
an IT department is active and which components are purchased.

Information technology is worried with upgrades in a range of human

and organizational problem solving endeavours through the design,
development, and use of technologically based systems and processes
that increases the efficiency and effectiveness of information in
various strategic, tactical, and operational situations.

Information Technology Industry in India is identified for six crucial

roles such as Information
Technology Enabled Service/ Business Process Outsourcing,
Development of Software Products,
Information Technology Services, Research and Development
activities, Hardware and ECommerce. Information Technology covers
a wide spectrum of hardware and software program software program
solutions that allow businesses to gather, organize, and analyse data
that helps them acquire their goals. It additionally describes
technology-based workflow methods that stretches the functionality of
a company to supply services that generate revenue. As the IT
company evolves to meet the technological demands of today’s
workplace, special challenges are bobbing up and IT experts are
8
striving to meet them. Network security is by far the great state of
affairs for many corporations and they rely quantity on their IT crew
of humans to stop or cease these system breaches.

The Information Technology sector in India has delivered a

significant role in improving India's
Gross Domestic Product from the growth rate of 1.2% in the year
1998 to 7.7% in 2017, NASSCOM affirms that Information
Technology sector of India has amassed a revenue of US$160 billion
in 2017 and United States of America has more than 60 % of Indian
IT exports (Singh and Shelly 2017). India was found at the top in
2011 in the world location attractiveness index for outsourcing
followed by China and Malaysia (Kearney 2011). The prominent
reasons for growth of outsourcing in India are low cost of operations
which attract the developed nations to invest for outsourcing, urge of
global competition, access to global market and availability of quality
employability skills in the population (Kakabadse and Kakabadse,
2005).

1.3 Introduction to TCS

Tata Consultancy Services is an Indian multinational information
technology services and consulting company, headquartered in
Mumbai, Maharashtra, India. TCS or TATA Consultancy Service was
established in 1968 as a division of Tata Sons Limited. A pioneer in
the Indian software program industry, TCS established the Tata
Research Development and Design Centre, in Pune, India in 1981. In
the year 2011, TCS commenced its cloud-based services thus entering
9
the small and medium business enterprise for the first time. With over
3,35,000 employees as of October 2015, TCS is the second-largest
business enterprise among the listed India agencies in the back of Coal
India Limited.

TCS offers a consulting-led, cognitive powered, built-in portfolio of

business, technology and engineering services and solutions. This is
delivered through its special Location Independent Agile TM transport
model, diagnosed as a benchmark of excellence in software program
development.

TCS’ ability to deliver high–quality services and solutions is

unmatched. It is largest IT employer in India. It provides services to
wide range of segment like banking & financial services, energy,
resources & utilities, government, telecom, media & information
services, etc.

TCS’ capability to deliver high–quality services and solutions is

unbeaten . It is greatest IT enterprise in India. It offers services to
huge vary of sectors like banking & financial services, energy,
resources & utilities, government, telecom, media & information
services, etc.
TCS and its 67 subsidiaries provide a broad range of data technology-
related merchandise and offerings which include application
development, Business process outsourcing, capacity planning,
consulting, organization software, hardware sizing, payment
processing, software management, and technology education services.
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TCS operates in 27 locations across India which includes branch
offices, training centres and an innovation centre. When a team
member is inducted into TCS, they are expected to undergo and clear
a rigorous training program that prepares them with the skills required
to excel in the company. TCS has its own training program for new
joiners that is held at various training centres across India. This
program lasts for a period of 3 months and happens in three phases. In
this Initial Learning Program (ILP), as it’s called, along with learning
technical skills and techniques, the new joiners also get to experience
many personal grooming activities. TCS has a dedicated learning app
for its team called Fresco Play which allows them to up-skill on the
go. Not only this but in fact, courses and certifications that the TCS
employees undergo are reimbursed by the company as well to keep up
the momentum of learning while working at Tata Consultancy
Services.

1.4 justification of study

This study is conducted to know the current work life balance at TCS.
And also to know the various factors which are contributing
satisfaction level of work life and personal life. This study will allow
you to know the relationship between the gender and satisfaction level
of work life.

11
\

Chapter -2

Literature Review

2.1 Introduction
2.2 National Reviews
2.3 International Reviews

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 Chapter -2

Literature Review
2.1 Introduction

A literature review is a survey of scholarly sources on a specific topic.

It provides an overview of current knowledge, allowing you to
identify relevant theories, methods and gaps in the existing research.
A literature review surveys books, scholarly articles, and any other
sources relevant to a particular issue, area of research, or theory, and
by so doing, provides a description, summary, and critical evaluation
of these works in relation to the research problem being investigated.
When reading an article, independent of discipline, the author begins
by describing previous research to map and assess the research area
to motivate the aim of the study and justify the research question
and hypotheses

2.2 National Reviews

Mohla (2011) , Through the study she concluded that management of

TCS is already doing many things Which are different and new in
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market as well as important to enhance quality of work life of
Employees but still there is always a scope of improvement. Pulse is
the company’s annual Associate Satisfaction Survey. Every year, TCS
undertake this Survey to measure and understand its Associate’s
attitude, opinions, motivation, aspirations, and Satisfaction. Through
Pulse, they attempt to find out opportunities for improvement, invite
suggestions, Ascertain shortcomings, design appropriate plans, which
finally conclude in action. To meet certain project requirements
associates are given more flexible hours of work. It Encourages the
associates to work at the time when their productivity can be
maximized. In case of extended working hours associates can avail for
reimbursement for meal and transport. TCS-Maitree came into
existence on February 23, 2002 in Mumbai, started by Ms Mala
Ramadorai. Maitree is all about friendship, bonding, sharing and
caring. Maitree endeavours to Cultivate a sense of belonging among
its employees and their families. It is also recommended that attention
be paid to the members attributing to low level of Satisfaction with
the recognition system. Open lines of communication should be
created That will enhance the creation of participation and
interactional justice.
Seema sharma (2018), in hear study said that reaching for the sky has
become a habit with Aarthi
Subramanian, The first woman to be appointed to the board of Tata
Consultancy Services (TCS), Ms Subramanian has banked on talent,
diligence and resolve to find and fulfill her life's calling.

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And a sumptuous calling it has been. Appointed as executive director
to the TCS board in March 2015. Ms Subramanian has operated in a
variety of crucial positions at TCS and has worked in, besides India,
Sweden, the United States and Canada. She opens up in this interview
with Christabelle Noronha on the road that has brought her this far
and the experiences that have enriched the journey. I like to call it
work-life prioritisation because I don't know if there is a balance.
Besides, a company like TCS gives you the opportunities and
flexibility to manage your constraints. TCS is a huge company and
professional atmosphere is what we liked the most. Lot of activities
related to social causes take place every now and then. Employee
engagement activities is amazing, such as work life balance. My job is
quite challenging and interesting, good team work and job culture is
another major factor that distinguishes TCS from other company’s
employees have worked with.

Ritu Anand, Vice President, and Deputy Head of Global HR, TCS,
say: “The knowledge industry is Characterized by a very young and
dynamic workforce. The new breed of IT professionals Aspires for a
work environment that is holistic, balanced, and complete. A flexible
work
Environment and work-life balance are key drivers of employee
satisfaction.”

Biswabijoy Sen, Associate Consultant with TCS, says that the

“Maitree” has greatly helped him To balance work and life.

15
"From a highly centralised model consisting of workspaces set in
large delivery campus capable of accommodating thousands of
employees, we had to switch to an extreme form of distributed
delivery in a matter of days, which is not a trivial challenge," said
TCS managing director and chief executive officer (MD & CEO)
Rajesh Gopinathan.

Kumar Mohan (2011), concluded that TCS offers a flexible work

environment where employees are given the option to work part-Time
or work from home under special circumstances. We offer adoption
leave to the parent Irrespective of the gender. If some of our female
associates choose to discontinue work for a Temporary period of time
due to family commitments and re-join the organization at a later
stage, Continuity of service is considered. Employees also have the
option to go for sabbaticals. At TCS, they strive to make work a joyful
experience and encourage work life balance Through “maitree”, a
unique platform for all employee engagement activities. Different
clubs Like Theatre Club, Bibliophile Club, Adventure and Trekking
Club, Fitness Club, Sanctuary Club, Music Club and community
Services Club, among others facilitates fun at work. These clubs
organize various Activities like yoga, dance lessons, music
competitions, trekking expeditions, sports activities, Regular visits to
NGOs, among other activities for TCS employees.
For example, on Family Day, employees can bring their families to
TCS and take them around the workplace.

16
Pranav Mittal (2020), found in his study that People working in
software industry find it very hard to maintain the work-life balance.
However, 23% people believe that TCS offers them opportunity to
balance their work as well as their personal life. Another important
factor that lures the workforce towards TCS is the company’s work
environment. About 16% of employees voted TCS for providing a
favourable and healthy work environment. Colleagues are the people
with whom you spend most of your time at workplace. Also, for
running a project successfully, an understanding and cooperative team
is an absolute necessity. About 15% of the respondents say that it is
one of the major reasons they are associated with TCS. People tend to
like a company that understands the needs of its workforce. An
employee-friendly leave policy and regulations are among the top five
reasons why people continue to work with the firm. 14% people have
approved of TCS of having good leave policy.
Sandeep Mellam (2021), said the impetuous response to the COVID-
19 situation and lockdown was to allow the employees to work from
home (WFH). Many companies are now switching to permanent work
from home, with top companies such as TCS planning to allow 75%
of its employees to work from home by 2025. Almost half of the
employees who are working remotely from home are content with
their job and do not want to change the way they work in the near
future. Transformation to work from home is one of the biggest
challenges HR Managers are facing in this pandemic scenario. When
the WFH mandate was arrived at, some organizations were able to
adapt more quickly than others. The primary reason is the capability
17
of the infrastructure and the mindset to identify, embrace and execute
new technologies. The users need a tool which can be accessed from
anywhere using any device with insignificant commotion. A
productive environment for remote working requires a strong,
steadfast, secure and scalable application that supports positive
employee productivity and collaboration.

Poojary Pallavi Poojary (2021), TCS pays a lot of attention to life

outside work, especially the physical wellbeing of its employees.
From sports clubs to marathons and talent events, TCS encourages
employees to balance work with fun. A special mention has to be
made about the importance given to fitness and physical health at
TCS. Free gym access, annual marathons etc. are just a few ways in
which the team is encouraged to stay fit. Employees Seemed to have a
good work-life balance and genuinely love the work that they were
doing. TCS encourages its employees to continuously up-skill and
keep up with trending technologies in the industry. It’s both in the
company’s and the employee’s interest to do so as the industry
becomes more and more skill focused.

Narayanan Lakshmi (2015), is one of the employees at TCS said that

Each one of the units of TCS is highly competitive, require the
employee to have knowledge in the latest technology out in the market
and keep ourselves updated. Apart from these units, we also have
Digital Commerce, Digital Marketing etc., which are equally
competitive and stay on the bleeding edge with respect to the market
technology and trends. Working in any of these units won’t be a walk
18
in the park and definitely not like your typical run of the mill IT job.
Having said that, the potential for learning inside TCS DESS is quite
high. As for the work life, we follow a very relaxed work culture.

Anushree Sharma (2020), wrote in her article Leading global IT

services, consulting, and business solutions organization Tata
Consultancy Services (TCS), announced that its attrition rate dipped to
a record low of 7.6 percent in the third quarter ended December 31,
2020. TCS’s diverse workforce comprises 147 nationalities, and
women constitute 36.4 percent of the base. The firm’s investments in
skilling and developing its workforce, and the use of innovative
training methods continue to bear fruit. 3.4 percent of the TCS
employees are currently working out of office. This means that 4.53
lakh employees (over 96 percent of TCS employees) are currently
working from home. The company’s people culture and HR practices
have made it the global industry benchmark in talent retention, helping
it bring down the attrition rate.

Anshoo Kapoor, The current circumstances have of course presented

challenges to all businesses and individuals – with millions of people
suddenly transitioning to remote working. It is vital for employees at
companies of all sizes to feel they are being supported and for leaders
to communicate to them and provide guidance as best they can. To
smooth the adjustment of working from home, TCS has produced a
series of guidelines which are designed to ensure employees
understand the context of this period of home-working and to provide

19
them with practical tips to make it work for them. We understand that
this is a difficult time for everyone; some employees will have trouble
adjusting to remote working and others may have additional
responsibilities like caring for children or vulnerable relatives.
Protecting our staff’s mental and physical health is a real priority for
TCS – and is of course particularly important now. We have
developed specific guidelines addressing wellbeing, mental health and
isolation issues which are shared with all employees. The provision of
24/7 counselling and private healthcare are core to helping with staff
wellbeing. Mental health care is always a priority at TCS, and we are
working hard to ensure employees still feel supported and able to
access resources that can help them navigate these uncertain times.

Pulkit Goenka (2012), Working with TCS affords you with a sense of
certainty of a successful career that would be driven by boundless
growth opportunities and exposure to cutting-edge technologies and
learning possibilities. The work environment at TCS is built around
the belief of growth beyond boundaries. Some of the critical elements
that define the work culture are global exposure, cross-domain
experience, and work-life balance.

2.3 International reviews

We are very proud to be among the small number of US organisations

recognised in the Fortune Big Companies to Work For in 2020 list,"
said Surya Kant, President, North America, UK and Europe, TCS.

20
“At TCS, we employ passionate, empowered and driven employees
who are encouraged to make their voices heard in providing first-class
service to our customers and creating a happy and healthy work
culture for all,” Kant added.

PTI (2020), in his study concluded that it is a great place to Work

evaluated more than 60 elements of TCS employees’ experiences on
the job. These included the extent to which employees trust leaders,
the respect with which people are treated, the fairness of workplace
decisions, and how much camaraderie there is among the team. More
than seven out of 10 (72 percent) TCS employees said the company is
a great place to work, eight out of ten (80 percent) felt good about
work-life balance and being afforded time away from work when
necessary. TCS is dedicated to enabling a future-ready workforce and
offers many learning experiences that focus on reskilling and
upskilling. In 2019, 90 percent of its US workforce was re-skilled in
the latest digital technologies, tools and platforms. Since 2014, TCS
has been among the top two US job creators in the IT services and
consulting sector, hiring more than 20,000 new employees, the
company said in a statement.
Mckay (2019), According to a Harvard Business School survey, 94%
of service professionals put in 50+ hours a week. And while some
people claim long hours are necessary, study after study shows that
when we lose work life balance, everyone suffers the consequences.
Once we pass a certain threshold of working hours, our sleep starts to
become impaired; we are more likely to feel depressed and stressed;
21
and can even have a harder time communicating, collaborating, and
getting things done.
(2018), concluded that TCS overall is an employee driven company,
The Company provides the best in the class facilities to work and
learn. TCS has a separate learning and development cell, which
encourages the employees to learn and develop their technical,
managerial, interpersonal communication and other skills. Apart from
the learning and growth prospects, TCS also provides timely work
review, assessments, various bonuses, leaves and also growth
opportunities. The boundary of management and associates is low and
the management is easily assessable. The level of respect for every
employee is very high and is maintained with the high to low
management and associates. TCS is very high on work ethics, like any
other Tata group company. At TCS there are no seniors, juniors when
it comes to work, everyone is asked to make a contribution to every
work, the team work is the driving force here. A team comprises of a
good mix of people. TCS has a rich culture with learning, the learning
and development cell has their weekly and monthly trainings. These
trainings are conducted by industry specialist and sometime in house
faculty. Even the initial learning program was a fantastic builder for
confidence and learning platforms. TCS should focus on increasing
self-awareness and provided the employees with guidance on how to
cope with stress through a series of workshops by experts. In addition
to conducting stress management workshops,
TCS should also conduct off-site picnics, games, and inter-
departmental competitions. Some companies were also using a system
22
of mentors and promoted open communication to improve interactions
and camaraderie at the workplace.

“With a strong team you get a lot of things done. Apart from that, I try
to keep things very simple. I have a single list. I do not believe you
need to maintain a personal life-professional life list. You just have to
keep a very simple priority list and keep it short, “said
Chandrasekaran.

Milind Lacked, Chief Human Resources Officer, TCS, said, “Our

sustained investment in organic talent development is now paying rich
dividends, helping us support our business growth. We are also
continuing along our journey to reimagine and transform the HR
value chain, leveraging technology innovatively to digitize processes,
virtualize interactions, and enhance responsiveness.”

(2018), TCS has a talent pool of 384,792 employees, over a third of

which are women. As much as 85% of its employees belong to Gen
Y. The company understands that diversity comes in many forms —
gender, race, religion, sexual orientation, age, culture, etc. The focus
on inclusion should be on a complete buy-in and creating allies and
advocates within the organisation. Today, the social engagement
platforms of TCS connect 300,000 users to senior officials, allowing
open dialogue and idea sharing. Mentors are assigned to provide
guidance on career aspirations, work life integration, organisational
culture, leadership development, etc. This is facilitated through formal
and informal networking, coffee and virtual live chats, and panel
23
discussions. Going beyond workforce development, TCS is creating
greater employment opportunities for women. An example of this is
the all-women centre for business processes and IT services at
Riyadh. This is a one-of-a-kind, all-women employee office with over
1,000 women, of which 85% are Saudi nationals.

Anshoo Kapoor, said that In addition to what is being done by TCS on

a global level regarding education, the UK TCS Digital Explorers
programme is being transformed into a virtual event. TCS Digital
Explorers is a unique one-week work experience programme that
reaches hundreds of young people across the UK and provides an
insight into the work of STEM and the opportunities available to
young people here in the UK. One of the ways that TCS employees
are encouraged to get involved in both the UK and in Ireland, is by
donating to the UK’s National
Emergencies Trust and Ireland’s Health Service Executive (HSE), with TCS
match funding all donations.

TCS is honoured to be recognized as one of the Top 10 Companies

with the Best Business Outlook by Glassdoor,” said Surya Kant,

President, North America, UK & Europe, TCS.

Dr. Ritu Anand is a pioneer in the field of Human Resources with a

career spanning 25+ years. She is a Senior Vice President at Tata
Consultancy Services With our presence in more than 144 nationalities
across 46 countries, we look at inclusivity from a behavioural lens hence
implemented several initiatives to create awareness and shift of mindsets
24
towards inclusion and helping individuals overcome bias. Our aim has
always been to ensure that they have a balanced workforce, where all
people feel respected. TCS is a values-driven organization that not only
invests in the success of its people but also empowers and encourages
them to make positive contributions in their communities across the
world. Additionally, by providing a variety of social and mobile
platforms for its employees around the world, TCSers enjoy a
collaborative environment across teams and geographies. As a result of
the rewarding culture within TCS, the company has the lowest attrition
rate of its peer set.

Rohit Kumar, the base of TCS is built on a very strong culture which
sets it a class apart. The culture of TCS gives a feeling of pride and
immense joy for new recruits. TCS also feels proud of its culture laid
up by its pioneers. Career within TCS is driven by number of growth
opportunities and an exposure to new technologies. The work
environment within TCS is based on the concept of expansion beyond
boundaries. The elements of work culture within TCS are global
exposure, cross-domain experience, work-life balance. TCS has a
Culture Quadrant, which defines organizations on its cultural
environment and working rules. Employees tends to learn new
technology in course of his job. Intense training programme are
conducted to make its employees updated with new technology.
Intense training and development programs impart the employee on
the job learning. Mentor programs: Mentor Program within TCS helps
employee develop behaviour, skills to achieve the goals. ‘Global

25
Family’ identity TCS provides its employee the support,
encouragement just like its family. Maitree a TCS initiative was
started with an objective to bring TCS employee and family together
considering the family members as part of TCS extended family.

Albertsen et.al (2008), studied the relationship between work hours

and work life balance and found a strong association between larger
numbers of work hours and lower levels of work life
Balance amongst women. For men, the results were less conclusive,
while for gender-mixed Groups, an association between overtime
work and lower levels of work life balance was strongly Supported. It
was found that nonstandard work hours had a negative influence on
work life Balance and some evidence suggested that it had a negative
influence on children’s well-being And on marital satisfaction.

Murphy &Doherty(2011), revealed that it is not possible to measure

work-life balance in an Absolute way, because personal circumstances
influence the way this is perceived. Long hours
And presenteeism form “part of job” when accepting a role at higher
level. However, modern Technology has helped this to some extent by
allowing senior managers to be accessible instead Of having to be
present in office.

Jane et.al (2004) have explored relationships between work-life

balance, work non-work conflict,
Hours worked and organizational commitment concluded that,
although graduates seek work/life Balance, their concern for career
success draws them into a situation where they work Increasingly long
26
hours and experience an increasingly unsatisfactory relationship
between home and work. The article discusses the causes and
potential consequences of this predicament and how work non-work
conflict is linked to hours worked the state of the psychological
Contract and organizational commitment. It highlights the role of
organizations’ policy and Practice in helping to manage the
relationship between work and non-work and the development Of
organizational commitment through support for younger employees’
lives out-of-work and Effective management of aspects of the
psychological contract.

Clarke, et al (2004), From the very beginning it is important to

understand that work-life balance does not mean to devote an equal
amount of time to paid work and non-paid roles; in its broadest sense,
is defined as a satisfactory level of involvement or ‘fit’ between the
multiple roles in a person’s life. Although definitions and explanations
may vary, work-life balance is generally associated with equilibrium
between the amount of time and effort somebody devotes to work and
personal activities, in Order to maintain an overall sense of harmony
in life.

27
 Chapter – 3

Research methodology

3.1 Introduction
3.2 objective of study
3.3 Research Hypothesis
3.4 Scope of study
3.5 Sample Design
3.5.1 population
3.5.2 Sample
3.5.3 sample size
3.5.4 sampling method
3.6 limitations of study

28
 Chapter-3

RESEARCH METHODOLOGY
Research
Research is a logical and systematic search for new and useful
information on a particular topic. It is an investigation of finding
solutions to scientific and social problems through objective and
systematic analysis. It is a search for knowledge, that is, a discovery
of hidden truths. Here knowledge means information about matters.
The information might be collected from different sources like
experience, human beings, books, journals, nature, etc. Research can
lead to new contributions to the existing knowledge. Only through
research is it possible to make progress in a field. Research is indeed
civilization and determines the economic, social and political
development of a nation. The results of scientific research very often
force a change in the philosophical view of problems which extend far
beyond the restricted domain of science itself.

Research is not confined to science and technology only. There are

vast areas of research in other disciplines such as languages, literature,
history and sociology. Whatever might be the subject, research has to
be an active, diligent and systematic process of inquiry in order to
29
discover, interpret or revise facts, events, behaviours and theories.
Applying the outcome of research for the refinement of knowledge in
other subjects, or in enhancing the quality of human life also becomes
a kind of research and development.

3.1 Objectives of the study

• To determine the factors that impact the employees work life

balance To know how to maintain a balance in work life and
personal life. .
• To study the existing system of Work-Life Balance of
Employees in TCS

• To understand the challenges, they face and the type of coping

strategy they use to achieve work family Balance.

3.2 Research Hypothesis

Hypothesis usually considered as the principal instrument in research.
Its main function is to suggest new experiments and observations. In
fact, many experiments are carried out with the deliberate object
hypothesis of testing hypothesis. Hypothesis is defined as a
proposition or a set of Proposition set forth as an explanation for the
occurrence of some specified group of phenomena either asserted
merely as a provisional conjecture to guide some investigation or
accepted as highly probable in the light of established facts.

Null Hypothesis (H0 ) :- There is no relation between gender and there

level of satisfaction in work life balance of employees at TCS.

30
Alternative Hypothesis (H1 ) :- There is a significant relationship
between the gender and the level of satisfaction in work life balance
of employees at TCS

3.3 scope of the study

This study is conducted at TATA consultancy services, Mumbai,
Maharashtra, India. This study is conducted to find out the current
work life balance of employees at TCS. The study is restricted to the
employees in IT department at TCS. Work life balance is a technique
which helps personnel of an enterprise to balance their private and
professional lives. Work life balance encourages employees to divide
their time on the basis on priorities and preserve a stability through
devoting time to family, health, vacations and so on along with
making a career, business travel etc. The time period of this study is
from 21 march 2021-30 April 2021. Responses are collected only
from the employees working at TCS, Mumbai.

3.4 SAMPLE DESIGN

A sample design is a definite plan for obtain a sample
from a given population. It refers to technique or the procedure the
researcher would adopt in selecting sample from population.

3.4.1 population
A population is the pool of individuals from which a statistical
sample is drawn for a study. In statistics, a population is an entire
31
group about which some information is required to be ascertained. A
statistical population need not consist only of people.

The population for this study is the employees working in IT

department at TCS globally. As of March 31, 2020, Tata Consultancy
Services, the multinational information technology service company,
had over 448,400 employees in the world, out of which 90% are the
employees working in IT department. So, the population is employees
working in IT department at TCS.

3.4.2 sample
A sample refers to a smaller, manageable version of a larger group. It
is a subset containing the characteristics of a larger population.
Samples are used in statistical testing when population sizes are too
large for the test to include all possible members or observations. A
well-chosen sample will contain most of the information about a
particular population parameter but the relation between the sample
and the population must be such as to allow true inferences to be
made about a population from that sample. In most cases, it is
impossible or costly and time-consuming to research the whole
population. Hence, examining the sample provides insights that the
researcher can apply to the entire population.
The sample for this research study are the employees working in the
IT department at TCS, Mumbai. so, the sample includes employees
working in the IT department of TCS, Mumbai.

32
3.4.3 sample size
Sample size determination is the act of choosing the number of
observations or replicates to include in a statistical sample. In this
research study sample size is 104 IT employees at TCS, Mumbai.

3.4.4 sampling Method

TYPES OF SAMPLING METHODS

Non-Probability Sampling:
Non-probability Sampling is that sampling procedures which does not
afford on any basis of estimating the probability that each item in the
population has of being included in the sample. Non-probability
sampling is also known by different names such as quota sampling,
judgmental sampling, convenience sampling.

Convenience Sampling:
When population elements are selected for inclusion in the sample
based on the ease of access. It can be called convenience sampling, if
a researcher wishes to secure data from, say gasoline buyers, he may
select a fixed number of petrol stations and may conduct interview
these stations.
Judgmental Sampling:

The researcher’s judgment used for selecting items which he

considers as representative of the population. For example: - a
judgment sample of college students might be taken to secure reaction
to a new method of teachings.

33
Quota Sampling:
It involves the non-random selection of elements based on the
identification of specific characteristics to increase the sample
representative.

Probability Sampling:
This kind of sampling involves the selection of elements from the
population using random sampling in which each element of the
universe has an equal and independent chance of being chosen.

Simple Random Sampling:

Under this each matter in the universe has an equal chance of being
selected. This method is also termed as THE LOTTERY or FISH
BOWL TECHNIQUE. For the lottery method there is a need for
listing the members of the population. The names or codes of all the
members are written on the piece of a paper and then placed in a
container. The researcher draws the number of samples from the
container. This process is relatively easy for small population but is
difficult for large population and is very time consuming.

Systematic Sampling:
Under this sampling, sample are selected by following some rules set
by the researcher which involves selecting the Kth member from where
the random start is determined. A system is plan for selecting
members after random starts is determined. This every Nth member of the
population is determined by the system in drawing or selecting the
member of the sample.

34
Stratified Sampling:
This type of probability sampling selects the member of the sample
from each sub-population or strata. This method is used when there is
a large population. Sample per strata are then randomly selected but
consideration must be given to the sizes of the random samples to be
drawn from the sub groups.

Cluster Sampling:
This method is used when population is divided into clusters or
groups. In this samples are selected in groups rather than individuals
who are employed in a large-scale survey.
Multi-Stage Sampling:
Under this samples are selected by using two or more sampling
methods. It is rarely used because of complexity of its application. It
requires time, effort and cost.

Sampling method used in this study

In this study probability sampling is used, in which simple random

sampling is used. Questionnaire is used as research tool for collection
of primary data.

3.5 limitations of study

• Some employees were reluctant to fill the questionnaire.

• As due to Covid-19 many employees are working remotely, so

their responses may vary from the situation when they were
working in office.

35
Chapter -4 Data Interpretation And
representation

4.1 Data Representation and Interpretation

4.2 Hypothesis testing

36
 Chapter – 4

DATA INTERPRETATION AND

REPRESENTATION
Data interpretation refers to the implementation of processes through which data is reviewed for
the purpose of arriving at an informed conclusion. The interpretation of data assigns a meaning
to the information analysed and determines its signification and implications. Data interpretation
is the process Is the process of filtering Valuable information from large amount of data sets.
The collection can be represented in various forms such as Bar graphs, line charts and tabular

forms and other similar forms.

Table 4.1 Distribution of respondents on the basis of gender

Gender Male Female
Responses
72 32
Percentage 69.2% 30.8%

37
INTERPRETATION
From the responses it can be seen that out of 104 responses 69.2% are
male i.e. 72 employees and
30.8% are female i.e. 32 employees.

Table 4.2 Distribution of respondents on the basis of marital status

Marital status Single Married

Responses 84 20

Percentage 80.8% 19.2%

38
INTERPRETATION
From the above pie chart, it can be seen that, 80.8% of respondents
are single and 19.2% of the respondents are married.

Table 4.3 Distribution of respondents on the basis of no. Of family

members they have
No. Of family members No. Of
employees
2 8
3 20
4 28
5 40
6 4
7 4

39
INTERPRETATION Table 4.4 Distribution of respondents on the
basis of their Job Title
No. Of employees Job title
8 IT Analyst
16 Project manager
12 Software developer
8 Consultant
4 System Engineer
8 Technical lead
8 Software engineer
8 Associate process
manager
8 Computer operator
8 Associate consultant
40
 Options Responses
Less then 1 year 20
1 – 3 years 40
4- 7 years 32
8 – 10 years 12
Table 4.5 Distribution of respondents on the basis of time period they
have been working for the organization.

How long have you been employed in your current position?

41
INTERPRETATION
According to the above graph, 20 respondents have been working for TCS
for less then 1 year. 40 respondents are working for the company for 1-3
years, 32 responses are from the people Who are working for 4-7 years,
and 12 of them are working at TCS for more then 8 and less then 10 year.
Table 4.6
No. Of employees Working hours per
week
12 Less then 20 hours
32 20- 40 hours
56 41-60 hours
4 More then 60 hours

42
 Options Responses Percentage
Never 4 3.8%
Rarely 16 15.4%
Monthly 28 26.9%
Weekly 20 19.2%
Daily 36 34.6%
Table 4.7

43
INTERPRETATION
From the above data it can be concluded that 3.8% of the respondents
have never worked over time, 15.4% of respondents say that they
rarely work overtime, 26.9% of them say that they work overtime
monthly, 19.2% of the respondents work overtime weekly and 34.6%
of them work overtime time daily.

Table 4.8
Options Responses Percentage
Yes 16 15.4%
No 48 46.2%
Somewhat 40 38.5%

44
INTERPRETATION
According to the above data, it is seen that 15.4% of the respondents
say that the stress in there work place affecting their personal life,
whereas 46.2% of respondents say that the stress in there work life is
not affecting their personal life and 38.55 % of them say that stress is
somewhat affecting their personal life.
Table 4.9
Options Responses Percentage
Never 4 3.8%
Rarely 16 15.4%
Monthly 28 26.9%
Weekly 40 38.5%
Daily 16 15.4%

45
INTERPRETATION
From the above chart, it can be concluded that, 3.8% of the
respondents never destress, 15.4% of them destress themselves rarely,
whereas 26.9% of the respondents destress themselves on a monthly
basis, 38.5% of them destress themselves weekly and 15.4% of the
respondents destress themselves on daily basis.
Table 4.10
Options Responses Percentage

Yes 44 42.3%
No 60 57.7%

46
INTERPRETATION
It can be concluded that, 42.3% of the respondents have thought of
leaving their job in past 1 year and 57.7 % of them are not willing to
leave their job.

4.2 Hypothesis Testing

It is a statistical test used to determine whether the hypothesis
assumed for the sample of data stands true for the entire population or

47
not. Simply, the hypothesis is an assumption which is tested to
determine the relationship between two data sets.

In this study chi square test is being used for testing the Hypothesis.

Chi square Test -A chi-square (χ2) statistic is a test that measures

how a model compares to actual observed data. The data used in
calculating a chi-square statistic must be random, raw, mutually
exclusive, drawn from independent variables. Chi-square tests are
often used in hypothesis testing. The chi-square statistic compares the
size any discrepancies between the expected results and the actual
results, given the size of the sample and the number of variables in the
relationship. For these tests, degrees of freedom are utilized to
determine if a certain null hypothesis can be rejected based on the
total number of variables and samples within the experiment. Table
4.11 Table of observed values
Gender / Highly Dissatisfie Neutra Satisfie Highly Tota
satisfactio dissatisfie d l d satisfie l
n level d d
Male 4 8 28 16 16 72
Female 0 4 24 0 4 32
Total 4 12 52 16 20 104
Level of significance- Level of significance refers to a criterion of
judgement upon which a decision is made regarding the value stated
in a null hypothesis. The criteria is based on the probability of
obtaining a statistic measured in a sample if the value stated in the
null hypothesis were true.

Significance level = 0.05

Expected Value = row total * column total / total no. Of responses

Degree of freedom = (columns – 1) * (row – 1)

48
 = (5-1) * (2-1)
=4*1=4
Table 4.12 Table of expected values
Gender/ Highly Dissatisfie Neutral Satisfied Highly
satisfaction dissatisfied d satisfied
level
Male 2.8 8.3 36 11.1 13.8
Female 1.2 3.7 16 4.9 6.2

Table 4.13 calculation of X2

Groups Observed Expected O-e (O -e)2 (O – e) 2/
values (o) values (e) e
G-1 4 2.8 1.2 1.44 0.5
G-2 8 8.3 -0. 3 0.09 0.01
G-3 28 36 -8 64 1.78
G-4 16 11.1 4.9 24.01 2.16
G-5 16 13.8 2.2 4.84 0.35
G-6 0 1.2 -1. 2 1.44 1.2
G-7 4 3.7 0.3 0.09 0.02
G-8 24 16 8 64 4
G-9 0 4.9 -4. 9 24.01 4.9
G-10 4 6.2 -2. 2 4.84 0.78
X2 15.7

Degree of freedom = 4
Significance level = 0.05

49
According to above information the tabular value of X 2 tabular = 9.49
And according to calculations X2 calculated = 15.7
15.7 > 9.49
X2 calculated > X2 tabular

Therefore, we reject null hypothesis, and accept the alternative

hypothesis.
Alternative Hypothesis - There is a significant relationship between
the gender and the level of satisfaction in work life balance of
employees at TCS.

50
Chapter – 5 Results and Discussion
5.1 Major Findings
5.2 Discussions and Suggestions
5.3 Conclusion

51
 Chapter – 5

Results and Discussions

5.1 Major Findings
• The overall satisfaction level of IT employees of TCS is neutral
as shown in the master sheet attached in Annexure. Employees
were neither satisfied nor dissatisfied.
• The average answer given by employees when asked that if they
get enough time to spend with their family and friends was
neutral.

• It was found that Family contributed the most i.e. family was the
most significant factor for happiness among the three factors
family, salary and Job, whereas it is observed that job and salary
contributed neutrally in happiness of employees.

• Average employees agreed that they give neutral time for work
and job as well as there was a neutral answer for the question
that if they sacrifice their sleep for work.

• Another question was asked to know whether the employees get

enough time to get involved with their hobbies and interests. The
average answer of the employees was neutral that means, most
of the employees neither agree nor disagree that the get enough
time for their hobbies.
• When asked what are the activities you do for destressing
yourself, the most popular answers were gaming and social
media after which it was mobile phone and gaming and the least

52
 selected options were smoking, binge eating listening music,
swimming, travelling, and driving.

5.2 Discussions and Suggestions

Although, in many of the previous studies it is found that the work life
balance of employees at TCS is satisfactory but through this study it is
found that the work life balance of employees is neutral. Also, there
are many programmes organised by TCS for its employees like
maitree, The company should initiate some more activities so that the
employee feels more close and familiar to the organization.

5.3 Conclusion
Through the study it can be concluded that the IT employees at TCS
are not very much satisfied with their work life balance. More than
1/3rd of the employees were thinking to leave the job in past one year.
Almost half of the respondent’s personal life was not affected by the
stress in the work life. 1/7 of the responses were in favour that the
stress in their work life is affecting their personal life. Also, through
hypothesis testing it is observed that there is a significant relation
between the gender and the level of satisfaction from work life
balance of employees.

53
BIBLIOGRAPHY

Gambhir, Introduction to IT Industry,

https://www.scribd.com/doc/116427658/Introduction-toITSector
Udemy, 2013,Introduction to Information Technology:
Basics and Careers, https://blog.udemy.com/introduction-
to-information-technology/
Majumdar, 2020,How part of TCS’ workforce enabled work from home for
rest, https://www.livemint.com/companies/news/how-part-of-tcs-workforce-
enabled-work-fromhomefor-rest/amp-11587289916498.html

Sights In plus, 2020, How TCS builds Diverse & Inclusive Workplace
Culture in new normal, https://sightsinplus.com/interview/chro/how-tcs-
builds-diverse-inclusive-workplace-culture-innewnormal/?amp

Chaudhury and Banerjee, 2010, Statistics without tears: Populations

and samples,
https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3105563/

Snyder, 2019, Literature review as a research methodology: An

overview and guidelines,
https://www.sciencedirect.com/science/article/pii/S014829631930456
4

Kumar, TCS organizational culture, https://pdfcoffee.com/tcs-

organizationalculture-pdffree.html

54
Narendra Sharma, Fernandez, 2018, Work life balance of IT
professionals, Volume 03 – Issue 03,www.ijlemr.com

Mohla, 2011, IMPORTANCE OF QWL WITH SPECIFIC

REFERENCE TO TCS,
https://www.google.com/url?sa=t&source=web&rct=j&url=http://
www.zenithresearch.org.in/im ages/stories/pdf/2011/July/11%2520CHARU
%2520IMPORTANCE%2520OF%2520QWL.pdf
&ved=2ahUKEwjV5M6LoMHvAhWgzDgGHVvSCVE4ChAWMAd6BAg
CEAI&usg=AOvVa w02R2FM01YLFHmrcJDImAmD

Hayes, 2020, Chi-Square (χ2) Statistic Definition,

https://www.investopedia.com/terms/c/chi-square-statistic.asp

ANNEXURE
55
Name____________________________________________

1) How much satisfied are you working as a Systems Engineer in TCS?

(A) Excellent
(B) Good
(C) Average
(D) Bad
(E) Worst

2) How much satisfied are you working as a Project Manager in TCS?

(A) Excellent
(B) Good
(C) Average
(D) Bad
(E) Worst

3) How much satisfied are you working as a Database Executive in TCS?

(A) Excellent
(B) Good
(C) Average
(D) Bad
(E) Worst

4) How much satisfied are you working as an Associate Consultant -

Account Manager in TCS?
(A) Excellent
(B) Good
(C) Average
(D) Bad
(E) Worst

5)How much satisfied are you working as a Relationship Managers in TCS?

56
(A) Excellent
(B) Good
(C) Average
(D) Bad
(E) Worst

6) How would you rate the work life balance in the TCS?
(A) Excellent
(B) Good
(C) Average
(D) Bad
(E) Worst

7) How you would like to describe the company culture here?

(A) Excellent
(B) Good
(C) Average
(D) Bad
(E) Worst

8) What is your opinion on career growth prospects in this organisation?

(A) Excellent
(B) Good
(C) Average
(D) Bad
(E) Worst

9) How you see TCS as a middle management firm?

(A) Excellent
(B) Good
(C) Average
(D) Bad
(E) Worst

57
10) What has been your working experience here?
(A) Excellent
(B) Good
(C) Average
(D) Bad
(E) Worst

11)In what way, do you look at your 3+ years of experience in the company?
(A) Excellent
(B) Good
(C) Average
(D) Bad
(E) Worst

12)In what way, do you look at your 7+ years of experience in the company?
(A) Excellent
(B) Good
(C) Average
(D) Bad
(E) Worst

13) How u would rate TCS as a past employee?

(A) Excellent
(B) Good
(C) Average
(D) Bad
(E) Worst

14) How u see TCS as a company to work after some years of experience ?
(A) Excellent
(B) Good
(C) Average
(D) Bad
(E) Worst

58
15) What do you think about opportunities in TCS?
(A) Excellent
(B) Good
(C) Average
(D) Bad
(E) Worst

59