SUMMER TRAINING PROJECT REPORT

ON

A study on work-life balance of employees at

HAWKHIRE , Gurugram .

SUBMITTED IN PARTIAL FULFILLMENT OF REQUIREMENT OF

BACHELOR OF COMMERCE (HONORS) DEGREE

SUBMITEED TO :

INTERNAL GUIDE EXTERNAL GUIDE

Name Nishant dublish Name: Ishika sharma
Designation : Assistant professor Designation : head of
Administration
IMS UNISON UNIVERSITY Company: HAWKHIRE
Dehradun Location: Gurugram

SUBMITTED BY:
NAME OF STUDENT
Megha
IUUSTU7274

IMS UNISON UNIVERSITY, DEHRADUN

BATCH 2021-24

1
2
 GUIDE CERTIFICATE

I have the pleasure in certifying that MEGHA is a bona-fide student of Semester-V of the
Bachelor’s of commerce (Batch 20212024), of IMS Unison University, Dehradun.

Student has completed project work entitled “A study on work life balance of employees at
HAWKHIRE” under my guidance.

I certify that this report is student’s original effort, and it has also not been submitted in any other
Institute / University for the purpose of award of any Degree under my guidance.

This report fulfils the requirement of the curriculum prescribed by this University for the said
course. I recommend this project report for evaluation & consideration for the award of Degree
to the student.

Signature :

Name of the guide :

Designation :

Date :

3
 DECLERATION

I MEGHA hereby declare that this report entitled “A study on work life balance of employees at
HAWKHIRE” submitted in partial fulfillment of the requirement for the degree of B.Com(H) at
IMS Unison University, Dehradun is based on the original work, carried by me and no part of it
has been presented or published previously for any higher degree\diploma.

It is also declared that this report has been prepared for academic purposes alone and has not
been\ will not been submitted elsewhere for any other purposes.

Date:

Name:

Signature:

ACKNOWLEDGEMENT
4
I am using this opportunity to express my gratitude to everyone who supported me throughout the
course of this B.com project. I am thankful for their aspiring guidance, invaluably constructive
criticism, and friendly advice during the project work.

I owe my Special thanks to my mentor Dr. Nishant Dublish under whose mentorship I am able to
work on this project and add learning to my topic.

I would also like to recognize the generous support received from my Friends and numerous
others inside and outside department who provided various suggestions to make my study
complete.

Megha

5th Semester

IMS Unison University

Index
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 S. No. Name of the chapter Page no.

Chapter - 1 Introduction 7

Chapter - 2 Review of literature 11

Chapter - 3 Research Methodology 22

Chapter - 4 Data interpretation and representation 29

Chapter - 5 Results and Discussions 44

References 47

Annexure 48

Chapter -1
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 Introduction
1.1 Rationale of study

1.2 Introduction to IT Industry

1.3 Introduction to HAWKHIRE

1.4 Justification of study

Chapter -1

7
 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 facts generation and statistics generation Enabled offerings (IT-HAWKHIRE) is a field that
suffers a speedy improvement and adjustments the form of Indian industrial requirements. This
quarter includes software development, consulting, software program control, on line offerings and
enterprise strategies outsourcing (BPO). For instance, take an IT department in a business
enterprise. There are numerous human beings with many various jobs and obligations. Those
obligations variety from keeping safe systems and facts to hold networks into operation. There are
individuals who enter records, individuals who manipulate databases and those programming. There
are also selection-makers, which includes the maximum chief information officers (CIOs), which
determine how an IT department is energetic and which components are bought.

Facts technology is involved with upgrades in a range of human and organizational problem-solving
endeavors via the layout, development, and use of technologically primarily based structures and
techniques that increases the efficiency and effectiveness of information in numerous strategic,
tactical, and operational conditions.

Statistics technology enterprise in India is identified for six critical roles such as information

Era Enabled provider/ business manner Outsourcing, development of software merchandise,

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Facts generation offerings, studies and improvement activities, hardware and Ecommerce. Statistics
technology covers a extensive spectrum of hardware and software application software program
software program software solutions that allow businesses to gather, prepare, and examine statistics
that helps them collect their desires . It moreover describes era-primarily based workflow methods
that stretches the capability of an company to supply offerings that generate revenue. As the IT
organization evolves to fulfill the technological needs of these day’s place of job, unique demanding
situations are springing up and IT professionals are striving to meet them. Network security is
through a ways the tremendous state of affairs for lots groups and they rely amount on their IT crew
of humans to stop or end these gadget breaches.

The statistics generation area in India has brought a huge position in improving India’s Gross
domestic Product from the increase charge of one.2% within the year 1998 to 7.7% in 2017,
NASSCOM affirms that facts generation sector of India has accrued a sales of us$one hundred sixty
billion in 2017 and usa of the united states has more than 60 % of Indian IT exports (Singh and
Shelly 2017). India became discovered at the pinnacle in 2011 inside the world place splendor Index
for outsourcing followed via China and Malaysia (Kearney 2011). The distinguished motives for
increase of outsourcing in India are low price of operations which are a magnet for the evolved
international locations to invest for outsourcing, urge of world opposition, get entry to worldwide
market and availability of high-quality employability capabilities in the populace (Kakabadse and
Kakabadse, 2005).

1.3 Introduction to HAWKHIRE

Tata Consultancy services is an Indian multi intergenerational built-in data technology offer built integrated
and consultintegratedg organization, centered built-in Gurugram Haryana, India. Hawk hire was mounted
integrated 1968 as a division of Tata Sons built-nonintegrated. A pioneer built integrated Indian software
program built-industry, HAWKHIRE established the Tata studies development and layout Centre, built-in
Gurugram , India built-in 1981. Built-integrated 2011, HAWKHIRE started its cloud-based totally services
for that reason built integrated the small and medium built-Inness built-in for the first time. With over
3,35,000 employees as of October 2015, HAWKHIRE is the second-largest commercial enterprise integrated
corporation the various built-indexed India corporations integrated built-inbuilt integrated lower back of Coal
India limited.

HAWKHIRE offers a consult integrated-led, cognitive powered, portfolio of built-Inness,

generation and integrated building services and solutions. That is added through Its unique built-in
built-independent Agile TM ship built integrated model, diagnosed as a benchmark of excellence
integrated software program application improvement.

HAWKHIRE’ ability to supply excessive–quality services and answers is unrivaled. It’s miles
biggest IT agency built-in India. It gives built-in to wide variety of section like bank built & built-

9
financial offer built integrated, strength, resources & utilities, government, telecom, media & built-
information offer built integrated, etc.

HAWKHIRE’ capability to supply excessive–exceptional services and solutions is unbeaten. it’s far
built-inset IT company integrated India. It gives built-disintegrated to big range of sectors like bank
integrated & built-financial built-disintegrated, strength, resources & utilities, authorities, telecom,
media & facts built-disintegrated, and so on.

HAWKHIRE and its 67 subsidiaries offer a wide variety of built-information era-associated

merchandise and integrated which encompass integrated software development, built-in integrated
process out source built-in, potential built-in making integrated, consultintegratedg, corporation
software program, hardware shipbuilding, charge process integrated, software control, and era built-
in..

HAWKHIRE operates integrated 27 places across India built-unintegrated branch offices, built-
unintegrated centers and an built-innovation center. While a group member is integrated ducted
integrated to HAWKHIRE, they’re expected to go through and clear a rigorous built-unintegrated
program that prepares them with the talents required excelling integrated organization. HAWKHIRE
has its personal built-inbuilt integrated program built-in new built-ins that is held at various built-
unintegrated facilities throughout India. This application lasts for a period of 3 months and takes
place integrated three levels. Built-in this built-inbuilt integrated built-unintegrated software (ILP),
because it’s referred to as, built-in built-inbuilt integrated technical competencies and techniques,
the brand new integrities additionally get to built-in many non-public roadbuilding sports.
HAWKHIRE has a dedicated built-in to know integrated app for its crew known as Fresco Play
which lets built integrated them to up-ability on the move. No longer simplest this however
integrated reality, guides and certifications that the HAWKHIRE employees go through are
reimbursed by means of the bus built integrated as properly to hold up the momentum of built-
unintegrated at the same time as built-in at Tata Consultancy offer built integrated.

1.4 justification of have a look at

This built-in is carried out to know the current work lifestyles stability at HAWKHIRE. And
additionally to understand the different factors which are contributing built-in pride degree of work
life and private lifestyles. This built-in will can help you recognize the connection between the
gender and pleasure level of work lifestyles.

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 Chapter -2

Review of literature
2.1 Introduction

2.2 National Reviews

2.3 International Reviews

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 Chapter -2

REVIEW OF LITERATURE

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 HAWKHIRE is already
doing many things Which are different and new in 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, HAWKHIRE 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.
HAWK HIRE came into existence on February 23, 2002 in Gurugram, started by Ms Mala
Ramadorai. Maitree is all about friendship, bonding, sharing and caring. Maitree endeavors 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

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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
(HAWKHIRE), Ms. Subramanian has banked on talent, diligence and resolve to find and fulfill
her life's calling.
And a sumptuous calling it has been appointed as executive director to the HAWKHIRE board in
March 2015. Ms. Subramanian has operated in a variety of crucial positions at HAWKHIRE and
has worked in, besides India, Sweden, the United States and Canada. She opens up in this
interview with Christ belle 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 prioritization because I don't know if
there is a balance. Besides, a company like HAWKHIRE gives you the opportunities and
flexibility to manage your constraints. HAWKHIRE 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 really 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 HAWKHIRE from other companies employees have worked with.

Ritu Anand, Vice President and Deputy Head of Global HR, HAWKHIRE, 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 HAWKHIRE, says that the “Maitree” has greatly
helped him to balance work and life.

"From a highly centralized 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 HAWKHIRE managing
director and chief executive officer (MD & CEO) Rajesh Gopinathan.

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Kumar Mohan (2011), concluded that HAWKHIRE 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 rejoin the organization at a later stage, Continuity of service is considered.
Employees also have the option to go for sabbaticals. At HAWKHIRE, they strive to make work
a joyful experience and encourage work life balance Through “maître”, 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 HAWKHIRE employees.

For example, on Family Day, employees can bring their families to HAWKHIRE and take them
around the workplace.

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 HAWKHIRE offers
them opportunity to balance their work as well as their personal life. Another important factor
that lures the workforce towards HAWKHIRE is the company’s work environment. About 16%
of employees voted HAWKHIRE for providing a favorable 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
HAWKHIRE. 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 HAWKHIRE 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 HAWKHIRE planning to allow 75% of
its employees to work from home by 2025. Almost half of the employees who are working

14
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
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), HAWKHIRE pays a lot of attention to life outside work,
especially the physical wellbeing of its employees. From sports clubs to marathons and talent
events, HAWKHIRE encourages employees to balance work with fun. A special mention has to
be made about the importance given to fitness and physical health at HAWKHIRE. 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. HAWKHIRE 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 employee at HAWKHIRE said that Each one of the
units of HAWKHIRE 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 in the park and definitely not like your typical run of the mill IT job having said
that, the potential for learning inside HAWKHIRE 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 (HAWKHIRE), announced that its attrition rate
dipped to a record low of 7.6 percent in the third quarter ended December 31, 2020.
HAWKHIRE’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

15
of innovative training methods continue to bear fruit. 3.4 percent of the HAWKHIRE employees
are currently working out of office. This means that 4.53 lakh employees (over 96 percent of
HAWKHIRE 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, HAWKHIRE has produced a series of guidelines which are designed to
ensure employees understand the context of this period of home-working and to provide 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 HAWKHIRE – 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 HAWKHIRE, 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 HAWKHIRE 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 HAWKHIRE 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 organizations recognized in the Fortune
Big Companies to Work For in 2020 list," said Surya Kant, President, North America, UK and
Europe, HAWKHIRE.

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“At HAWKHIRE, 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 HAWKHIRE 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) HAWKHIRE 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. HAWKHIRE 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,
HAWKHIRE 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’re more likely to feel
depressed and stressed; and can even have a harder time communicating, collaborating, and
getting things done.

(2018) , concluded that HAWKHIRE overall is an employee driven company, The Company
provides the best in the class facilities to work and learn. HAWKHIRE 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, HAWKHIRE 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. HAWKHIRE is very high on work
ethics, like any other Tata group company. At HAWKHIRE 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

17
driving force here. A team comprises of a good mix of people. HAWKHIRE 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. HAWKHIRE
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, HAWKHIRE should also conduct off-site picnics, games, and inter-
departmental competitions. Some companies were also using a system 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 don’t 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 Lakkad, Chief Human Resources Officer, HAWKHIRE, 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), HAWKHIRE 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
organization. Today, the social engagement platforms of HAWKHIRE 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, organizational culture, leadership
development, etc. This is facilitated through formal and informal networking, coffee and virtual
live chats, and panel discussions. Going beyond workforce development, HAWKHIRE is
creating greater employment opportunities for women. An example of this is the all-women
center 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.

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Anshoo kapoor, said that In addition to what is being done by HAWKHIRE on a global level
regarding education, the UK HAWKHIRE Digital Explorers program is being transformed into a
virtual event. HAWKHIRE Digital Explorers is a unique one-week work experience program 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
HAWKHIRE 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 HAWKHIRE match
funding all donations.

HAWKHIRE is honored 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, and
HAWKHIRE.

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 behavioral lens hence implemented
several initiatives to create awareness and shift of mindsets 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 . HAWKHIRE 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, HAWK HIRE enjoys a collaborative environment
across teams and geographies. As a result of the rewarding culture within HAWKHIRE, the
company has the lowest attrition rate of its peer set.

Rohit kumar, The base of HAWKHIRE is built on a very strong culture which sets it a class
apart . The culture of HAWKHIRE gives a feeling of pride and immense joy for new recruits.
HAWKHIRE also feels proud of its culture laid up by its pioneers. Career within HAWKHIRE is
driven by number of growth opportunities and an exposure to new technologies. The work
environment within HAWKHIRE is based on the concept of expansion beyond boundaries. The
elements of work culture within HAWKHIRE are global exposure, cross-domain experience,
work-life balance. HAWKHIRE has a Culture Quadrant, which defines organizations on its

19
cultural environment and working rules. Employees tends to learn new technology in course of
his job. Intense training program are conducted to make its employees updated with new
technology. Intense training and development programs imparts the employee on the job
learning. Mentor programs: Mentor Program within HAWKHIRE helps employee develop
behavior, skills to achieve the goals. ‘Global Family’ identity HAWKHIRE provides its employee
the support, encouragement just like its family. Maitree a HAWKHIRE initiative was started with
an objective to bring HAWKHIRE employee and family together considering the family
members as part of HAWKHIRE 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 presenters 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 hours and experience an increasingly unsatisfactory relationship between home
And work. The article discusses the causes and potential consequences of this predicament and in
Particular 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.

20
Clarke, et al (2004), From the very beginning it is important to understand that work-life balance
does not mean to devote an equal amounts 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.

21
 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

22
 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. A 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 discover,
interpret or revise facts, events, behaviors 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 HAWKHIRE

• To understand the challenges they face and the type of coping strategy they use to achieve
work family Balance.

23
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 HAWKHIRE.

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

3.3 scope of the study

This study is conducted at TATA consultancy services, Gurugram, Maharashtra, India. This study
is conducted to find out the current work life balance of employees at HAWKHIRE. The study is
restricted to the employees in IT department at HAWKHIRE. 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 HAWKHIRE, Gurugram.

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.

24
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 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 HAWKHIRE
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 HAWKHIRE.

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 samples for this research study are the employees working in the IT department at
HAWKHIRE, Gurugram. so the sample includes employees working in the IT department of
HAWKHIRE, Gurugram.

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
HAWKHIRE, Gurugram.

25
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.

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:

26
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 N th member of the population is
determined by the system in drawing or selecting the member of the sample.

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.

27
3.5 limitations of study

• Some employees were reluctant to fill the questionnaire.

• As due to Covid-19 many employees are working remotely, so there responses may vary
from the situation when they were working in office.

28
 Chapter -4 Data Interpretation And
representation

4.1 Data Representation and Interpretation

4.2 Hypothesis testing

29
 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 analyses 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%

INTERPRETATION

30
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%

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.

31
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

INTERPRETATION Table 4.4 Distribution of respondents on the basis of their Job Title
No. Of employees Job title
8 IT Analyst

32
 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

Options Responses
Less then 1 year 20
1 – 3 years 40
4- 7 years 32

33
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?

INTERPRETATION

According to the above graph, 20 respondents have been working for HAWKHIRE 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 HAWKHIRE for more then 8 and
less then 10 year.

Table 4.6
No. Of employees Working hours per week
12 Less then 20 hours

34
32 20- 40 hours
56 41-60 hours
4 More then 60 hours

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

35
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%

36
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%

37
INTERPRETATION

From the above chart, it can be concluded that, 3.8% of the respondents never distress, 15.4% of
them distress themselves rarely, whereas 26.9% of the respondents distress themselves on a
monthly basis, 38.5% of them distress themselves weekly and 15.4% of the respondents distress
themselves on daily basis.

Table 4.10
Options Responses Percentage

Yes 44 42.3%
No 60 57.7%

38
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 not. Simply, the hypothesis is an assumption which is
tested to determine the relationship between two data sets.

39
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 Dissatisfied Neutral Satisfied Highly Total

satisfaction level dissatisfied satisfied

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 criteria 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) * (rows – 1)

= (5-1) * (2-1)

=4*1=4

Table 4.12 Table of expected values

Gender/ Highly Dissatisfied Neutral Satisfied Highly
satisfaction dissatisfied 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

40
 Groups Observed Expected O-e (O -e)2 (O – e) 2/ e
values (o) values (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

According to above information the tabular value of X2 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 HAWKHIRE.

41
 CHAPTER 5

Results and Discussion

5.1 Major Findings

5.2 Discussions and Suggestions

5.3 Conclusion

42
 Chapter – 5

Results and Discussions

5.1 Major Findings

• The overall satisfaction level of IT employees of HAWKHIRE 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 distressing yourself, the most popular
answers were gaming and social media after which it was mobile phone and gaming and
the least 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
HAWKHIRE is satisfactory but through this study it is found that the work life balance of
employees is neutral. Also there are many programs organized by HAWKHIRE for its employees
like maitree, The Company should initiate some more activities so that the employee feels more
close and familiar to the organization.
43
5.3 Conclusion

Through the study it can be concluded that the IT employees at HAWKHIRE are not very much
satisfied with their work life balance. More than 1/3 rd. of the employees was 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 favor 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.

44
REFERENCES

Gambhir, Introduction to IT Industry, https://www.scribd.com/doc/116427658/Introduction-toIT-

Sector

Udemy, 2013,Introduction to Information Technology: Basics and Careers,

https://blog.udemy.com/introduction-to-information-technology/
Majumdar, 2020,How part of HAWKHIRE’ workforce enabled work from home for rest,
https://www.livemint.com/companies/news/how-part-of-HawkHire-workforce-enabled-work-
fromhome-for-rest/amp-11587289916498.html

SightsIn plus, 2020, How HAWKHIRE builds Diverse & Inclusive Workplace Culture in new
normal, https://sightsinplus.com/interview/chro/how-HawkHire-builds-diverse-inclusive-workplace-
culture-innew-normal/?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/S0148296319304564

Kumar, HAWKHIRE organizational culture, https://pdfcoffee.com/HawkHire-

organizational-culture-pdffree.html

Narendra, sharma, Fernandez, 2018, Worklife balance of IT professionals, Volume 03 – Issue

03,www.ijlemr.com

Mohla, 2011, IMPORTANCE OF QWL WITH SPECIFIC REFERENCE TO HAWKHIRE,

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=2ahUKEwjV5M6LoMHvAhWgzDgGHVvSCVE4ChAWMAd6BAgCEAI&usg=AOvVa
w02R2FM01YLFHmrcJDImAmD

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

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

45
ANNEXURE

MASTERSHEET

Min. Score = 9

Max. Score = 45

Mean score = total score / 9

Mean score per question = total score / no. Of respondents

1 = Strongly Disagree

2 = Disagree
3 = Neutral
4 = Agree
5 = strongly Agree

COPY OF A BLANK QUESTIONNAIRE Work life Balance Survey at HAWKHIRE

I am student of BSSS college, pursuing B.Com (HONS). This survey is conducted as a part of
Our research curriculum and is of academic importance. Kindly spare your precious time and
Choose the most suitable option. All information provided by you will be strictly kept
Confidential.

46
Name (optional) - ____________________

E-mail - ________________________

Contact no. - _____________________

Gender

a) Male
b) Female

Marital status

a) Single
b) Married
c) Divorced
d) Widow

No. Of family members - ______________

Current job title - _________________

How long have you been employed in your current position?

a) Less then 1 hour

b) 1-3 hours

C) 4-7 hours

d) 8-10 hours

e) More then 10 hours

How many hours do you work per week?

47
 a) Less then 20 hours
b) 20 – 40 hours
c) 41-60 hours
d) More then 60 hours

How often do you work overtime or outside normal work hours?

a) Daily
b) Weekly
c) Monthly
d) Rarely
e) Never

Q-1. How satisfied are you with your current work life balance?

a) Highly dissatisfied
b) Dissatisfied
c) Neutral
d) Satisfied
e) Highly satisfied

Q-2. My work schedule allows me to spend time with my family and friends

a) Strongly disagree

b) Disagree
c) Neutral
d) Agree
e) Strongly agree

48
Q-3. On a scale of 1 to 5 (with 1 being Strongly Disagree and 5 being Strongly Agree), please
Rate your level of agreement with the following statements.

3a- job is the most significant Factor to my happiness

a) Strongly Disagree
b) Disagree
c) Neutral
d) Agree
e) Strongly Agree

3b- My salary is the most Significant factor to my Happiness

a) Strongly Disagree
b) Disagree
c) Neutral
d) Agree
e) Strongly Agree

3c- My family is the most Significant factor to my Happiness

a) Strongly Disagree
b) Disagree
c) Neutral
d) Agree

e) Strongly Agree

Q-4. On a scale of 1 to 5 (with 1 being Strongly Disagree and 5 being Strongly Agree), please
Rate your level of agreement with the following statements.

49
4a- I prioritize my job over my Personal and family life

a) Strongly Disagree
b) Disagree
c) Neutral
d) Agree
e) Strongly Agree

4b- I prioritize my family over my Work life .

a) Strongly Disagree
b) Disagree
c) Neutral
d) Agree
e) Strongly Agree

4c- I sacrifice sleep to make up Time with my family.

a) Strongly Disagree
b) Disagree
c) Neutral

d) Agree
e) Strongly Agree

Q-5. It is easy for me to Find time for hobbies and interests.

a) Strongly Disagree

50
 b) Disagree
c) Neutral
d) Agree
e) Strongly Agree

Is stress in your work place affecting your personal life.

a) Yes
b) No
c) Somewhat

How often do you need to distress?

a) Daily
b) Weekly
c) Monthly
d) Rarely
e) Never

How do you usually distress ?

a) Gaming
b) Social media
c) Binge eating
d) Meditating

e) Smoking
f) Mobile phone
g) Other : ________________

With in the past year have you thought about leaving the job?

51
a) Yes
b) No

52
53