main report 18 august 2019x

“A Study of M-HRM Practices and Their Impact on Workforce of MNC’s in IT Industry” P a g e | 357

Appendices –A Letter for Participation Request and Ethical Protection for the Respondents To, 1/02/2017 The HR Manager, Subject : Request letter for Ph.D fieldwork data collection in your organization. Respected Sir / Ma’am,

I am Prof. Swapna Anand Saoji working with MIT School of Management from last 17years working in the capacity of assistant professor of IT & HRM, Pursuing Ph.D in Organizational Management from Savitribai Phule Pune University (SPPU). As a vital part of my study I need to do the field work for data collection from IT MNC’s which are in Pune and in Western Maharashtra regions (which includes districts of Pune, Solapur, Ahmednagar, Satara, Sangli, Nashik and Kolhapur ).

Being a faculty of IT and HRM I have selected the topic which is having fusion of both. The research title is “A Study of M-HRM (Mobile Human Resource Management) Practices and Their Impact On Workforce OfMNC’s in IT industry”

I would be grateful if you’ll give me the opportunity to visit your organization and meet you, your employees for research oriented data collection.

I’ll assure you that, the information whatever I’ll collect at the time of interaction, would be only for the study purpose and won’t be disclosed anywhere. Earlier research and publication : 1] Khoj 2016 is sent herewith the mail as earlier journal are unmounted from the web. My research is on page no 460 title is : MOBILE HUMAN RESOURCE MANAGEMENT(M-HRM) PRACTICES A ND HR CHALLENGES TO IMPLEMENT EMPLOYEES PERFORMANCE AN D WORK LIFE BALANCE OF WORKFORCE OF IT MNC’S Swapna Anand Saoji*, Dr. Milind Pande** 2] http://www.mitsot.com/blog/mitsot-organized-panel-discussion-on-the-theme-mobile-hrm-involving-industry-leaders.html/ Thank you for kind consideration ! Sincerely, Prof. Swapna Anand Saoji Assistant Professor (IT & HRM) Dr. Vishwanath Karad MIT - WPU Kothrud | Pune 411038 Tel.: +91 20 3027 3400 Extn.: 3166 | Mob.: +91 7030178754 Email:[email protected] ; [email protected]


Appendices -B QUESTIONNAIRE (MGR)

“A Study of M-HRM Practices And Their Impact On Workforce Of MNC’s In IT Industry” The Objective of the research is to understand the phenomena, trends & other factors that contribute M-HRM. The Researcher assures you that the analysis / your response / opinion shall be kept highly confidential & shall only be used for the current research. None of the research outcomes or components shall be used for any other purpose except purely academic. A] Demographic Profile____________________________________________________ Name: ____________________________________________________________________ Contact No: ________________________________________________________ Please indicate a tick (√ ) to the option which is applicable to you Age group: 1) 18-20 2) 21-24yrs 3) 25 - 30 yrs 4) 31- 35 yrs 5) 36-40 yrs 6) 41-45 yrs 7) 46-50 8) 51 – 55 9) Above 56yrs Name of the organization: ___________________________________________________ Current Designation: 1) Entry/Trainee 2) Software/ Product developer 3) R&D Expert 4) IT Manager 5) Non IT Manager 6) Senior System Engineer 7) Employees / Others ________________ Please select your work Domain * a)Marketing/Sales b) Financec) Operations / Supportd) IT / System development / Testing e) Other:_______________________ Number of years’ experience in the current organization: 1) 0-1 yrs 2) 1-3 yrs 3) 3-5 yrs 4) 4 -5 yrs 5) 5 yrs & more Total work experience: 1) Less than 5 years 2) 5-10 years 3) 10-15 years 4) 15 -20yrs 5) 20-25 yrs 6) 25 yrs and Above Educational Qualification: 1) Under-Graduate / Diploma 2) Graduate 3) Post-Graduate 4) Other __________ Have you taken any IT education? (Any certification, diploma, degree) 1) Yes 2) No Gender: 1) Male 2) Female


Marital Status: 1) Un-Married 2) Married 3) Live-in 4) Separated B] M-HRM Usability____________________________________________________ Does your organization utilizes / implemented M-HRM (HRM Mobile app in any way) ? :Please indicate a tick (� ) to the appropriate option 1) Yes 2) No 3) Partially used If your organization utilizes M-HRM, When did they started using M-HRM ? 1) Less than 5Yrs ago 2) 5 to 10 Years ago 3) 10 to 15 Years ago 4)More than 15 Years ago Please indicate tick (�) the extent to which you agree or disagree with the following statements. 1- Strongly Disagree 2- Disagree 3-Neither Agree nor Disagree 4- Agree 5- Strongly Agree M-Recruitment and M-Selection Tick (�) STATEMENTS --- 1 2 3 4 5 RS1 The M-HRM-recruitment process operates with the need to match

employee profile with positions vacant in the organization.

RS2 The M-HRM-recruitment recruit staff in ways consistent with policy. RS3 The M-HRM sends the automated employment contract offer. M-Training And Development Tick (�) STATEMENTS --- 1 2 3 4 5 TND1 M-HRM learning supports to keep knowledge and skills up to date. TND2 The self service M-HRM learning opportunities have proved effective

and efficient.

TND3 Performance appraisal evaluation methods followed by the M-HRM technology are effective.

TND4 The M-HRM learning strategies have brought effective change in leadership development.

TND5 M-HRM provides sufficient opportunities for employees career planning and development.

TND6 Training through M-HRM recommend people for promotion and individual compensation awards.

TND7 The employees have been provided with necessary apps, resources and sufficient training to be able to use M-HRM during induction.

TND8 M-HRM learning has embedded throughout the organization Performance Management Tick (� ) STATEMENTS --- 1 2 3 4 5 PM1 The M-HRM technology participates in realizing organizational values

and culture changes made within the organization.

PM2 The M-HRM has been able to select and build high level performing teams.

PM3 The M-HRM performance management work to shape the personnel’s long term development plan.


PM4 M-HRM performance management motivates personnel and makes them feel part of the organization.

PM5 The M-HRM process enables to identify and nurture individual talents and help to raise their performance.

M-Compensation And Rewards Tick (�) STATEMENTS --- 1 2 3 4 5 CR1 M-HRM app enable increased integration of HR processes (eg.

Performance management is linked to reward and remuneration) enhanced reporting is facilitated by M-HRM app.

CR2 I prefer to find my pay slip on M-HRM app to give out pay slip in printed form.

CR3 I agree that salary calculation is no longer done manually. CR4 The compensation frame work implemented by the M-HRM allows you

to calculate incentives and benefits for the employees easily.

CR5 The assessment of employee performance on M-HRM helps to calculate performance related pay.

Strategic partner (SP) Tick (�) STATEMENTS --- 1 2 3 4 5 SP1 Human resource considered as a vital asset SP2 HR activities consistent with organizational vision SP3 Information sharing between HR and top managers SP4 Since the implementation of M-HRM technology the HR department is

increasingly involved in strategic HR activities.

SP5 The M-HRM system has ensured a clear fit between business and HR strategy.

M-Communication (MCom) Tick (�) STATEMENTS --- 1 2 3 4 5 MCom1 M-HRM app have allowed me to better communication through my

colleague and employees (more analytical information)

MCom2 M-HRM is available to all employees in my company, and facilitates employees to communicate promptly.

MCom3 Required information is readily available on its M-HRM app MCom4 Does M-HRM contributes to give timely alerts for time efficiency in

HR processes

M-Performance Appraisal (PA) Tick (�) STATEMENTS --- 1 2 3 4 5 PA1 M-HRM helps for taking 360 degree feedback. PA2 I get feedback of my appraisal once its done through M-HRM PA3 The discussion of employee performance is no longer done face to face,

it’s indication the use of contemporary methods of evaluation.

PA4 My company is using performance appraisal M-HRM app for evaluation purposes.

M-Outcome Perceived Ease of Use (PEOU) Tick (�) STATEMENTS --- 1 2 3 4 5 PEOU1 Learning to use the M-HRM app is easy for me PEOU2 My interaction with M-HRM app procedureis clear and


understandable PEOU3 I found M-HRM app procedure easy to use and flexible to interact

with

PEOU4 M-HRM has been an effective change agent for positively moulding the employees' attitudes towards the use of technology

Please indicate tick (�) the extent to which you agree or disagree with the following statements. 1-Strongly Disagree 2-Disagree 3-Neither Agree nor Disagree 4-Agree 5-Strongly Agree Job Performance Tick (�) STATEMENTS --- 1 2 3 4 5 JP1 M-HRM helps me to complete the duties specified in my job description. JP2 M-HRM helps me to meet all the formal performance requirements of

thejob.

JP3 M-HRM helps me to fulfill all responsibilities required by my job through informing deadlines (task based time lines)

JP4 I never neglect aspects of the job that I obligated to perform. JP5 I often don’t fail to perform essential duties Employee Satisfaction (MS) Tick (�) STATEMENTS --- 1 2 3 4 5 MS1 M-HRM app provide current information that is beneficial to employee

related decision making.

MS2 Very less errors occurs when employees use M-HRM app MS3 M-HRM information and decision making app don’t restrict my ability to

make decisions.

MS4 The use of M-HRM app has led to the automation of routine HR work MS5 The M-HRM system is geared to understanding and following grievance,

disciplinary and poor performance issues in a timely and compliant manner.

MS6 The M-HRM has increased employee commitment with the organization by boosting their motivation and confidence levels.

MS7 The M-HRM process ensures compliance with policy and procedures. MS8 Policies formulated under M-HRM technology are easy to comprehend,

credible and are user friendly.

M-Performances Productivity (PRO) Tick (�) STATEMENTS --- 1 2 3 4 5 PRO1 M-HRM app has helped used to improve underlying business processes PRO2 M-HRM app has allowed for higher quality HR services. PRO3 M-HRM app allow me to work more productively. PRO4 M-HRM app improve quality of services. PRO5 HR services have been streamlines and standardized using M-HRM app


M- Employee engagement (MENG) Tick (�) STATEMENTS --- 1 2 3 4 5 MENG1 I am determined to accomplish my work goals and having confidence

I can meet them due to M-HRM.

MENG2 By M-HRM app while at work I’m almost always completely focused on my work projects.

MENG3 Due to M-HRM In my organization, employees are encouraged to take action when they see a problem or opportunity.

MENG4 By M-HRM optimum utilization of HRM is possible (My colleagues quickly adapt to challenging or crisis situations)

MENG5 M-HRM app helps others in my organization view unexpected responsibilities as an opportunity to succeed at something new.

Cost Efficiency (CE) Tick (�) STATEMENTS --- 1 2 3 4 5 CE1 M-HRM activities reduce cost spent on transactional task. CE2 M-HRM app allows me to work more cost efficiently. CE3 The use of M-HRM app is more cost effective than traditional, manual

HR practices.

CE4 More staff members are not required when using M-HRM app. CE5 The advantages of M-HRM are outweighed by the cost implication. Attitude(AT) Tick (�) STATEMENTS --- 1 2 3 4 5 AT1 I feel confident with M-HRM. AT2 I feel more committed to duty the with M-HRM. AT3 I enrich my skills with M-HRM. AT4 I feel more motivated with M-HRM. Perceived Usefulness (PU) Tick (� ) STATEMENTS --- 1 2 3 45 PU1 M-HRM provides better features security wise. PU2 M-HRM brings alone efficiency and effectiveness. PU3 M-HRM increases organizational performances. PU4 M-HRM increases reliability. Behavioral Intention (BI) Tick (�) STATEMENTS --- 1 2 3 4 5 BI1 M-HRM inculcates the habit of discipline in employees. BI2 M-HRM would get deviant behaviors checked and reduced in my

organization.

BI3 M-HRM would facilitate quick decision in my organization . BI4 M-HRM does not reducing the “Human touch / human element of HRM”

with workforce ?

Security and privacy (SP) Tick (� ) STATEMENTS --- 1 2 3 4 5 SP1 I trust in the technology M-HRM is using. SP2 I trust in the ability of an M-HRM to protect my privacy. SP3 I trust in M-HRM as an organization. SP4 Using M-HRM is finally secure. SP5 I am not worried about the security measures taken by M-HRM.


Work life balance (WLB) Tick (�) STATEMENTS --- 1 2 3 4 5 WLB1 M-HRM helps to maintain a good work life balance and other aspects of

my life, I have social life outside of work.

WLB2 Due to M-HRM I can able to meet my family responsibilities while still doing what is expected from me at work

WLB3 M-HRM deliver the insight people need to make decision at that moment

WLB4 Using M-HRM employee engagement and performance tracking has become easier

WLB5 It does not creates irritation / tension as its connected with HR 24/7 WLB6 M-HRM caters proactive activities and reduces mismanagement

resulting into employee productivity and smooth co-ordination

Perceived Enjoyment (PE) Please indicate tick (� )the extent to which you agree or disagree with the following statements. 1-Strongly Disagree 2-Disagree 3-Neither Agree nor Disagree 4-Agree 5-Strongly Agree PE1 Working with M-HRM is clear and understandable. PE2 The M-HRM has clearly defined the system of self – service

update of personal details.

PE3 The implementation of M-HRM has improved the total quality of HR support to employees.

PE4 The implementation of M-HRM has improved the efficiency of administration and increased productivity.

PE5 It is easy to obtain management information from M-HRM and the data held within M-HRM are accurate.

Intention to Use (ITU) Please indicate tick (� ) the extent to which you agree or disagree with the following statements. 1- Strongly Disagree 2- Disagree 3-Neither Agree nor Disagree 4- Agree 5- Strongly Agree ITU1 The M-HRM has been able to reduce time and overhead costs. ITU2 The M-HRM process allows your company to leverage your

investment in current systems.

ITU3 Policies formulated under M-HRM technology are easy to comprehend, credible and are user friendly.

ITU4 The M-HRM works towards forecasting HR needs and reducing the workload of people management.

ITU5 The M-HRM works between Talent Acquisition to Retention and its Technology connect with the business of HR which won’t take away the human element

ITU6 There is co-relation between effectiveness to maintain work life balance and personal life

ITU7 M-HRM implementation Through Smart Phones which creates innovative HR efficient processes and not irritation.


Employee / Manager Self Service (EMSS) 1:Least Important; 2: Unimportant; 3: Neither Unim portant Nor Important; 5: Most Important Tick (� ) STATEMENTS --- 1 2 3 4 5 EMSS1 It Increase Integration within the HRM function EMSS2 It Encourages open communication and sharing of Information EMSS3 It Reduced processes & time for decision making (Standardize

Systems and Procedures)

EMSS4 It Enables HR cost saving and control, Reduced admin cost EMSS5 It Reduces time spent on routine administrative tasks by HR

staff

EMSS6 It gives Better management of data and information EMSS7 It Reduce paper transactions, enhanced services EMSS8 It Refocuses HR staff on strategic activities (Increased

strategic opportunities for HR)

EMSS9 It Increases overall productivity & satisfaction EMSS10 It Improves HR transactions accuracy/speed/Integrity Barriers to progress in the M-HRM journey(BTP)/Change Management 1: Least Important5: Most ImportantTick ( � ) STATEMENTS --- 1 2 3 4 5 BTP1 Inadequate internet connectivity BTP2 Resistance to change BTP3 Lack of top management support and inadequate training BTP4 Inadequate training BTP5 Poor mobile speed and space BTP6 Issues with respect to security of data BTP7 Difficulty in using M-HRM app / not user friendly app Job Satisfaction JS1 M-HRM makes me feel good about my job and the work itself (it is

interesting, challenging, exciting, etc.)

JS2 M-HRM Overall corporate culture (e.g., organization’s reputation, work ethics, values, working conditions)

JS3 Organization’s commitment to a “green” workplace / Green HRM through M-HRM

JS4 The organization’s overall commitment to professional / career development opportunities through M-HRM

JS5 The contribution your work has on the overall business goals of the Organization through M-HRM

JS6 I feel satisfied with overall transparency / Communication between departments/business units through M-HRM

Thank you very much for your valuable time and suggestions! Survey conducted by: Mrs. Swapna Saoji Akolkar ([email protected])


Appendices -C QUESTIONNAIRE (HRM)

“A Study of M-HRM Practices And Their Impact On Workforce Of MNC’s In IT Industry” The Objective of the research is to understand the phenomena, trends & other factors that contribute M-HRM. The Researcher assures you that the analysis / your response / opinion shall be kept highly confidential & shall only be used for the current research. None of the research outcomes or components shall be used for any other purpose except purely academic. A] Demographic Profile____________________________________________________ Name: ____________________________________________________________________ Contact No: ______________________________________________________ Please indicate a tick (√ ) to the option which is applicable to you Age group: a) 18-20 b) 21-24yrs c) 25 - 30 yrs d) 31- 35 yrs e) 36-40 yrs f) 41-45 yrs g) 46-50 h) 51 – 55 i) Above 56yrs Name of the organization: _________________________________________________ Current Designation: a) Entry/Trainee b) HR Manager c) Admin Number of years’ experience in the current organization: a) 0-1 yrs b) 1-3 yrs c) 3-4 yrs d) 4-5yrs e) 5 yrs & more Total work experience: a) Less than 5 years b) 5-10 years c) 10-15 yearsd) 15-20 yearsc) 20-25 years e) 25Above 15 years Educational Qualification: a) Under-Graduate / Diploma b) Graduate c) Post-Graduate d) Other __________ Have you taken any IT education? (Any certification, diploma, degree) a) Yes b) No Gender: a) Male b) Female Marital Status: a) Un-Married b) Married c) Live-in d) Separated B] M-HRM Usability____________________________________________________ Does your organization utilizes / implemented M-HRM (HRM Mobile app in any way) ? :Please indicate a tick (√ ) to the appropriate option a) Yes b) No c) Partially used


If your organization utilizes M-HRM, When did they started using M-HRM ? a) Less than 5Yrs ago b) 5 to 10 Years ago c) 10 to 15 Years ago d)More than 15 Years ago To what extent does your organization uses M-HRM, to support the following HR functions? 1- We don’t perform this activity 2- We perform but not through Mobile App 3- Don’t know 4 - Some activity through Mobile App 5-We do all activities through Mobile App Using M-HRM (UM-HRM) Tick all that ap ply (�)

STATEMENTS --1 2 3 4 5 STATEMENTS --- 1 2 3 4 5 UM-HRM1

Manpower Planning, Recruitment, Selection and Retention

UM-HRM5

Employee Engagement

UM-HRM2

Payroll / Compensation Planning and Benefits Management

UM-HRM6

Performance Management

UM-HRM3

Communication/ Green HRM/ Future Workplace Trends

UM-HRM7

Employee Welfare Management

UM-HRM4

Training and Development

UM-HRM8

Travel Management

M-Activities: Please indicate tick (�) the extent to which you agree or disagree with the following statements 1-Strongly Disagree 2-Disagree 3-Neither Agree nor Disagree 4-Agree 5-Strongly Agree M-Recruitment and M-Selection Tick (�) STATEMENTS --- 1 2 3 4 5 RS1 The M-HRM-recruitment process operates with the need to

match employee profile with positions vacant in the organization.

RS2 The M-HRM-recruitment, recruit staff in ways consistent with policy.

RS3 The M-HRM has clearly defined the automated employment contract offer.

RS4 Usage of M-HRM in selection process brings transparency in recruitment & selection

RS5 The M-HRM has helped in reducing the time and effort in preparing the job-description and job-specification.

RS6 The candidate application maintained and recorded M-HRM has made the applicant tracking system easily accessible.


M-Training And Development Tick ( √ ) STATEMENTS --- 1 2 3 4 5 TND1 M-HRM learning supports to keep knowledge and skills up to

date.

TND2 The self service M-HRM learning opportunities have proved effective and efficient.

TND3 Performance appraisal evaluation methods followed by the M-HRM technology are effective.

TND4 The M-HRM learning strategies have brought effective change in leadership development.

TND5 M-HRM provides sufficient opportunities for employees career planning and development.

TND6 Training through M-HRM recommend people for promotion and individual compensation awards.

TND7 The employees have been provided with necessary apps, resources and sufficient training to be able to use M-HRM.

TND8 M-HRM learning has embedded throughout the organization Performance Management Tick ( √ ) STATEMENTS --- 1 2 3 4 5 PM1 The M-HRM technology participates in realizing organizational

values and culture changes made within the organization.

PM2 The M-HRM process has been responsible enough for writing role definitions.

PM3 The M-HRM has been able to select and build high level performing teams.

PM4 The M-HRM performance management work to shape the personnel’s long term development plan.

PM5 M-HRM performance management motivates personnel and makes them feel part of the organization.

PM6 M-HRM technology applies long term HR policies to improve organizational performances.

PM7 The M-HRM process enables to identify and nurture individual talents and help to raise their performance.

M-Compensation And Rewards Tick (� ) STATEMENTS --- 1 2 3 4 5 CR1 M-HRM app enable increased integration of HR processes (eg.

Performance management is linked to reward and remuneration) enhanced reporting is facilitated by M-HRM app.

CR2 I prefer to find my pay slip on M-HRM app to give out pay slip in printed form

CR3 I agree that salary calculation is no longer done manually. CR4 I use M-HRM for salary calculation enhances speed and accuracy CR5 The compensation frame work implemented by the M-HRM

allows you to calculate incentives and benefits for the employees easily.

CR6 The assessment of employee performance on M-HRM helps to calculate performance related pay.


Strategic partner (SP) Tick (� ) STATEMENTS --- 1 2 3 4 5 SP1 Human resource considered as a vital asset SP2 Conscious effort to align business with HR issues SP3 HRM activities designed to suit business strategy SP4 HR inputs considered integral to business strategy. SP5 HR activities consistent with organizational vision SP6 Top management take interest in HR issues SP7 Top management trained in HR issues SP8 Information sharing between HR and top managers SP9 Since the implementation of M-HRM technology the HR

department is increasingly involved in strategic HR activities.

SP10 The M-HRM system has ensured a clear fit between business and HR strategy.

Change Agent (CA) Tick (�) STATEMENTS --- 1 2 3 4 5 CA1 M-HRM app helps to increase HR’s credibility for making change

happen

CA2 M-HRM app has allowed for higher quality HR services to make HR as change agent

CA3 M-HRM app allow HR to actively participate in organization renewal, change, or transformation activities to work more productively.

CA4 M-HRM app makes sure that HR processes and programs increase the organizations ability to change.

CA5 M-HRM app works to reshape behavior or helps anticipate people needs.

Employee Champion (EC) Tick (�) STATEMENTS --- 1 2 3 4 5 EC1 M-HRM app helps HR to develop processes and programs to take

care of employee personal needs.

EC2 Due to M-HRM app HR could offer assistance to help employees to meet family and personal needs.

EC3 M-HRM app allow me to actively participate in listening and responding to employees to work more productively.

EC4 Due to M-HRM app HR could spends time on listening and responding to employees promptly.

EC5 HR’s credibility comes from maintaining employee moral high by M-HRM

Admin Expert (AE) Tick (�) STATEMENTS --- 1 2 3 4 5 AE1 M-HRM app helps HR to monitor admin processes AE2 Due to M-HRM app HR is seen as admin expert AE3 M-HRM app allows me to spend time on operational issues. AE4 M-HRM app makes sure that HR processes efficiently administered. AE5 Due to M-HRM HR develops processes and programs to efficiently

process documents and transactions.


M-Communication (MCom) Tick (�) STATEMENTS --- 1 2 3 4 5 MCom1 M-HRM app have allowed me to better communication through

my colleague and employees (more analytical information)

MCom2 M-HRM is available to all employees in my company, and facilitates employees to communicate promptly.

MCom3 Required information is readily available on its M-HRM app MCom4 Does M-HRM contributes to time efficiency in HR processes M-Performance Appraisal (PA) Tick (�) STATEMENTS --- 1 2 3 4 5 PA1 M-HRM helps for taking 360 degree feedback. PA2 I get feedback of my appraisal once its done through M-HRM PA3 The discussion of employee performance is no longer done face to

face, it’s indication the use of contemporary methods of evaluation.

PA4 My company is using performance appraisal M-HRM app for evaluation purposes.

M-Outcome Perceived Ease of Use (PEOU) Tick (�) STATEMENTS --- 1 2 3 4 5 PEOU1 Learning to use the M-HRM app is easy for me PEOU2 My interaction with M-HRM app procedureis clear and

understandable

PEOU3 I found M-HRM app procedure easy to use and flexible to interact with

PEOU4 M-HRM has been an effective change agent for positively moulding the employees' attitudes towards the use of technology

Please indicate tick (�) the extent to which you agree or disagree with the following statements. 1-Strongly Disagree 2-Disagree 3-Neither Agree nor Disagree 4-Agree 5-Strongly Agree Job Performance Tick (�) STATEMENTS --- 1 2 3 4 5 JP1 M-HRM helps me to complete the duties specified in my job

description.

JP2 M-HRM helps me to meet all the formal performance requirements of the job.

JP3 M-HRM helps me to fulfill all responsibilities required by my job JP4 I never neglect aspects of the job that I obligated to perform. JP5 I often fail to perform essential duties M-Performances Productivity (PRO) Tick (�) STATEMENTS --- 1 2 3 4 5 PRO1 M-HRM app has helped used to improve underlying business

processes

PRO2 M-HRM app has allowed for higher quality HR services. PRO3 M-HRM app allow me to work more productively. PRO4 M-HRM app improve quality of services.


PRO5 HR services have been streamlines and standardized using M-HRM app

M- Employee engagement (EENG) Tick (�) STATEMENTS --- 1 2 3 4 5 EENG1 I am determined to accomplish my work goals and confident I

can meet them due to M-HRM.

EENG2 By M-HRM app while at work I’m almost always completely focused on my work projects.

EENG3 Due to M-HRM In my organization, employees are encouraged to take action when they see a problem or opportunity.

EENG4 By M-HRM My colleagues quickly adapt to challenging or crisis situations.

EENG5 M-HRM app helps others in my organization view unexpected responsibilities as an opportunity to succeed at something new.

Cost Efficiency (CEFFI) Tick (�) STATEMENTS --- 1 2 3 4 5 CEFFI1 M-HRM activities reduce cost spent on transactional task. CEFFI2 M-HRM app allows me to work more cost efficiently. COFFI3 The use of M-HRM app is more cost effective than traditional,

manual HR practices.

COFFI4 More staff members are not required when using M-HRM app. COFFI5 The advantages of M-HRM are outweighed by the cost

implication.

Attitude(AT) Tick (�) STATEMENTS --- 1 2 3 4 5 AT1 I feel confident with M-HRM. AT2 I feel more committed to duty the with M-HRM. AT3 I enrich my skills with M-HRM. AT4 I feel more motivated with M-HRM. Perceived Usefulness (PU) Tick (�) STATEMENTS --- 1 2 3 4 5 PU1 M-HRM is better up security wise. PU2 M-HRM brings alone efficiency and effectiveness. PU3 M-HRM increases organizational performances. PU4 M-HRM increases reliability. Behavioral Intention (BI) Tick (�) STATEMENTS --- 1 2 3 4 5 BI1 M-HRM inculcates the habit of discipline in employees. BI2 M-HRM would get deviant behaviors checked and reduced in my

organization.

BI3 M-HRM would facilitate quick decision in my organization . BI4 M-HRM does not reducing the “Human touch element of HRM”

with workforce ?


Security and privacy (SP) Tick (�) STATEMENTS --- 1 2 3 4 5 SP1 I trust in the technology M-HRM is using. SP2 I trust in the ability of an M-HRM to protect my privacy. SP3 I trust in M-HRM as an organization. SP4 Using M-HRM is finally secure. SP5 I am not worried about the security on and M-HRM. Change Agent (CA) Tick (�) STATEMENTS --- 1 2 3 4 5 CA1 M-HRM app helps to increase HR’s credibility for making

change happen

CA2 M-HRM app has allowed for High er quality HR services to make HR as change agent

CA3 M-HRM app alLo.w HR to actively participate in organization renewal, change, or transformation activities to work more productively.

CA4 M-HRM app makes sure that HR processes and programs increase the organizations ability to change.

CA5 M-HRM app works to reshape behavior or helps anticipate people needs.

Admin Expert (AE) Tick (�) STATEMENTS --- 1 2 3 4 5 AE1 M-HRM app helps HR to monitor admin processes AE2 Due to M-HRM app HR is seen as admin expert AE3 M-HRM app alLo.ws me to spend time on operational issues. AE4 M-HRM app makes sure that HR processes efficiently

administered.

AE5 Due to M-HRM HR develops processes and programs to efficiently process documents and transactions.

Employee Champion (EC) Tick (�) STATEMENTS --- 1 2 3 4 5 EC1 M-HRM app helps HR to develop processes and programs to take

care of employee personal needs.

EC2 Due to M-HRM app HR could offer assistance to help employees to meet family and personal needs.

EC3 M-HRM app alLo.w me to actively participate in listening and responding to employees to work more productively.

EC4 Due to M-HRM app HR could spends time on listening and responding to employees promptly.

EC5 HR’s credibility comes from maintaining employee moral High by M-HRM

Work life balance (WLB) STATEMENTS --- 1 2 3 4 5 WLB1 M-HRM helps to maintain a good work life balance and other

aspects of my life, I have social life outside of work.

WLB2 Due to M-HRM I can able to meet my family responsibilities


while still doing what is expected from me at work WLB3 M-HRM deliver the insight people need to make decision at that

moment

WLB4 Using M-HRM employee engagement and performance tracking has become easier

WLB5 It does not creates irritation / tension as its connected with HR 24/7

WLB6 M-HRM caters proactive activities and reduces mismanagement resulting into employee productivity and smooth co-ordination

5-point Likert scale, ranging from 1= very low (unimportant) to 5= very high (important). Time Spent on HR Activities (TSHRA) Tick (�) STATEMENTS --- 1 2 3 4 5 TSHRA 1 Time Spent on Strategic HR activities TSHRA 2 Time spent on IT-related HR activities TSHRA 3 Time spent on HR administration Employee / Manager Self Service (EMSS) 1:Least Important; 5: Most Important Tick ( �) STATEMENTS --- 1 2 3 4 5 EMSS1 Increase Integration within the HRM function EMSS2 Encourage open communication and sharing of Information EMSS3 Standardize Systems and Procedures EMSS4 Enable HR cost saving and control EMSS5 Reduce time spent on routine administrative tasks by HR

staff

EMSS6 Better management of data and information EMSS7 Reduce paper transactions EMSS8 Refocus HR staff on strategic activities EMSS9 Increase overall productivity EMSS10 Improve HR transactions accuracy/speed/Integrity Barriers to progress in the M-HRM journey(BTP)/Change Management 1: Least Important5: Most ImportantTick ( �) STATEMENTS --- 1 2 3 4 5 BTP1 Inadequate internet connectivity BTP2 Resistance to change BTP3 Lack of top management support BTP4 Inadequate Training BTP5 Poor mobile speed and space BTP6 Issues w.r.t. Security of data BTP7 Difficulty in using M-HRM app / not user friendly app


Please indicate tick (�) the extent to which you agree or disagree with the following statements. 1-Strongly Disagree 2-Disagree 3-Don’t Know 4-Agree 5-Strongly Agree Job Satisfaction (JS) Tick (�) STATEMENTS --- 1 2 3 4 5 JS1 All my talents and skills are used at work JS2 I get along with my superiors/ supervisor / higher authorities JS3 I get Autonomy and independence to make decisions JS4 I feel good about my job and The work itself (it is interesting,

challenging, exciting, etc.)

JS5 Overall corporate culture (e.g., organization’s reputation, work ethics, values, working conditions)

JS6 Organization’s commitment to a “green” workplace / Green HRM

Thank you very much for your valuable time and suggessions ! Survey conducted by: Mrs. Swapna Saoji Akolkar ([email protected])


Appendices - D Model Fit Summary for Structural Model :

CMIN Model NPAR CMIN DF P CMIN/DF Default model 108 590.956 326 .000 1.813 Saturated model 434 .000 0

Independence model 28 6539.073 406 .000 16.106 Baseline Comparisons

Model NFI Delta1

RFI rho1

IFI Delta2

TLI rho2

CFI

Default model .910 .887 .957 .946 .957 Saturated model 1.000

1.000

1.000

Independence model .000 .000 .000 .000 .000 Parsimony-Adjusted Measures Model PRATIO PNFI PCFI Default model .803 .730 .768 Saturated model .000 .000 .000 Independence model 1.000 .000 .000 NCP Model NCP LO 90 HI 90 Default model 264.956 200.785 336.962 Saturated model .000 .000 .000 Independence model 6133.073 5874.432 6398.128 FMIN Model FMIN F0 LO 90 HI 90 Default model 1.313 .589 .446 .749 Saturated model .000 .000 .000 .000 Independence model 14.531 13.629 13.054 14.218 RMSEA Model RMSEA LO 90 HI 90 PCLOSE Default model .042 .037 .048 .989 Independence model .183 .179 .187 .000 AIC Model AIC BCC BIC CAIC Default model 806.956 821.835

Saturated model 868.000 927.791

Independence model 6595.073 6598.930

ECVI Model ECVI LO 90 HI 90 MECVI Default model 1.793 1.651 1.953 1.826 Saturated model 1.929 1.929 1.929 2.062 Independence model 14.656 14.081 15.245 14.664 HOELTER

Model HOELTER .05

HOELTER .01

Default model 282 296 Independence model 32 33


Appendices - E

HRM Model Fit Summary CMIN Model NPAR CMIN DF P CMIN/DF Default model 44 180.775 46 .000 3.930 Saturated model 90 .000 0

Independence model 12 774.438 78 .000 9.929 Baseline Comparisons

Model NFI Delta1

RFI rho1

IFI Delta2

TLI rho2

CFI

Default model .767 .604 .815 .672 .806 Saturated model 1.000

1.000

1.000

Independence model .000 .000 .000 .000 .000 Parsimony-Adjusted Measures Model PRATIO PNFI PCFI Default model .590 .452 .476 Saturated model .000 .000 .000 Independence model 1.000 .000 .000 NCP Model NCP LO 90 HI 90 Default model 134.775 97.178 179.943 Saturated model .000 .000 .000 Independence model 696.438 610.912 789.415 FMIN Model FMIN F0 LO 90 HI 90 Default model 1.045 .779 .562 1.040 Saturated model .000 .000 .000 .000 Independence model 4.477 4.026 3.531 4.563 RMSEA Model RMSEA LO 90 HI 90 PCLOSE Default model .130 .111 .150 .000 Independence model .227 .213 .242 .000 AIC Model AIC BCC BIC CAIC Default model 268.775 275.925

Saturated model 180.000 194.625

Independence model 798.438 800.388

ECVI Model ECVI LO 90 HI 90 MECVI Default model 1.554 1.336 1.815 1.595 Saturated model 1.040 1.040 1.040 1.125 Independence model 4.615 4.121 5.153 4.627 HOELTER

Model HOELTER .05

HOELTER .01

Default model 61 69 Independence model 23 25


Appendices - F

List of Compainies

1 AB Software Solutions, Satara

2 All Scripts, Kharadi, Pune

3 Amdocs, Hadapsar, Pune

4 Amp Soft IT Solutions Pvt LTD, Kolhapur

5 ATOS India, Hinjewadi, Pune

6 Avaya India, Magarpatta, Pune

7 Barklays Technology Centre, Hinjewade, Pune

8 Brainjob, Sangli

9 Capgemini India Pvt ltd, Talwade, Pune

10 Cognizent Technology Solutions, Hinjewadi, Pune

11 Cross Country Infotech Pvt ltd, Senapati Bapat Road, Pune

12 Cybage Software Pvt ltd, Kalyani nagar, Pune

13 ESDS, Nasik

14 Eton Technologies Pvt ltd, Kharadi , Pune

15 Ezest Solutions limited, Kothrud, Pune

16 Faichi Solutions, Baner, Pune

17 GS Labs,Baner, Pune

18 Hexaware Technologies, Hinjewadi, Pune

19 I3 Global, Viman nagar, Pune

20 IBM India ltd, Hinjewadi, Pune

21 Infosys ltd, Hinjewadi, Pune

22 Intellisoft, Solapur

23 Inventive Infotech, Satara

24 Iplace USA, Kharade, Pune

25 KPIT Technologies Pvt Ltd, Hinjewadi, Pune

26 Nexus Software System, Kolhapur

27 Oracle Services ltd, Bavdhan, Pune

28 Persistant Systems ltd, Erandawane, Pune

29 Praxis Infotech, Sangli

30 PTC Software Pvt ltd., Kalyani nagar, Pune


31 Qlogic , Senapati Bapat Road, Pune

32 Silicus Technologies pvt ltd, Bopodi, Pune

33 Sunguard Technology services, Kharadi, Pune

34 Synechron Technologies pvtltd, Kharadi, Pune

35 Tata Technologies ltd, Hinjewadi, Pune

36 Tech Mahindra ltd, Hinjewadi, Pune

37 Tech Spartan, Solapur

38 Techcube Infosolutions, Sangli

39 TechEnvision, Kolhapur

40 Thinking Minds.com India Pvt Ltd, Nasik

41 Tieto, Kharadi, Pune

42 Winjit Technologies Pvt Ltd, Nasik

43 Wipro Limited, Shivaji nagar, Pune

44 Xpansion International pvt ltd, Aundh, Pune


Appendices - G Seminars, Workshops, Conferences Attended & Papers Published:

A] CourseWork (Part-I ): Attended Ph.D Course Work(Part-I) of Research

Methodology Course Work in Organizational Management Conducted at Sinhagad

Institute of Management (SIOM) Research Centre,Pune during 07/02/2016 to

21/02/2016 and earned “O Grade with 5 Credits)towards the Ph.DCourse Work

(Part-I) under the faculty of Management

B] Course Work (Part II):

1] Participated in two daysworkshop on network implementation at MIT

School of Management,Pune on organized by network bulls in association

with e-cell IIT Bombay National Network Security Championship

(NNSC).

2] Participated in the faculty development program organized on

communication and Case Analysis by Dr. RoshanLal Raina, Faculty IIM

Lucknow at Management Development Center at MAEER’s MIT School OF

Management, Pune

3] Paper presented in 1st International Conference 2015 Innovations in

Management 18th to 20th February 2015 in KHOJ Journal of Indian

Management Research and Practices Journal by MAEER’S MITSOM Post

Graduate Research Centre.

4] Participated in “Conference on Mobile HRM” Leadership Talk as a Mentor

Comparer of panel discussion held on 12th September 2015 at Vivekanand

Hall, MAEER’s MIT School of Telecom Management (MITSOT), Pune

5] Participated in FDP on HTML5 and Cloud Computing conducted on 30th

September and 1st October 2016 by Management Development Centre at

MIT School OF Management, Pune.

6] Participated in workshop “Ethical Hacking and Information Security by


Ankit Fadia” held on 9th October 2015 at Dnyaneshwar Hall, MAEER’s MIT

School Management, Pune.

7] Literature review done on the related research topic

Paper Presented on Literature review for taking reviews of audience if

any:

Authored and presented paper in INCON XI – International Conference on

“Ongoing Research in Management & IT” held on 8th& 9th January 2016.

Paper title“ MHRM (Mobile Human Resource Management): Human

Resource Management Through Smart Phones ” published in conference

preceding at ASM Group of Institute, Pimpri, Pune ISBN:978-8192 4861-92

8] Paper Presented on Pilot Study for taking reviews of audience if any:

Authored and presented paper in International Conference on “Emerging Trends in

Management and Technology 2016 (ICETMT-2016) ” organized by MIT

School of Management, Pune on 23rd and 24th December 2016 Paper Title: “

Mobile Human Resource Management(M-HRM) Practices and HR

Challenges to Implement Employees Performance and Work Life Balance

of Workforce of IT MNC’s “published in the preceding in Special Issue –

Dec 2016 of the GE-International Journal Of Management Research

ISSN:O(2321-1709|ISSN:P(2394-4226)| Impact factor: 5.779 Special Issue

December,2016 | www.aarf.asia

9] Paper presented in 2nd International Conference 2016 on “Emerging Trends in

Management and Technology 2016” 23rd& 24th December 2016 in Special

issue KHOJ Journal of Indian Management Research and Practices Journal by

MAEER’S MITSOM Post Graduate Centre on “ Mobile human resource

management (M-HRM) practices and HR Challenges to implement

employees performance and work life balance of workforce of IT MNC’s”

10] HRM Related topics Studied:

Authored and presented paper in International Conference on “Emerging

Trends in Management and Technology 2016 (ICETMT-2016) ” organized

by MIT School of Management, Pune, Paper Title: “ Talent Acquisition


Techniques ”Paper published in Special issue 2016 KHOJ Journal of Indian

Management Research and Practices.

11] Authored and presented paper in International Conference on “Emerging

Trends in Management and Technology 2016 (ICETMT-2016) ” organized

by MIT School of Management, Pune, Paper Title: “ The Role of Individual

Development Plan (IDP) In Performance Improvement Plan (PIP)”Paper

published in Special issue 2016 KHOJ Journal of Indian Management

Research and Practices.

12] Authored and presented paper in International Conference on Globe Unified

Role of ICT (GURICT-2015): on “MHRM (Mobile Human Resource

Management): Human Resource Management Through Smart Phones

“ published in conference preceding of Sinhagad Institute of Management,

Pune. ISBN: 978-81-910118-09-0

13] Completed the Online course Coursera Certification onPeople Analytics by

Wharton University of Pennsylvania by Grade 82.5% on 14/01/2017.

14] Authored and presented paper in National conference “EXPLORIA- MIT

School of Management, Pune Title: “E-HRM : A Strategic way of

Enhancing Performance For Sustainability And Growth through

Technology to be a Market Leader On Case Study of E-HRM practices in

L & T Ltd.” ISSN-0976-8262

main report 18 august 2019x

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