M.Phil / MS

Permanent URI for this collectionhttps://repository.cuilahore.edu.pk/handle/123456789/48

This collection archives the complete set of theses produced by students of the COMSATS University Islamabad, Lahore Campus.

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Linking Team Communication to Agile Software Development Project Success: Mediating Role of Team Adaptability and Moderating Effect of Shared Goals
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2025) Hadia Ahsan; CIIT/SP23-RPM-006/LHR; Dr. Imran Shafique; LHR TP 10111
In order to accomplish the requirements of Agile software development, an environment characterized as being very flexible is required to be able to collaborate with team members effectively and to align the needs of all team members with the goals of the project. Although Agile methodologies have been adopted by many companies globally, there is little evidence of studies that investigate the impact of individual factors at the level of a team on the outcomes of an Agile project; especially within countries in the developing world. This study utilizes the Input–Process–Output (IPO) model to assess the relationship between the communication of a team and the success of the projects of an Agile software development process, in addition to assessing the mediating role of team adaptability and the moderating effects of shared goals. A Quantitative Research Design was used to collect the data from Professionals in Pakistan who work on Agile Software Development Teams, such as Project Managers, Scrum Masters, and Software Developers. Data collection occurred via a Structured Questionnaire. A PLS-SEM (Partial Least Squares Structural Equation Model) was performed via the SmartPLS program to evaluate the direct, mediating and moderating relationships of the study variables. Results indicate that team communication among team members positively affects the success of Agile Software Development Projects. Results also indicate that Team Adaptability partially mediated the relationship between Team Communication and Agile Software Development Project Success. Therefore, team communication will increase Agile Software Development Project Success through enabling teams to adapt to the changes in project requirements. Also results indicate that Shared Goals significantly moderated the relationship between Team Communication and Agile Software Development Project Success. Thus, Higher Goal Alignment will strengthen Team Effectiveness and therefore produce better Agile Project Outcomes. Therefore, this study extends the use of the IPO model in Agile Project Management Literature through the inclusion of Communication, Adaptability, and Shared Goals. Additionally, the findings of this study offer valuable information to Project Managers and Organizations on the best ways to implement communication practices, encourage team adaptability, and establish shared goals to improve the success of Agile Software Development Projects.
Data Driven Marketing: Effects on The Employability of the Social Media Marketing Analyst: A Study of Pakistani Freelancers
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2024) MUHAMMAD AHMAD; CIIT/FA22-RBA-013/LHR; Dr. Muhammad Fahad Javaid; LHR TP 9594, LHR TP 9607
This study aims to analyze the impact of Data Driven Marketing Strategies, and how they have changed the entire complexion of the Job market. The Companies and job positions that always had a minimum criterion of having at least graduation has now been diluted in thin air. The Paid Per Click (PPC) ads has entirely changed the dynamics of the jobs. A Social Media Marketing Analyst who has the “Skills and Competency” of understanding the Data Metrices given out by the PPC platforms, which includes, Google Ads, Google Analytics 4, Google Tag Manager, Facebook Pixel and MetaAds, is being preferred for a Job, rather than a Business Graduate, who has all the knowledge but doesn’t have the skills to setup a Meta or PPC campaign, though the principles for the campaign could be best set up by the Business Graduate. The business graduate has to learn this skill in addition to their qualification if they want to stay within the Employability criterion set by the companies these days. The reason behind this drastic change is that now companies have moved to a Data Driven Marketing Strategies. Initially this was know as Big Data but back then there was no advanced tools and platforms so readily available that everyone could use them. But the introduction of Meta Ads, and PPC has made it so easy and accessible, even to Small and Medium Enterprises that now instead of spending millions on conventional marketing, they prefer Performance marketing, which costs lot less and give extraordinary results. This decoding of Big Data via measurable metrices resulted in more Data Driven organizations. This Data Driven focused approach gave rise to Chief Marketing Technicians (CMTs) eliminating the role of Chief Marketing Officers (CMOs). And for this very reason companies tend to hire Freelancers or go for third party services for their marketing rather than now hiring a Marketing Executive. Now a days companies have more social media managers than having any marketing executives. They introduction of Social Media as a tool for marketing was indeed a paradigm shift for SMEs and small businesses which made them able to compete with market leaders on the same platforms with minimalistic costs, making these businesses go global, (think global, act local), hence giving rise to the people selling their digital marketing courses online, even though they were not graduate, nor they had any expertise in that area academically. This pushed the factors of employability in entirely different direction making the skilled personnel more valuable commodity for the businesses. Hence increasing the employment rate for the non- graduate skilled personnels.
ADOPTING HYBRID WORK MODEL: A CASE OF J&P COATS PAKISTAN
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2024) MAHAM SHAHID; CIIT/SP23-RBA-009/LHR; Haroon Rashid; LHR TP 9602
This study examined the adoption of hybrid work model in J&P Coats Pakistan. The aim of the study was to suggest a sustainable work model against the increasing cost challenges, difficulty to main profits and work-life balance issues of employees. For this purpose, relevant global and indigenous literature was reviewed and data was collected from a sample of 32 employees. The data was analyzed using SPSS-23 software. The results depicted a strong willingness of employees to adopt hybrid work arrangement along with some concerns about new work model. The study provided a number of solutions to assist organization in effective implementation of hybrid work model. The solutions included; implementing the hybrid work model in gradual phases, accompanied by regular feedback from employees and carefully monitoring its impact on cost and expenditures, developing clear guidelines and policies about new work model, shifting the criteria of employees’ performance, developing a culture of inclusivity for all employees and updating the technological infrastructure with time. Limitations of the present study and related recommendations were also discussed.
Excluded at Work and Problem at Home: How Workplace Ostracism Prompts Work-Family Conflict? The Perspective of Mindfulness-Based Interventions
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2024) Maida; CIIT/SP23-RBA-011/LHR; Dr. Ahmad Qammar; LHR TP 9603
The study was focused on seeing the effect of workplace ostracism on work-family conflicts by mediator as emotional exhaustion and moderator as mindfulness-based interventions. Conservation of Resource theory was used to develop hypothesis. Survey was conducted in the banking sector and all the data was gathered from 170 employees from different areas of Pakistan. Data was analyzed by using Wrap PLS 8.0. Results of this study showed that mindfulness-based interventions impact the life of employees and reduce emotional exhaustion and work-family conflicts.
AnAnalysis of the Decline of Small Kariana Stores in Comparison to Giant Superstores
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2024) Muhammad Usama Majeed; CIIT/SP23-RBA-019/LHR; Nayyar Pervaiz Butt; LHR TP 9605
The nature of retailing has continuously experienced an intense change that may put a lot of pressures on Kirana stores (local corner shops) to survive. Some of these challenges comprise namely inventory management, low utilization of technology, low scale economies, strained supplier relations, weak customer outreach, and threat from large competing retail firms. These are critical issues that this report aims at highlighting along with relevant solutions for addressing each successfully. Most of the Kirana stores are petty retail stores whereby they always struggle to manage their stock information and hence experience stock problems such as overstocking, understocking and many more: they also incur many costs due to excess hiring of workers to assist in counting the stock information. They have less market coverage due to the low use of digital platforms and cannot change the price because of their low supplier bargaining power. In addition, weak customer retention and no issue of economy of scale renders the operations of the outlets unable to challenge most modern efficient, established centralized retail chains. Others are implementing cheap solutions such as mobile-based POS terminals for real-time inventory and using social media for marketing and developing local partnerships that allow favorable supplier deals. Some of the things that show how customer experience and retention can be improved include; Laying down of more attractive and effective store formats and Consideration of introducing several loop of customer rewards to be given to customers. In these ways, the various strategic areas mentioned will empower small Kirana stores to upgrade their operational models, cut expenses, and optimize their profitability. It helps maintain them beneficial in the highly competitive retail market while closing the gap between standard retail pattern and contemporary client demand.
Talent Management in IT Industry: Case Study of a Leading Organization in Pakistan
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2024) Saira Anwar; CIIT/SP23-RBA-023/LHR; Dr. Syed Nauman Ahmad; LHR TP 9606
Talent management has become a global concern for which appropriate measures should be taken. The purpose of current case study is to analyze the talent management practices in IT industry. To explore its implementations in real world, a leading IT company in Lahore has been selected to evaluate the effectiveness of its talent management practices, underlying issues and employee’s perception regarding the implemented practices. Triangulation study design was employed and information was gathered via interviews with company employees and through secondary sources: company profile, HR-related publications, and newspaper articles, online accessible reports, and employee reviews. The findings indicate the company`s vigorous talent management practices to improve their retention rates, still they are some areas that require considerable improvement to enhance company performance and reputation. The current study offers critical insights about surging need of robust talent management specially along with its underlying challenges in the fast paced world of technology.
Toolkit for Developing Training Modules to Enhance the Performance of White-Collar Employees in the Textile Industry of Pakistan.
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2024) Urwa Iqbal; CIIT/SP23-RBA-026/LHR; Dr. Imran Shafique; LHR TP 9608
This study focuses on the development and implementation of a comprehensive training program for White-Collar Employees in the textile industry to address critical challenges in operational efficiency, safety compliance, sustainability, and workforce retention. The program is structured over five days, with each day focusing on essential skills such as workplace orientation, technical knowledge, safety protocols, and soft skills development. Activities include interactive workshops, hands-on exercises, and evaluations designed to equip MTOs with the skills and knowledge needed to excel in their roles. The analysis reveals that Eastgate Pakistan and the broader textile industry face challenges such as skill gaps among White-Collar Employees, high workplace incident rates due to inadequate safety training, and insufficient adoption of sustainable practices. The proposed training program offers actionable solutions, with quantified benefits including a 20% increase in operational efficiency, a 30% reduction in workplace incidents, improved trainee retention within three months, and a 15% reduction in waste generation along with a 10% decrease in energy consumption. The recommendations align with organizational goals, fostering a culture of excellence and sustainability while addressing existing gaps. Limitations of the study include the reliance on self-reported data from interviews and the potential variability in implementation across different organizations. However, these findings provide a robust framework for enhancing organizational effectiveness and sustainability. By integrating these practices, textile companies can achieve measurable improvements, support environmental goals, and build a skilled and motivated workforce prepared to drive innovation in the industry.
Toolkit for Gender Diversity and Inclusion of Women in Textile Industry
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2024) Maham Arif; CIIT/SP23-RBA-008/LHR; Dr. Imran Shafique; LHR TP 9601
As part of the MBA final semester at COMSATS University Lahore, this project explores at gender inclusion programs in the textile sector with a particular focus on Eastgate Industries Pakistan. The project key objectives are to explore the current state of gender diversity and inclusion in textile industries and to propose practical recommendations for improving the gender diversity and inclusion initiatives for women at textile industries. The scope of the project is to evaluate gender diversity, inclusion initiatives, availability of leadership development programs, mentoring opportunities, and equal opportunities of career progression. This will provide valuable insights to Eastgate Industries and the entire textile sector about how to establish more inclusive and positive workplaces. The project is done by conducting semi-structured interviews with the employees and observing the work environment at Eastgate Industries. The findings reveal that Eastgate Industries is still working on creating inclusive work environment for women. The organization lacks formal policies and regulations on gender diversity and inclusion e.g. no flexible working arrangements, less representation of women in leadership roles and absence of structured feedback mechanism etc. Recommendations are given on the basis of benchmarking some of the best practices in this industry and some models of Gender Diversity and Inclusion, keeping in view they help in achieve the broader goals for gender inclusiveness
Strategic Human Resource Management Function and HR Compensation A Perspective of Telecom Sector
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2024) JABIR, WAJIHA; SP23-RBA-027; Dr. Rana Nadir Idris; LHR TP 9609
The portfolio aims to analyze several facets of pay in order to explore the numerous issues that surround it, as well as assistance supplied by relevant management theories and practices, such as a case study of a multinational telephone corporation. An effective strategic human resource management function within a firm may provide an inclusive response and exposure to concerns such as (a) which approaches profitable conglomerates employ in their strategic compensation workforce, (b) which compensation policies and programs are typically effective, and (c) how compensation procedures influence the corporation's bottom line and contribute to the organizational strategic objectives. This is a qualitative study based on information gleaned from published material, research papers, and articles, including those contained in this portfolio, that presents knowledge about compensation. To investigate a real-world scenario, a multinational mobile company, Pakistan's pioneer in telecom technology, was picked to learn about their compensation policies and procedural procedures. This portfolio helps to improve our understanding of strategic human resource management (SHRM) in general, and employee remuneration in particular, as well as the underlying concerns and challenges.
Measuring the Impact of Employee Engagement Behavior on Turnover Intention
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2024) Harram Tahir; CIIT/SP23-RBA-006/LHR; Mr. Shahbaz Ahmad; LHR TP 9599
The present study aims at investigating relation between employee engagement and turnover intention in Aspire Group of Colleges, a fast growing college in Pakistan. Nevertheless, the institution has continued to expand, high employee turnover, as well as low employees’ engagement especially among the Academic and Administrative staff remain critical issues. The study examines the effect of workplace, content, courteous, and flexibility on employee engagement and turnover intention. A quantitative correlational research design was adapted to obtain data from 100 participants using a questionnaire. Employing the descriptive and correlation analyses and linear regression analysis, the Association of Work Engagement and Turnover Intention was investigated. Results show negative correlation between engagement and turnover intention, which means that high employee engagement is likely to reduce turnover intention as they will be more satisfied with the work they are doing. In this study, work engagement is identified as a settings factor with prominence for enhancing employee retention; practical recommendations are provided for the reduction of turnover, and for the enhancement of satisfaction and performance amongst employees and organizations. The implications of the study are that, if Aspire Group enhances employee involvement, the organization’s turnover and performance will rise.

M.Phil / MS

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