http://dspace.dtu.ac.in:8080/jspui/handle/repository/16282 2026-11-10T07:50:45Z http://dspace.dtu.ac.in:8080/jspui/handle/repository/23428 Title: ENTERPRISE RISK MANAGEMENT Authors: VATS, ARCHIT; Chaturvedi, Anurag (SUPERVISOR) Abstract: Enterprises have an innate risk that they undertake in any market or set up these risks come from changes in technology, legal environment, compliance or environmental scenarios. These risks can have high financial impact, reputation loss, oh complete breakdown of an enterprise but they also allow for value creation and opportunities to gain a competitive edge. In today’s landscape of uncertainties and dynamic changes occurring across the landscape enterprises must manage the impact from these uncertainties and structural shifts. Traditional methods to find these risks and its impact in financial, reputational, legal framework can no longer be used. This report covers methods to identify, calculate the impact of the consequences, mitigate and monitor for future analysis of risks. We utilise the 2 primary frameworks off COSO and ISO 31,000: 2018 to find the best approach while working with the risk. This report also covers a practical application of the literature review by utilising a case study of zippy.AI to utilise the methodology found in the literature. 2026-08-01T00:00:00Z http://dspace.dtu.ac.in:8080/jspui/handle/repository/23427 Title: BRAND BUILDING, AWARENESS AND POSITNING STRATEGIES WITH RESPECT TO D2C COMPANIES Authors: NAGAR, JANVI; Malhotra, Deepali (SUPERVISOR) Abstract: The exponential increase of the internet user base has resulted in millions of new and unique searches each day over the previous two years. Users are now spending more time on the internet than ever before. This opens up the opportunity for businesses to widen up their consumer base with the help of internet reach. Businesses are opting for the direct to consumer business model (D2C) in which they supply goods and services directly to the consumers without the interference of intermediaries. A company has to follow certain strategies in order to be a successful D2C company and convert the company name into a brand name. Brand building activities such as understanding the consumer's needs profoundly and providing a product that can be a problem solver. Brand building is a key task to be performed by startups and continuous product development and innovations juxtaposed with consumer feedback turn a startup into a brand name. Executing brand building is important but creating brand awareness is also a vital part for the company. Advertising a new product or revamping an old one, promoting the products via various modes such as media house and social media marketing. In an ideal world, brand awareness would include characteristics that set the product apart from its counterparts. Brand awareness is a must for a billion dollar company to a funding round startup. The intensity level of advertising it can be debatable as per the companies need. After setting up successfully in the consumer's mind, the product should be placed correctly with the targeted audience. One must be educated and informed of what audience they want to sell their product. 2025-06-01T00:00:00Z http://dspace.dtu.ac.in:8080/jspui/handle/repository/23426 Title: EXPLORING THE IMPACT OF AI ON CANDIDATE EXPERIENCE AND EMPLOYER BRANDING IN RECRUITMENT PROCESSES Authors: PRAGYA, PALLAWI; Beniwal, Mohit (SUPERVISOR) Abstract: Artificial Intelligence (AI) is increasingly embedded in recruitment, offering enhanced efficiency, objectivity, and improved candidate experiences. This study investigates the multifaceted effects of AI on candidate experience and employer branding through a mixed-methods approach. Quantitative data were collected via a structured questionnaire from 97 respondents, mainly MBA students, using a cross-sectional design. Key variables examined include candidate experience, satisfaction with AI accuracy, and perceptions of employer branding. Complementary qualitative insights were drawn from secondary sources, notably the IBM report “The Business Case for AI in HR.” Findings indicate a generally neutral satisfaction level, with younger candidates showing greater positivity, reflecting generational differences in AI acceptance. The perceived accuracy of AI in matching skills correlates strongly with positive candidate experiences. Candidate perceptions of AI also influence views on an organization’s technological prowess and innovation, highlighting AI’s role in employer branding. Despite AI’s benefits in streamlining recruitment, candidates prefer human interaction in various stages, underscoring the ongoing importance of human judgment. Ethical concerns related to bias and transparency call for measures to ensure fairness and clear communication, which in turn build trust and enhance employer branding. Insights from HR executives emphasize AI’s efficiency potential alongside the need for ethical implementation. The study recommends improving AI robustness, mitigating biases, enhancing communication clarity, integrating natural language processing, balancing AI with human interaction, and emphasizing transparency and training to maximize AI’s positive impact in recruitment. 2026-06-01T00:00:00Z http://dspace.dtu.ac.in:8080/jspui/handle/repository/23425 Title: ANALYSIS OF FACTORS INFLUENCING EMPLOYEE RETENTION IN THE IT SECTOR Authors: SINGH, YOGENDRA; Lata, Kusum (SUPERVISOR) Abstract: The IT sector is the most booming industry in today’s world. The demand for IT products and services was already high, but in the COVID and post-COVID period, they have skyrocketed. IT organizations serve as a backbone to many product or service-based organizations. Their demand is never ending. Still these organizations face several problems of their own. One of them includes retention of employees. Employee turnover is quite high in the tech sector. Companies are fighting quite hard to fight this issue. Still it’s a long way to victory. There can be many reasons for employees leaving an organization such as unsatisfactory compensation packages, stress, unhealthy work culture, poor work-life balance, etc. When the turnover rate is in the range of 0-10%, it is considered an acceptable range. However, a turnover rate of more than 10% brings in huge losses to the company that is not just financial. The current scenario in which IT companies laid off many of their workforces creates trauma in the minds of the workers that might not be today but later on will eventually turn into a turnover. The first major layoff happened in 2008-09 during the Recession period, the second happened during the COVID period and the third happened to start from November 2022. In the recent layoffs that happened in the month of January and February 2023, major companies cut off their workforces by huge percentages. It can create a sense of fear in the minds of the remaining employees and the loyalty factor, which binds an employee to the organization decreases. Layoffs might cause the workers who are left behind to quit. A study by Visier, a human resources analytics company found out that when employees were laid off, the likelihood that their direct colleagues would quit was 7.7% higher than if those employees had remained. A principal researcher at Visier said that if a company layoff its employees, then it might add 7% to 8% to the count which is very likely to leave as well 2025-06-01T00:00:00Z