http://dspace.dtu.ac.in:8080/jspui/handle/repository/16282 2026-05-19T18:52:58Z http://dspace.dtu.ac.in:8080/jspui/handle/repository/22735 Title: EFFECT OF TARIFFS ON INFLATION Authors: DAS, SOUPARNA; Gupta, Vikas (SUPERVISOR) Abstract: In recent years, tariffs have become a prominent tool of economic policy globally, especially amid rising protectionism, geopolitical tensions, and the need to support domestic industries. In the Indian context, tariffs have been revised across a wide range of sectors ranging from electronics to agriculture with varying motivations. However, one recurring debate remains: Do tariffs contribute to inflation in the domestic economy? This report delves deep into the relationship between tariffs and inflation. By combining a structured primary survey of 76 respondents, the study evaluates how tariffs affect prices and purchasing power. Our findings indicate that tariffs do have a tangible effect on inflation, particularly in sectors where import dependence is high. Consumers report higher prices in goods like electronics and edible oils shortly after tariff changes. Traders and SMEs face increased costs of inputs and equipment, which in turn get passed on to end-users. However, the effect is not uniform: essential goods and critical intermediate goods show sharper inflationary transmission than luxury items. The study concludes by recommending a balanced tariff policy that considers both developmental goals and inflation sensitivity. 2025-12-01T00:00:00Z http://dspace.dtu.ac.in:8080/jspui/handle/repository/22734 Title: A STUDY ON CONSUMER BEHAVIOUR TOWARDS AYURVEDIC PRODUCTS Authors: RAJ, SHUBHAM Abstract: Data-driven strategies in the designing of competitive compensation and benefits frameworks are required by the evolving corporate environment. This abstract explores insights derived during a summer internship at Mercer, a global leader in human resource consulting, in the Survey Administration department. The internship focus was on the analysis of compensation and benefits data to identify trends, derive actionable insights, and recommend strategic approaches to organizations seeking to optimize their talent management practices. It starts with collecting and cross-checking available data from those sources relating to compensation and benefits of relevant organizations. The importance is the fact that correct information as well as completeness will retain further analysis reliable. Data collected there was accordingly applied in exploratory exercises to research pay ranges, total rewards packages, and market positioning applying sophisticated data analysis. Thereafter, prepared data has to be worked upon for detecting trends as comparisons between industry, locality, or the structure. One of the significant goals was to gain a deeper understanding of the prevailing pay and benefit trends, particularly the external drivers of inflation, work rules for remote, and the well-being concern. For instance, the studies revealed an increase in non-cash benefits in work hours flexibility, mental health assistance, and learning opportunities. All these point to changing worker values. Hands-on exposure in the form of Mercer's proprietary methodologies about benchmarking and evaluating organization-specific compensation structures was also facilitated during the internship. Comparative analysis allowed organizations to understand market position vis-à-vis competition peers. Pay equity, parity on gender, and vi industry sector competitive information was provided to help in taking appropriate strategic decisions. The project also involved the presentation of findings into reports that clients could utilize, with clear and helpful recommendations. For example, organizations that were behind the curve in offering competitive pay were advised to improve their benefits or adjust their salary plans to attract and retain top talent. Organizations with good pay strategies were encouraged to focus on being different by using employee-focused policies and improving engagement efforts. This internship highlighted the role of data-driven insights in compensation and benefits strategy development. The ability to interpret data and present findings effectively to stakeholders was a key learning outcome. The experience also emphasized the role of survey administration in bridging the gap between organizations and evolving workforce expectations. This showed the financial pay that was very important for happy employees. However, these times also see non-cash benefits and company culture playing important roles in attracting and retaining good workers. The approach allowed clear visibility into how pay and benefits work together to place significant importance on matching them to organizational goals and what employees want. ● This was done in Mercer, Survey Administration department, looking at pay and benefits information to aid talent management plans. ● Data Collection & Validation: Ensured the accuracy of the data collected and leveraged innovative tools to analyze salary ranges, total rewards, and market positioning. ● Trends driven by inflation, remote work, and employee well-being indicate shifts in the direction toward benefits that are not strictly monetary, such as flexible hours and mental health support. vii ● This comparison between organizations will utilize the methods of Mercer concerning market performance, pay equity, and gender fairness. ● Provided ready-to-use reports with clear recommendations to clients for improving pay strategies and engaging employees. ● Gained skills in HR analytics, understanding data, and clear communication, which underscores the need to use data to make decisions about pay systems. In conclusion, the internship at Mercer's Survey Administration department gave useful knowledge about how compensation and benefits analysis work. It allowed me to work with data, identify trends, and create strategic recommendations, helping me understand the importance of HR analytics in making organizations successful. This experience shows how important it is to use data to improve compensation strategies in a fast- changing business world. 2025-12-01T00:00:00Z http://dspace.dtu.ac.in:8080/jspui/handle/repository/22733 Title: A RISK-RESILIENT SUPPLY CHAIN FRAMEWORK FOR INDIAN MSMES FACING FOREX EXPOSURE Authors: ANSARI, ARAF; Agrawal, Saurabh (SUPERVISOR) Abstract: The research project addresses a significant challenge of foreign currency (foreign exchange) risk faced by Indian micro, small and medium enterprises engaged in international trade. MSMES contributed 40% of India's exports, which is still highly unsafe for ups and downs in currency, the study develops a practical structure to increase foreign exchange flexibility in three major areas: textiles, pharmaceuticals and electronics. Conclusions suggest that unexpected currency movements severely affect their competition in global markets, an average annual margin of 9.2% for textile exporters, 11.5% for drug firms and 9.7% for electronics manufacturers. The study identifies three primary obstacles for effective foreign exchange management: (1) High collateral requirements for traditional hedging devices (minimum), (2) 72% MSMES lack of awareness about fintech solutions, and (3) complex documentations for government subsidy schemes. Through analysis of secondary data from RBI, Exim banks, and industry associations, in association with the case study of representative firms, research shows how a combination of technical, operations and policy interventions may reduce these challenges. The proposed tripartite structure integrates the supply chain adjustment and simplified policy measures such as fintech-operated micro-hugging platforms, diverse sourcing. The suggestion integrate three ways that involve AI hedging tools with lesser costs than traditional banking products along with supplier transitions toward domestic currency suppliers and creating specific forex clinics for MSMEs via RBI initiative. The overall implementation timeline extends for one year with initial workshops for risk estimates followed by complete policy implementation in subsequent months. The framework demonstrates its capacity to cut down forex-related losses by 45-51% and speed up working capital cycles by 18-22 days during actual market evaluations. The research supports academic development through its work which connects abstract forex risk models to the practical business requirements of MSMEs. This research provides concrete policy guidelines to policy makers for revising assistance frameworks and serves as a sequential implementation tool for currency risk preparedness development among MSMEs. 2025-12-01T00:00:00Z http://dspace.dtu.ac.in:8080/jspui/handle/repository/22732 Title: THE IMPACT OF HR ANALYTICS ON TALENT ACQUISITION AND RETENTION: A DATA-DRIVEN APPROACH TO STRATEGIC WORKFORCE PLANNING Authors: SINGH, ARJIT KUMAR; Agarwal, Ritu (SUPERVISOR) Abstract: In an increasingly data-driven business environment, Human Resource (HR) departments are evolving from traditional administrative functions to strategic partners that contribute directly to organizational success. This research project investigated the impact of HR analytics on employee management practices, particularly in areas such as hiring efficiency, employee retention, and decision- making quality. With a focus on organizations from diverse sectors—including IT/ITES, BFSI, and Healthcare—the study aimed to understand the adoption level, benefits, and challenges associated with implementing HR analytics. Primary data was collected through a structured questionnaire distributed among HR professionals, while secondary data was gathered from industry reports, case studies, and published research. The study included both quantitative and qualitative methodologies to provide a comprehensive perspective. A sample size of 100+ respondents was analysed, and insights were presented using visual tools such as pie charts, stacked bar graphs, and comparative column charts to illustrate trends, perceptions, and outcomes. Key findings indicate a growing reliance on HR analytics tools across industries, with approximately 68% of respondents agreeing that such tools are used regularly in their organizations. Furthermore, 74% believed that analytics directly improves the quality of hires, while 61% acknowledged its role in reducing employee turnover. The correlation analysis revealed a strong positive relationship between the use of analytics and improvements in employee-related outcomes, such as retention and quality of recruitment. A significant case study included in the research highlighted improvements in HR metrics—like reducing time-to-hire from 45 to 30 days and improving quality-of-hire scores from 6.0 to 8.5 following the adoption of analytics. However, the study also identified notable challenges. The most prominent among them was the lack of skilled personnel, reported by 69% of respondents, followed by poor data integration systems and budgetary constraints. These barriers underscore the need for organizations to invest in skill development, integrated data systems, and change management to facilitate effective adoption of HR analytics. vi Through structured data analysis and visualization, the research not only confirmed the strategic value of HR analytics but also provided practical insights into its implementation. The combination of visual interpretation and real-world case comparisons offered a clearer understanding of how analytics is shaping modern HR functions. This study holds relevance for HR professionals, business analysts, and organizational leaders aiming to integrate data-driven approaches into their workforce strategies. It also serves as a foundational guide for students or practitioners transitioning into HR analytics or broader data analytics roles, as it connects HR principles with quantitative decision-making frameworks. In conclusion, HR analytics emerges not only as a tool for performance enhancement but also as a transformative force redefining the future of human resource management. 2025-12-01T00:00:00Z