Talent Management Practices in Aligarh’s Emerging IT Sector: A Quantitative Analysis (2018–2023)

Abstract

Aligarh, a western Uttar Pradesh city, is evolving from its "Lock City" heritage into an IT hub, driven by Aligarh Muslim University (AMU) and the Uttar Pradesh IT and Start-up Policy 2020. This study examines talent management practices in Aligarh’s IT sector (2018–2023), focusing on recruitment, training, retention, and engagement amidst skill shortages and brain drain to hubs like Noida. Using a quantitative approach, 200 respondents from 10 IT firms, including TechBit Solutions, were surveyed via a 40-question, 5-point Likert scale questionnaire based on Collings and Mellahi’s (2019) framework, achieving a 90% response rate (Creswell, 2014). Secondary data from HR records and the Aligarh District Industries Centre validated findings (Ministry of Statistics and Programme Implementation, 2024). By 2023, 20 firms employed 1,500 professionals, a 13.4% CAGR from 800 jobs in 2018, with 70% formal employment but only 20% female workers (Table 3.2.2a). Respondents mostly aged 25–35 with bachelor’s degrees, included software developers (50%) and data analysts (20%) (Table 3.3.2). Survey results showed moderate recruitment satisfaction (mean: 3.2), frequent training (mean: 3.8), moderate engagement (mean: 3.4), and a 10% turnover rate, with training correlating strongly with retention (r = 0.65, p < 0.01) (Table 3.4.2). Only 24% of the workforce is skilled in AI, limiting scalability (Google, 2023). Recommendations include streamlining recruitment with digital platforms, expanding AMU’s AI and cloud computing training, offering competitive retention incentives, and establishing IT parks via public-private partnerships. Policymakers should enhance infrastructure and gender-inclusive policies to boost diversity. Qualitative research could further explore stakeholder perspectives, supporting Aligarh’s sustainable IT growth