The Global Providers Of Tech Mahindra Information Technology Essay

Tech Mahindra is one of the leading global providers of Information Technology services and business solutions. The company is a global systems integrator and business transformation consulting firm focused on the communications industry. With the convergence of media and telecom, the changing landscape of the telecom industry is becoming extremely competitive.

For over two decades, Tech Mahindra has been the chosen transformation partner for wireline, wireless and broadband operators in Europe, Asia-Pacific and North America. Majority owned by Mahindra & Mahindra, one of the Top 10 industrial houses in India, in partnership with British Telecommunications plc (BT), world’s leading communications service provider, Tech Mahindra has grown rapidly to become the 5th largest software exporter in India (NASSCOM 2009) and the first largest telecom software provider from India (Voice & Data 2009).

Over 30,000 professionals service clients across the telecom eco-system, from our global network of development centers and sales offices across Americas, Europe, Middle-East, Africa and Asia-Pacific.

Tech Mahindra is certified at PCMM Level 5 for its people-care practices and is the third company in the world to have been appraised for SSE-CMM Level 3.


Tech Mahindra, (earlier known as Mahindra-British Telecom Limited or “MBT”), a public limited company was incorporated under the Companies Act, 1956, as amended. Tech Mahindra was formed as joint venture between M&M and BT. Tech Mahindra was incorporated on October 24, 1986 as Mahindra-British Telecom Limited at Mumbai. Subsequently, its name was changed to Tech Mahindra Limited on February 6, 2006 having a special resolution under Section 21 of the Companies Act.

Tech Mahindra incorporated in 1986 offers Information Technology (IT) services and solution to telecommunications sector across the world.

Vision of The Company:

To be the most respected solution provider in the communications ecosystem

Anticipating and enabling change

Admired for technology, agility, innovation, business models and the quality of its talent

The Values that drive us:

Tech Mahindra is focused on creating sustainable value growth through innovative solutions and unique partnerships. Our values are at the heart of our business reputation and are essential to our continued success. We foster an environment to instill these values in every facet of our organization.

Customer first

Good corporate citizenship


Commitment to quality

Dignity of the individual

Tech Mahindra Advantage:

Ability to talk telecom not technology

Consulting abilities to help clients in their technology journey

End to end offerings to fulfill client requirements

Integrated multi service offerings to cater end to end responsibilities

Global Presence


Major Customers:

British Telecom

BT GS Billion Dollar Deal

Hutchison Charoen Pokphand Telecom

US tier 1 Telco

Alcatel Lucent



Tata Teleservices




Tech Mahindra’s global footprint spans 24 locations in 14 countries including 11 state-of-the-art development centers and 13 sales offices in Americas, Europe, Middle-east, Africa and Asia-Pacific.

Global Connectivity

Tech Mahindra looks at uninterrupted client connectivity as a vital component of its global delivery model. This is ensured by understanding the specific needs of each client or engagement, and is typically achieved through one of the following:

Connectivity over MPLS cloud (Encryption enabled)

Dedicated point-to-point IPLC (Encryption enabled)

Site-to-Site Virtual Private Network (VPN) over Internet

Client-to-Site VPN

Our infrastructure management teams provide dedicated 24×7 supports to ensure uninterrupted client connectivity and seamless engagement execution across locations.

Security Perimeter

Tech Mahindra follows global best practices for data security. It has implemented a Multi-zone Firewall solution with the following features:

Multiple VPN Gateways with Central Management

Appliance Based Firewall Solution (Throughput / Security / Scalability)

LAN / WAN / RED ( Internet) / DMZ / Customer Zones

VPN Enabled Firewall

Unlimited VPN capability

Roaming users, Sales Hubs

Secure connections with Multiple clients


ISO 27001 (Security Management standard) certification

Third company in the world to have been appraised for SSE-CMM Level 3.


What we provide:

1) IT services

Solution Integration :

Growth in the Solution Integration (SI) services market is fueled by the need for seamless business processes across an organization’s complete value chain of customers, partners, suppliers, and employees. Tech Mahindra’s SI services enable clients to identify, develop, and implement the best-fit solutions which are equipped to meet their changing business requirements.

Application Development & Management :

Tech Mahindra’s services span the following application lifecycle stages:

Application Development – Providing end-to-end development from requirement analysis to deployment and rollout.

Application Maintenance – Changing or enhancing software to meet changing or increasing business demands in the post-rollout phase of an application

Application Support – Providing first, second, third line support and on-call support. On-call support further includes Gold (24×7), Silver and Bronze support.

Application Integration/Migration/Transformation – Replacing, migrating and integrating legacy or bespoke systems with COTS products.

Application Management -The application management layer cuts across all software engineering activities listed above. This typically involves transition management, project management, proactive risk and scope change management, quality management, SLA management etc.

Consulting :

Tech Mahindra’s consulting services cover:

Strategy planning



Re-engineering solutions

Planning, audits, best practices etc.

Managed Services :

Tech Mahindra’s Managed Services offerings cover the entire array of IT outsourcing services including networks, IT infrastructure, applications and business processes.

Infrastructure Management Services :

Infrastructure services which includes:

• Data Centre Management Services

• Managed Network Services

• End User Services

• Application Support Services

• Functional Services

• Consulting Services

2) R&D services

Service Offerings :

Product Life Cycle Management


Hardware Board Development

Technology Transformations

Network Offerings

Domain Practices:

Signaling & Switching, Access, Optical, Wireless, Datacom, Enhanced Applications, WiMax

3) BPO:

With over 3800 associates delivering operations and process management services, TechM BPO provides end-to-end service delivery by undertaking complete process ownership, thereby making TechM the right partner for outsourcing business processes in any domain.



To be an employer of choice for talent and company of choice for customers

To design and implement progressive people care policies and processes

To create an empowering and enabling culture within the Organization

To enhance individual development through an integrated approach, which would result in greater organizational synthesis


To be a living organization with people care as the paramount interest


The policies & processes of TechM are created with the aim of aiding business while also facilitating employee requirements.

Our aim is to walk with the times, adapt the best in the industry, and customize it to the needs of our environment.

Performance Management /Ideas

The Philosophy of Performance Management in TechM

Create a performance culture that allows individuals to understand where their performance stands in the organization context

Enable individual and team development through continuous feedback and assessment

The performance appraisal process at TechM involves

Setting up of goals for the performance appraisal period

Assessing the employee’s actual performance at least twice a year in relation to the goals

Providing feedback to the employee in order to improve his / her performance

PMS Objectives

Feedback on performance against set goals

Assessment of job competencies

Role change recommendations

Employee development plan

Training need identification

Compensation revision

Distinguish employees on performance

Workplace Norms and Practices


To define organizational work hour norms, get guidelines to uphold business ethics and foster a healthy and safe work environment for all employees. This policy is also essential in the context of maintaining decorum and discipline in the company.


Work schedule

The work hour is from Monday to Friday. Saturday and Sunday are weekly holidays.

Work hours during the week are from 9 a.m. to 5:30 p.m. This includes a lunch break of 45 minutes anytime between 12:30 p.m. to 2:30 p.m.

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The employee is required to work for a minimum of 8 hours per day/42 hours per week.

Quality Standards

As a part of its mature quality processes, Tech Mahindra uses well defined process measurements to monitor the quality of solutions delivered and ensure continuous improvement. With a strong focus on process management, Tech Mahindra’s Business Management System (BMS) integrates business needs and industry best practices to deliver services that constantly improve:

Customer Satisfaction

Productivity and Cycle-Time

Quality of Solutions and Services

Integration of Initiatives


Key events in our history:


– Incorporation in India


– Commencement of Business


– Incorporation of MBT International Inc., the first overseas subsidiary


– Awarded the ISO 9001 certification by BVQI


– Established the UK branch office


– Incorporated MBT GmbH, Germany incorporated

– Re-certified to ISO 9001:1994 by BVQI


– Assessed at Level 5 of SEI CMM by KPMG

– Incorporated MBT Software Technologies Pte. Limited, Singapore


– Re-certified to ISO 9001:2000 by RWTUV


– Certified to BS 7799-2:2002 (Information Security Management Framework) by RWTUV now known as TUV Nord

– Acquired Axes Technologies (India) Private Limited, including its US and Singapore subsidiaries

– Assessed at Level 5 of SEI CMMI by KPMG


– Name changed to Tech Mahindra Limited

– Assessed at Level 5 of SEI People-CMM (P-CMM) by QAI India

– Raised Rs4.65 billion ($100 million) from a hugely successful IPO to build a new facility in Pune, to house about 9,000 staff.

– Formed a JV with Motorola Inc. under the name CanvasM


– Acquired iPolicy Networks Private Limited

– Launched the Tech Mahindra Foundation to address the needs of the underprivileged in our society, especially children


With Satyam acquisition, Tech Mahindra is well positioned to be a leader in the broader IT services space, serving a wide array of industry verticals like banking and financial services, manufacturing, energy and utilities in addition to telecom

Board of members:

Anand G. Mahindra – Chairman

Vineet Nayyar – Executive Vice Chairman

Hon. Akash Paul – Independent Director

Dr. Raj Reddy – Independent Director

Nigel Stagg – Director

Anupam Puri – Director

Bharat Doshi – Director

Richard Cameron – Director

Ulhas N. Yargop – Non Executive Director

Paul Zuckerman – Director

M Damodaran – Non-Executive Director

Ravi Kulkarni – Director

B.H.Wani – Director

Core Team:

Vineet Nayyar – Executive Vice Chairman

Sonjoy Anand – Chief Financial Officer

Sujit Baksi – President – Corporate Affairs

Sanjay Kalra – CEO

L. Ravichandran – Executive Vice President and COO

Growth 2006-2009

2009 – 2010 (USD Mn)

Revenue Q3

$ $ 253.8 Million

Revenue Q2

$ 236.5 Million

Revenue Q1

$ 227.7 Million


$ 37.3 Million


$ 35.0 Million


$ 29.1 Million

Global Presence:


Asia Pacific

Middle East Asia

North Asia










New Jersey

New Zealand Auckland



North Ireland





















About RMG

Resource Management Group (RMG)’s responsibilities involve sourcing quality and competency aligned technical resources for the company, managing and ensuring their optimum utilization.

The mission of RMG is to “Source and Manage all technical resources for the company and to ensure their optimum utilization in projects and accounts both onsite and offshore”.

RMG Objectives:

Maintain an optimum resource utilization level

Supply best fit resources to the requestors on time to achieve optimum SO fulfilment rate

Continually improve on service levels offered to customers

Compliance to organizational processes

Continuous enhancement of RMG processes to meet the changing needs of business

About RMG – Recruitment

Function encompasses End-to-End Recruitment activities for all types of technical hiring including campus and BPO through various channels. The background verification (BV), building market intelligence and database fall within the gambit of this function.


Resourcing (PSD)

Visa Cell

-Global Recruitment

-Lateral Hiring

-Campus Hiring

-Background Verification


-Visa & Travel Coordination

-Utilization and Bench Mgmt

-Visa & Travel Co-ord

-Immigration Compliance

-Geography Aligned

-Presence at Locations

-Consulate Relations

Vendor Management



-Performance Monitoring

-Contractor Engagement

-Payment to Vendors

-Capacity Planning

-Seat Allocation

-Planning & Budgeting


-Process Designing & Implementation

-Internal Job Posting

Organisation Structure


L.K. Bhatia


India (South), APAC

Sudhir Kumar

India (West)

Sanjeev Srivastva

India (East & North)

Europe, UK, USA

Gursharan Singh

Global BPO

Gursharan Singh






Shivkumar HN

Database / Operation Management

Narendra Talwar

Recruitment Process:

Technical recruitments in Tech Mahindra are:

Lateral recruitment (India). This includes permanent employment.

Fresher’s recruitment. This includes campus/off campus recruitment, special Graduate trainees.

Recruitment Procedure Overview:

The organisation of the Resource management Group (RMG) is IDU/CSU aligned. A recruiter and a Resourcing person have been allocated to each IDU and CSU.

The recruitment process in brief takes place as follows:

The requirement for technical resources is given to People Sourcing Department (PSD) by raising a SO in EBS.

PSD tries to fulfill the requirement from within ( resource pool available with PSD, resources available on the bench, adjusting from within the projects)

In case the requirements can not be met from within, the requirements are sent to Recruiting department. Besides the ad hoc requirements. PSD also send quarterly requirements to Recruiting department based on the business requirements of Tech Mahindra. These are reviewed periodically. The Recruiting Managers (RM) gives the hiring requirements to the respective recruiters assigned to the IDU concerned.

Recruiters start the recruitment process by requisitioning the resumes from the Recruitment Database Management System (RDMS). Our RDMS holds more than 75,000 resumes which have been received from time to time through various sources such as direct from candidates as a result of advertisements and their visit to Tech Mahindra web site ; placement agencies; walk-ins; buddy references and so on. The Resume short listed by the Recruiter is given a unique Resume ID and its status is tracked.

The Recruiters and the Technical panels carry out the interviews as per the process which has been described subsequently in this document. The case file of each person who is selected is prepared and sent for QC where in it is confirmed that all the processes and the laid down rules in terms of experience , grade , salary fitment, joining bonus , IDU approvals etc are strictly followed .

The offer letters for selected candidates are sent out centrally from the corporate office in Pune for all locations. Offer letters are sent out in soft copy as well as Hard copy form.

There is a person specially assigned to follow up with the selected candidates, answer their queries and resolve their issues if any.

All new joinees in Tech Mahindra are required to be put through the background verification check. The required documents are sent to the appointed agency as soon as the offer is released .For fresher’s the verification is being done through the National Skills Registry route.

The diagram below gives out the Recruitment process in brief:

Types of Employment:

Tech Mahindra recruits candidates for following types of employment:

Permanent: This refers to hiring of candidates on permanent rolls of the organization. A candidate hired on permanent rolls enjoys all the benefits that should be given to a permanent employee as per Tech Mahindra’s policies.

Contract: Contract employment refers to recruitment of candidates for a specified period of time. These candidates are not on the permanent rolls of the organization and don’t get benefits like HRA, LTA, medical insurance and group insurance etc. The reasons to take a candidate on contract could be technical/ behavioral reasons or urgent short term business requirement.

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BPO Recruitment: To cater to the growing demands of business growth in the BPO segment in the organisation, Tech Mahindra recruits undergraduates, graduates, postgraduates and diploma holders from various colleges, universities, and technical institutes with a minimum 10+2 educational qualification.

Sourcing of Candidate:

In response to an identified and approved requirement for specified numbers of professionals in specific skills, the respective assigned Recruitment Team Lead sources candidatures from any of the sources as given below. The effectiveness of performance of a recruitment function depends on the quality of database the team has maintained. Recruitment team at TECH MAHINDRA also maintains an internal database of resumes i.e. RDMS of all candidates who may require screening for selection as per requirements, in future. The Internal database consists of soft copy of resumes received from different sources, namely:

Sub Contracts (Mentioned in separate document)

Tech M Corporate Website / Recruitment Database Mgmt System

Buddy Program/Employee Reference

Direct/ Network

Job Portals

Print advertisements

Placement Agencies

The Recruitment Function maintains a comprehensive list of technology domains and skills called skill matrix, updated as per organization needs. All resumes received are sorted and stored as per skill matrix in the RDMS (Recruitment Database Management System) made available to the recruiters.

Buddy Program:

The Buddy Scheme, which is an employee referral scheme, is one of the most contributing and encouraged source for lateral recruitment. The scheme has been introduced to attract professionals from diverse work cultures and technologies that can help the organization achieve its growth plans by taking on mission critical roles. The scheme encourages Tech Mahindra employees to post resumes of friends and relatives at Technical Buddy.

Direct/Networking/Relationship Building:

Networking/ Relationship Building is a critical tool used by the Recruiters to “source” and “network” for passive competent candidatures. This is the most resourceful and powerful way of specialized recruitment.

The recruiters are expected to build relationships, maintain their networks and market intelligence so as to be aware of competitors and their core work areas. The recruiter, as part of market intelligence upgrades knowledge of existent skills in specific locations, and thereby uses his network to attract and pull competent resources. The identified resource may convert into a prospect employee.

Any identified resource, when found interested in Tech Mahindra, his/ her resume will be registered in the database.

Job Portal (E-Recruitment):

Job Portal is a speedy, user-friendly electronic media of searching for jobs and resources / candidates in volume. A Job Portal offers two kinds of services, Database Search Access and advertisement (eAd).

Database Search Access: The portal allows search for suitable resumes from their existing database.

eAdvertisement (eAd): The portal allows placing an eAd inviting interested candidates to apply.

Blaster Mailers: The portal allows mass mailing to selected group of candidates for walk-ins.

Placement Agency:

Placement Agency is an external vendor who plays a crucial role in assisting recruitment function in identifying the right candidate within specified time, from the market or from their database of live, passive and competent candidates.


The project Skill Tracking System undertaken by Tech Mahindra which is responsible for executing the project for RMG (Recruitment Management Group).

Skill Tracking System will be an application targeted to be as an end product of this project.

Skill Tracking System (STS) is an in house application for maintaining critical database/system from RMG perspective.

The problem of recruitment management group is defined as the searching for the suitable candidate when a project comes to the organization. While searching for a candidate for a particular project, the recruiter has to go through each and every resume. This process is very time consuming. Hence, an important consideration of small size and light weight application was imperative. The application has to be developed in MS excel using VB and Macro. This system will be designed to maximize the productivity of RMG. By maximizing the productivity and efficiency of RMG, it will be easier for them to recruit in lesser time.

The project uses the MS-EXCEL database.MS-EXCEL is a database management system. DBMS provides the facility of data storage and retrieval on computers hard drive.

A database is a collection of information related to a particular subject or purpose, such as tracking customer orders or maintaining a music collection.


The purpose of this report is to present a detailed description of project RMS (Recruitment Management System). It will explain the purpose and features of the system, the interfaces of the system, what the system will do, the constraints under which it must operate. RMS is a windows based standalone software system. The user will access the system using MS Excel interface. The intended audiences of this document are Resource management group at Tech Mahindra and developers of the system.

1.2 Scope:

The project recruitment management system assists the organization in searching the records of employee according to requirement of various projects.

Using the existing system, user can manage all the information from a single database file. Within the file, divide the data into separate storage containers called tables; view, add, and update table data using online forms; find and retrieve just the data user wants using queries; and analyze or print data in a specific layout using reports. To store the data, an excel sheet is created for each type of information user track.

To find and retrieve just the data that meets conditions user specify, including data from multiple tables, a query is created. A query can also update or delete multiple records at the same time, and perform built-in or custom calculations on the data.

The software will increase the efficiency of the recruiters as they will be able to search the candidates in lesser time.

1.3 Limitations:

The project runs only on windows operating system. The system is stand alone software. The system is to be used only by administrative users more specifically RMG. The system does not require any language requirement and hardware must be equipped with 1 GB RAM in order to allow the system run smoothly.

1.4 Definitions, Acronyms, and Abbreviations:




Recruitment Management Group is responsible for planning and provisioning of technical people for various business and delivery units and ensuring their optimum utilization.


Responsible for hiring of technical people.


Collection of all the information monitored by this system.


People sourcing department is responsible for the functions like Requirement fulfillment, Project allocation and de- allocation and bench management, Maintain updated CV and skills database of resources for various project


Service order



Independent Delivery Units

Competency Solutions Units


A technical person required for a project.


Skill Tracking System.


Quality check


The software is developed in MS EXCEL. Firstly necessary details from the resumes will be extracted and will be stored in an EXCEL sheet. Then necessary actions will be performed accordingly to achieve the list of employees.

Whenever any project comes to the organization, the RMG will search each and every resume depending on the requirement of project. Sometimes customers also ask for the technical knowledge of the employee. For that reason also RMG has to give them the list of the candidates with that particular skill along with the level of experience. The software will help them to search for the required candidates in lesser time.

The solution to the problem is achieved by preparing a database containing all the details of the employee which is necessary from project perspective. This is achieved by making a userform in MS Excel using VBA. Firstly the form is made and the necessary data is filled in it to prepare a database and then filtering is performed. The work is divided into two main sections: building the form itself and then writing the Visual Basic code to make it work.

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Building the form:

The form is built using VBA editor in ms excel. A UserForm is a custom-built dialog box that you build using the Visual Basic Editor. Whilst this example works in Excel you can use the same techniques to create a UserForm in any of the Microsoft Office programs that support VBA. With a UserForm you can create a user-friendly interface for your workbook or document, making data entry more controllable for you and easier for the user.

The project consists of 4 UserForm namely Data Entry form, Search Form, Update form and Delete form. All these forms are accessed through main menu. The main menu consists of 5 buttons that allows user to select any form among them.

The Data Entry form consists of one text box namely Name and 3 combobox having name as languages, database, and operating system that let the user to pick an item from the list. The user will enter the details of the candidate like name, skills specification (languages, database, and operating system). The form will also have boxes for level of experience of all the skills. Finally a description box is present to give the brief description about the candidate’s role in overall project like whether he is working as a software developer or security consultant or user interface designer etc.

Data Entry form

There are three command buttons (OK, Cancel and Clear Form) each of which performs a pre-defined function when clicked.

Cancel button: It needs to do the same job as the built-in close button ([x]) in the upper right corner of the form.

OK Button:

The OK button has three jobs to do. It has to:

1. Check the user’s input so that all the required information has been supplied (this is called “validation”.)

2. Write the data on to the worksheet in Excel.

3. Clear the form ready for the next entry

Clear Button: The function of this button is to clear the form manually if the user wishes to do so. Clear button is used to clear the form in case the user wanted to change their mind and reset everything, and to make it easier if they had several records to enter at one time. All it has to do is run the Initialize procedure again.

Search form is used for searching the employee on the basis of skill. It consists of one textbox and 3 command buttons. There are 3 search forms each for searching skills namely languages, database and operating system individually. In textbox skill is entered. When the user clicks on the search button from the main menu main search form is opened. It contains 3 dedicated buttons, for searching database, language, and operating system. The form then gives the list of name of employees with that particular skill along with their level of experience. If the entered skill is not present in database, it will give an error message showing “The entered skill is not found. Please enter another skill to search for.” The result is shown in another excel sheet, so that user can take the print out of it very easily.

Main Search Form

UserForm for searching employee on the basis of Language skill

UserForm for searching employee on the basis of Database skill

UserForm for searching employee on the basis of Operating System skill

Update form is used to update the record of employee. As the time proceeds the experience level of employee in a particular skill changes. So it needs to be updated in database. The update form first searches the employee record in database and then it shows all the details in Userform. From there user can edit the record of an employee. When the user clicks the update button their input is updated in database.

Delete form is used to delete the record on an employee from the database. Sometimes it does happen that an employee leaves the organization. In that case the record has to be deleted from the database. Delete form firstly searches the record as the update form does and then deletes that employee record from the database.

Project plan

The project plan was divided into four phase.

Phase – I (Role-Play)

As part of this phase, I was supposed to play the role yourself or shadowing existing people currently performing these roles to understand the activities involved from first principles.

I was exposed to all kinds of work in my project in the organization. I was involved in designing, researching and developing various functionalities of the project.

To understand the recruitment process properly I was involved in various RMG activities. I was supposed to make resume ids, applicant ids, and PeopleSoft (offer letter).

Resume ids are actually a unique id given to every resume so that it becomes easier to identify them for further actions. Resume ids help the recruiter to maintain a database of all the resumes from where information of candidates can be obtained. The database contains all the information like name, email id, contact no., skill, highest qualification, etc. It also helps to avoid storage of duplicate resumes of candidates. The most important thing to be filled is source of candidate. There are various sources like direct, buddy, agency, networking etc. You can also search for a candidate if it is already present in organization’s database or not, simply by putting passport no. Resume ids are made so that resume of same candidate is not handled by many recruiters.

Resume ids form

The applicant id is made after the resume ids are made. The information which need to be filled to make applicant ids are name, present address, email id, contact no, date of birth, type of hiring etc. The applicant ids are made after the candidate got selected. Applicant ids are made to help in hiring process. The HR people also use them to make employee id.

PeopleSoft (Offer letter) are made after the applicant ids have been made. Apart from information mentioned above they also contain history of previous companies for which candidate has worked, package, and other type of expenses like joining bonus, relocation etc. It also contains details about the qualification of the candidate like university name, highest degree, primary school board etc.

These activities help me to understand the recruitment process more clearly.

Phase II (Requirements Engineering)

As part of this phase, I had to elicit all requirements, analyze them and specify them as per IEEE standards. This would help in building the necessary software systems for the required applications.

I also developed various document such as Software Requirement Specification (SRS), which were needed for the successful delivery of the project.

Major requirements can be listed as:

Light weight application


Should run on windows operating system

Phase III (Development and Implementation)

As part of this phase, I had developed the software system and implement the application.


It was important to develop a good user interface so that all the users that have been identified are comfortable using the system.

Phase IV (Testing)

As a part of this phase several type of testing was performed.

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