career planning and management

Career Planning and Development 1

SECTION: A

CHAPTER: 1 INTRODUCTION OF HIM CHEM

CHAPTER: 2 GENERAL STUDY OF CAREER PLANNING

& DEVELOPMENT

CHAPTER: 3 NEED OF CAREER PLANNING AND

DEVELOPMENT

Institute of Management Studies Him Chem Limited


CHAPTER: 1

INTRODUCTION OF HIM CHEM

A) GROUP PROFILE

The foundation of the Group was laid way back in 1974, when the promoters started with a partnership concern M/s. Sobti Knitwears for the trading of Textured Polyester Yarn, Polyester Filament Yarn and Polypropylene Yarns in Delhi and Ludhiana. Over the last three decades, with the hard work and vision of the promoters, the business has witnessed unprecedented growth and the empire has spread into manufacturing and international trade.

B) HIM-CHEM LTD

The company was incorporated in 1975. The operation of the company was taken over by the current management in the starting of 2003. Company has already owned 13.9 bigha industrial land at Village Khera in Distt. Nalagarh, Himachal Pradesh. Due to several incentives and less power cost group has decided to set a plant of PFY in the said company with a project cost of about 1426 Lacs with promoters contribution of Rs. 476 lacs in the shape of Share Capital and unsecured loans in equal ratio as promoters share would be in the tune of 2:1. Company will arrange funds through its group companies, directors.

Him-Chem Ltd. was established in India in 2004.The company benchmarks itself against the best in the world and sets global standards for itself. Him-Chem is distinguished by its ability to work smart and as a place that empowers people and encourages them to take initiatives. Visionary individuals who can seize emerging market opportunities ahead of their competition are the ones who form the nucleus of this organization. Their aim is to enhance business results by building self - motivated and self - managed teams who pursue the path of excellence and explore their potential thereby creating greater synergies.

C) VISION

It is our aim to produce and market, International Quality PFY, both for the Domestic as well as Foreign Market. It is our endeavor to create a Brand Image for our product through consistent quality, which will be made possible through the concerted efforts of our team, taking in view, Quality Assurance for Customer Satisfaction, as well as the Self-Realization of our Employees.



D) TECHNICAL & PROFESSIONAL STRENGTH

MR. MANISH AGGI

At a young and energetic age of 23 years, Mr. Manish Aggi is a MBA from a Premier Management Institute in India viz.: Indian Institute of Planning and Management , New Delhi .He has been in the field of Polyester yarns since the beginning of his carriers as a family business. He has a vast experience of last three years in financial management and administration,

MR. A.K. GANGRADE

At a age of 46 years, Mr. A.K. Gangrade is a qualified Textile Technologist from a Premier Engineering Institute in India viz.: Faculty of Technology and Engineering -- Maharaja Sayajirao University of Baroda. He also possesses a Masters Degree in Management Studies from the prestigious Sydenham Institute of the Mumbai University. He has passed both these exams with flying colors and has been a merit and distinction holder in his academic career.He has been in the field of Polyester Yarns since the past more than 16 years. He has a vast experience of various Large and Small Organizations, Markets, Customers and Products.

DR. S.K. YADAV

He is having total experience of 34 years of Synthetics Fiber Industries Nylon, Polyester, and Polypropylene. In his 34 years service he has worked in Modipon, Stretch Fibers, Garware Nylon, J.C.T. Fiber Division, Parasrampuria Synthetics Ltd., Jindal Polyesters Ltd. at senior Management level General Manager, Vice President Works and unit head. His contribution in yarn industries for product development, Quality improvement, Production Management, is well appreciated. He is dynamic, innovative and result oriented person.

E) MARKETING NETWORK

Since, the very early years of its inception, the promoters realized the need to establish a Marketing Network to get the best price for their products. The Group is having very good marketing network within the country and has branches at major textile market of India viz. Delhi, Ludhiana, Panipat, Surat and Mumbai. These offices are being managed by highly experienced professionals.

F) PRODUCT

Him-Chem Limited is a leading producer of Polyester Yarn and Fully Drawn Yarn (FDY):-



1. Partially Oriented Yarn (POY):-Him Chem Limited- is offering both Black Dope Dyed POY and Raw White POY in the denier range starting from 50 Denier to 500 Denier. The product can be made in various numbers of filaments ranging from 14 to 144. Him Chem's POY has gained wide acceptability among the Texturisers both in India as well as globally because of the following reasons:-

I. POY can be texturised on high speed machines at 1000 Meters per minute and above

II. All POY spools are with tail transfer increasing the efficiency and productivity

III. All POY is intermingled making it capable to run on high speed machines without any breakages.

2. Drawn Textured Yarn (DTY):- Drawn textured yarn is obtained when Polyester POY is simultaneously twisted & drawn. DTY yarn is mainly used in weaving & knitting of fabrics for making clothes, home furnishings, seat covers, bags and many other uses. DTY yarn can be in Semi Dull or Bright or Triloble Bright depening upon the type of sections of filaments. Technical Properties of DTY yarn can be molded in several ways to make the yarn suitable for its vast uses. Different heating techniques can be used to make the yarn set for specific use - 1 Heater DTY is normally woolly & more stretchable as compared to DTY with 2 Heater. Also the DTY yarn can be made with several combinations of Intermingle points - it can be Non-Intermingle (NIM) having 0 - 10 knots/meter or Semi-Intermingle (SIM) having 40 - 50 knots/meter or High-Intermingle (HIM) having 100 - 120 knots/meter. These knots are not actually the knots tied when two threads are broken but they are the tangle knots created by heating pressure. These Intermingle yarns, also known as Interlaced yarn, are the replacement for lightly twisted yarns. Polyester DTY yarn can also be twisted to high twists like 1500 TPM or 4000 TPM (twist per meter). Such twisted yarn can also be heat-set to make the yarn permanently thermo-set the twist.

3. Cationic DTY:- Cationic DTY is another variant of Polyester DTY that is mainly used in blankets. Catonic DTY is made from Catonic PET Chips.Polyester DTY yarn can also be obtained in various colors by the dope dyed technology or by conventional dyeing.Dope dyed DTY is usually packed on paper bobbins whereas Raw White DTY that will be used for dyeing is loosely packed on perforated plastic tube so that all the yarn can be easily dyed when the bobbin is dipped in color. DTY is mainly produced in large quantity in China, India, Taiwan, Indonesia & Malaysiaand is exported world-wide.



4. Fully Draw Yarn (FDY)Fully draw yarn is mainly available in 3 lustre - Semi-dull (SD), Bright (BR) having circular section & Triloble Bright (TBR) having triangular cross-sections. Filament yarn having trilobal bright lustre is widely used in making curtains, bed-sheets and carpets. FDY is available in Raw-white as well dope dyed. Dope Dyed FDY yarn can be used to make the colored fabric directly instead of making the fabric with FDY Raw-white first & then dyeing it. Catonic FDY is another variation of Filament yarn. Catonic FDY yarn is made from Catonic PET Chips.List of Denier in FDY.

G) PRODUCTION CAPACITY

The Company's production capacity is 1200 MT per month.

H) QUALITY

Apart from this, entire POY production is backed with the ISO 9001 systems of quality management thus ensuring enduring quality and complete customer satisfaction.

I) PACKGING

The POY package size is 15 Kg to 16 Kg, packed in Pallets / Carton as per the customer's requirement.

J) ANNUAL TURNOVER

The current annual turnover is in excess of Rs. 500 crores.

K) EMPLOYEES

Company employs over 200 people. Its plant is located at Nalagarh with its headquarter in Delhi.

L) ACQUISITION

For this we are acquiring Teijin-Seiki PFY line (leading suppliers of PFY line in the world). The technical range of these lines gives us the flexibility to produce different deniers so that we can develop variety of products as desired by the customer. This will help us to develop an image



and reputation in the market, as we will be able to research and produce new deniers as per the trend in market.

CHAPTER: 2

INTRODUCTION OF

CAREER PLANNING & DEVELOPMENT

A) CAREER MANAGEMENT

Career management is the lifelong process of investing resources to achieve our career goals. Career management is not a singular event but a continuing process that is a necessity for adapting to the changing demands of the 21st Century economy. Career management focuses on two key investment assets to manage throughout our working years, our personal lifelong learning and our network of relationships:-

1. Lifelong learningIt is often surprising to realize how much of our day-to-day work is now based around technology. Computers and other scientific advancements have radically altered the way in which we conduct work. How well we are able to adapt to these ongoing innovations will be directly related to keep up to date our knowledge and skills.

2. Network of RelationshipsAs we have moved to an information and service economy, relationships have become an increasingly critical asset. How we interact, respond and connect in all our relationships will impact our present performance and future opportunities. Very little is accomplished in isolation. Networking uncovers more than 70% of current job openings. Keeping connected and knowing how to build good relationships are more important than ever before. These skills can be developed in applied communication courses, mastering contact management software, effective listening and genuine desire to get to know people better.

B) CAREER MANAGEMENT & ORGANIZATIONAL STRATIGIES



From an organizations point of view career management in an organization is a strategy that need to be planned in well manner to develop the competencies and to attract as well as retain the talented persons in and for an organization.

Figure 1 show that organizational strategies that build the competencies based culture in an

Figure 1 Career management system & Organizational strategies

organization and show how these strategies affect the career management system in an organization.



C) MEANING OF CAREER A career has been defined as the sequence of a person's experiences on different jobs over the period of time. It is viewed as fundamentally a relationship between one or more organizations and the individual.

To some a career is a carefully worked out plans for self advancement to others it is a calling- a

life role to others it is a voyage to self discovery and to still others it is life itself.

A career is a sequence of positions/jobs held by a person during the course of his working life.

The Dictionary meaning of career is, “advancement in life specially advancement in profession”.

According to Edwin B. Flippo,“A career is a sequence of separate but related work activities that provide continuity, order and meaning to a person’s life”.

According to Garry Dessler,“The occupational positions a person has had over many years”.

Many of today's employees have high expectations about their jobs. There has been a general increase in the concern of the quality of life. Workers expect more from their jobs than just income. A further impetus to career planning is the need for organizations to make the best possible use of their most valuable resources the people in a time of rapid technological growth and change.

D) CAREER PLANNING

Career Planning is a relatively new personnel function. Established programs on Career Planning are still rare except in larger or more progressive organizations.

Career Planning aims at identifying personal skills, interest, knowledge and other features; and establishes specific plans to attain specific goals.

E) OBJECTIVE OF CAREER PLANNING

1. To attract and retain the right type of person in the organization. 2. To map out career of employees suitable to their ability and their willingness to be

trained and developed for higher positions.3. To have a more stable workforce by reducing labour turnover and absenteeism.



4. To ensure better use of human resource through more satisfied and productive employees.

5. To increasingly utilize the managerial talent available at all levels within the organization.

6. To improve employee morale and motivation by matching skills to job requirement and by providing opportunities for promotion.

7. To ensure that promising persons get experiences that will equip them to reach responsibility for which they are able.

8. To provide guidance and encourage employees to fulfill their potentials.9. To achieve higher productivity and organizational development.

F) CAREER DEVELOPMENT

Career development refers to set of programs designed to match an individual’s needs, abilities, and career goals with current and future opportunities in the organization.

Where career plan sets career path for an employee, career development ensures that the employee is well developed before he or she moves up the next higher ladder in the hierarchy.

G) ADVANTAGES OF CAREER PLANNING AND DEVELOPMENT In fact both individuals and the organization are going to benefit from career planning and development. So the advantages are described below:

a) For Individuals

1. The process of career planning helps the individual to have the knowledge of various career opportunities, his priorities etc.

2. This knowledge helps him select the career that is suitable to his life styles, preferences, family environment, scope for self-development etc.

3. It helps the organization identify internal employees who can be promoted. 4. Internal promotions, up gradation and transfers motivate the employees, boost up their

morale and also result in increased job satisfaction. 5. Increased job satisfaction enhances employee commitment and creates a sense of

belongingness and loyalty to the organization. 6. Employee will await his turn of promotion rather than changing to another organization.

This will lower employee turnover. 7. It improves employee’s performance on the job by taping their potential abilities and

further employee turnover. 8. It satisfies employee esteem needs.



b) For Organizations

A long-term focus of career planning and development will increase the effectiveness of human resource management. More specifically, the advantages of career planning and development for an organization include:

1. Efficient career planning and development ensures the availability of human resources with required skill, knowledge and talent.

2. The efficient policies and practices improve the organization’s ability to attract and retain highly skilled and talent employees.

3. The proper career planning ensures that the women and people belong to backward communities get opportunities for growth and development.

4. The career plan continuously tries to satisfy the employee expectations and as such minimizes employee frustration.

5. By attracting and retaining the people from different cultures, enhances cultural diversity.

6. Protecting employees’ interest results in promoting organizational goodwill.

H) CAREER PLANNING AND DEVELOPMENT PROCESS


IDENTIFYING INDIVIDUAL NEEDS AND

ASPARATIONS

ANALYSING CAREER

OPPORTUNITIES

IDENTIFYING MATCH AND MISMATCH

FORMULATING AND

IMPLEMENTING STRATEGIES

REVIEWING CAREER PLANS


Figure 2: Career planning & Development process

1. Identifying individual needs and aspirations: It’s necessary to identify and communicate the career goals, aspiration and career anchors of every employee because most individuals may not have a clear idea about these. For this purpose, a human resource inventory of the organization and employee potential are ascertained.

2. Analyzing career opportunities: The organizational set up, future plans and career system of the employees are analyzed to identify the career opportunities available within it. Career paths can be determined for each position. It can also necessary to analyze career demands in terms of knowledge, skill, experience, aptitude etc.

3. Identifying match and mismatch: A mechanism to identifying congruence between individual current aspirations and organizational career system is developed to identify and compare specific areas of match and mismatch for different categories of employees.

4. Formulating and implementing strategies: Alternative action plans and strategies for dealing with the match and mismatch are formulated and implemented.

5. Reviewing career plans: a periodic review of the career plan is necessary to know whether the plan is contributing to effective utilization of human resources by matching employee objectives to job needs. Review will also indicate to employees in which direction the organization is moving, what changes are likely to take place and what skills are needed to adapt to the changing needs of the organization.

I) CAREER PATH

Career of an employee represents various job positions held by him during the course of his



Figure 3 Career path in case of a Management Trainee

working life. This is described in Human resource management as career path. In the case of an executive, the career path includes generally five steps. These steps or say these job positions are described in Figure 3.

J) CAREER ANCHORS

Career anchors are those pivots around which ones career swings and he or she can’t drop these pivots, because these pivots give them a base for choosing a particular career. These pivots are as follows:-

1. Technical Competence

Person having strong technical ability choose some technical filled like engineering.

2. Security

Person seeking security may choose career in government sector.


Managing Director

Director

General Manager

Assistant Manager

Management Trainee

Technic

al Co

mpetenc

e

SecurityAutonomyCreativity

Manageria

l Co

mpetenc

e


Figure 4: Career Anchors.

3. Autonomy

Person may seek freedom of actions may go for his own business.

4. Creativity

Creative person may become an artist or may work in a research lab.

5. Managerial Competence

Such type of people seeks position of high responsibility with managerial position.

K) CAREER PLANNING & DEVELOPMENT STAGES

1. Exploration

Almost all candidates who start working after college education start around mid-twenties. Many a time they are not sure about future prospects but take up a job in anticipation of rising higher up in the career graph later. From the point of view of organization, this stage is of no relevance because it happens prior to the employment. Some candidates who come from better economic background can wait and select a career of their choice under expert guidance from parents and well-wishers.

2. Establishment



This career stage begins with the candidate getting the first job getting hold of the right job is not an easy task. Candidates are likely to commit mistakes and learn from their mistakes. Slowly and gradually they become responsible towards the job. Ambitious candidates will keep looking for more lucrative and challenging jobs elsewhere. This may either result in migration to another job or he will remain with the same job because of lack of opportunity.

3. Mid-Career stage

This career stage represents fastest and gainful leap for competent employees who are commonly called “climbers”. There is continuous improvement in performance. On the other hand, employees who are unhappy and frustrated with the job, there is marked deterioration in their performance. In other to show their utility to the organization, employees must remain productive at this stage. “climbers” must go on improving their own performance. Authority, responsibility, rewards and incentives are highest at this stage. Employees tend to settle down inn their jobs and “job hopping” is not common.

4. Late-Career stage

This career stage is pleasant for the senior employees who like to survive on the past glory. There is no desire to improve performance and improve past records. Such employees enjoy playing the role of elder statesperson. They are expected to train younger employees and earn respect from them.

5. Decline stage

This career stage represents the completion of one’s career usually culminating into retirement. After decades of hard work, such employees have to retire. Employees who were climbers and achievers will find it hard to compromise with the reality. Others may think of “life after retirement”.

L) LIMITATIONS OF CAREER PLANNING & DEVELOPMENT Despite planning the career, employees face certain career problems. They are:

1. Dual Career Families:- With the increase in career orientation among women, number of female employees in on increase. With this, the dual career families have also been on increase. Consequently, one of those family members might face the problem of transfer. This has become a complicated problem to organizations. Consequently other employees may be at disadvantage.



2. Low ceiling careers:- Some careers do not have scope for much advancement. Employees cannot get promotions despite their career plans and development in such jobs.

3. Declining Career Opportunities:- Career opportunities for certain categories reach the declining stage due to the influence of the technological or economic factors. Solution for such problem is career shift.

4. Downsizing and careers:- Business process reengineering, technological changes and business environmental factors force the business firms to restructure the organizations by and downsizing. Downsizing activities result in fixing some employees, and degrading some other employees.

5. Career planning can become a reality when opportunities for vertical mobility are available. Therefore, it is not suitable for a very small organization.

6. In developing country like India, environment factors such as Government policy, public sector development, growth of backward areas, etc. influence business and industry. Therefore, career plans for a period exceeding a decade may not be effective.

7. Career planning is not an effective technique for a large number of employees who on the shop floor, particularly for illiterate and unskilled workers.

8. In family business houses in India, members of the family expect to progress faster in their career than their professional colleagues. This upset the career planning process.

9. Systematic career planning becomes difficult due to favoritism and nepotism seats for schedule castes/tribes and backward classes.

10. Several other problems hamper career planning. These include lack of an integrated human resources policy, lack of a rational wage structure, absence of adequate opposition of trade unions, lack of a good performance reporting system, ineffective attitudinal surveys, etc.



CHAPTER: 3

NEED OF CAREER PLANNING & DEVELOPMENT

A) NEED OF CAREER PLANNING AND DEVLOPMENT PROGRAMS

To support the Welfare there are some broad reasons that are as follows:-

1. To Retain the EmployeesCareer development programs also helps an organization to retain its valuable asset- the People.

2. Goodwill of the Company The goodwill of a company is maintained when the attrition rates are low. Higher retention rates motivate potential employees to join the organization.

3. Loss of Company’s Valuable Knowledge When an employee leaves, he takes with him valuable knowledge about the company, customers, current projects and past history (sometimes to competitors). Often much time and money has been spent on the employee in expectation of a future return. When the employee leaves, the investment is not realized.

4. Regaining Efficiency



If an employee resigns, then good amount of time is lost in hiring a new employee and then training him/her and this goes to the loss of the company directly which many a times goes unnoticed. And even after this you cannot assure of the same efficiency from the new employee.

5. Tough Process, Stress & FrustrationTextile industry has the toughest process from processing of cotton to the garment manufacturing. It may create some type of frustration and stress also. In this case through adequate career planning & development programs organization can reduce the frustration and stress among employees.

6. Other reasons It motivates employees to grow. It motivates employees to avail training and development. It increases employee loyalty as they feel organization care’s about them. Organization image as better employment market. It contributes to organizational development and effective achievement of corporate goals.

SECTION: B



CHAPTER: 4 STUDY OF ARTICLES

CHAPTER: 4

STUDY OF ARTICLES

Have you loaded in your dream job?

By: Tanushree benerjee (HR associate)

Imagine yourself setting in an interview room and interviewer asked, what is your dream work? What would your answer be? Job aspirants have different dreams and missions, likes and dislikes. So, all of us have varied career plans. A dream is hence intersection of three components:-

Work that we love to do Work that we are good at Work that we will be paid for by others.

High impact career development

By: Bonnie Hagemann ( CEO, Executive development associates, Inc., Oklahoma city, USA)



As todays work place evolves companies are forced to make changes within the organization in order to keep up trends in the workplace. In a recent study, the BCG partnering with the society for HRM, identified eight new trends in the workplace and how companies should approach these changes. These can be categorized into three groups:-

Development and retaining talent Managing talent improving leadership managing balance between the employees personal life

Anticipating change Managing demographics Managing change in cultural transformation

Enabling the organization Globalization Creating an environment of learning Transforming hr departments into strategic partners.

Career Stages (2003)

Authors: Krysia Wrobel, Emory University; Patricia Raskin, Ph.D., Columbia Teachers College; Vivian Maranzano, Columbia Teachers College; Judith Leibholz Frankel, Executive Recruiter; Amy Beacom, Columbia Teachers College. Date: 09/08/03

Career stages are typically defined as evolutionary phases of working life. The concept of career stage evolved as psychoanalysts (Erikson), developmental psychologists (Buehler, Levinson, Piaget), and sociologists (Form, Miller) independently studied stages of life and work (Super, 1957). Develop mentalists concentrated on stages of psychological development while sociologists identified periods of individuals' working lives, and by combining these two foci career stages first emerge in the literature. For example, the Exploratory Stage defined by Buehler (1933), a German develop mentalist, and the Initial Work Period classified by sociologists Form and Miller (1949) both describe the experience of adolescents' exploration of work. As a developmental stage, the Exploratory Stage represents the time period in which adolescents define their adult identities through spousal, social, and career choices, while the Initial Work Period describes the first jobs adolescents take to explore the world of work. In this way, the contributions of both psychologists and sociologists created a framework for understanding careers using the concept of career stage. However, while these early models of career stage provide a useful structure to conceptualize career development, many of the early theorists assumed career stages to be linear and stable. Current researchers (e.g., Hall and Schein) have updated the concept of career stage to encompass modern, varied patterns of career development. These patterns tend to be more fluid and dynamic.



Action Plan to Avoid Career Dissatisfaction

A Proactive Approach to Help, Tackle Career Dissatisfaction

By: Pervin Shaikh, Jan 20, 2010

On average, people spend the best part of their adulthood working, which is why it is imperative to ensure an individual achieves a high degree of career satisfaction. Managing a career need not be a cumbersome experience either and as with many things in life, people who are proactive in managing their professional lives are the ones who tend to gain the most.When careers are not managed well or when an individual leaves career planning to others, career dissatisfaction can suddenly creep up behind an individual leaving him/her feeling disappointed, frustrated or even angry. Even at this stage, all is not lost and an individual can engage in damage limitation. However, the ideal situation would be to ensure, s/he does not get into this predicament in the first place.

Planning Your Career Development

How to Focus Your Goals and Create a Career Plan

By: Paym Bergson, Dec 10, 2007

It's December, and many people are actually thinking ahead to the new year. What will the future hold for them? With careful planning, your career will be in the control of your hands, and not the fickle fates of others. Planning your career is not just thinking about what you want to do in five years, or ten years, or even one year. What do you want NOW, and what do you think you'll want in the future? By preparing now for your own vocation, not only will you be able to take advantage of any opportunities that appear, but you just might be able to create and guide your professional progress for those opportunities to happen.

Breaking The Myths About Career Networking

By: Sherri Edwards

Networking is often a misunderstood concept. The development of a strong network requires making connections that will sustain more than a simple introduction. Those connections, and the support required to maintain them, are the necessary ingredients to developing a network. An initial meeting or contact with someone does not establish a connection unless there is follow up of some kind. The follow up must suggest a genuine interest in developing a mutually supportive relationship. Developing relationships (not just contacts) is key to having access to opportunities. Expecting people to be eager to listen to a "sales job" about your value is decidedly different



from developing a relationship based on mutual needs/interests. Contacts may be immediate, but a relationship can be established and built only over time. Credibility and trust are much stronger cases to build a relationship on than an instantaneous commercial. The potential to build begins with the first introduction and requires the investment of time and energy for follow up. The follow up and continued contact is a prerequisite to developing relationships that will support your desire to be remembered. Making "contacts" with no follow up or genuine interest will most likely lead to dead ends (and a large collection of worthless business cards).

6 Reasons to Make a Career Change

Should a Career Change Be in Your Future?

By: Dawn Rosenberg McKay

The average person can expect to change careers several times in his or her lifetime. One reason for all these career changes is that people often don't make informed choices. While making an informed decision regarding your career is a good way to help insure that the career you choose is right for you, it doesn't guarantee it. Even if you follow all the prescribed steps and choose a career that is right for you, it may not remain your best choice forever. Here are some reasons to consider leaving your current career for a new one.

You Should Consider a Career Change If …..

Your Life Has Changed: When you chose your career your life may have been different than it is today. For example you may have been single then and now you have a family. The crazy schedule or the frequent travel that is typical of your career may not suit your new lifestyle. You should look for an occupation that is more "family friendly."

Career development

Personal career management and planning

By: Robert H. Rouda & Mitchell E. Kusy

This is the fourth in a series of articles which originally appeared in Tappi Journal in 1995-96, to introduce methods addressing the development of individuals and organizations through the field of Human Resource Development. (The article has been updated, and is reproduced with permission of the copyright owner.) There is an increasing need for individuals to take charge of the development of their own learning and careers for a variety of reasons: There is increasing rate of change of our organizations and in the knowledge and skills we need to perform our jobs. Career ladders are rapidly shrinking or disappearing as reorganizations lead to flatter structures.



There is an ever-increasing need for us to keep learning to keep up with the rapid growth in knowledge and the rate of change of our workplace environments. And, involvement in one's own development fosters greater commitment to the process than other-directed activities.

SECTION: C



CHAPTER: 5 OBJECTIVES OF THE STUDY

CHAPTER: 5

OBJECTIVES

A) OBJECTIVES OF THE STUDY

The objectives of study are as follows:

A) Major Objectives:

1. To get the overall knowledge about “Career Planning and Development Programs”.2. To see the scope of “Career Planning and Development Programs” in Textile industry

with reference to Him Chem Ltd.3. The role of HR department and management in “Career Planning and Development

Programs”.4. And the ultimate effect of such programs on employees and on the organization.

B) Minor Objectives:



1. To study whether the firm is concerned with the issues related to career advancement of its employees or not.

2. To study whether the firm is utilizing its productive capacity and efficiency of its employees or not.

SECTION: D



CHAPTER: 6 METHODOLOGY

CHAPTER: 6

METHODOLOGY

A) RESEARCH METHODOLOGY



Research comprises defining and redefining problems, formulating, hypothesis or suggested solutions; collecting, organizing and evaluating data, making deductions and at last carefully testing the conclusions to determine whether they fit the formulating hypothesis or not. Research is an important pre-requisite for a dynamic organization. The research methodology is a written game plan for conducting research. It may be understood as science of studying. In it the various steps are described that are adopted by a researcher in studying his research problems.

B) RESEARCH DESIGN

I have used Descriptive Research as a tool to study Career Planning and Development Programs in Him Chem. Descriptive Research Studies are those studies, which are concerned with specific predictions, with narration of facts and characteristics concerning individual, group or situation or used to describe the phenomena already exists.

C) SCOPE OF THE STUDY

This study is made to know the Career Planning & Development Programs in textile industry with specific reference to Him Chem (a spinning mill), that may planned and implemented for the betterment of employees. It also attempts to analyze the views and attitudes of Executives on such programs.

E) AREA OF STUDY

The units selected for the purpose of study are Thirty executives from different departments of Him Chem (HR department, Finance, Production, EDP, Marketing).

F) SAMPLING DESIGN

I. A sample design is a definite plan for obtaining a sample from a given population. I have taken the sample of 30 employees.

The population: - HR department, Finance, Production, EDP, Marketing.

II. Sampling Unit

Individual employee (executive) in different departments of Him Chem limited.

III. Sample Size



This refers to the some chosen units out of whole population. Although large samples are more reliable but due to shortage of time some representative of these different departments had been selected.Sample Size : 30

IV. Sampling Technique

This refers to procedure by which the samples have been chosen. For the purpose of data collection I use the Judgmental Sampling technique.

Judgmental Sampling in which researcher choose any item from the whole population which he thinks or take as the typical and true representative of the population.

G) STEPS OF METHODOLOGY USED

1. DATA COLLECTIONThe task of data collection begins after a research problem is being defined and research

design chalked out.

Data types:



a) Primary Sources The primary data are those which are collects fresh and for the first time, and thus happen to be original in character.

I. Interview Method Interview Method of data collection includes presentation of oral-verbal stimuli and reply in oral-verbal response.

The data collected for the purpose of preparing statements to be used in Questionnaire was collected through the interviews with the employees during their rest hours. For such purpose Unstructured Interview method is more fruitful.

II. Observation Method In some cases instead of interviews, Observation Method is a good approach to save the time.

III. QuestionnaireQuestionnaire consists number of questions printed or typed in a definite order on a form or set of form for some objective that filled by respondent himself.

Forms of Questions

Multiple choices in which options are provided and asked to choose one like use of Likert scale.

Open ended in which ask for answer or response in his own words. Closed questions in which ask for response in “Yes or NO” only.

b) Secondary Sources The secondary data are those which have already been collected by someone and which have already been passed through the statistical process. Data is also collected from:-

i. HR Manual.ii. Various Books, Magazines.

iii. Internet.

2. ORGANISING DATA

The data collected during data collection process are organized and presented in a comprehensible sequence to make them more meaningful.



3. PRESENTATION

After the data has been properly organized, it is ready for presentation. There are different modes of presentation like tables, charts etc. The main objectives of presentation are to put collected data into an easy readable form.

4. ANALYSIS OF DATA

After organizing and presenting the data, the researchers then have to proceed towards conclusion by logical inferences. The raw data is then analyzed:

By bringing raw data to measured data. Summarizing the data.

5. INTERPRETATION

Interpretation means to bring out meaning of data or to convert mere data into information. From the analysis of data the various conclusions are find out on the basis of logical inferences.

H) LIMITATIONS OF METHODOLOGY

1. InflexibilityOnce the Schedules/Questionnaire presented for fill up it’s not possible to make any changes.

2. Sampling errorsIn sampling it is the most common error that we assume the selected sample as the true representative of the whole population, which is wrong. Peoples may different from each other on taste basis, personality basis etc., it creates the biasness in the study.

3. Reliability and Validity of Techniques and Methods It’s not easy as well as possible to check that methods and techniques used during study are reliable or not, valid or not.

SECTION: E



CHAPTER: 7 DATA ANALYSIS

CHAPTER: 8 FINDINGS

CHAPTER: 7

DATA ANALYSIS



A) DATA ANALYSIS

Q1. You have clear objectives towards your career in Him Chem?

87%

13%

Response in %age

Yes No

Pie chart shows that 87% executives are aware about objectives towards their career in Him Chem.

Q2. You are satisfied with your competencies (knowledge, skills)?


Yes No Responses 26 4

Percentages 87% 13%


50%

30%

10%

10%

Response in %age

Fully Agree Somewhat agree Neutral

Fully Disagree Somewhat disagree

Pie chart shows that 50% executives are fully satisfied with their competencies in Him Chem, 30% are somewhat satisfied, 3%, 3% are neutral and dissatisfied respectively.

Q3. Him chem follows a specific career development program for career planning & development?


Fully satisfied

Somewhat satisfied

Neutral Fully dissatisfied

Somewhat dissatisfied

Responses 15 9 3 3 0

Percentages 50% 30% 10% 10% 0%


Fully agree Somewhat agree

Neutral Fully Disagree

Somewhat disagree

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

Series1

Qualitative response

Qua

ntit

ativ

e re

spon

se

Bar chart shows that 50% executives are fully disagree with the statement that Him Chem follow any specific career development program, 35% are neutral in approach and 0nly 10% are agree with the statement.

Q4. Him Chem compensate you for your efforts for career planning and development?


Fully agree

Somewhat agree

Neutral Fully disagree

Somewhat disagree


Percentages 10% 7% 10% 50% 23%


13%

17%

17%30%

23%

Response in %age

Fully agree Somewhat agree Neutral

Fully disagree Somewhat disagree

Pie chart shows that 13% executives are fully agree with the statement that Him Chem compensate them for their efforts for career development, 17% are somewhat agree and 30%, 23% are fully disagree and somewhat disagree respectively.

Q5. There are (in Him Chem) many chances to learn through job rotations?


Fully agree

Somewhat agree


Somewhat disagree

Responses 4 5 5 9 7

Percentages 13% 17% 17% 30% 23%


77%

7%

7%

7% 2%

Response in %age



Doughnut chart shows that 77% executives are fully agree with the statement that in Him Chem there are many chances to learn through job rotations. Only 75 are fully disagreeing on the statement and 7% are neutral in approach.

Q6. You are getting enough opportunities of development in your career in Him Chem?


Fully agree

Somewhat agree


Somewhat disagree


Percentages 77% 7% 7% 7% 2%


73%

27%

Response in %age

Yes No

Pie chart shows that 73% executives are agree with the statement that they are getting enough opportunities of career development in Him Chem. Only 27% are not in the favor of statement.

Q7. You think that your career is on greater possible high?



Percentages 73% 27%


0.5 1 1.5 2 2.5 3 3.5 4 4.5 5 5.50%

5%

10%

15%

20%

25%

30%

35%

40%

23%

37%

7%

20%

13%

Response in %age

Series2

Qualitative Response

%ag

e

Line chart shows that only 23% executives are fully agree with the statement that their career is on greater possible high, 20% are completely disagree with the statement and 7% are neutral on the statement.

Q8. There are enough chances that you will get your seniors post in case if he/she retire or leaving?


Fully agree

Somewhat agree


Somewhat disagree


Percentages 23% 37% 7% 20% 13%


60%

40%

Response in %age

Yes No

Pie chart shows that 60% executives are fully agree with the statement that they will get the post of their senior in case they retire or leave the job.

Q9. Before such succession you will get adequate training?



Percentages 60% 40%


23%

27%

10%

27%

13%

Response in %age



Bar chart shows that 23%, 27% executives are fully agree and somewhat agree (respectively) that will get adequate training in case of succession and only 27% are disagree with the statement.


Fully agree

Somewhat agree


Somewhat disagree

Responses 7 8 3 8 4

Percentages 23% 27% 10% 27% 13%


Q10. You think that conflict with your boss doesn’t affect your career planning and development orientation in Him Chem?

33%

43%

7%

7%

10%

Response in %age



Doughnut chart shows that only 7% executives are fully disagree with the statement. They thinks that conflict with their boss doesn’t affect their career orientation in Him Chem. 33% are agreeing with the statement and 7% are neutral in approach.

Q11. You think that you not need to change your employer?


Fully agree

Somewhat agree


Somewhat disagree


Percentages 33% 43% 7% 7% 10%

Fully agree

Somewhat agree


Somewhat disagree

Responses 6 8 3 9 4

Percentages 20% 27% 10% 30% 13%


Fully agree 20%

Somewhat agree27%

Neutral10%

Fully disagree 30%

Somewhat dis-

agree13%

Response in %age

Pie chart shows that 20% executives are in the favor of the statement and 30% are fully disagree with the statement.

Q12. You agree that such programs increase your efficiency and commitment towards Him Chem?



50%

30%

3%

7%

10%

Response in %age

Fully agree

Somewhat agree

Neutral

Fully disagree

Somewhat disagree

Pie chart shows that 50% executives are fully agreed with the statement that such programs increase their efficiency and commitment. Only 7% and 10% are fully disagree and somewhat disagree on the statement.


Fully agree Somewhat agree


Somewhat disagree


Percentages 50% 30% 3% 7% 10%


CHAPTER: 8

FINDINGS

A) FINDINGS OF THE STUDY

1. 87% executives are aware about objectives towards their career in Him Chem.

2. 50% executives are fully satisfied with their competencies in Him Chem, 30% are somewhat satisfied, 3%, 3% are neutral and dissatisfied respectively.

3. 50% executives are fully disagreeing with the statement that Him Chem follow any specific career development program, 35% are neutral in approach and 0nly 10% are agree with the statement.

4. 13% executives are fully agree with the statement that Him Chem compensate them for their efforts for career development, 17% are somewhat agree and 30%, 23% are fully disagree and somewhat disagree respectively.

5. 77% executives are fully agreed with the statement that in Him Chem there are many chances to learn through job rotations. Only 75 are fully disagreeing on the statement and 7% are neutral in approach.

6. 73% executives are agreeing with the statement that they are getting enough opportunities of career development in Him Chem. Only 27% are not in the favor of statement.

7. 23% executives are fully agree with the statement that their career is on greater possible high, 20% are completely disagree with the statement and 7% are neutral on the statement.

8. 60% executives are fully agreed with the statement that they will get the post of their senior in case they retire or leave the job.



9. 23%, 27% executives are fully agree and somewhat agree (respectively) that will get adequate training in case of succession and only 27% are disagree with the statement.

10. 7% executives are fully disagreeing with the statement. They thinks that conflict with their boss doesn’t affect their career orientation in Him Chem. 33% are agreeing with the statement and 7% are neutral in approach.

11. 20% executives are in the favor of the statement that they not need to change their current employer and 30% are fully disagreeing with the statement.

12. 50% executives are fully agreed with the statement that such programs increase their efficiency and commitment. Only 7% and 10% are fully disagree and somewhat disagree on the statement.



SECTION: F

CHAPTER: 9 SUGGESTIONS

CHAPTER: 10 LIMITATIONS



CHAPTER: 9

SUGGESTIONS

A) RECOMMODATIONS AND SUGGESTIONS

1. Although maximum executive level employees are satisfied with their competencies still to keep them competitive as well as motivated need to plan a specific career development program. For example:

Assessment Centers: - The assessment centers evaluate the people regarding their ability to certain jobs. This technique helps to identify the available skills, abilities and knowledge.

Career Counseling: - Career Counseling helps employees in setting directions, reviewing performance, identifying areas for professional growth.

2. Need to make the provisions to compensate employees for their efforts for improving their competencies.

3. Although job rotations provide employees the chances and opportunities to take the overall experience but most of the employees lack information about career choices/options. The managers need identify career paths and succession paths. This information should be made available to all.

4. 43% executives are on risk that is they may feel to leave the job. The reasons that are given by them are like their family problems, may be stress and frustration etc. Now organization need to counsel them that how they can deal with such situations.

5. Management should provide job information to employees through proper communication like posting the jobs, organizations can use bulletin board displays, company publications, electronic billboards and other similar means, and So that employees can easily find out that what they need to do next.



CHAPTER: 10

LIMITATIONS

A) LIMITATIONS OF THE STUDY

1. Limited TimeI have allotted a limited time period for study. This became the limiting factor to get thoroughly familiarity with entire organization and Career Development Programs.

2. Lack of Confidential DataThe company did not provide some of the information confidential to the management. This work as the constraint in the availability of information resources came in the way to learn more and thus in better completion of the project report.

3. Lack of Comparative Data for Interim ComparisonInterim comparison of Him Chem with other companies has not been done due to non-availability of data regarding other enterprises in the same field related to Career Planning and Development Programs.

4. Possibility of error in analysis of data due to small Organization as well as small sample sizeThere is another type of limitation may also emerge due to taking a small organization consisting nearly 150 employees as well as small sample of taking 30 executives only for study pupose.



CONCLUSION

Career planning and development programs as we find from the study plays crucial role in employee as well as organizations development. Career planning is an integral part of every organization. It motivates and inspires employees to work harder and keeps them loyal towards the organization. Career planning helps an employee know the career opportunities available in organization. This knowledge enables the employee to select the career most suitable to his potential and this helps to improve employee’s morale and productivity.

On the basis questionnaire and personal interviews with the employees I also find that promotion is the major reason that sticks them with the current job. Employees also prefer sound compensation as well as proper training.

So for conclusion, my objectives of the study, to get the overall knowledge about actually what the career planning and development is?, the scope of such programs in textile industry with specific reference to Him Chem etc., are adequately fulfilled. And study concludes that in textile industry because of its manpower orientation and due to tough process as well as more stress and frustration, need to be handling the careers of most valuable asset that is the People.

Conclusively that was worthwhile to choose such topic as project, which not only important for an employee and employer, But for the student also like me to select my career, a particular line and may be a particular industry in which I wants to make my career and get the enough chances of advancement in my career.



Thanks.

Questionnaire on

Career planning and Development programs in Him Chem, Khera

Hello Respondent, You are invited to participate in our survey [On Career planning and Development programs in Him Chem]. In this survey, approximately 20% people will be asked to complete a questionnaire/schedule that includes questions about Career planning and Development programs in Him Chem. It will take approximately 5-7 minutes to complete the questionnaire. Your participation in this study is completely voluntary. There are no foreseeable risks associated with this study. However, if you feel uncomfortable answering any questions, you can withdraw from the survey at any point. It is very important for us to learn your opinions. Your survey responses will be strictly confidential and data from this research will be reported only in the aggregate. Your information will be coded and will remain confidential. If you have questions at any time about the survey or the procedures, you may contact me, Sukhdeep Singh at 9459242812 or by e-mail at [email protected]. it will be worth to note that survey is conducted for academic purpose only and not to be used for some other organizational purposes. Thank you very much for your time and support. Please start with the survey now:-

Name (optional):- Deptt.:- Designation:-

Q1. You have clear objectives towards your career in Him Chem?

I. Yes ( ) II. No ( )

Q2. You are satisfied with your competencies (knowledge, skills)?

I. Fully satisfied ( ) II. Somewhat satisfied ( )

III. Neutral ( ) IV. Fully dissatisfied ( ) V. Somewhat dissatisfied ( )



Q3. Him chem follows a specific career development program for career planning & development?

I. Fully agree ( ) II. Somewhat agree ( )

III. Neutral ( ) IV. Fully disagree ( )V. Somewhat disagree ( )

Q4. Him Chem compensate you for your efforts for career planning and development?


III. Neutral ( ) IV. Fully disagree ( ) V. Somewhat disagree ( )

Q5. There are (in Him Chem) many chances to learn through job rotations?



Q6. You are getting enough opportunities of development in your career in Him Chem?

I. Yes ( ) II. No ( )

Q7. How many Promotions you got till date?

I. One ( ) II. Two ( )

III. More than two ( ) IV. No any ( )

Q8. You think that your career is on greater possible high?

I. Fully agree ( ) II. Agree ( )

III. Don’t know ( ) IV. Disagree ( ) V. Fully disagree ( )

Q9. You are in your late career stage (retirement stage)?



I. Yes ( ) II. No ( )

If no, refer to question no 11

Q10. You are enjoying seniority and feeling enough valuable in Him Chem?

I. Yes ( ) II. No ( )

Q11. There are enough provisions of benefits after retirement (other than statutory)?

I. Yes ( ) II. No ( )

Q12. There are enough chances that you will get your seniors post in case if he/she retire or leaving?

I. Yes ( ) II. No ( )

Q13. Before such succession you will get adequate training?



Q14. You think that conflict with your boss doesn’t affect your career planning and development orientation in Him Chem?

I. Fully agree ( )II. Somewhat agree ( )

III. Neutral ( )IV. Fully disagree ( )V. Somewhat disagree ( )

Q15. You think that you not need to change your employere?



Q16. If disagree, the reason being:



I. Family tensions ( )II. Stressful job ( )

III. Behavior of seniors ( )IV. Others ( )

If others please specify:

1. ………………………………………………………………………………………………2. ………………………………………………………………………………………………

Q17. You agree that such programs increase your efficiency and commitment towards Him Chem?



Overall suggestions you want to give:

……………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………

Thanks for your co-operation.


career planning and management

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