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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 Limited
Career Planning and Development
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.
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.
Institute of Management Studies Limited
Career Planning and Development
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.
Him-Chem Limited is a leading producer of Polyester Yarn and Fully Drawn Yarn (FDY):1. Partially Oriented Yarn (POY):-
Institute of Management Studies Limited
Career Planning and Development
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.
1. 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 thermoset the twist.
2. 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.
3. Fully Draw Yarn (FDY) Institute of Management Studies Limited Him Chem
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.List of Denier in FDY. bed-sheets and carpets. 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. L) ACQUISITION For this we are acquiring Teijin-Seiki PFY line (leading suppliers of PFY line in the world). Catonic FDY is another variation of Filament yarn. H) QUALITY Apart from this. Filament yarn having trilobal bright lustre is widely used in making curtains.Career Planning and Development 5 Fully draw yarn is mainly available in 3 lustre . FDY is available in Raw-white as well dope dyed. Bright (BR) having circular section & Triloble Bright (TBR) having triangular cross-sections. Its plant is located at Nalagarh with its headquarter in Delhi. entire POY production is backed with the ISO 9001 systems of quality management thus ensuring enduring quality and complete customer satisfaction. as we will be able to research and produce new deniers as per the trend in market. This will help us to develop an image and reputation in the market. K) EMPLOYEES Company employs over 200 people. J) ANNUAL TURNOVER The current annual turnover is in excess of Rs. Catonic FDY yarn is made from Catonic PET Chips. I) PACKGING The POY package size is 15 Kg to 16 Kg. packed in Pallets / Carton as per the customer's requirement. 500 crores. G) PRODUCTION CAPACITY The Company's production capacity is 1200 MT per month.Semi-dull (SD). CHAPTER: 2 Institute of Management Studies Limited Him Chem .
mastering contact management software.Career Planning and Development 6 INTRODUCTION OF CAREER PLANNING & DEVELOPMENT A) CAREER MANAGEMENT Career management is the lifelong process of investing resources to achieve our career goals. 2. These skills can be developed in applied communication courses. How well we are able to adapt to these ongoing innovations will be directly related to keep up to date our knowledge and skills. Very little is accomplished in isolation. Figure 1 show that organizational strategies that build the competencies based culture in an Institute of Management Studies Limited Him Chem . our personal lifelong learning and our network of relationships:- 1. relationships have become an increasingly critical asset. Computers and other scientific advancements have radically altered the way in which we conduct work. 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. Networking uncovers more than 70% of current job openings. respond and connect in all our relationships will impact our present performance and future opportunities. 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. How we interact. Network of Relationships As we have moved to an information and service economy. Career management focuses on two key investment assets to manage throughout our working years. effective listening and genuine desire to get to know people better. Keeping connected and knowing how to build good relationships are more important than ever before. Lifelong learning It is often surprising to realize how much of our day-to-day work is now based around technology.
To some a career is a carefully worked out plans for self advancement to others it is a calling. It is viewed as fundamentally a relationship between one or more organizations and the individual.a Institute of Management Studies Limited Him Chem .Career Planning and Development 7 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.
To ensure better use of human resource through more satisfied and productive employees. To increasingly utilize the managerial talent available at all levels within the organization. Career Planning aims at identifying personal skills. E) OBJECTIVE OF CAREER PLANNING 1. Workers expect more from their jobs than just income. 7. 8. 5. 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. Institute of Management Studies Limited Him Chem . 6.“The occupational positions a person has had over many years”. Flippo. The Dictionary meaning of career is. Established programs on Career Planning are still rare except in larger or more progressive organizations.“A career is a sequence of separate but related work activities that provide continuity. and establishes specific plans to attain specific goals. To achieve higher productivity and organizational development. To improve employee morale and motivation by matching skills to job requirement and by providing opportunities for promotion. Many of today's employees have high expectations about their jobs. 4. According to Edwin B. knowledge and other features. To map out career of employees suitable to their ability and their willingness to be trained and developed for higher positions. To attract and retain the right type of person in the organization. 3. To ensure that promising persons get experiences that will equip them to reach responsibility for which they are able. 9.Career Planning and Development life role to others it is a voyage to self discovery and to still others it is life itself. 8 A career is a sequence of positions/jobs held by a person during the course of his working life. There has been a general increase in the concern of the quality of life. “advancement in life specially advancement in profession”. According to Garry Dessler. interest. To have a more stable workforce by reducing labour turnover and absenteeism. D) CAREER PLANNING Career Planning is a relatively new personnel function. 2. To provide guidance and encourage employees to fulfill their potentials. order and meaning to a person’s life”.
More specifically. 3. 6. The proper career planning ensures that the women and people belong to backward communities get opportunities for growth and development. career opportunities. It helps the organization identify internal employees who can be promoted. G) ADVANTAGES OF CAREER PLANNING AND DEVELOPMENT In fact both individuals and the organization are going to benefit from career planning and development. scope for self-development etc. 3. Employee will await his turn of promotion rather than changing to another organization.Career Planning and Development 9 F) CAREER DEVELOPMENT Career development refers to set of programs designed to match an individual’s needs. preferences. Efficient career planning and development ensures the availability of human resources with required skill. It satisfies employee esteem needs. boost up their morale and also result in increased job satisfaction. Internal promotions. career development ensures that the employee is well developed before he or she moves up the next higher ladder in the hierarchy. a)For Organizations A long-term focus of career planning and development will increase the effectiveness of human resource management. This will lower employee turnover. So the advantages are described below: a)For Individuals 1. 7. the advantages of career planning and development for an organization include: 1. Institute of Management Studies Limited Him Chem . It improves employee’s performance on the job by taping their potential abilities and further employee turnover. Where career plan sets career path for an employee. The process of career planning helps the individual to have the knowledge of various 2. his priorities etc. family environment. The efficient policies and practices improve the organization’s ability to attract and retain highly skilled and talent employees. Increased job satisfaction enhances employee commitment and creates a sense of belongingness and loyalty to the organization. 4. 5. knowledge and talent. and career goals with current and future opportunities in the organization. This knowledge helps him select the career that is suitable to his life styles. 2. up gradation and transfers motivate the employees. abilities. 8.
Career Planning and Development 4. Analyzing career opportunities: The organizational set up. 5. aptitude etc. By attracting and retaining the people from different cultures. 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. a human resource inventory of the organization and employee potential are ascertained. It can also necessary to analyze career demands in terms of knowledge. 2. The career plan continuously tries to satisfy the employee expectations and as such 10 minimizes employee frustration. Career paths can be determined for each position. future plans and career system of the employees are analyzed to identify the career opportunities available within it. Protecting employees’ interest results in promoting organizational goodwill. 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. aspiration and career anchors of every employee because most individuals may not have a clear idea about these. 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. Identifying individual needs and aspirations: It’s necessary to identify and communicate the career goals. For this purpose. Formulating and implementing strategies: Alternative action plans and strategies for dealing with the match and mismatch are formulated and implemented. H) CAREER PLANNING AND DEVELOPMENT PROCESS Figure 2: Career planning & Development process 1. enhances cultural diversity. 4. 3. 6. 5. experience. skill. Institute of Management Studies Limited Him Chem .
because these pivots give them a base for choosing a particular career. J) CAREER ANCHORS Career anchors are those pivots around which ones career swings and he or she can’t drop these pivots. the career path includes generally five steps. Security Person seeking security may choose career in government sector. In the case of an executive. Institute of Management Studies Limited Him Chem . These pivots are as follows:1. These steps or say these job positions are described in Figure 3. This is described in Human resource management as career path.Career Planning and Development 11 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. Technical Competence Person having strong technical ability choose some technical filled like engineering. 2.
“climbers” must go on improving their own performance.Career Planning and Development 12 Figure 4: Career Anchors. There is continuous improvement in performance. Autonomy Person may seek freedom of actions may go for his own business. Managerial Competence Such type of people seeks position of high responsibility with managerial position. employees must remain productive at this stage. this stage is of no relevance because it happens prior to the employment. 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. Establishment This career stage begins with the candidate getting the first job getting hold of the right job is not an easy task. 5. 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. In other to show their utility to the organization. employees who are unhappy and frustrated with the job. On the other hand. there is marked deterioration in their performance. Slowly and gradually they become responsible towards the job. From the point of view of organization. Candidates are likely to commit mistakes and learn from their mistakes. Mid-Career stage This career stage represents fastest and gainful leap for competent employees who are commonly called “climbers”. K) CAREER PLANNING & DEVELOPMENT STAGES 1. Creativity Creative person may become an artist or may work in a research lab. 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. Authority. Exploration Almost all candidates who start working after college education start around mid-twenties. 4. Institute of Management Studies Limited Him Chem . 2. 3. 3.
Employees who were climbers and achievers will find it hard to compromise with the reality.Career opportunities for certain categories reach the declining stage due to the influence of the technological or economic factors. Employees tend to settle down inn their jobs and “job hopping” is not common. such employees have to retire.Some careers do not have scope for much advancement. There is no desire to improve performance and improve past records. They are expected to train younger employees and earn respect from them. Career planning can become a reality when opportunities for vertical mobility are available. L) LIMITATIONS OF CAREER PLANNING & DEVELOPMENT Despite planning the career. Consequently. one of those family members might face the problem of transfer.Career Planning and Development 13 responsibility. Consequently other employees may be at disadvantage. Late-Career stage This career stage is pleasant for the senior employees who like to survive on the past glory. Others may think of “life after retirement”. This has become a complicated problem to organizations. Institute of Management Studies Limited Him Chem .Business process reengineering. Such employees enjoy playing the role of elder statesperson. 4. 3. and degrading some other employees.With the increase in career orientation among women. Decline stage This career stage represents the completion of one’s career usually culminating into retirement. Therefore. With this. rewards and incentives are highest at this stage. 4. the dual career families have also been on increase. After decades of hard work. it is not suitable for a very small organization. Downsizing and careers:. number 2. Dual Career Families:. 5. Downsizing activities result in fixing some employees. Low ceiling careers:. of female employees in on increase. Employees cannot get promotions despite their career plans and development in such jobs. employees face certain career problems. Declining Career Opportunities:. 5. technological changes and business environmental factors force the business firms to restructure the organizations by and downsizing. They are: 1. Solution for such problem is career shift.
environment factors such as Government policy. etc. In family business houses in India. members of the family expect to progress faster in their career than their professional colleagues. growth of backward areas. career plans for a period exceeding a decade may not be effective. absence of adequate opposition of trade unions. These include lack of an integrated human resources policy. particularly for illiterate and unskilled workers. influence business and industry. 7. In developing country like India. etc. lack of a rational wage structure. 10. Several other problems hamper career planning. public sector development. Institute of Management Studies Limited Him Chem . lack of a good performance reporting system. Therefore. 8. 9. Systematic career planning becomes difficult due to favoritism and nepotism seats for schedule castes/tribes and backward classes. ineffective attitudinal surveys.Career Planning and Development 14 6. Career planning is not an effective technique for a large number of employees who on the shop floor. This upset the career planning process.
Loss of Company’s Valuable Knowledge When an employee leaves. Institute of Management Studies Limited Him Chem . he takes with him valuable knowledge about the company. Stress & Frustration Textile industry has the toughest process from processing of cotton to the garment manufacturing. • It increases employee loyalty as they feel organization care’s about them. 5. 6. To Retain the Employees Career development programs also helps an organization to retain its valuable asset.the People. Higher retention rates motivate potential employees to join the organization. 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.Career Planning and Development 15 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. Goodwill of the Company The goodwill of a company is maintained when the attrition rates are low. current projects and past history (sometimes to competitors). 4. • It motivates employees to avail training and development. 2. When the employee leaves. And even after this you cannot assure of the same efficiency from the new employee. Tough Process. Other reasons • It motivates employees to grow. the investment is not realized. Often much time and money has been spent on the employee in expectation of a future return. customers. Regaining Efficiency If an employee resigns. 3. In this case through adequate career planning & development programs organization can reduce the frustration and stress among employees. It may create some type of frustration and stress also. • Organization image as better employment market.
Career Planning and Development • 16 It contributes to organizational development and effective achievement of corporate goals. SECTION: B CHAPTER: 4 STUDY OF ARTICLES Institute of Management Studies Limited Him Chem .
Career Planning and Development 17 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. identified eight new trends in the workplace and how companies should approach these changes. what is your dream work? What would your answer be? Job aspirants have different dreams and missions. High impact career development By: Bonnie Hagemann ( CEO.. • • Career Stages (2003) Institute of Management Studies Limited Him Chem . 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. Executive development associates. So. Inc. all of us have varied career plans. likes and dislikes. the BCG partnering with the society for HRM. 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. In a recent study. USA) As todays work place evolves companies are forced to make changes within the organization in order to keep up trends in the workplace. Oklahoma city.
Executive Recruiter. Dec 10. Miller) independently studied stages of life and work (Super. all is not lost and an individual can engage in damage limitation.. the Exploratory Stage represents the time period in which adolescents define their adult identities through spousal.g. which is why it is imperative to ensure an individual achieves a high degree of career satisfaction. However.When careers are not managed well or when an individual leaves career planning to others. many of the early theorists assumed career stages to be linear and stable. and by combining these two foci career stages first emerge in the literature. varied patterns of career development. the Exploratory Stage defined by Buehler (1933). However. a German develop mentalist. Managing a career need not be a cumbersome experience either and as with many things in life. Action Plan to Avoid Career Dissatisfaction A Proactive Approach to Help. Ph. Current researchers (e. people who are proactive in managing their professional lives are the ones who tend to gain the most. s/he does not get into this predicament in the first place. Hall and Schein) have updated the concept of career stage to encompass modern. 1957). the ideal situation would be to ensure. Emory University.D. Columbia Teachers College. while these early models of career stage provide a useful structure to conceptualize career development. Patricia Raskin. social. Jan 20. and the Initial Work Period classified by sociologists Form and Miller (1949) both describe the experience of adolescents' exploration of work. For example.. and career choices. In this way. Vivian Maranzano. the contributions of both psychologists and sociologists created a framework for understanding careers using the concept of career stage. Judith Leibholz Frankel. Even at this stage. As a developmental stage. Develop mentalists concentrated on stages of psychological development while sociologists identified periods of individuals' working lives. while the Initial Work Period describes the first jobs adolescents take to explore the world of work. Columbia Teachers College. Planning Your Career Development How to Focus Your Goals and Create a Career Plan By: Paym Bergson. people spend the best part of their adulthood working. frustrated or even angry. Date: 09/08/03 Career stages are typically defined as evolutionary phases of working life. career dissatisfaction can suddenly creep up behind an individual leaving him/her feeling disappointed. and sociologists (Form. 2007 Institute of Management Studies Limited Him Chem . 2010 On average. The concept of career stage evolved as psychoanalysts (Erikson). Tackle Career Dissatisfaction By: Pervin Shaikh. Piaget). developmental psychologists (Buehler. Columbia Teachers College. Amy Beacom. These patterns tend to be more fluid and dynamic. Levinson.Career Planning and Development 18 Authors: Krysia Wrobel.
The follow up and continued contact is a prerequisite to developing relationships that will support your desire to be remembered. Planning your career is not just thinking about what you want to do in five years. and the support required to maintain them.Career Planning and Development 19 It's December. but you just might be able to create and guide your professional progress for those opportunities to happen. are the necessary ingredients to developing a network. Developing relationships (not just contacts) is key to having access to opportunities. Even if you follow all the prescribed steps and choose a career that is right for you. You Should Consider a Career Change If …. While making an informed decision regarding your career is a good way to help insure that the career you choose is right for you. The development of a strong network requires making connections that will sustain more than a simple introduction. Your Life Has Changed: When you chose your career your life may have been different than it is today. Here are some reasons to consider leaving your current career for a new one. but a relationship can be established and built only over time. Contacts may be immediate. Those connections. not only will you be able to take advantage of any opportunities that appear. An initial meeting or contact with someone does not establish a connection unless there is follow up of some kind. and what do you think you'll want in the future? By preparing now for your own vocation. Credibility and trust are much stronger cases to build a relationship on than an instantaneous commercial. and not the fickle fates of others. Making "contacts" with no follow up or genuine interest will most likely lead to dead ends (and a large collection of worthless business cards). What do you want NOW. it may not remain your best choice forever. The crazy schedule or the frequent travel that is typical of your career Institute of Management Studies Limited Him Chem . For example you may have been single then and now you have a family. or even one year. One reason for all these career changes is that people often don't make informed choices. The potential to build begins with the first introduction and requires the investment of time and energy for follow up. it doesn't guarantee it. Breaking The Myths About Career Networking By: Sherri Edwards Networking is often a misunderstood concept.. 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. 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. What will the future hold for them? With careful planning. or ten years. and many people are actually thinking ahead to the new year. your career will be in the control of your hands. The follow up must suggest a genuine interest in developing a mutually supportive relationship.
to introduce methods addressing the development of individuals and organizations through the field of Human Resource Development. Rouda & Mitchell E. You should look for an occupation that is more "family friendly. (The article has been updated. and is reproduced with permission of the copyright owner. involvement in one's own development fosters greater commitment to the process than other-directed activities. Kusy This is the fourth in a series of articles which originally appeared in Tappi Journal in 1995-96. Career ladders are rapidly shrinking or disappearing as reorganizations lead to flatter structures. And. 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.Career Planning and Development may not suit your new lifestyle.) 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." 20 Career development Personal career management and planning By: Robert H. SECTION: C Institute of Management Studies Limited Him Chem .
Career Planning and Development 21 CHAPTER: 5 OBJECTIVES OF THE STUDY CHAPTER: 5 OBJECTIVES A) OBJECTIVES OF THE STUDY Institute of Management Studies Limited Him Chem .
To get the overall knowledge about “Career Planning and Development Programs”. To see the scope of “Career Planning and Development Programs” in Textile industry with reference to Him Chem Ltd. The role of HR department and management in “Career Planning and Development Programs”. 2. A) Minor Objectives: 1. And the ultimate effect of such programs on employees and on the organization. To study whether the firm is concerned with the issues related to career advancement of its employees or not. 2.Career Planning and Development The objectives of study are as follows: A) Major Objectives: 22 1. To study whether the firm is utilizing its productive capacity and efficiency of its employees or not. SECTION: D Institute of Management Studies Limited Him Chem . 4. 3.
Career Planning and Development 23 CHAPTER: 6 METHODOLOGY CHAPTER: 6 METHODOLOGY A) RESEARCH METHODOLOGY Institute of Management Studies Limited Him Chem .
II. Sampling Unit Individual employee (executive) in different departments of Him Chem limited. Research is an important pre-requisite for a dynamic organization. Marketing. making deductions and at last carefully testing the conclusions to determine whether they fit the formulating hypothesis or not. formulating. F) SAMPLING DESIGN I. 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. The population: . EDP.Career Planning and Development 24 Research comprises defining and redefining problems. III. that may planned and implemented for the betterment of employees. The research methodology is a written game plan for conducting research. I have taken the sample of 30 employees. Production. Production. It also attempts to analyze the views and attitudes of Executives on such programs. Finance. group or situation or used to describe the phenomena already exists. E) AREA OF STUDY The units selected for the purpose of study are Thirty executives from different departments of Him Chem (HR department. Marketing).Sample Size Institute of Management Studies Limited Him Chem . which are concerned with specific predictions. EDP. collecting.HR department. It may be understood as science of studying. hypothesis or suggested solutions. Finance. A sample design is a definite plan for obtaining a sample from a given population. Descriptive Research Studies are those studies. organizing and evaluating data. 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). with narration of facts and characteristics concerning individual.
Data types: Institute of Management Studies Limited Him Chem . 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. For the purpose of data collection I use the Judgmental Sampling technique.Career Planning and Development 25 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. G) STEPS OF METHODOLOGY USED 1. DATA COLLECTION The task of data collection begins after a research problem is being defined and research design chalked out. Sampling Technique This refers to procedure by which the samples have been chosen.
II. Observation Method is a good approach to save the time. 1.Questionnaire Questionnaire 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. Interview Method Interview Method of data collection includes presentation of oral-verbal stimuli and reply in oral-verbal response. III. For such purpose Unstructured Interview method is more fruitful. ORGANISING DATA The data collected during data collection process are organized and presented in a comprehensible sequence to make them more meaningful. Observation Method In some cases instead of interviews. 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. 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. 2. and thus happen to be original in character. Data is also collected from:i. 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. Various Books. HR Manual. ii. I.Career Planning and Development 26 a) Primary Sources The primary data are those which are collects fresh and for the first time. Magazines. PRESENTATION Institute of Management Studies Limited Him Chem . Internet. iii. Forms of Questions • • • Multiple choices in which options are provided and asked to choose one like use of Likert scale.
. the researchers then have to proceed towards conclusion by logical inferences. Sampling errors In sampling it is the most common error that we assume the selected sample as the true representative of the whole population. ANALYSIS OF DATA After organizing and presenting the data. INTERPRETATION Interpretation means to bring out meaning of data or to convert mere data into information. There are different modes of presentation like tables. 2. 1. personality basis etc. Peoples may different from each other on taste basis. SECTION: E Institute of Management Studies Limited Him Chem . it is ready for presentation. Summarizing the data. H) LIMITATIONS OF METHODOLOGY 1. The main objectives of presentation are to put collected data into an easy readable form. 3. which is wrong. valid or not. Inflexibility Once the Schedules/Questionnaire presented for fill up it’s not possible to make any changes. 3. charts etc. From the analysis of data the various conclusions are find out on the basis of logical inferences. 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. it creates the biasness in the study. The raw data is then analyzed: By bringing raw data to measured data.Career Planning and Development 27 After the data has been properly organized.
Career Planning and Development 28 CHAPTER: 7 DATA ANALYSIS CHAPTER: 8 FINDINGS CHAPTER: 7 DATA ANALYSIS A) DATA ANALYSIS Institute of Management Studies Limited Him Chem .
3% are neutral and dissatisfied respectively. You have clear objectives towards your career in Him Chem? 29 Fully satisfied Somewhat satisfied Neutral Fully dissatisfied Somewhat dissatisfied Responses Percentages 15 50% 9 30% 3 10% Yes 3 10% No 4 13% 0 0% Pie chart shows that 87% executives are aware about objectives towards their career in Him Chem. skills)? Pie chart shows that 50% executives are fully satisfied with their competencies in Him Chem.Career Planning and Development Q1. 3%. 30% are somewhat satisfied. You are satisfied with your competencies (knowledge. Responses Percentages 26 87% Q2. Institute of Management Studies Limited Him Chem .
Him Chem compensate you for your efforts for career planning and development? 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%.Career Planning and Development Q3. Q4. 23% are fully disagree and somewhat disagree respectively. 35% are neutral in approach and 0nly 10% are agree with the statement. There are (in Him Chem) many chances to learn through job rotations? Institute of Management Studies Limited Him Chem . Him chem follows a specific career development program for career planning & development? 30 Fully Fully agree Fully agree agree Responses Responses Responses Percentages Percentages Percentages 23 4 3 77% 13% 10% Somewhat Somewhat agree Somewhat agree agree 2 5 2 7% 17% 7% Neutral Neutral Neutral Fully Fully disagree Fully disagree disagree 2 9 15 7% 30% 50% Somewhat Somewhat disagree Somewhat disagree disagree 1 7 7 2% 23% 23% 2 5 3 7% 17% 10% Bar chart shows that 50% executives are fully disagree with the statement that Him Chem follow any specific career development program. Q5.
Only 27% are not in the favor of statement. Q6. There are enough chances that you will get your seniors post in case if he/she retire or leaving? Institute of Management Studies Limited Him Chem . Q8. 20% are completely disagree with the statement and 7% are neutral on the statement. You think that your career is on greater possible high? Line chart shows that only 23% executives are fully agree with the statement that their career is on greater possible high. Only 75 are fully disagreeing on the statement and 7% are neutral in approach.Career Planning and Development 31 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. Q7. You are getting enough opportunities of development in your career in Him Chem? Responses Percentages Fully Somewhat Yes NeutralNo Fully agree Yes agree No disagree Responses 22 8 Responses 18 12 Percentages 73% 27% 7 2 40% 6 Percentages 11 60% 23% 37% 7% 20% Somewhat disagree 4 13% Pie chart shows that 73% executives are agree with the statement that they are getting enough opportunities of career development in Him Chem.
Career Planning and Development 32 Pie chart shows that 60% executives are fully agree with the statement that they will get the post Fully Fully agree agree Somewhat Somewhat agree agree Neutral Neutral Fully Fully disagree disagree Somewhat Somewhat disagree disagree Responses Responses Percentages Percentages 7 10 23% 33% 8 13 27% 43% 3 2 10% 7% 8 2 27% 7% 4 3 13% 10% of their senior in case they retire or leave the job. Q10. You think that conflict with your boss doesn’t affect your career planning and development orientation in Him Chem? Institute of Management Studies Limited Him Chem . Q9. 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. Before such succession you will get adequate training? Bar chart shows that 23%.
Career Planning and Development 33 Doughnut chart shows that only 7% executives are fully disagree with the statement. 33% are agreeing with the statement and 7% are neutral in approach. They thinks that conflict with their boss doesn’t affect their career orientation in Him Chem. Q11. You agree that such programs increase your efficiency and commitment towards Him Chem? 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. You think that you not need to change your employer? Fully agree Fully agree Somewhat agree Somewhat agree 8 27% 9 30% Neutral Neutral Fully disagree Fully disagree 9 30% 2 7% Somewhat disagree Somewhat disagree 4 13% 3 10% Responses Percentages Responses Percentages 6 20% 15 50% 3 10% 1 3% Pie chart shows that 20% executives are in the favor of the statement and 30% are fully disagree with the statement. Institute of Management Studies Limited Him Chem . Q12.
50% executives are fully satisfied with their competencies in Him Chem. 2. 13% executives are fully agree with the statement that Him Chem compensate them for their efforts for career development. 8. 4. 50% executives are fully disagreeing with the statement that Him Chem follow any specific career development program. 23% are fully disagree and somewhat disagree respectively. 87% executives are aware about objectives towards their career in Him Chem. 3.Career Planning and Development 34 CHAPTER: 8 FINDINGS A) FINDINGS OF THE STUDY 1. 17% are somewhat agree and 30%. 20% are completely disagree with the statement and 7% are neutral on the statement. 3% are neutral and dissatisfied respectively. 7. 6. 73% executives are agreeing with the statement that they are getting enough opportunities of career development in Him Chem. 35% are neutral in approach and 0nly 10% are agree with the statement. Institute of Management Studies Limited Him Chem . 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. 3%. 5. 77% executives are fully agreed with the statement that in Him Chem there are many chances to learn through job rotations. 23% executives are fully agree with the statement that their career is on greater possible high. Only 75 are fully disagreeing on the statement and 7% are neutral in approach. 30% are somewhat satisfied. Only 27% are not in the favor of statement.
50% executives are fully agreed with the statement that such programs increase their efficiency and commitment. 23%. 7% executives are fully disagreeing with the statement. Institute of Management Studies Limited Him Chem . 11. 33% are agreeing with the statement and 7% are neutral in approach. 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. 10. 12. They thinks that conflict with their boss doesn’t affect their career orientation in Him Chem. Only 7% and 10% are fully disagree and somewhat disagree on the statement. 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.Career Planning and Development 35 9.
Career Planning and Development 36 SECTION: F CHAPTER: 9 SUGGESTIONS CHAPTER: 10 LIMITATIONS Institute of Management Studies Limited Him Chem .
Career Counseling: . may be stress and frustration etc.Career Planning and Development 37 CHAPTER: 9 SUGGESTIONS A) RECOMMODATIONS AND SUGGESTIONS 1. 1. organizations can use bulletin board displays. Institute of Management Studies Limited Him Chem . 43% executives are on risk that is they may feel to leave the job. identifying areas for professional growth. 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. company publications. 2. abilities and knowledge.Career Counseling helps employees in setting directions. reviewing performance.The assessment centers evaluate the people regarding their ability to certain jobs. The managers need identify career paths and succession paths. 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. Management should provide job information to employees through proper communication like posting the jobs. This information should be made available to all. 4. Need to make the provisions to compensate employees for their efforts for improving their competencies. and So that employees can easily find out that what they need to do next. Now organization need to counsel them that how they can deal with such situations. electronic billboards and other similar means. This technique helps to identify the available skills. For example: Assessment Centers: . The reasons that are given by them are like their family problems.
3. 1. Lack of Comparative Data for Interim Comparison Interim comparison of Him Chem with other companies has not been done due to nonavailability of data regarding other enterprises in the same field related to Career Planning and Development Programs. Possibility of error in analysis of data due to small Organization as well as small sample size There 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. Lack of Confidential Data The 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.Career Planning and Development 38 CHAPTER: 10 LIMITATIONS A) LIMITATIONS OF THE STUDY 1. Institute of Management Studies Limited Him Chem . This became the limiting factor to get thoroughly familiarity with entire organization and Career Development Programs. Limited Time I have allotted a limited time period for study. 2.
It motivates and inspires employees to work harder and keeps them loyal towards the organization. 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. Employees also prefer sound compensation as well as proper training. 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. to get the overall knowledge about actually what the career planning and development is?. Thanks. the scope of such programs in textile industry with specific reference to Him Chem etc. 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.. which not only important for an employee and employer. But for the student also like me to select my career.Career Planning and Development 39 CONCLUSION Career planning and development programs as we find from the study plays crucial role in employee as well as organizations development. 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. Institute of Management Studies Limited Him Chem . my objectives of the study. So for conclusion. Career planning is an integral part of every organization. Conclusively that was worthwhile to choose such topic as project. need to be handling the careers of most valuable asset that is the People.
Somewhat dissatisfied Q3. You have clear objectives towards your career in Him Chem? I. Your survey responses will be strictly confidential and data from this research will be reported only in the aggregate. you can withdraw from the survey at any point. Somewhat agree III. Neutral IV. It will take approximately 5-7 minutes to complete the questionnaire. Fully agree ( ( ( ( ) ) ) ) Him Chem II. It is very important for us to learn your opinions. approximately 20% people will be asked to complete a questionnaire/schedule that includes questions about Career planning and Development programs in Him Chem. However.Career Planning and Development 40 Questionnaire on Career planning and Development programs in Him Chem. Khera Hello Respondent.com. Your participation in this study is completely voluntary. There are no foreseeable risks associated with this study. if you feel uncomfortable answering any questions. Him chem follows a specific career development program for career planning & development? I. Sukhdeep Singh at 9459242812 or by e-mail at singhmbahr@gmail.:Designation:- Q1. Your information will be coded and will remain confidential. In this survey. Fully dissatisfied V. it will be worth to note that survey is conducted for academic purpose only and not to be used for some other organizational purposes. You are invited to participate in our survey [On Career planning and Development programs in Him Chem]. skills)? I. Somewhat satisfied III. Please start with the survey now:Name (optional):Deptt. Yes ( ) II. No ( ) Q2. Fully satisfied ( ( ( ( ( ) ) ) ) ) II. Fully disagree Institute of Management Studies Limited . If you have questions at any time about the survey or the procedures. Thank you very much for your time and support. Neutral IV. You are satisfied with your competencies (knowledge. you may contact me.
You think that your career is on greater possible high? Fully agree II. You are in your late career stage (retirement stage)? I. You are getting enough opportunities of development in your career in Him Chem? I. There are (in Him Chem) many chances to learn through job rotations? I. Somewhat agree III. No ( ) Institute of Management Studies Limited Him Chem . Fully agree II. No ( ) Q11. There are enough provisions of benefits after retirement (other than statutory)? I. Neutral IV. Don’t know IV. Q7. Fully disagree V. Yes ( ) II. Somewhat disagree Q6. Fully agree II. Yes ( ) II. IV. Agree III. Fully disagree V. Fully disagree Q9. How many Promotions you got till date? One Two More than two No any Q8. Somewhat agree III.Career Planning and Development V. Somewhat disagree Q5. Disagree V. Yes ( ) No ( ) If no. III. Him Chem compensate you for your efforts for career planning and development? I. Somewhat disagree 41 ( ( ( ( ( ( ( ( ( ( ( ) ) ) ) ) ) ) ) ) ) ) No ( ) Q4. Neutral IV. Yes ( ) II. I. II. ( ( ( ( ( ( ( ( ( ) ) ) ) ) ) ) ) ) II. You are enjoying seniority and feeling enough valuable in Him Chem? I. I. refer to question no 11 Q10.
Fully agree ( ( ( ) ) ) II. Fully disagree V. ……………………………………………………………………………………………… 2. Neutral IV. Others If others please specify: 1. Fully agree ( ( ( ( ( ) ) ) ) ( ( ( ( ( ( ( ( ( ) ) ) ) ) ) ) ) II. the reason being: I. Neutral IV. No ( ( ( ( ( ( ) ) ) ) ) ) Q13. Somewhat agree III. Neutral IV. There are enough chances that you will get your seniors post in case if he/she retire or leaving? I. Somewhat agree III. Somewhat agree III. Somewhat disagree Q16. Behavior of seniors IV. I. You think that conflict with your boss doesn’t affect your career planning and development orientation in Him Chem? I. You agree that such programs increase your efficiency and commitment towards Him Chem? I. ……………………………………………………………………………………………… Q17. You think that you not need to change your employere? Fully agree ) II. Family tensions ) II. Q15. Fully disagree V. Fully disagree V. Stressful job III. Before such succession you will get adequate training? Fully agree II. Somewhat disagree I. Somewhat disagree Q14. If disagree. 42 Yes ( ) II.Career Planning and Development Q12. Somewhat agree III. Neutral Institute of Management Studies Limited Him Chem .
Institute of Management Studies Limited Him Chem .Career Planning and Development IV. Fully disagree V. Somewhat disagree 43 ( ( ) ) Overall suggestions you want to give: …………………………………………………………………………………………………… …………………………………………………………………………………………………… …………………………………………………………………………………………………… …………………………………………………………………………………………………… …………………………………………………………………………………………………… ………… Thanks for your co-operation.
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