AMITY BUSINESS SCHOOL

SURVEY ON CAREER PLANNING

PSDA – 3

SUBMITTED BY:

Sakshi Goel (D-04)

Y. Nitya Reddy (D-09)

Mahi Aima (D-17)

Amisha Singh (D-18)

Ayushi Kandari (D-19)

Nimit Bansal (D-32)

 INTRODUCTION

In the globalized and dynamic environment, organizations face various

challenges to retain and compete in the global market. In human resource
management, career planning aims to identify needs, aspirations and
opportunities for individuals’ career and the implementation of developing
human resources programs to support that career. This should be considered as
an essential aspect of managing personnel and for obtaining optimum
performance from them. One should also appreciate that achievement of
organizational development, increased productivity and fulfilment of corporate
objectives can be possible only if the employees of the organization get a
feeling of satisfaction and achievement and feel part of that organization.

Normally, in all organizations, whatever may be their structure, employees have

aspirations to advance and grow in their organizations, and also a desire to
achieve a sense of fulfilment. Unless these aspirations and desires of employees
are taken care of the organization cannot taken to be higher levels of efficiency
and productivity. The strength and vitality of any organization depends on the
fact that whether its employees are convinced that they will also stand to gain
thereby, not only in financial and other tangible terms but also stand to gain
thereby, not only in financial and other tangible terms but also emotionally and
mentally. One way to achieve all this is a well throughout system of career
planning.

An important aspect of career planning is to establish the extent to which the

two parties (individuals and organizations) are responsible in this process. On
one hand, the individual is responsible for its development along the stages of
his life and, secondly, the organization involved in planning and development of
career helps to improve the organizational environment and enhance employee
satisfaction at work.
 LITERATURE REVIEW

 Research paper :1
Career Planning and Career Management as Antecedents of Career
Development: A Study; Nameirakpam Chetana1, Prof. (Dr.) A. K.
Das Mohapatra (2017)

The concentrate experimentally inspected the impacting of career

planning and career management on effective career development.
Further, the review reasoned that effective profession development is
reliant upon individual career planning and career management. An
effective career planning requires an agreeable reconciliation of the
necessities and yearnings of the workforce with the prerequisites of the
association by granting career management practices. Indian firms while
executing career development projects should zero in on the arrangement
of both the significant parts of profession improvement, in particular,
individual profession arranging and Organizational vocation the
executives.

 Research paper:2
Career planning process and its role in Human Resource
development; ELIZA ANTONIU(2010)

This paper addresses specific questions on career planning, activity

which plays an increasingly representative role in the human resources
management. People were always concerned about choosing and building
careers to meet their needs and aspirations. From the company
perspective, the failure to motivate the employees by planning their
careers can lead to hinder the process of filling vacant posts, a decrease of
 the staff involvement and an inappropriate use of the money allocated to
training and development programs. From the employees’ perspective,
the lack of career planning can lead to frustration, feelings of not being
appreciated by the company and non-identifying the right position leads
to the need of a job change and / or the company.

 Research paper:3
Impact of Individual Career Planning on Employee Career
Development: A Study of Banking Sector(2015)

This paper enquires the influence of individual career planning on

employee career development particularly. In order to encourage
practices such as individual career planning and to boost up employee
career development holistically it is essential to create awareness
regarding the significance of human resource capital in growth of an
organization. Organizational career planning is also a significant factor
triggering employee career development which may be brought under
consideration for preceding research attempts.

 Research paper:4
Empirical study on understanding impact of career planning on
career development; Dr. Shalini Shukla

In This Research work , we have tried to understand the relationship

between Career planning on achievement of career development. The top
five challenges highlighted in the study are gender biasness, work-life
balance, equal pay, children, and career. The majority of Respondents
 advocated for the need of various corporate training and programmes,
viz., Career planning/ and Development programmes, work-life balance
workshops, introducing diversity programmes. Mentorship and coaching
programmes are gaining popularity in organizations. Lately, employers
have noticed productivity increase in employees who are registered under
these programmes.

OBJECTIVES

 Career planning is a continuous process for enhancing the future of an

individual by encouraging him/her to explore more in what is good for
them and choose a right pathway for their occupation, career, and
betterment of the organization.
 To study in detail and understand the importance of career planning for
employees at an organization.
 To develop awareness about career planning at organization.
 To enhance the talents and team building among the employees.
 To know about employees needs and know what more can be done.

RESEARCH METHODOLOGY

The study of the report is both qualitative and quantitative approach of research
methodology. The primary data is obtained by conducting a survey on career
planning. The survey helps us in identifying importance of career planning for
the employees of an organization, their thoughts on career options and their
satisfaction at the current workplace of the organization. Also, the current
covid-19 pandemic has made career planning more important for the employees
and their improvements. The secondary data has been researched through the
research papers, online journals, articles, and social media.
 DATA ANALYSIS

A total of 10 questions were asked in survey to understand the people

perspective regarding career planning and their opinion about their organization.
Questionnaire consisted of 8 objective questions on career planning and 2
demographics questions understanding their current designation and sector in
which they are working.

Questions

1. Gender

Out of 45 respondents, 33 were Male and 12 were female.

2. What is your current designation ?

3. In which sector you are currently working ?

Majority of the respondents for this survey are from IT industry but it
includes majority of the sectors present out there. For ex- Healthcare,
Banking, Construction, FMCS, Retail Real Estate etc.
4. How satisfied you are with your current job ?
 According to the responses received a total of 64.4% respondents are
satisfied with their current job, only 6.7% are dissatisfied with their
current job and none of the people are highly dissatisfied.

5. Are you looking forward to change in the current job position?

20 out of 45 responders are looking forward to changing their current job

position.
6. Are you planning to enhance your workskills and upgrade your job
profiles as soon as possible ?

73% of the respondents are planning to enhance their workskills and

upgrade their job profiles as soon as possible. From which we can infer
that they are out their looking for opportunities and want to change job.
While 22% respondent that as of now they are satisfied with their profile
and not looking to upgrade as of now.

7. How satisfied are you with your future prospects in the company?
 21 respondents are Satisfied with the future prospects in the current
company, while 15 respondents marked that they are neutral in this aspect
which means they are still figuring out what will be their future. 4 and 1
respondents respectively are Dissatisfied and Very Dissatisfied with their
future prospects and must be looking for other opportunities.

8. Is your organization dedicated to your professional development?

44% and 27% of the respondents agree and strongly agree respectively
that their organization is dedicated to their professional development.
Approx. 32 respondents are agreeing with the statement from which we
can infer that majority of the organizations not only focuses on the
business growth but also, they are focusing on their employees to enhance
their professional development.

9. Are you pleased with the career advancement opportunities available

to you at your organization?
 21 and 6 people respectively Agree and Strongly Agree that they are
pleased with the career advancement opportunities available to them at
their current organization. While 7 respondents Disagree that their
organization offer career advancement opportunities to them, and 11
responders prefers to stay neutral for this.

10. How often do you think about changing jobs?

40% of the respondents rarely think about changing job which means
they are satisfied with their job profile and career opportunities and only
4% of the respondents Never think about the changing jobs. We can infer
that 29% of the respondents are the people who regularly thinks about
changing jobs and looking for different opportunities. The reason for the
same can be many for like they are not happy with the future
opportunities for them at their current organization or their organization
may be not focused on their development.

Conclusion
Effective career development is dependent on individual career planning and
career management. An effective career development requires a harmonious
integration of the needs and aspirations of the employees with the
requirements of the organization by imparting career management practices.
Indian firms while implementing career development programs should focus
on the alignment of both the important aspects of career development,
namely, individual career planning and Organizational career management.

Career decisions are highly influential on growth and success of an employee,

according to the data received 71% of the sample agree that their organization is
dedicated towards their professional development, which is a very high
percentage, as this sample covers majorly all sectors. Focusing on employee’s
professional development can help organization in high retention rate. 21
respondents believe that they are happy with the future prospects that are
available to them at their current organization which may include promotions,
learning opportunities or other responsibilities. An organization which wants to
excel in their sector should always focus on the advancement of their current
workforce. The more their employees grow skill wise the more their business
will prosper. 27 respondents are pleased with the career enhancement
opportunities at their respective organizations.

Career planning is effective when the organizations use fully the skills and
knowledge of their employees and they are motivated to achieve maximum
performance and be satisfied with their work, which helps the organization to
achieve its objectives.

References
 Career Planning and Career Management as Antecedents of Career
Development: A Study; Nameirakpam Chetana1, Prof. (Dr.) A. K. Das
Mohapatra (2017)
https://www.researchgate.net/publication/319987651_Career_planning_a
nd_career_management_as_antecedents_of_career_development_A_stud
y
 Career planning process and its role in Human Resource development;
ELIZA ANTONIU(2010) https://core.ac.uk/download/pdf/25868578.pdf
 Impact of Individual Career Planning on Employee Career Development:
A Study of Banking Sector(2015)
https://www.academia.edu/28638967/Impact_of_Individual_Career_Plan
ning_On_Employee_Career_Development_A_Study_of_Banking_Sector
_of_Karachi_Naima_Navaid_2_Samreen_Lohdi_Jinnah_University_for_
Women
 Empirical study on understanding impact of career planning on career
development; Dr. Shalini Shukla
https://papers.ssrn.com/sol3/papers.cfm?abstract_id=3907706
 www.wikipedia.com
 https://hbr.org/topic/career-planning