APROJECTREPORT

ON

TO STUDY THE CAREER PLANNING AND DEVELOPMENT OF

EMPLOYEES IN PUBLIC BANKS
AT

THINKNEXTTM
INNOVATIONATEVERYSTEP….

ISO9001:2008CERTIFIEDCOMPANY

“THINKNEXTTECHNOLOGYPRIVATELIMITED”
SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENT FOR THE

AWARD OF DEGREE OF

BACHELOR OF BUSINESS ADMINISTRATION

DEPARMENT OF BUSINESS ADMINISTRATION

NSCBM GOVT COLLEGE
HAMIRPUR (HP)

SUBNITTEDTO:- SUBMITTEDBY:-

DR.BHANU PRIYA AVANTIKA SHARMA

ROLL NO :-5210360016
 GUIDANCE CERTIFICATE

This is to certify that the project report entitled “career planning and
development” at THINK NEXT Technologies private limited” is an original work of
AVANTIKA SHARMA submitted in partial fulfillment for the award of the“ bachelor
Degree Of Business Administration” .This report has been not submitted earlier
either to this university or to any other university/institution for the fulfillment of
the requirement of a course of study.

SIGNATURE OF TRAINER SIGNATURE OF STUDENT

 DECLARATION
I AVANTIKA SHARMA undersigned hereby declare that the project
report entitled “CAREER PLANNING AND DEVELOPMENT”.

With reference to Think next Technologies Pvt. Ltd., written and submitted by me
to the BACHELOR OF BUSNINESS ADMINITRATION OF NSCBM GOVT.
COLLEGE HAMIRPUR (HP) in partial fulfillment of requirement for the degree
of Master of Business Administration under the supervise and guidance of
DR.BHANU PRIYA project guide, Think NEXT Technologies Pvt. Ltd.

I further declare that report title “CAREER PLANNING AND DEVELOPMENT“ is my

own original research work and this has been submitted to University/Institute
for the award of professional degree.

AVANTIKA SHARMA
 ACKNOWLEDGEMENT
Amongst the wide panorama of people who provide me the inspiration, guidance
and encouragement, I take this opportunity to thank those who gave me indebted
assistance and constant encouragement for completing this project.

I would like to thanks Miss Shivani Nayyer, HR Executive of Think NEXT

Technologies Pvt. Lmt., Mohali for his continuous help in completion of this
project. She is motivated to me and was available whenever his assistance was
sought. She was actively involved throughout the project and was also kind
enough to tell me the strengths and weakness and how I could improve myself to
face the corporate world. Without his support the completion of this project
would be impossible.

I would like to extand my thanks to all the employees/ staff of he Think NEXT
Technologies Pvt. Ltd. , Mohali for their support

Thanking you All

AVANTIKA SHARMA
 PREFACE
I feel delighted and honored to present my report on “career planning and
selection” at Think NEXT Technologies Pvt. Lmt., Mohali. The first task for me was
to know about the concept on which my project is based. Then I had to set
criteria, on the basis of which the above concept was valued. The factors, on the
basis of which the research had been done, analyzed, evaluated and then
presented. The data was collected for eachof theparameter found responsibleto
study the “career planning and selection” at ThinkNEXT Technologies pvt. Ltd.,
mohali. In the organization now a days when efficiency, effectiveness and
performance of the employees isof grew importance to the Organizations. As the
time was limited, so there is a possibility that some matters might not be taken
into consideration, but every effort has been done from our side to include every
necessary parameter and include every information. I gathered information from
various sources available.
 TABLEOFCONTENTS
 Company profile
 Introduction of career planning and development
 What is career planning and development
 Nature of career planning
 Aims and objectives of career planning
 Purpose of career planning
 Steps involved career planning
 Importance of career planning
 Factors affective career planning
 Relation between career planning and development
 Stages of career planning
 Scope of career planning
 Advantages of career planning
 Disadvantages of career planning
 Types of career development
 Factors influence career development
 Benefits of career development
 Advantages of career development
 Disadvantaged of career development
 Suggestions
 Conclusion
 References
 CHAPTER1
COMPANYPROFILE

TM
THINKNEXT
Innovationat every step….
ISO9001:2008CertifiedCompany
Think NEXT Technologies Private Limited is an ISO 9001:2008 certified software
development company founded in august 2009 and it is approved from Ministry
of corporate Affairs which deals in University/College/School ERP Solutions,
Android/IPhone applications development, web designing , web development,
Discount Deals, Bulk SMS, Voice SMS, Bulk Emails, Biometric time Attendance,
access control, SEO/SMO, Database solutions, Payments Gateways Integration, E-
MailIntegration,IndustrialTraining,CorporateTrainingandPlacementsetc.Think
NEXT Technologies provided software solutions using latest technologies e.g.
Smartcards ,NFC, Biometrics ,GPS, Barcode, RFID, SMS, auto SMS,
(shortcode) android iphone, web, windows and mobile based technologies.

Think NEXT has wide expertise in .NET, Crystal Reports, java, PHP, Android,
iphone, databases(Oracle and SQL server),Web Designing, Net working, Web
Server configurations, various RAID levels etc.

Think NEXT Technologies has also setup its offices in USA, Delhi, Shimla and
Bathindaforitssoftwaresupport.ThinkNEXThasitsownmultipleSmartCards printing,
encoding and barcode label printing machines to provide better and effective
customer support solutions.
Think NEXT has also setup its own placements consultancy and is having
numerous placements partner companies to provide best possible placements in
IT industry.

Think next technologies has developed for the first time in northern region cloud
computing based cloud campus 4.0 to facilitate knowledge and placements
centric services. It is unique for effective and collaborative learning.

1. Think NEXT deals exclusively in campus automation through Smart Campus

automation through smart campus ERP Solutions .Therefore we have better
experience in handling large group of institute through proper time- based
policies and procedures.
2. First Company of India who has Launched NFC Technology(The Future)for
smart campuses through NFC smart cards.
3. First company of India who has launched android version of smart campus
ERP solutions for mobiles and tablet PCs.
4. First Company of India who has developed SMS Opt- in technology so
that institute/Colleges can send Transactional SMS sender ID and without
SMS Template approval.
5. First Company of Punjab, Haryana, Himachal, J&K (Northern region) who
launched Smart Cards ( CONTENT TYPE), Smartcards(contactless)in
Punjab for campus automation.
6. First company of India which has launched its think NEXT smart cardsas
discount cards in more than 120 enterprises.
7. Establishedownmultiplesmartcardsdesigningsmartcardprinting,smart card
lamination and oyster barcode printing units.
8. Multiple SMS gate ways support.
SERVICES:-
We provide software solutions using latest technologies or features:

 NFC
 Biometrics(Finger print with Automated online)
 Smart cards
 Barcode
 RFID
 SMS
 Shortcode56767(Auto SMS)
 Android
 Ions (phone)
 GPS
 WAP(for WAP enabled mobile phones)
 Multiple SMS Gate ways Support
 Web based Technologies(365x24x7services)
 Mobile based technologies window based technologies
 Web cam support for various operations
 Parallel internet, internet and Wi-Fi support

Vision:
Technologies Pvt. Ltd. Are already very flexible and scalable. Still, we always take
care of specific requirements of our clients. Our highly committed R&D team
makes our software features rich, dynamic and future tuned everyday so that our
clients always maintain the lead over their competitors. The development of the
software is being done and the purpose full customization of the package is
carried out in the think next lab.
Mission:-
Think next is pioneer in smart campus ERP solutions for
Universities/Colleges/schools using latest technologies and features. We provide
software solutions using .NET, PHP, Android, iPhone , Java technologies support.
We provide back-end solutions using MS SQL Server, oracle and my SQL.

Quality Policy:-
We have wide experience working with eminent educationists, managements,
directors, principals, and head of departments other staff members, parents and
students. Therefore we do not sell only software modules but an innovative
system which has more important than jut ERP software modules.

Today smart campus solutions are a need of hour for every University/Group of
collegesoraninstitutiontomakeedgeoverothersandmaintainaleadovertheir
competitors. Our Research and Development team is committed to make your
institute to maintain lead over their competitors.

More Services:
 Think next offers various industry-ready programs so that student needs
not to struggle for jobs. Think next offers 6 weeks/ 2 months/ 6months
training programs to make students industry.

Think next is pioneer in providing best placements in industry. We offer minimum

five job interviews for each student and provide 100% placements Assistance.
  Think next offers life-time validity learning and placements cards. Students
undergoing six months training will have advantage to learn free of cost
anything against that training program for life-time.
 Think next offers part-time /full time job offer for each student during
training so that students can earn while they learn. Student can bear
heir food, accommodation and other expenses on.

MANAGEMENTOFTHINKNEXTTECHNOLOGIES PVT.LTD.

BOARDOF DIRECTOR
 MR. Munish Mittal
 Mr. Ghansham Das

MANAGINGDIRECTOR
 Mr. Munish Mittals

MARKETINGHEAD
 Miss Rupinder Kaur

ITHEAD
 MP singh
SOMEOFOURCLIENTS:

PunjabUniversityPatialaPUNJABTACHNICALUNIVERSITY

GAINIZAILSINGH

COLLEGEOFENGG.&TECHREGIONALPOLYTECHNICCOLLEGE
 SASGrpupofInstitute

SHEEDUDHAMSINGHGRO OF

INSTITUTE
BISGROUPOF INSTITUTE

BHAI GURDAS GROUP OF GURUNANAKDEVDENTDENTAL

INSTITUTE COLLEGE AND RESEARCH INSTITUTE

GURUKASHIUNIVERSITY
BR MAHENDRA POLYTECHNIC GOVT.MAHINDRACOLLEGE

COLLEGE
ARORACLASSES
BATHINDA

SatlujSpintexltd Bathinda

PLACEMENTS
CompanyList
INDUSTRIALTRAINING
6Months/Weeks Industrial Training Programs

 Microsoft. NET
 Android
 I Phone
 Java
 PHP/My SQL
 Web Designing
 Embedded System
 Auto CAD
 Online Bidding(Freelancing)
 Oracle/ SQL Server Administrator
  Software attesting and Quality Assurance
 Hardware & Networking
 CCNA
 MCITP
 SEOAND
 CATIA
 Pro-E
 Solid Works
 Human Resources
 Marketing
 Finance
 (Free Spoken English/Personality Development /IELTS Classes on daily basis
with industrial Training + Job Offer)
 One to one project and project will be made live and to make it Live, Think
NEXT will provide sub-domain and hosting worth Rs. 3000 absolutely free to
each student for web based project. To host mobile apps, Think NEXT will
provide free Google play account (for android mobile apps) and apple iTunes
connect account (apple app store) for I phone apps.

ThinkNEXTEdge
 Industrial training and certificates from software /electronics Company
not just from an institute.
 Free interview preparation, spoken English and personality development
programmers.
 Opportunities to get placed Think NEXT and numerous other companies.
 Life-Time validity learning and placements cards
 Part-time full time job offer for each student during training.
 Think NEXT clouds campus advantages not only during training , even
after completion of training for life time.
  One-to-one PC and Corporate Environment.
 Learn from developers/Industry experts rather than trainers/Teachers.
 Direct interaction with developers/Industry Experts.
 Industrial training programmers are designed to make a student
industry ready.
 Large display LEDs in each classes Rom/Lab Wi-Fi labs.
 Guest lecturers/Seminars by industry experts.
 Every student is provided with “live projects” mentored by
software/electronics/industry experts.
 100%placement assistance.

ThinkNEXT Cloud Campus Advantages

 Each student will have unique use rid and password to login to think NEXT
cloudcampus4.0anytime…. Anywhere……..
View numerous technical, personality development videos anytime…..Any here……
 Student will be able to download e-Books, e-journals, class notes, important
links and other study materials.
 Think NEXT smart campus is a step towards not only 100% placements but
also better job offers even after placements.
 Student profile, instant technical updates, class notes, project report
submitted, attendance, performance, notice-board, class timing etc.
Everything online.
 Communication with industry experts, technologies through cloud campus
anytime…..Anywhere…..
  Regular SMSes and E –mail for related job offers.
 Access through PCs ,laptops, tablet, PCs, mobile via internet.

INTRODUCTIONOFTHETOPIC

CAREERPLANNING AND DEVELOPMENT

Career planning and development is a continuous process of learning from your
experiencesandmovingforwardinyourlife.Itassistsyouindeterminingwho you are
and where you want to go in life. Consider where you want to be at the
conclusion of the year. Do you enjoy the industry in which you work? What are
you interested in learning more about? In order to analyze your status and goals,
career planning and development is a vital procedure for continuous growth and
learning.

Knowing your objective is vital, but knowing how to get there is even better. If
you are looking for assistance with career planning and development, here are
some important insights and recommendations to keep in mind.

INTRODUCTION

Meaning of Career: -
A career has been defined as the sequence of a person’s experience son different
jobs over the period of time. It is viewed as fundamentally a relationship between
one or more organizations and the individual. To some career is a care fully
worked out plans for self-advancement to others it is a calling-life role to others it
is voyage to self-discovery and to still other it is life itself. A career is a sequence
of positions/jobs held by a person during the course of his working life.

According to Edwin BFilippo.” A career is a sequence of separate but related

work activities that provided continuity. Order and meaning to a person’s life”.

According to Garry Dressler’s. “The occupational positions a person has had over
many years”. Many of today 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.

What Is career Planning and Development?

Career planning
A career is defined as a sequence of jobs in a person’s life. Career planning is
defined as the process of extensively planning your career goals, your abilities,
and assessing your opportunities. For instant, if your career goal is to become a
scientist in NASA you will have to map out a plan to get there. Career planning
and development is an important part of growing professionally and in a
systematic manner. In other words, it can be said that career planning is the
process of determining which professional route is most suited to your
personality, interest, and goals. If you currently have a job that you enjoy, you
may utilize the career planning process to create short- and long –term objectives
for what you want to accomplish in the next five, ten, or twenty years. You might
also consider your alternatives and decide to change careers.
A career planning system coordinated within an organization’s staffing system
fosters a well- integrated mechanism for meeting the present and future HR
needs of an organization. The system is designed to enhance the
careersatisfactionofemployeesandtoimprovetheorganizationaleffectiveness.

Davis defined various terms of career planning as give nunder:

1. Career goals are the future positions one strive for as a part of a career.

2. it’s a process by which one selects career goals.

3. A career path is the sequential pattern of jobs that form a career.

4. Through career development one can achieve a personal career plan.

Career Development
Career development is an ongoing process. Once you have set certain goals for
yourself you can start working on career management. Career development can
help you keep track of where you see your self in your career trajectory in order
to achieve growth, sustainability, new skills, constant learning in your career,
career planning, and development.

Career development is the progression of short-term steps taken to achieve long-

term professional goals. It involves the building of role-specific skill sets, and can
include taking night classes, networking, seeking out a mentor and taking on new
responsibilities in your current job. Effective career development requires a
thoughtful approach: decide on a career goal, and then map out the experience,
competencies and connections you’ll need to get there.
Note: - Career management includes all aspects of development and planning.
Make no mistake about it: you are in command of your professional and
personal growth.

Nature of career planning and development

Following features, the nature of career planning:

1. Process– Career planning is not an event, rather it is a process of

developing human resources.
2. Dynamic– Due to the changes in the business environment, career planning
becomes dynamic in nature. Individuals change or update their career plans
according to the changes in the business environment.

3. Upward Movement– Career planning is concerned with the up ward

movement of the individual in his career and in the organisational hierarchy. It
aims on the development of career of the individual inside or outside the
organisation.

4. Mutuality of Interest–Career planning fulfils the interest of both, the

individuals and the organisation. Through career planning, an individual is able to
fulfil, his career needs and aspirations. Further, career planning helps in
developing the human resources in the organisation who better contribute their
efforts for the achievement of the overall organizational goals.

5. It is not an end in itself but a means of managing people to obtain results.

6. It is the responsibility of an organization to provide guidance and

counselling to its employees in planning their careers and in developing and
utilizing their knowledge and skills.

Aims and Objectives of career planning and

development
Career planning aims at matching individual potential for promotion and
individual aspirants with organizational needs and opportunities. Career
planning is making sure that the organizational has the right people with right
skills at the right time. In particular in indicates what training and development
would be necessary for advancing in the career path or staying in the current
position.its focus is on future needs and opportunities and removal of
stagnation, obsolescence, dissatisfaction of the employees.

Objectives of Career Planning and Development

The following are the primary goals of career planning and development:
 1. To attract retain right type of person in the organization.
2. To achieve higher productivity and organizational development.
3. To improve employee morale and motivation by matching skills to job
requirements and by providing opportunities for promotion.
4. To raise awareness of each employee’s uniqueness.
5. Recruiting skilled personnel for the company.
6. To develop appropriate coping mechanisms for dealing with
disputes, emotions, and stress.

Purpose of career planning and development

The term ‘career’ indicates all the jobs which an individual has held during his
working life. In an organization, career planning of employees reduces the
possibilityofattrition.Careerplanningisaprocessthatfixesthecareergoals and lays
down the path to meet the goals, and provides answers to questions, ‘where shall
I be after 5, 10, or 15 years?’

The purpose of career planning is to provide continuity, order, and meaning to a

person’s work life. It is not an event or an end in itself. It tells the
employees/prospects about ways of advancing in the company. Career aims to
integrate an individual’s and an organization’s goals.

Traditionally, doctors, engineers, lawyers, ministers, statesmen, musicians, and

the like, were considered to have their respective careers. However, at
present, the concept of career has been extended to include others’ work-
related roles too. There are a number of commonly held views with regard to a
career. A career does not necessarily imply upward mobility. Doctors and
lawyers do not lead to progression up a hierarchy
 Many people spend their entire working life in a single organization; many
others are highly mobile, and pursue their careers indifferent organizations.
While one person may aspire to earn money in his career to lead a lavish
lifestyle, another may find the earning just enough to lead his life. Individuals
are akin to career events differently.

The career planning system manifests its importance in attracting competent

people, providing suitable promotional and advancement opportunities,
providing challenging work, enabling to develop, boosting morale, increasing
motivation, utilizing managerial reserves, and In retaining the talents. Career
progression refers to making progress sin one’s career through a series of right
moves. Career development means actions undertaken by a person to achieve
the career goals.

Career counseling is the process of advising employees on setting career goals

and assisting them to find suitable career paths. Career counselling helps
employees to understand their careers more clearly, identify strengths and
weakness , develop outlook, achieve and enjoy greater satisfaction, and realize
the forces and dynamics in the career operating system. A career develops in
various stages and follows multiple paths.

It is a fact that career plans bring innumerable benefits to the organization and
to the individual Employees.

To make it effective, the following steps may be adopted:

(i) Support–It should be supported by the top management

(ii) Goals –Corporate goals must be clear in order to prepare the appropriate
goals for HR;
Reward the Performance–Appropriate rewards for people who show their efficiency
helps the employee to put his/her optimum efficiency at work;
(iii) Placement–Employees must be properly placed to use their talents;

(iv)Career Paths – Career paths for different categories of employees must be

laid down clearly;

(v) Continuous Tracking – Continuous career planning, by accommodating the

changing needs of the organisation and individuals, ensures proper career
movement.

(vi) Publicity – Every individual employee should be aware of the career

opportunities available within the organisation.

The career planning process involves the following

steps:
1. Identifying Career Aspirations:

Most individuals are confused about their career aspirations, objectives and
goals. Individuals must consciously attempt at exploring work experiences to
understand their career aspirations. Sometimes organizations may take lead in
this by organizing workshops, etc., but in case the organization does not initiate
any intervention, the employee must proactively seek some assistance.

Downloading free material from the internet, networking with professionals in

the field and soliciting their suggestions, reading up latest career related
information through magazines, undertaking psychometric tests to understand
one’s aptitude and acumen are few of the many things employees can do to
understand career aspirations.

2. Analysing Career Opportunities:

Once an employee opens up to the organization by confiding about his/her

personal and professional aspirations, the organization, usually the HR
department needs to work on a realistic career plan for a lilts employees. HR
departments need to communicate with the employees, possible up ward
mobility assuming superior on the job performance.

For e.g., a management trainee can move on to become an assistant manager

and then a general manager before becoming the director of the division. All this
could take the candidate anything from ten to twelve years depending on his
talent and organizational needs.

3. Aligning Employee Needs to Available Career Opportunities:

Once employees are aware of their career aspirations and are comfortable in
sharing it with the organization and the organization has created career
opportunities in the system, the key challenge lies in aligning the two. This can
happen in two stages. The first stage comprises understanding the talent of the
employee.

Talent can be understood as competencies expressed through current

htbperformance levels and competencies for future roles that can be tapped into
through potential appraisals and assessment centres. The second stage is that of
creating interventions for employees for enhancing their competencies to make
them ready for future roles.These are often clubbed under the umbrella – Career
development interventions.

4. Review and Evaluation: Any managerial process is incomplete without

review an devaluation. The success or failure of such people heavy processes lies
in close monitoring and handholding. The process owner of such a system needs
to be diligent, meticulous, alert, dedicated and passionate about driving this.
Career planning cannot be of one size that fits all policies at the same time. It
can’t be so extensively customized on individual basis that it gets perceived and
interpreted as unfair. This very sensitive balance has to be struck through the
review stage of career planning.
STEPS INVOLVED CAREER PLANNING AND
DEVELOPMENT

1. Conduct a Self-Evaluation
Here are a few steps that can help you in career planning and development that
will help you grow in accordance with your interests and ambitions:

The first, and sometimes hardest, step in career planning is to make an informed
judgment about yourself and your goals. You must examine your personality,
strengths, limitations, values, interests, abilities, aptitude, and objectives in order
to do so. You can find out by making a self-evaluation list that contains the
following questions:

 What are the things that keep me going?

 What are some of my pet peeves?
 What are my strong points?
 What kind of life do I want?
 What type of work-life balance am I looking for?
 Is it better for me to work in an office or out side?
 What are my weak points?
 Do I have the traits of a leader?
 Do I have the ability to be innovative and enterprising?
 Is it possible for me to be a responsibilities?
 Is it possible for me to recover from failures and set backs?
 Is it possible for me to remain calm and attentive in difficult situations?
 Is it possible for me to relocate for the job?

2. Carry Out Career Research

Conducting career research is the next stage in your career planning and growth.
After you’ve determined your interests , aptitude, and capabilities, look in to
several sorts of occupations that could be a good fit for you. You may do this by
researching the many industries that interest you and compiling a list of the jobs
that are available in each. You may then study each job individually to learn about
the educational requirements, skills, training, and experience required for that
position. You can learn about the work duties, the work environment, and the
advancement chances accessible. You may also learn about the compensation
levels and benefits of the employment. It can also assist in determining the
benefits and drawbacks of that career.

3. Categorize your Career Planning and Development

You need to prioritize your skills, your interests, your flexibility, your challenges,
and your expectations from the job. If you can see yourself achieving your long-
term career goals in your current job then this is a part of career planning and
development. Once you are done sorting out all these things you will be able to
manage and analyze your career wisely.

4. Analyze Your Options for Career Planning and

Development
You can start by exploring your interests, career skills, ambitions, and abilities. Try
figuring out what job role will be best suited for you. Starts looking for
opportunities that can help you grow. Research well about the companies to find
out what they are expecting from their employees so that you can curate an
effective resume and application. You can start by doing internships and part-time
jobs to get an idea of the work environment.

5. Analyses Your Current Status

Is your current job giving you satisfaction and peace of mind? Career planning and
development does not mean mapping out your current career. It also means
exploring other fields that will provide you with better opportunities.

6. Developing New Skills

This is one of the most important aspects of career planning and development ;
if you have a deep understanding of a particular field you should probably
develop new skills that will accentuate your profile.

7. Channel Other Factors in your Career Planning

and Development
An important part of career planning and development is to consider other
factors which are beyond your personal preferences. Other factors may include
the demands of a particular field, how comfortable you are in managing yourself
with the context of that demand, does it require additional education or training,
and what are the challenges.

Importance of Career Planning and Development

Here are some of the vital benefits of career planning and development that one
should know about:

1. Career planning guarantees that there is a steady supply of

promotable personnel.
2. It contributes to increasing employee loyalty.
3. It ensures that top management is aware of the caliber and capacity
of personnel with the potential to advance.
4. It can always put together a team of employees that are ready to
handle any situation that arises.
5. Career planning helps to prevent labor turn over.
6. Every business plans for succession, with career planning as the initial
stage.
7. Career planning promo test he growth and development of employees.
8. It inhibits seniors’ unfavorable attitudes toward subordinates’ progress.
Factors Affecting Career and Career
Development
1) Which factors have influence for professional career?
We can find a lot of factors with direct and indirect influence for career and
career development. We can enumerate most demanding factors affecting job
career:

 Personality of employee
 Education, completed training and courses
 Behavior and self-presentation
 Job performance and evaluation of superior
 Performed job position
 Company situation
 Willingness to change performed job or employer

2) Personality of employee-factor affecting career

development
Employee's personality and motivation is necessary prerequisite for working on
certain job positions. Personality of employee and superior ideas about personality
profile for concrete job is one of key factor with the direct affect to career
development.

For typical example we can use job positions in management level. The employee
could be the great specialist, but the same person can be very bad boss or manager.

3) Education, completed training and courses

Adequate education, completed courses and training program s are one of basic
factor with direct influence for career and for promotion in organizational
structure.
In some companies it is very difficult for employee without university degree to
decide achieve advancement to major work and employee with university degree
has obvious advantage career development.

4) Behavior and self - presentation- factor affecting career

The behavior and the superior view of employee is sometimes more important than
job performance.

Employ must consider the career goals and for these goals and for proposed job
position must modify self-presentation and behavior in company.

5) Job performance and evaluation of superior-factor

affecting job career
Job performance and result attained at word should be one of the key factors with
influence for career and for advancement in within organizational structure.

But in company games they are not only job performance a work results as factor
affecting career development. Equally important and many times more important is
the superior view and evaluations of job performance. And superiors decide about
career progress of their subordinates.

6) Performed job position

Performed job position must be in accordance with career goals. If employee wants
to build specialist career in research area, he must find adequate job place in
adequate company, which allow him correct job and career development.

7) Situation at company- factor affecting career progress

Situation at company has significant influence for employee career. The employee
can have all prerequisites and assumptions for promotion, but situation at
company does not allow career development. Reasons for these conditions could
be different, for examples: well-qualified and well-evaluated persons on required
job positions or economic situations of company or market. In these states of affair
is almost impossible to reach of promotion.
 8) Willingness to change performed job or employer
Sometimes it is necessary to change job position, department or employers for
promotion or job career development. In the event that employer does not allow
career progress, employee has only one option- to search new job and change
employer.

Relation Between Career Planning and Development

Broadly, the term career is referred to an individual’s entire work life. In a narrow
sense, it can be defined as the succession of jobs and or ranks held by a person in a
particular organisation. An individual’s career begins with placement in a job and
ends with departure from the organisation, may be in form of retirement,
resignation or death. In between, the career progression consists of changing tasks,
tenure in various jobs, temporary or permanent promotions, transfers etc.

Career planning and development includes all those events that is happening to or
initiated by an individual affecting his/ her progress or promotion. It happens by
widening and/or changing employment possibilities and is characterized by
different and higher status, better conditions of service and increased satisfaction
with the job. It revolves round events and occurrences an individual goes through
while moving up the hierarchic ladder.

Career development is the process that enables an organisation to meet its current
and projected manpower requirement through provisions of career opportunities for
its employees. It aims at optimizing the effectiveness of human resources of an
organisation through planned development of their knowledge, set of skills and
potentialities for accomplishment of organisational objectives.

Career planning refers to planned and systematized progression of events and

development in the field of work or vocation of individuals during the employable
periods of their life for fulfillment of organisational objective with the individual
ambitions getting to the top. Career is intensely related and relevant to individuals.

Essentially career development is an integral part of the holistic human

resourcesmanagementofanorganisation.Itisconcernedwiththegrowthofbothindividu
als and the organisation. Individuals seek their total fulfillment with in the
organisation
and the organization in turn fulfills its charter of goals, only through its employees.
This mutuality represents a commonality of concern in the development of career.
Individual career and organizational careers are not separate from each other. for
which, it becomes imperative on the part of the organization to take the
responsibility of assisting their employees in career planning, so that both
individual and organizational goal can be met.

The basic character of career development is futuristic. For which, its policies and
programmers are devoted for tomorrow. It envisions distant horizons and is
multidimensional in nature. Broadly, all the functions of management and the
multi-tiered aspects of personnel policy and practices from entry in the
organization to the point of separation are very closely connected with career
development. Recruitment, probation, training, deployment, transfers, promotion,
motivation etc have a bearing on career development. Career development is
regarded as the ‘pivot’ around which the entire personnel management system
revolves. It links each stage, phase, event of individual’s work life and acts as the
‘buckle’ that fastens an employee to the organization. Career planning or
development is primarily ‘proactive’ in the sense that, it must anticipate future,
rather than be taken over by emerging situations.

Career planning and development stages

Exploration:-Almost all candidates who start working after college education
start around mid-twenties. Many a time they are not sure about future
prospectus but take up a organization, this stage is of no relevance because it
happens prior to the employment.

Guidance from parents and well-wisher:-Establishment this career stage

beings with the candidates getting the first job getting hold of the rights 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
because of lack of opportunities 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 opportunities candidates
will keep looking for more lucrative and challenging jobs else.

High exploration establishment mid career late career decline

LOW 25 35 45 55 66

AGE

STAGES OF CAREER PLANNING AND DEVELOPMENT

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 hand employees who are unhappy and
frustrated with the job, there is marked deterioration in their performance.
“climbers” must go on improving their own performance. Employees tend to
settle down in their “jobs hopping” is not common.
Late-career stage:-this career stage is pleasant for the senior employee who
like to service on the past glory. There is no desire to improve performance and
improve past records. Such as employees enjoy playing the role of elder state
person. They are expected to train younger employees and earn respect from
them.

Decline stage:-This career stage represents the completion of one’s career

usually coalmining in to retirement. After decades of hard work, such employees
who were cliber and achievers will find it hard to compromise with the reality.
Others may think of “life after retirement”.

SCOPE OF ORGANISATIONAL CAREER PLANNING:

The following activities/ areas are covered within the scope of organizational career
planning

a) HUMANRESOURCE FORECASTINGAND PLANNING:

Here, efforts will be made to identify the number of employees required in
future. In addition, the selection procedure will be adjusted with the
overall strategic goals of the organization.

b) CAREER INFORMATION:
Here, information relating to career opportunities (promotions, training for self
development, etc.) will be supplied to employees. Supplying career
information/opportunities has special significance as this motivates employees to
grow and reach to higher position.
c) CAREERCOUNSELLING:
Such counseling is next to supplying career information.
Career counseling is possible by senior executives through periodic discussions
with their subordinates. Such career guidance encourages subordinate employees
to take interest in certain areas where suitable opportunities of career
Development are available. It is a type of internal guidance and motivation
of employees for these lection of possible career
paths. Such counseling is needed when employees have to plan their
own careers and develop them selves for career progress.

d) CAREER PATHING:
Management now plans job sequences for transfers and promotions of their
employees. This makes transfers and promotions systematically with advance
information to employees. Career pathing creates suit able mental makeup of
employees for self-development.

e) SKILLASSESS MENTTRAINING:
Training is essential for career planning and also for
Manpower development. Along with job analysis, organizational and job
manpower requirement analysis should be undertaken by the management. This
prepares proper background for the introduction of career planning programmes
for employees.

ADVANTAGES OF CAREER PLANNING:

A properly designed system of career planning can provide the following benefits

i. Career planning helps an employee to know the

career opportunities available in an organization.
ii. Career planning encourages him to avail of the training and
development facilities in the organization so as to improve his
ability to handle new and higher assignments.
iii. Career planning involves a survey of employee abilities
and attitudes. It becomes possible ,therefore to group
together people talking on a similar wave length and place
them under supervisors who are responsive to that wavelength.
iv. Career planning anticipates the future vacancies that may
arise due to retirement, resignation, death, etc. at
managerial level. Therefore, It provides a fairly reliable guide
for manpower forecasting.
 v. Career planning facilitates expansion and growth of the
enterprise. The employees required to fill job vacancies in future
can be identified and developed in time.
vi. The career plan continuously tries to satisfy the employee
expectations and as much minimizes employee’s frustration.
vii. The efficient policies and practices improve the organization
ability to attract retain highly skilled and talent employees.
viii. Efficient career planning and development ensures the availability
of human resources with required skill, knowledge and talented.
ix. It satisfies employee esteem needs.
x. I the helps the organization identify Internal employees who
can be promoted.

DISADVANTAGES/LIMITATIONS OF CAREERP LANNING

The main problems in career planning are as follows

i. Some careers do not have scope for much advancement.
Employees cannot get promotions despite their career plans
and development in such jobs.
ii. Career opportunities to certain categories reach the decline
stage due to the influence of the technological or economic
factors. Solution for such problem is career shift.
iii. Business process reengineering technological change and
business environmental factors force the business firms to
Restructure the organization by and downsizing. Career planning
can become a reality when opportunities for vertical mobility
Are available. Therefore, it is not suitable for a very small
organization.
iv. In a developing country like India, environmental 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.
 v. Career planning Is not an effective technique for a large
number of employees who work on the shop floor, particularly
for illiterate and unskilled workers.
vi. 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.
vii. Systematically career planning becomes difficult due to favoritisms and
nepotism in promotions, political intervention in
Appointments and reservations of seats for

Types of career development

Two types of career development are:

 Formal career development. This includes short-term training programs,

education, certifications, workshops, or seminars that can help build skill
sets for a particular job or industry.
 Informal career development. This includes mentorship opportunities,
networking events, online courses, internships, and volunteering
experiences.
Explore both formal and informal methods to ensure you have updated
information relevant to your career journey.

Career development examples

These career development scenarios can give you a glimpse into different
career options and how they can develop in to your dream job:

1. Creative careers

 A graphic designer who starts in a small agency, gains competencies,

and opens their own studio
  A film maker who starts as a camera operator, networks with the
production crew, and works their way to become a film director or
producer
2. Technical careers

 A software developer who begins as a junior developer, earns

certifications, and becomes a lead developer
 A network administrator who starts as a support technician, gains
experience, mentor sunder the lead, and becomes a network architect
3. Business careers

 A sales representative who begins as an entry-level representative, learns

the ropes, takes business classes, and becomes as a les manager
 A Human Resources(HR)professional who starts as a recruiter, gains
experience, works with a business coach, and becomes a Chief HR
Officer (CHRO)
These are just a few examples of the many career paths available.

Factors influenced careered velopment

Career development is influenced by several factors and the way these factors
interact with one another. They are:
• Personal Characteristics: Personality type, interests and work-related values
all play a role in career development. You must pay close attention to these traits
when choosing a career. A thorough self-assessment will help you learn about
your personal characteristics and will allow you to find careers that are a good
match for you.
•Socio-Economic Factors: Socio-economic factors can be a barrier to career
development. Your financial situation, for example, may threaten to keep you
from attending college which may be necessary to purse a particular career.
Fortunately there are ways of overcoming barriers such as limited financial
resources, namely student loans, financial aid and scholarships.
• Physical and Mental Abilities: Some of us are better suited to some careers
than we are to others due to our physical and mental abilities and limitations. It is
important to find an occupation that makes the best use possible of your
abilities.
• Chance Factors: Chance factors are life events over which we have little or no
control. They can influence what careers we choose and how we progress in
them. An example would the need to support a family financially keeping you
from pursuing an advanced education.

Benefits of career development

Career development can bring you numerous benefits, including:

 Increased satisfaction. Career development can help you find

fulfillment by allowing you to pursue your passions and strengths.
 Higher earning potential. Developing new skills and gaining new
experiences can make you more valuable to employers.
 Improved performance. Career development can help you stay current in
your field and make you more effective.
 Greater opportunities for advancement: Career development can help
you move up the ladder or explore new career paths.
 Enhanced confidence. Pursuing career development can boost your
self-esteem, making you feel more capable.
 Improved work-life balance. Career development can help you create a
more fulfilling career.
By investing in yourself and your career, you can achieve greater success
overall.

Challenges
While career development can bring numerous benefits, it can also present
challenges, including:
  Limited opportunities. Career development can be expensive and
require resources that may not be immediately available.
 Lack of support. Employers may not provide support for career
development, such as time off or compensation.
 Difficulty in pursuing goals. It can be challenging to identify career goals,
determine how to reach them, or find the motivation to pursue them.
 Balancing career and personallife. Pursuing career development can be
time-consuming and demanding.
 Staying current. Keeping up with the latest trends in your field can be
challenging, requiring continuous education.
 Overcoming self-doubt. Pursuing career development can be
intimidating, and many people struggle with their own lack of
confidence.
When you acknowledge these potential challenges, you can be better
prepared to overcome them and reach your goals.

Significance/Advantages of career development

i. It reduces employee turnover by providing increased
promotional avenues.
ii. It improves employees’ morale and motivation.
iii. It enables organizations to man promotional vacancies internally,
thereby reducing the cost of managerial recruitment.
iv. It ensures better utilization of employees’ skills and provides increased
Work satisfaction to employees.
v. It makes employees adaptable to the changing requirement of
the organization.
vi. It reduces industrial disputes related to promotional matters and there
by provides opportunity to the organization to sustain harmonious
industria...
 Disadvantages of career development
Career-development programs exist in high schools, colleges and businesses.
The goal of career-development programs is to help you identify your career
objectives. A development program also spells out the actions or activities you
will do to meet your objectives. You may choose a college major or take
certain coursework to give you the knowledge you need for a specific career.

In the workplace, a career-development program may involve mentoring,

shadowing and special assignments. A special assignment is short-term and
involves taking on advanced or additional responsibilities. Understanding the
possible disadvantages of professional development programs will help you
design one that works for you.

i. Uncertainty of Future Career Path

Despite the best-laid-out plans, no one is able to guarantee a successful
outcome of a career-development plan. You may choose to get a degree
in accounting but find out after graduation that the job doesn't satisfy
you.

One of the disadvantages of career guidance is that the job market may
change drastically before you graduate. You may not be able to find a
position in your chosen field. Some people find themselves in careers that
are unrelated to their degree or plan due to a poor labor market.

ii. Limits Your Choices

Being able to put together a career-development plan you can 100 percent
stick to can be another one of the limitations of career planning. Many
career goals have more than one solution. For example, some employers hire
only computer-support specialists who have a bachelor's degree. Many may
value professional certification over a degree.

You may be able to find an employer who is willing to give you on-the-job
training. You might save time and money by going this route. You'll also gain
 experience quicker. The formal-education route gives you conceptual knowledge
from day one and opens up doors to advanced positions that require a degree.
iii. Not Enough Relevant Learning

Career-development programs that employees and supervisors put

iv. Lack of Flexibility
together may fail to give employees beneficial learning activities. In
some cases the organization does not have the proper resources to
New graduates, particularly those with MBAs, may accept positions that
provide the best learning opportunities. Budget, time and personnel
are part of a career-development programs. Many of these programs
constraints may make it difficult to give each employee the set of
groom candidates for executive-level management positions. One of the
Suggestions:-
learning activities they need.
disadvantages of management-development programs is a lack of
flexibility.
 Awareness about career planning and development has to be made among
employees.
A company typically predetermines what job assignments and rotations
 Proper training and
management development
trainees go through.activities
You mayhave to be
find that youprovided to the
would rather
spend more time learning advertising than research and development.
employees.
 The The companymust
organization mightimprove
not giveupon
you atheir
choice in theorganization
working skills you develop.
 Employees should be motivated with rewards and recognition.
 Superiors must encourage their subordinates to perform better.
 Trust and good faith to be included in employees through team building.

Conclusion:-
Career planning and development programs as we find from the study plays
crucial role in employee as well as organization development. Career planning is
an integral part of every organization. It motivates and inspires employees to
work harder and keep them loyal towards the organization. Career planning helps
an employee know the career opportunities available in organisation.
This knowledge enables the employees to select the career most suitable to his
potential and this help to improve employees morale and productivity. On the
basis questionnaire and personal interviews with the employees it was also
founded that promotion is the major reason that sticks them with the current
job. Employees also prefer sound recognisation as well as proper training. So for
conclusion, the objectives of the study. To get the overall knowledge about
actually what the career planning and development is, the scope of such
programs in the banking industry are adequately fulfilled. And study concludes
that in banking industry because of its monotonous task and due to tough
pressure as well as more stress and frustration. Need to be handling the careers
of most valuable assetthatis the people. But for the researcher also to select the
career. A in particular line and may be a particular industry in which one wants
to make the career and get enough chances od advancement in career.

REFERENCES
 1. Gutteridge.T.(1986).Organizationalcareerdevelopmentsystems;thestateofthepractice.In
D>Hall(ed), career development in organization (pp52-58). San Francisco: Jossey-bass.

2.Hala, W . (1998). The new management: democracy and enterprise are transforming organizations.
San Francisco: Berrett Koehler.

3. Heijden,b.(2008).Ageingandcareers:Europeanresearchonlong-termcareerdevelopmentand early
retirement. Career development international, 13(2), 85-94.

4. Hill,C.jones,G.,andGalvin,p.(2004).Strategicmanagement:anintegratedapproach95thed.). Boston:
Houghton Mifflin.
Inkson,K.(2008).Arehumans’resources?Careerdevelopmentinternational,13(3),270-
279.
 CAREER PLANNING QUESTIONNAIRE

The purpose of this questionnaire is to help you identify your current place within
the career development cycle. This is a key step toward planning for your future
goals.

ASSESS 1. I am able to articulate 3-5 personal strengths that relate to my

major/potential career paths. Y / N

2. I am confident about my choice of major. Y / N

3. I have completed at least one self-assessment inventory (personality, skills,

values), which has informed my choice of major. Y / N

4. I can name at least two specific experiences from my past (classes, hobbies, etc.)
that have influenced my choice of major/tentative career goals. Y / N

5. I am aware of the services provided by the Career Center as well as where it’s
located. Y / N

EXPLORE 1. I have identified at least one out-of-class experience in which I plan to

become involved (e.g., student clubs & organizations, volunteer work, work study,
athletics, campus productions or performance groups, etc.). Y / N

2. I have identified two intensive experiential opportunities to complete prior to

graduation which will be marketable to employers/grad schools (e.g., service
learning, study abroad, internship/practica, student leadership, research, etc.). Y / N

3. I have conducted at least one job shadowing or informational interview

experience with a professional in a field I am seriously considering for my future. Y /
N

4. I have personally researched at least one career field I am considering (e.g.,

typical job duties, skills/experiences/training required, job outlook, average salary,
etc.). Y / N

5. I have identified at least one person on campus (e.g., faculty member, advisor,
career coach, resident director, mentor, etc.) with whom I can have ongoing
conversations about my vocational path. Y /
 6 I have participated in or scheduled a career coaching appointment through
the Career Center to lay out a career development plan. Y / N
EXPERIENCE

1. I have created a professional profile on LinkedIn and joined the Messiah College
Professional Network. Y / N

2. I have completed my two intensive experiential opportunities (e.g., service

learning, study abroad, internship/practica, student leadership, research, etc.). Y / N

3. I have had my résumé reviewed by a career coach to ensure experiences are well
articulated toward career/further education goals. Y / N

4. I have established my professional image to represent my accomplishments and

goals (e.g., audit/clean-up of social media profiles, networking card, professional
wardrobe, portfolio, etc.). Y / N

5. I have personally connected/networked with at least five professionals through a

combination of the following networking activities: scheduled meetings, LinkedIn,
professional conference, or Career Center networking event (e.g., Into the City,
Mocktail Hour). Y / N

TRANSITION

1. I have mapped out my personal job search or graduate school strategy which
includes specific action steps and timelines. Y / N

2. I have participated in a mock interview with a career coach to practice

articulating the transferability of my skills and experiences to my
career/educational goal. Y / N

3. I have contacted at least three individuals to serve as my

professional/educational references. Y / N

4. I have engaged with at least three employers or graduate schools through a

combination of the following activities: career/grad school fairs, trade shows,
following on Twitter/LinkedIn, talking with a current employee/graduate students,
etc. Y / N
5. I have logged into and explored Messiah’s job search database: FalconJobs. Y /
N
6. I have reflected on and can articulate the transferability of my diverse
experiences (e.g., college major, classroom learning, co-curricular involvement,
experiential learning) to my career/educational goals.