A Study on

CAREER PLANNING AND CAREER GROWTH

With reference to
DR.K.V. SUBBA REDDY GROUP OF INSTITUTIONS

Project submitted in partial fulfillment for the award of the Degree

Of

MASTER OF BUSINESS ADMINISTRATION

By

RAMAGOUNI SWETHA

[Link].18JH1E00B3

Under the esteemed guidance of

G. MURALI MOHAN, MBA
Associate Professor

Department of Management Studies

Dr. K.V. Subba Reddy Institute of Management
(Approved by AICTE & Affiliated to JNTUA, Anantapuramu)

[Link] (R.S), KURNOOL-518218(A.P)

2018 – 2020
 Dr. K. V. Subba Reddy Institute of Management
(Approved by AICTE and Affiliated to JNTUA, Anantapuramu)
OPP: DUPADU RAILWAY STATION, DUPADU, KURNOOL-518218

Dept. of Management Studies

CERTIFICATE
This is to certify that the Project Report titled “career planning and career growth”

was carried out by Student name Regd. No:18JH1E00B3. This is submitted in partial

fulfilment for the award of the Degree of Master of Business Administration of Jawaharlal

Nehru Technological University, Anantapuramu during the academic year 2018 – 2020.

Signature of the guide Signature of the HOD

Signature of External Examiner

 DECLARATION

I hereby declare that this Project Report titled “CAREER

PLANNING AND CAREER GROWTH” submitted by me to the
Department of Management Studies, Dr. K. V. Subba Reddy
Institute of Management is a bonafide work undertaken by me and
it is not submitted to any other University or Institution for the award
of any degree certificate or published any time before.

Signature of the Student

R. SWETHA
 ACKNOWLEDGEMENT

I would like to express my thanks to all those who helped me directly or

indirectly to complete this project.
First, I take this opportunity to express my sincere thanks to our principal
and the college management for providing an opportunity
and facility in successful completion of my project.
I also thank my project guide G. MURALI MOHAN, Associate
Professor, Dr. K.V. Subba Reddy Institute of Management for his constant
guidance and valuable advice.
I am extremely thankful to DR.O. RAVI SHANKAR SIR for giving
me an opportunity to do my project in this organization.
My heartful thanks to the ALL STAFF who showed infinite interest and
helped me at all times with valuable suggestions and kind co-operation without
I could not draw multifarious sketch for my Project work.
Finally, I am thankful to my parents who helped me directly in my phase
of completion of this project work.
 CONTENT

CHAPTERS TITLE PAGE NO

INTRODUCTION
Introduction
Need for the study
I. Objectives of the study 1-11
Scope of the study
Limitations of study
Research methodology

PROFILE
II. Company profile
Industry profile 12-20

Theoretical frame work

III.
Review of literature 21-31

DATA ANALYSIS AND

IV. INTERPRETATION 32-45

FINDINGS, SUGGESTIONS &

V. CONCLUSION 46-48

ANNEXURE
VI. 49-51
Questionnaire
 Bibliography
 ABSTRACT

The career-guidance is one of the bridges between the educational sphere. This
article is based on the analysis to characterize the effectiveness of forms and
methods of the career-guidance among the students. During the educational
period the students have to motivate to acquire the professional skills both at the
beginning and the end stages. With the taking into account the requirements of
Students to the acquire skills which should be possessed by future
graduates; analysis of the factors that contribute to the formation of students'
knowledge about their chosen profession; how career guidance helps students
understand the social significance and the content of their chosen profession
during the educational period and how this understanding contributes to the
students' motivation to the acquisition professional skills; will the enough of
those professional skills that students gain in the career.
 CHAPTER-1
INTRODUCTION
A STUDY ON CAREER PLANNING AND CAREER GROWTH

INTRODUCTION

MEANING OF CAREER:

A Career has been defined as the sequence of a person's experiences on

different jobs over the period of time. It is viewed as fundamentally a
relationship between one or more organizations and the individual. To some a
career is a carefully worked out plans for self-advancement to others it is a
calling-life role to others it is a voyage to self-discovery and to still others it is
life itself.

A careerist a sequence of positions/jobs held by a person during the course of

his working life.

According to Edwin B. Flippo, “A career is a sequence of separate but related

work activities that provide continuity, order and meaning to a person’s life”.

According to Garry Dessler, “The occupational positions a person has had

over many years”.

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

CAREER PLANNING

Career Planning is a relatively new personnel function. Established programs

on Career Planning are still rare except in larger or more progressive
organizations.
Career Planning aims at identifying personal skills, interest, knowledge and
other features; and establishes specific plans to attain specific goals.
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A STUDY ON CAREER PLANNING AND CAREER GROWTH

Career planning involves establishment of individual career objective based on

an assessment of career goals, aspiration, performance, and potential. Career
planning is concerned with the choosing of occupation, organization, and jobs
by individual.
it is personalised and ongoing process whereby an individual establishes
career goal and identifies the means for achieving these goals. A fresh
management graduate hoping to start an independent financial consultancy firm
may first choose to work for such a firm for some years to gain experience.
Individuals may identify a sequence of positions they need to move through to
achieve their career goals. Career planning should focus on matching personal
goals with opportunities that are realistically available.

Career growth
Basically, career growth has to do with the goals you set and where you envision
your career going. It entails compartmentalised stages set as norms in your
specific industry that you work hard towards. It usually comes in the form of
promotion from one role to a higher one based on performance and experience.
That could mean the ability to learn new skills and use them in your job. Career
growth for same might be to work for an industry leader. For others, growth is
the opportunity to take on new challenges and responsibilities.
What is your idea of career growth? Remember that your career growth, while
mostly a map of your career goals, can also include some personal goals. Once
you have defined your career growth plan write it down and start working
toward your end result.

Career growth means?

* The ability to learn new skills and put them to work

* To work for an industry leader who can provide insight and
Intelligence on ways to have impact and excel in our industry.
* The opportunities to take on new challenges and responsibilities.
* potential to improve my credentials and management skills.

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A STUDY ON CAREER PLANNING AND CAREER GROWTH

when you think about career growth. Do you also think about co-
worker who does not work as hard as you, who’s not quite as intelligent as you,
but who keeps getting promoted? And you don’t?

Career stages Career development needs Career development interventions

Establishment • Challenging initial • Realistic job

stages job preview
• Variety in job • Job pathing
activities • Performance
• Opportunities for feedback and
development of coaching
relevant skills
• Feedback on
performance and
potential

Advancement • Opportunity to do • Challenging and

stage challenging work visible assignments
• Exposure and • Mentoring
visibility in the firm • Assessment
• Opportunity to centres
demonstrate • Dual career ac
potential accommodation
• Balance career
with outside
interests
• Dual career
concerns
Maintenance • Levelling off and • Developmental
stage maintaining training
careers • Assigning
• Redefine role in mentoring roles
company • Rotation to jobs
• Opportunities to requiring new skills
develop others • Mid-career
• autonomy counselling

Withdrawal • Adjust to role of • Consultative roles

stage retired person • Phased retirement
• Continue to use • Retirement c
experience to help counselling
others
• Establish a
meaningful life
outside the
organization

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A STUDY ON CAREER PLANNING AND CAREER GROWTH

CAREER DEVELOPMENT

Career development, both as a concept and a concern is of recent origin. The

reason for this lack of concern regarding career development for a long time,
has been the careless, unrealistic assumption about employees functioning
smoothly along the right lines, and the belief that the employees guide
themselves in their careers. Since the employees are educated, trained for the
job, and appraised, it is felt that the development fund on is over. Modern
personnel administration has to be futuristic, it has to look beyond the present
tasks, since neither the requirements of the organization nor the attitudes and
abilities of employees are constant. It is too costly to leave 'career' to the tyranny
of time and casualty of circumstances, for it is something which requires to be
handled carefully through systematization and professional promoting.
Fortunately, there has lately been some appreciation of the value of career
planning and acceptance of validity of career development as a major input in
organizational development.

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A STUDY ON CAREER PLANNING AND CAREER GROWTH

Objectives of the study

 To know the importance of career planning and growth in the contemporary

business environment
 To understand the difference between, career, ‘career’ planning, ‘career
growth’, and ‘career management’
 To identify the career stages through which individuals progress during their
work life
 To describe the career planning practices and career development interventions
appropriate for each career stage
 To appreciate the individual and organizational perspectives of career
management
 To get the guidelines for the design and implementation of a successful career
management system
 To understand the significance of adopting a strategic approach to career
management.

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NEED OF THE STUDY

 Realize and achieve the goals.

 Performance measure.
 High students ‘turnover.
 To educate the students.
 It motivates students to grow to achieve new heights.
 It motivates students to avail training and development.
 It increases student’s loyalty as they feel organization cares about them.

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A STUDY ON CAREER PLANNING AND CAREER GROWTH

SCOPE OF THE STUDY

This study is made to know the Career Planning &growth Programs

in education industry, that may have planned and implemented for the
betterment of students. It also attempts to analyze the views and attitudes of
students on such programs.

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A STUDY ON CAREER PLANNING AND CAREER GROWTH

LIMITATIONS OF THE STUDY

1. The study was restricted to educational system.

2. This study is conducted with a sample size of 98 respondents. hence the findings
of this study cannot be generalized.
3. The findings of this study are subject to the bias and prejudice of the
respondents. Hence objectivity cannot be ensured.
4. The accuracy of finding is limited by the accuracy of the statistical tools used
for the analysis .

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RESEARCH METHODOLOGY

Research comprises defining and redefining problems, formulating, hypothesis

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

Research design:

A research design is purely and simply the frame work of plan for a study
that guides the collection and analysis of data. It is a blue print for a complete
study. It resembles the architects blue print map for constructing a house. There
are three types of research design namely.

 Exploratory
 Descriptive
 Causative

The type of research carried out for this project is Descriptive in nature.

Descriptive Research Studies a r e t ho s e s t u d i e s , w h i c h a r e c o n c e r n e d

w it h specific predict ions, wit h narrat ion of facts and characterist ics
concerning individual, group or situation or used to describe the
phenomena already exists.

The main characteristic of this method is that the researcher has no control over
the variables; he can only report what has happened or what is happening. The

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methods of research utilized in descriptive research are survey methods of all

kinds, including comparative and co relational methods.

AREA OF STUDY
The units selected for the purpose of study are hundred students
from different groups

SAMPLING DESIGN
A sample design is a definite plan for obtaining a sample from a given
population.
The sample of 98 students is taken.

STEPS OF METHODOLOGY USED

1. collection of data
[Link] of data
[Link] of data
[Link] of data.

DATA COLLECTION
The task of data collection begins after a research problem is being defined and
research design chalked out.

Data types:
a) Primary Sources
The primary data are those which are collects fresh and for the first time, and
thus happen to be original in character.
The primary source of collecting the data was through
communication method in which the researcher personally communicated the
respondents.
Direct observation was made to understand the commitment among students.

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Each respondent was asked to fill a questionnaire covering the personal data of
the respondents such as age, year of studies. The questionnaire also included
dimensions relating to organizational commitment among students. The time
duration to fill the questionnaire was 15-20 minutes.

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.

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 CHAPTER-2
INDUSTRY & COMPANY PROFILE
A STUDY ON CAREER PLANNING AND CAREER GROWTH

Industry profile

Education:
Education is the process of facilitating learning, or the
acquisition of knowledge, skills, values,
beliefs, and habits. Educational methods include teaching, training, storytelling,
discussion and directed research. Education frequently takes place under the
guidance of educators; however, learners can also educate themselves.
Education can take place in formal or informal settings and any experience that
has a formative effect on the way one thinks, feels, or acts may be considered
educational. The methodology of teaching is called pedagogy.
Formal education is commonly divided formally into such stages as preschool
or kindergarten, primary school, secondary school and then college, university,
or apprenticeship.
A right to education has been recognized by some governments and the United
Nations. In most regions, education is compulsory up to a certain age. There is
a movement for education reform, and in particular for evidence-based
education.

The benefits of higher education:

Education is seen as the golden ticket to a better life; however, this ticket is not
being taken by many young individuals at the perfect age to pursue higher
education. For various reasons, students have no drive or interest in the benefits
of the institutions that surround them. In the New York Times article “Bottom
Line: How State Budget Cuts Affect Your Education,” Sarah Brown
demonstrates how state spending to universities has dropped dramatically
nationwide since 2008 and the numbers presented are staggering; some
universities are experiencing cuts of more than 50%. The implications of what
is happening here are dismal - spending cuts are “forcing many public
universities to lay off faculty and staff members, postpone in new facilities and

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raise tuition fees.” Due to these massive reductions to funding colleges and
universities, education is becoming less available to the general public due to
increased cost. There seems to be no reasonable stance which successfully
argues that education should not be provided to all individuals in a society.
There is a plethora of research showing correlation between educational
attainment and quality of life; it should be common understanding that education
is no longer a privilege, but rather a right and a necessary resource. Students
must realize the potential that surrounds them and the benefit that is provided
by it.

Spending cuts and subsequent financial burdens are causing our country and its
citizens to experience a major issue - many students are having education
withheld from them due to the increasing cost of becoming educated. Education
is an invaluable tool in liberating the minds of individuals to an elevated state
of understanding and potential. It allows one to question and analyze the various
going-one of the worlds and its inhabitants. Education allows one to approach
controversy and to form strongly validated, persuasive views. When a nation’s
citizens become educated, they see a general improvement in quality of life and
an improvement in their society. Education is of utmost importance in enhancing
the lives of the individual and for allowing a society to develop and flourish.

Education is currently greatly privileged, with financial burdens serving to be a

limiting force for many potential students. The ultimate tool to really increase
the abundance of educational opportunities begins at lowering if not removing
entirely, the tuition of college and treating it as a common good. Free college is
not some mystical fantasy, as it has indeed existed in the past and still does exist
in small institutions scattered across America. The notion of free college can
only exist in the public institutions, however, as the cost of tuition is remarkably
lower than that of private institution

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Economic Growth and Stability

Many economists agree that education is directly correlated with economic
growth and stability. Countries thrive when their educational systems thrive. In
“Education and Economic Growth,” the authors greatly encourage school
reform in order to improve education because it strengthens national economic
competitiveness. They cite the National Commission on Excellence on
Education in stating that “in order to keep and improve on the slim competitive
edge we still retain in world markets; we must dedicate ourselves to the reform
of our educational system.” The improvement of educational stances in
countries promotes its economic standing and stability.
We can all understand that educated individuals bring in bigger paychecks than
those who are lacking in their education. But are we aware of education’s true
implications? George Schultz and Eric Hanushek write in the Wall Street
Journal that education has tremendous economic ramifications. The more
educated the citizens of a country are, the more likely their personal and societal
economies are to develop and succeed. Essentially, “educational outcomes
strongly affect economic growth and the distribution of income.” According to
economists at Harvard University, the 60% to 70% rise in wage inequality is
based on the degree of education for high school and college graduates.
Education benefits entire countries as well. Schultz and Hanushek explain that
the more educated the citizens of a country are the more the country experiences
economic growth. Both on personal and national levels, education has been
shown to increase economic growth and stability.

Importance of education:

Proper and good education is very important for all of us. It facilitates quality
learning all through the life among people of any age group, cast, creed, religion
and region. It is the process of achieving knowledge, values, skills, beliefs, and
moral habits. People need to get high level awareness about the importance of
knowledge more than before. Education is very necessary for each and every
one in order to improve knowledge, way of living as well as social and economic

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status throughout the life. Getting proper education is the birth rights of
everyone restricting which is the crime. Education is the ultimate way to get
victory over all the personal and social problems. Education is very important
to all of us as it plays very important roles in our life. In order to live a better
and peaceful life, we need to be educated. It transforms us completely from
inside and outside by changing our mind and personality as well as improving
our confidence level. It changes our life completely as it is constructive in
nature.

It helps a person to get knowledge and improve confidence level all through the
life. It plays a great role in our career growth as well as in the personal growth.
It has no limitation; people of any age group can get education anytime. It helps
us to determine about good and bad things. An educated person having good
education becomes the good citizen in the society. We all want to see our kids
going towards success which is only possible through the good and proper
education. Every parent tells their kids from childhood about the importance of
education in the life and all the advantages of education to make their mind
towards better study in the future. Make your kids and children habitual of
writing essays, participate in debates and discussion and many more skill
enhancing activities in the schools or at home using such simple essays.
Education to career:
As a non-profit, Educate to Career is the trusted provider of college and career
planning information to over 1 million families per year.
Successful student outcomes are defined by a real career, with little or no student
debt. No two students are the same - our programs help students/families create
their optimal path to a real career, cost effectively.
The guidance offered through our programs is informed by the actuarial work
we do for student lenders. We are the benchmark for college to career planning.
Our focus is students with their families, and those who improve college
outcomes:
High school and college counselors
Professional college consultants

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Financial advisors/wealth management

Employers and recruiters
Student lenders
Career management – According to French and Bell, career management is the
process of designing and implementing goals, plans and strategies to enable the
organization to satisfy employee needs while allowing individuals to achieve
their career goals.
Perceptions are changing-fast. The way people used to view careers decades ago
stands changed. The cut-throat competition, economic slowdown, globalization
and so on have led to the phenomena of downsizing, mergers, takeovers,
mergers and consolidations, dual-career couples and outsourcing, all of which
are responsible for the change of perception of people about careers.
Today, in countries like India, most people unlike in the past are not confined to
one or a few organizations for their upward movement. They may rather move
anywhere to reinvent themselves. They may not only change their organization
but also, if need be, even the trade industry or even their profession. Today,
people assure their employers that they will give their best to the organization
but, in return, expect a fast-track career

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Company profile

VI swam Educational Society

VI swam Educational Society was established in the year 1997 with an
underlying mission to equip students of diverse disciplines with the skills and
competencies needed to face the challenges of a fast-changing world.
In more than two decades, the Society has grown leaps & bounds to transform
itself into colossal institutions of excellence.
VI swam Educational Society symbolizes the tree of knowledge and creative
learning. Thousands of students have enjoyed its comfortable shade. Even more
have climbed to a great future through its branches.
VISION
Attain total quality in Management Education and be a center of excellence
MISSION
To strive for the advancement of knowledge and practice through excellence in
education and research. To integrate the strategic, functional & behavioral
aspects of Management education
Dr. K. V. Subba Reddy Group of Institutions, spread across a sprawling campus,
is equipped with sophisticated buildings, endowed with state of art
infrastructure, experienced and committed faculty adding continuous value
addition to themselves and also to the institute.
The Various institutions in campus include:
1)Dr. K.V. Subba Reddy Institute of Technology (KVSR):
Rd. K. V. Subba Reddy Institute of Technology is promoted by Vaibhav
Educational Society (VES) with the motto of “Work is Worship “. Its prime
objective is to offer Quality Education for the Betterment of Society. It
persistently seeks and adopts innovative methods to improve the quality of
higher education on a consistent basis. The campus has a cosmopolitan
atmosphere of attracting students from all corners of Andhra Pradesh.

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History of DRKVSRIT
Established in 2007, DRKVSRIT is affiliated to Jawaharlal Nehru
Technological University (JNTU), Anantapuramu, and is approved by the All
India Council for Technical Education (AICTE), New Delhi. The College is
headed by its Founder and Chairman, Rd. K. V. Subba Reddy. In recognition of
his outstanding service to India in offering quality education, he is conferred
with Jewel of India award by Indian Solidarity Council on 13th March 2006. He
is also conferred Life Time Achievement Gold Medal Award by International
Institute of Education and Management on 13th March 2016. Smt. Vijaya
Ashrama is the Secretary and Correspondent. Rd. L. Thimmaiah is the Director
and Dr. DhanarajCheelu is the Principal.

2)Dr. [Link] Reddy College of Pharmacy (KVSP):

Dr. K.V. Welcome to [Link] Reddy Institute of Pharmacy, a
[Link] Reddy pharmacy college. Established in 2007, it is
approved by AICTE, New Delhi and Affiliated to J.N.T University, Anantapur.
The Institution's mission has been focused on contributing to growth and
development efforts in India with an emphasis on Pharmacy. The Institution
offers a stimulating and world class environment to faculty and students alike.

Dr.K.V. Subba Reddy guru, an eminent educationalist, a great academician, a

scholar with great vision, a philanthropist, and a legend in the field of
establishing and running educational institutions. His love for his erstwhile
native district of Kurnool and service motto manifested themselves in the form
of this Institution. He has made in mark in the field of education at other places
and his love for Kurnool motivated him to establish Dr.K.V. Subba Reddy
institute of Pharmacy at Opp. Dupadu Railway Station, N.H-7, Kurnool in the
year 2007 with the approval from AICTE, New Delhi.

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3)Dr KV Subba Reddy MBA Institutions:

Dr. Kaipa Venkata Subba ReddyGaru is a versatile personality, charismatic,
performance driven, a reputed educationist having more than four decades of
experience in the field of teaching from School to Post Graduation.
Dr. K. V. Subba Reddy Garu has the sole objective of promoting ancient Indian
values and adopting Modern Technology in Technical, Management,
Pharmaceutical, Arts & Sciences, Physical Education Etc.
He wants that every student moving out from these institutes should become a
valuable citizen who can help himself and help the motherland.
Through his relentless efforts he made these educational institutions are unique
and benchmark in imparting the quality education and also extended his
boundary to help and serve the society as well. As part of his social
responsibility,Dr. K. V. Subba Reddy Garu arranges for free lunch every
Monday for all the needy citizens attending the PRAJA DARBAR @ district
Collecterate
MBA INSTITUTIONS:
Dr. K.V. Subba Reddy Institute of Management (KVSM):
Dr. K.V. Subba Reddy School of Business Management (KVSK):
Mr. K. Vishwa Mohan Reddy, MTech., MBA is the President of Vishwam
Educational Society. He being an engineering graduate and a management post
graduate himself has the understanding, vision and direction to lead the
organization towards a righteous goal. He has proved his ability and versatility
as a successful entrepreneur in multiple areas of business
He is the Torch-bearer of our esteemed MBA institutions; Young & Dynamic
Entrepreneur, in whose leadership the institutions are bound to touch greater
heights in the state of Andhra Pradesh.
Sri. K. Vishwa Mohan Reddy, Chairman, Dr. K.V. Subba Reddy MBA
Institutions, who always strives for achieving excellence and with his great
sense of commitment this institution is on the brink of amending itself into a
best center of learning.

4) Dr. K.V. Subba Reddy Women’s Engineering College (KVSW)

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[Link] Reddy College of Engineering for Women is established in

the year 2008 with the approval from AICTE, New Delhi. The Institution is
promoted by Vishwam Educational Society, Allagadda, Kurnool District. It is
affiliated to JNT University, Anantapur (AP). The institution is located on the
National Highway Opposite to Dupadu Railway Station, Kurnool.

The founder of the institutions is Dr.K.V. Subba Reddy garu, an eminent

educationist, a great academician, a scholar with great vision, a philanthropist
and a legend in the field of establishing and running educational institutions. His
fascination for his native Kurnool encouraged him to set up institutions here as
a noble service to the society and making.

Presently, the institutions have been taken over by Mr.K. Ashok Vardhan
Reddy, MBA., a young and dynamic third generation entrepreneur and the
Chairman of Vishwam Educational Society.
He is passionate about making the workplace a faculty as well as student
oriented. He has a magnanimous approach towards doing the tasks which sets
him apart from others and has a vision of long-term sustenance towards
imparting the best to the students.

5) Dr. K.V. Subba Reddy Bedded Colleges and Sri Lakshmi Bepimpled
Colleges
. Smt. K. Vijayalakshmi, Secretary & Correspondent, Dr KV Subba Reddy
Institute of Technology

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 CHAPTER-3
LITERATURE REVIEW
A STUDY ON CAREER PLANNING AND CAREER GROWTH

Theoretical Frame work

career:
The progress and actions taken by a person throughout a life time, especially those
related to that person’s occupations. A career is often composed of the jobs held,
titles earned and work accomplished over a long period of time, rather than just
referring to one position.
while employees in some cultures and economies stay with one job
during their career, there is an increasing trend to employees changing jobs more
frequently. For example, an individual’s career could involve being a lawyer,
though the individual could work for several different firms and in several
different areas of law over a lifetime.
more opportunities have become available for the high performing
employees who are valuable to the firm.
High performers, who are in short supply, get many jobs offers from other
companies due to their competencies and skill sets. Employees are changing jobs
more often than in the past and job-hopping has become an acceptable reality to
day.
Employee loyalty today extends more to the individual’s “career” rather
than to the organization. If an individual’s career aspiration is not fulfilled by the
‘organization’. He\she is likely to seek fulfilment in some other organization.
* many firms incorporate ‘career growth’ as part of their recruitment strategy.
In a study conducted by AC Nielsen ORG-MARG for identifying the most
preferred company in the top company in INDIA in the year 2004, IBM emerged
among to top three.
According to the study, students choose IBM because it offers individuals with
career opportunities, at the local as well global level, along with a high-
performance culture and a healthy work-life balance.
The employee – organization relationship has been re-defined as discussed
earlier in the book. Organizations realize and accept the reality that employees
may leave the organization for more challenging or lucrative jobs. The

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educational level of the workforce has increased along with their career
aspirations. Employees are no longer content with only good pay cheques and
secure jobs.
They want greater challenge autonomy. Better quality of work life and an
opportunity to fit their work harmoniously with other priorities such as family,
health, etc. Career planning and development help employees achieve this balance
between different priorities.
Thus, career management helps employees achieve these concerns and also
ensures that organizations have a productive and committed workforce.

CAREER PLANNING AND DEVELOPMENT PROCESS

Career planning & Development process

1. Identifying individual needs and aspirations:

It’s necessary to identify and communicate the career goals, aspiration and career
anchors of every employee because most individuals may not have a clear idea
about these. For this purpose, a human resource inventory of the organization and
employee potential areas concerned.

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2. Analyzing career opportunities:

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

3. Identifying match and mismatch:

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

4. Formulating and implementing strategies:

Alternative action plans and strategies for dealing with the match and mismatch
are formulated and implemented.

5. Reviewing career plans:

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

Career stages:
There are five career development stages through which most of us have gone
through or will go through. These stages include- exploration, establishment, and
mid-career, late career and decline.

Each career development stage are as follows:

Exploration Stage:
Mid-Career Stage:
Late Career Stage:
Decline Stage:

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Stage 1. Exploration:
The exploratory stage is the period of transition from college to work, that is, the
period immediately prior to employment. It is usually the period of one’s early 20
s and ends by mid-20 s. It is a stage of self-exploration and making preliminary
choices.
A career stage that usually ends in the mid-twenties as one makes the transition
from school/college to work-
I. It has least relevance to organizations as it occurs prior to employment.
ii. People develop expectations about their careers which are mostly unrealistic.
iii. Successful exploration involves trying a lot of potential fields.
iv. In this stage attitudes toward work and dominant social relationship patterns
are formed.
Stage 2. Establishment:
This career stage begins when one starts seeking for work. It includes getting
one’s first job. Hence, during this stage, one is likely to commit mistakes; one has
also the opportunities to learn from such mistakes and may also assume greater
responsibilities. He/ she accepts job challenges and develops competence in a
speculating area. He/she develops creativity and rotates into a new area after
three-five years.
A career stage in which a person finds his/her first job-
I. This period includes accepting the first job, being accepted by the colleagues,
learning the job and gaining first experience of success or failure in the real world.
ii. This stage starts with uncertainties and anxieties.
iii. This period is dominated by two problems viz., finding a niche and making
one’s mark. Finding a niche, that is, finding the right job may take time for many.
iv. This stage is characterized by making mistakes, learning from those mistakes,
and assuming increased responsibilities.
v. This stage also takes a lot of time and energy but brings in a sense of growth
expectation or anticipation.
Stage 3. Mid-Career:

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During this stage, the performance may increase or decrease or may remain
constant. While some employees may reach their goals at the early stage and may
achieve greater heights, some may be able just to maintain their performance.
While the former may be called ‘climbers’, the later ones are not very ambitious
though competent otherwise. During this stage, an employee tries to update
himself/herself technically and develops skills in coaching others. He/she may
rotate into a new job requiring new skills
It is a career stage shown by continuous improvement in performance, levelling
off in performance or beginning deterioration of performance-
I. Many people do not experience career problems until they reach the mid-career
stage.
ii. Being continuously productive after reaching this stage is difficult for some
people. However, continued growth and high performance are not the only
successful outcomes at this stage. Maintenance is another outcome. Those
employees who maintain their status quo without further advancement cannot be
called failures, they are plateaued.
iii. Plateaued mid-career employees can be highly productive, though some of
them may not be assertive or ambitious they are technically competent. They are
happy to contribute to the organization’s development and they can be managed
easily.
iv. For some, mid-career is marked by loss of both interest and productivity at
work. That is, their work begins to deteriorate. These employees are given less
conspicuous jobs. Some may be demoted or even discharged. In certain cases,
some may be reenergized by shifting them to different positions. The shift may
boost their morale and productivity
Stage 4. Late Career:
This stage is usually a pleasant one because during this stage, the employee
neither tries to learn new things nor tries to improve his/her performance over that
of previous years. He/she takes advantage of and depends on his/her reputation
and enjoys playing the role of an elderly statesperson. He/she may shift from a
power role to one of consultation. He/she starts identifying and developing
successors and may also start activities outside the organization.

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A career stage where the employees experience a pleasant time and enjoy by
resting on their laurels. Late-career individuals do not bother to outdo their
previous performance. Their value mostly lies in their judgement built over the
years through varied experiences.
Unfortunately, the employees who have stagnated or deteriorated in the earlier
stage (mid-career stage) realize that they cannot make any impact as they expected
earlier. They may even fear for their jobs. They may look for retirement.
Stage 5. Decline:
Since it is the final stage of one’s career, it ends in the retirement of the employee
after putting up decades of service full of continuous achievements and success
stories. As such, it is viewed as a hard stage.
This is the stage at the end of one’s career, usually marked by retirement-
I. It is a difficult stage to experience for any one, particularly for those who
experienced successes in the earlier stages. The successful may find it difficult to
come out of the lime-light. However, for the unsuccessful people, retirement
could be pleasant as they can leave behind all the frustrations experienced earlier.
For plateaued people, it is easy to switch over to other activities.
ii. Whether one had a successful or unsuccessful career, adjustment to retirement
is a difficult process. It is a challenging task. Nevertheless, those who are
physically fit and willing to take up jobs after retirement look at retirement a
chance to do different activities.
iii. Some people look for different avenues, paid or voluntary. However, the
decision depends on one’s financial security.
iv. Retirees with adequate funds are likely to engage in activities which they like,
but those who are financially insecure have to seek some gainful employment to
supplement their pension/retirement income.

ADVANTAGES OF CAREER PLANNING AND GROWTH

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In fact, both individuals and the organization are going to benefit from career
planning and growth. So, the advantages are described below:
For Individuals
1. The process of career planning helps the individual to have the knowledge of
various career opportunities, his priorities etc.
2. This knowledge helps him select the career that is suitable to his life styles,
preferences, family environment, scope for self-development etc.
3. It helps the organization identify internal students who can be promoted.
4. Internal promotions, up gradation motivates the students, boost up
their morale and also result in increased satisfaction.
5. Increased satisfaction enhances student’s commitment and creates a sense
of belongingness and loyalty to the organization.
6. students will await his turn of promotion rather than changing to another
organization. This will lower employee turnover.
7. It improves students ’s performance on the career by taping their potential
abilities.
8. It satisfies students esteem needs.
For Organizations
A long-term focus of career planning and growth will increase the effectiveness
of human resource management. More specifically, the advantages of career
planning and growth for an organization include:
1. Efficient career planning and growth ensures the availability of human
resources with required skill, knowledge and talent.
2. The efficient policies and practices improve the organization’s ability to attract
and retain highly skilled and talent students.
3. The proper career planning ensures that the students belong to backward
communities get opportunities for growth and development.
4. The career plan continuously tries to satisfy the students expectations and as
such minimizes student’s frustration.
6. Protecting students’ interest results in promoting organizational goodwill.
REVIEW OF LITERATURE

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A literature review is a description of the literature relevant to a particular

field or topic. It gives an overview of what has been said, who the key writers are,
what are the prevailing theories and hypotheses, what questions are being asked,
and what methods and methodologies are appropriate and useful. As such, it is
not in itself primary research, but rather it reports on other findings.
Goals
The career management process begins with setting goals/objectives. A relatively
specific goal/objective must be formulated. This task may be quite difficult when
the individual lacks knowledge of career opportunities and/or is not fully aware
of their talents and abilities. However, the entire career management process is
based on the establishment of defined goals/objectives whether specific or general
in nature. Utilizing career assessments may be a critical step in identifying
opportunities and career paths that most resonate with someone. Career
assessments can range from quick and informal to more in-depth. Regardless of
the ones you use, you will need to evaluate them. Most assessments found today
for free (although good) do not offer an in-depth evaluation.
The time horizon for the achievement of the selected goals or objectives - short
term, medium term or long term - will have a major influence on their formulation.
Short term goals (one or two years) are usually specific and limited in scope. Short
term goals are easier to formulate. Make sure they are achievable and relate to
your longer-term career goals.
Intermediate goals (3 to 20 years) tend to be less specific and more open ended
than short term goals. Both intermediate and long-term goals are more difficult to
formulate than short term goals because there are so many unknowns about the
future.
Long term goals (Over 20 years), of course, are the most fluid of all. Lack of life
experience and knowledge about potential opportunities and pitfalls make the
formulation of long-term goals/objectives very difficult. Long range
goals/objectives, however, may be easily modified as additional information is
received without a great loss of career efforts because of experience/knowledge
transfer from one career to another.

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Making career choices and decisions - the traditional focus of careers

interventions. The changed nature of work means that individuals may now have
to revisit this process more frequently now and, in the future, more than in the
past.
Managing the organizational career - concerns the career management tasks of
individuals within the workplace, such as decision-making, life-stage transitions,
dealing with stress etc.
Importance of Career Planning
It is important to come up with your career planning as it gives you the much-
needed direction and makes it clear there where you see yourself in future. It
makes you aware of your strength and weaknesses and the skills and knowledge
that are required to achieve your goals in future.
A large proportion of our life is spent in achieving our career goals; thus, it is very
important to make sure that right steps were taken and correct planning was done
in the early years of your life. There are very few lucky ones who are born with a
clear mind and who knows what they want to do and where they see themselves
in life ahead. But majority of us are not sure what we want from life and so it in
very important to plan out things. Thus, career planning is what gives your career
and in some way your life, true meaning and purpose.

A. K. Das Mohapatra:
Organizational career development has been characterized as a challenging and
unpredictable task keeping into consideration the individual career expectations
and organizational development. Effective career development.
It is the process achieved with proper indulgence of employee’s career
planning and organizational career management.
It is in this context that the present study has been conducted to examine
empirically the antecedents of career development in the Indian firms. A self-
administered questionnaire in a five-point Likert
scale has been used for the study.
Darina Khlebnikov:

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Planning of personal development should ensure the motivation of

employees in the company, as well as it should enable employees to develop
their professional skills, provide them some work perspective and increase the
attractiveness of the work in the company. The goal of planning of personal
development and succession in the company is to cover the future need of
human resources in the company for the specific jobs. Flexibility of career
planning is nowadays the main requirement.

Juliane minters:
Career-planning courses are known to be effective career interventions
for undergraduates, but their effect on developing alternate career plans was
previously unknown. Forming alternate career plans increases the likelihood that
students have viable career options available to them upon graduation because it
encourages students to realistically consider multiple possibilities. Here we
describe a one-term career-planning course developed in the context of an
undergraduate biology curriculum. We assessed whether this course promoted
development of primary and alternate career plans using a pre/post survey.
Natalie jacaric
Traditional career preparation courses provide students with a variety of
benefits. Students taking these courses report a better understanding of
psychology-related careers, less indecision about their future careers, and are
more knowledgeable about themselves in relation to careers. Yet only 37% of
undergraduate psychology programs offer formal career preparation through the
curriculum. Given the lack of experience and training faculty have on career
preparation issues, they may be uncomfortable developing such courses.

[Link]
An overview of the seminar planning process that includes needs
assessment, program planning, implementation and evaluation has been
presented. In addition, necessary platform skills have been identified to
help staff members move from the role of planner to that of presenter.
With training, either in counselor education programs or as a part of staff

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development, career counselors can provide a higher quality service to a

larger number of students by learning more about the science and art of
seminar planning and presentation.

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 CHAPTER-IV
DATA ANALYSIS&INTERPRETATION
A STUDY ON CAREER PLANNING AND CAREER GROWTH

DATA ANALYSIS & INTERPRETATION

1. Which of the following studies you are pursuing?

[Link] Parameter No of respondents Percentage (%)

1 B. Tech 24 25%
2 B. Pharm 20 20%
3 MBA 34 35%
4 B.E. D 14 14%
5 [Link] 6 6%
Total 98 100

6%
14% 25% 1 [Link]
2 [Link]
3 MBA
4 B.E.D
20%
35% 5 [Link]

INTREPRETATION:
From this we can come to know that 35% students are pursuing
MBA and 25% students are pursuing [Link] and 20% students are pursuing
[Link] and 14% B.E.D and 6% [Link].

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2 To whom you approach for proper advice/caused in career planning?

S no Parameter No of respondents Percentage (%)

1 Friends 20 20%
2 Faculty 18 18%
3 Elders/family 22 23%
4 Websites/book 8 8%
5 Own decision 30 31%
Total 98 100

20%
31%
1 Friends
2 Faculty
18%
3 Elders/family
8%
4 Websites/book
23%
5 Own decision

INTERPRETATION:

From this we can come to know that 31% students take own decisions and
23% by elders/family and 20% by friends and 18% by faculty and 8% trough
websites/book.

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3. Where you are planning your career?

S no Parameter No of respondents Percentage (%)

1 Home town 18 18%
2 Cities 52 53%
3 Abroad 28 29%
Total 98 100

18%
29%

1 Home town
2 Cities
3 Abroad
53%

INTERPRETATION:
From this we can come to know that 53% students planning their
career in cities and 29% in abroad and 18% in home town.

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4. Which type of career you are planning?

S Parameter No of respondents Percentage (%)

no
1 Higher education 12 12%
2 Entrepreneurship 24 25%
3 Job 62 63%
total 98 100

12%

25% 1 Higher education

63% 2 Entrepreneurship
3 Job

INTERPRETATION:
From this we can come to know that 63% students are planning
their career through job and 25% through entrepreneurship and 12% higher
education.

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5. In which sector you are planning your career?

S no Parameter No of respondents Percentage (%)

1 Government 18 18%
2 Private 30 31%
3 Both 50 51%
Total 98 100

18%

51% 1 Government

31% 2 Private
3 Both

INTERPRETATION:

From this we can come to know that 51% of students are selecting both sectors
and 31% are selecting private sector and 18% are selecting government sector.

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6. What are factors that you prefer in planning your career? give rating from1-5.

A) salary-security

S no parameter No of respondents Percentage (%)

1 1 12 12%
2 2 20 20%
3 3 22 23%
4 4 16 16%
5 5 28 29%
Total 98 100

12%
29%
1
20%
2
3
16%
23% 4
5

INTERPRETATION:
From this we can come to know that students prefer salary-security
by29% give rating on 5 scale and 23% give rating on 3 scale and 20% give
rating on 2 scale and 16% give rating on 4 scale and 12% give rating on 1
scale.

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B) Employees-Empowerment

S no Parameter No of respondents Percentage (%)

1 1 4 4%
2 2 8 8%
3 3 36 37%
4 4 30 31%
5 5 20 20%
Total 98 100

4% 8%
20%
1
2
37% 3
31%
4
5

INTERPRETATION:
From this we can come to know that students prefer employee’s
empowerment by 37% give rating on 3 scale and 31 give rating on 4 scale and
20% give rating on 5 scale and 8% give rating on 2 scale and 4% give rating
on 1 scale.

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C) Risk- recognition-reward

S no Parameter No of respondents Percentage (%)

1 1 10 10%
2 2 28 29%
3 3 16 16%
4 4 16 16%
5 5 28 29%
Total 98 100

S no

7% 1
13%
33%
2

20% 3
4
27%
5
6

INTERPRETATION:
From this we can come to know that students prefer risk-recognition-
reward by 29% give rating on 5 scale and 29% give rating on 2 scale and 16%
give rating on 3 scale and 16% give rating on 4 scale and 10% give scale on 1
scale.

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D) Values

S no Parameter No of respondents Percentage (%)

1 1 60 61%
2 2 14 15%
3 3 12 12%
4 4 8 8%
5 5 4 4%
Total 98 100

8% 4%
12% 1
2
15% 61% 3
4
5

INTERPRETATION:
From this we can come to know that students prefer value by 61% give
rating on 1 scale and 15% give rating on 2 scale and 12% give rating on 3 scale
8% give rating on 4 scale and 4% give rating on 5 scale.

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E) Work for life balance

S no Parameter No of respondents Percentage (%)

1 1 10 10%
2 2 28 29%
3 3 12 12%
4 4 28 29%
5 5 20 20%
Total 98 100

10%
20%
1
29% 2
3
29%
4
12%
5

INTERPRETATION:
From this we can come to know that students prefer work for life
balance by 29% give rating on 4 scale 29% give rating on 2 scale 20% give
rating on 5 scale and 12% give rating on 3 scale and 10% give rating on 1 scale.

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7. On what basic you are planning your career?

S no Parameter No of respondents Percentage (%)

1 Based on strength 6 6%
2 Based on interest 34 35%
3 Based on skilled 36 37%
4 Based on opportunities 22 22%
total 98 100

6%
22%

1 Based on strength
35%
2 Based on interest
3 Based on skilled
37%
4 Based on oppoertunities

INTERPRETATION:
From this we can come to know that 37% students plan their career
based on skills and 35% plan their career based on interest and 22% plan their
career based on opportunities and 6% plan their career base on strength.

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8. Whether the college is providing guidance and development programs?

S no parameter No of respondents Percentage (%)

1 Highly 16 16%
2 Moderate 74 76%
3 Low 8 8%
total 98 100

8% 16%

1 Highly
2 Moderate
3 Low
76%

INTERPRETATION:
From this we can come to know that 76% students say the college is
providing guidance and development programs by moderate and 16% highly
and 8% low.

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9. Whether you are having sufficient information about career?

S no parameter No of respondents Percentage (%)

1 Confident 38 39%
2 Worried 2 2%
3 Confused/dilemma 10 10%
4 None 48 49%
total 98 100

39%
1 Confident
49%
2 Worried
3 Confused/dilemma
2%
10% 4 none

INTERPRETATION:
From this we can come to know that how many people are having
sufficient information about career 49% none and 39% confident and 10%
confused/dilemma and 2% worried.

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10. What may be the problems that you are facing in your career planning?

S no Parameter No of respondents Percentage (%)

1 Family factor 12 12%
2 Gender factor 6 6%
3 Both A and B 8 8%
4 Social factor 10 10%
5 No restrictions 62 64%
Total 98 100

12%
6%
1 Family factor
8%
2 Gender factor
64% 10% 3 Both A and B
4 Social factor
5 No restrictions

INTERPRETATION:
From this we can come to know that students facing problems in career
planning 64% says no restrictions and 10% says social factors 12% says family
factors and 8% says both a and b and 6% says gender factor.

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 CHAPTER-V
FINDINGS & SUGGESTIONS
A STUDY ON CAREER PLANNING AND CAREER GROWTH

Findings

 The chapter highlights major inference drawn from the study results and also
presents certain workable suggestions for implementation.

 Most of the students have felt that they are successful in attaining their career
objective.

 Very few students disagreed to study even though inspire of not liking it.

 Almost all the students agreed upon the organization providing a good
education.

 Though most of the students used to complete their education on time, there
were few who disagreed.

 It has been found that students will look forward to change in career.

 Many of the students felt their efforts has been encouraged and recognized.

 Most of the employees considered the constant training provided to them is

enhancing their career.

 Among the respondents very few disagreed to not following the rules and
regulations of the organization.

 Majority of the respondents were happy with their growth in the organization.

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Suggestions

 Awareness about career planning and growth has to be made among students.

 Proper training and growth activities have to be provided to the students.

 The organization must improve upon their working conditions.

 students should be motivated with rewards and recognition.

 Professors and lecturers must encourage their students to perform better.

 Trust and good faith have to be inculcated in students.

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Conclusion

Career planning and career growth as we find from the study plays crucial role
in students as well as organizations development. Career planning is an integral
part of every organization. It motivates and inspires students to work harder and
keeps them loyal towards the organization. Career planning helps a student
know the career opportunities available in organization. This knowledge enables
the students to select the career most suitable to his potential and this helps to
improve students ‘with more knowledge. On the basis questionnaire and
personal communication with the students It was also found that what they are
thinking is the major reason that sticks them with the current education. students
also prefer proper training. So, for conclusion, the objectives of the study, to
get the overall knowledge about actually what the career planning and growth
is, the scope of such programs in the education system are adequately fulfilled.
And study concludes that in education system 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 asset that is the students. Conclusively
that was worthwhile to choose such topic as project, which is not only important
for a student. 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 of advancement in career.

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 CHAPTER-V1

ANNEXURE& BIBILOGRAPHY
A STUDY ON CAREER PLANNING AND CAREER GROWTH

Questionnaire of Career Planning and Growth

Dear sir/madam,
I am R. SWETHA, student of Dr.K.V. Subba Reddy MBA Institutions
conducting a survey on “A study on career planning AND GROWTH “towards Dr. K.V
Subba Reddy Educational Institutions, Kurnool. This survey is a part of my partial
fulfilment of MBA course, please provide relevant information by filling this questionnaire to
make my survey more effective and complete
.All the data from you will be kept confidential.

1. Which of the following studies you are pursuing? [ ]

a)[Link]
b)[Link]
c) MBA
d) B.E.D
e) M. Pharm

[Link] whom you approach for proper advice/caused in career planning [ ]

a)Friends
b) Faculty
c) elders/family
d) websites/book
e) own decision

[Link] you are planning your career [ ]

a) Home town
b)cities
c)Abroad

[Link] type of career you are planning [ ]

a) higher education
b)entrepreneurship
c)job

5. In which sector you are planning your career [ ]

a) Government
b) private
c) both

6. what are factors that you prefer in planning your career. Give rating from 1-5
a) salary-security [ ]
b) Employees [ ]
c)Risk-Recognition-Reward [ ]
d)values [ ]
e)work for life balance [ ]

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A STUDY ON CAREER PLANNING AND CAREER GROWTH

7. on what basic you are planning your career [ ]

a) Based on strength
b)Based on interest
c)Based on skilled
d)Based on opportunities

[Link] the college is providing guidance and development programs? [ ]

a)Highly
b)moderate
c)low

[Link] you are having sufficient information about career? [ ]

a)Confident
b)Worried
c)Confused/Dilemma
d)None

[Link] may be the problems that you are facing in your career planning? [ ]
a) Family Factors
b)Gender factors
c)Both a and b
d)social factors
e)No restrictions

PERSONAL DETAILS:
NAME :
AGE :
LOCATION:
PHONE NO:

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A STUDY ON CAREER PLANNING AND CAREER GROWTH

BIBLOGRAPHY
 360-degree feedback and competency mapping by Radha Sharma

 Taking charge of your career(paperback- 2004) by Kannan R

 Armstrong M. (2001). A Handbook of Human Resource Management Practice (8th ed.).

London: Kogan Page.

 Baruch, Y. (2003). Career Systems in Transition: A Normative Model for Career

Practices. Personnel review, 32(2), 231-251.

 Chen, C. (2004). Positive Compromise: A New Perspective for Career Psychology.

 International Business and Management

 Strategic Human Resources Management

Websites

 [Link]
 [Link]
 [Link]
 [Link]

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