Dissertation

On

A study on career planning of PGDM students.

Submitted in partial fulfillment of the requirement for the award of degree of Master of
Business Administration (DS)

Submitted by Submitted to

Neha Sharma Center for ESBM

Center for Entrepreneurship and Small Business Management

Maharshi Dayanand Saraswati University, Ajmer

1
 FACULTY CERTIFICATE

This is to certify that Ms. Neha Sharma student of class MBA (DS) semester IV
2017-2019 has completed her DISSERTATION under my supervision.
To best of my knowledge and belief that it is an original work by the candidate
and based on her efforts and that this work has not been submitted in any other
university or institution for any award of degree or diploma.
I am satisfied with the quality and the standard of this work and recommend its
acceptance in partial fulfillment for the award of MBA (DS) semester IV degree.

Dr. Deepika Upadhyaya

Center for entrepreneurship and small business management
Maharshi Dayanand University
Ajmer.

2
 ABSTRCT

The career planning process is often illustrated as the last step in an ever-changing
work environment. The technical, professional, managerial, and interpersonal
skills to successfully perform and succeed in this rapidly changing work
environment are essential. There is a very real and immediate threat that many of
the professional skills that we have learned yesterday and today will be obsolete
and insufficient to cope with the inevitable changes in the future. While most
professionals are aware of the very real threat of skill obsolescence, few take the
opportunity to do definitive career planning regarding their future. The career
planning process is designed to help individuals examine their careers; evaluate
their training and educational needs; and develop some specific action plans to
maintain, enhance, and reevaluate the relevance of their professional and
managerial skills in a work environment that values rapid change and adaptation.

A Master of Business Administration (MBA) is an advanced qualification for

anyone wanting to build on their professional opportunities and grow their career.
Its specialized pathway helps students to develop skills in key business-related
areas such as people management, project delivery and reporting. An MBA also
teaches valuable networking and communication skills, enabling students to
develop personal and professional networks.

3
ACKNOWLEDGEMENT

A project would not be successfully completed without the assistance and

guidance from appropriate persons. So, it is a time to express my sincere gratitude
towards all persons who have helped me to complete this project.
First and foremost, I would like to thank DR. DEEPIKA UPADHYAYA and
PROF. R.S. MATHUR for providing a worthy opportunity to undergo a
BUSINESS PLAN REPORT.
I express my deep sense of gratitude and sincere thanks to my teachers for the
endeavor throughout the course confidence which helped me. In timely
completion of this report, under whose guidance this project has become reality.
I am extremely grateful to them for taking pains in checking preliminary reports
and giving valuable suggestion, help and encouragement, thank you all for co-
operation and guidance without which the project would not have been
successfully completed.

Date: NEHASHARMA
M.B.A. (DS) PART II

4
 TABLE OF CONTENTS

CHAPTERS PARTICULARS PAGE NO

Chapter –1 INTRODUCTION OF THE STUDY 6

Chapter –2 REVIEW OF LITERATURE 14

OBJECTIVES OF THE STUDY 15
NEED FOR THE STUDY 15
LIMITATIONS OF THE STUDY 15
INDUSTRY PROFILE 15

Chapter –3 RESEARCH METHODOLOGY 19

Chapter –4 COLLECTION & ANALYSIS OF DATA 23

Chapter -5 FINDINGS 35
SUGGESTIONS 35

CONCLUSION 37
Chapter -6 QUESTIONNAIRE 38
BIBLIOGRAPHY 41

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Chapter-1

6
 CAREER PLANNING AND DEVELOPMENT
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 plan 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 career is 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 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.

Career development refers to set of programs designed to match an individual’s needs,

abilities, and career goals with current and future opportunities in the organization. Where
career plan sets career path for an employee, career development ensures that the employee is
well developed before he or she moves up the next higher ladder in the hierarchy.
7
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.

Aims and Objectives of Career Planning:

Career Planning aims at matching individual potential for promotion and individual aspirations
with organizational needs and opportunities. Career Planning is making sure that the
organization has the right people with the right skills at the right time. In particular it indicates
what training and development would be necessary for advancing in the career altering 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 employee.

OBJECTIVE OF CAREER PLANNING

• To attract and retain the right type of person in the organization.

• To map out career of employees suitable to their ability and their willingness to be
trained and developed for higher positions.
• To have a more stable workforce by reducing labor turnover and absenteeism.
• It contributes to man power planning as well as organizational development and
effective achievement of corporate goals.
• To increasingly utilize the managerial talent available at all levels within the
organization.
• To improve employee morale and motivation by matching skills to job
requirement and by providing opportunities for promotion.
• It helps employee in thinking of long term involvement with the organization.
• To provide guidance and encourage employees to fulfill their potentials.
• To achieve higher productivity and organizational development.
• To ensure better use of human resource through more satisfied and productive
employees.
• To meet the immediate and future human resource needs of the organization on the
timely basis.

NEED FOR CAREER PLANNING

• To desire to grow and scale new heights.

• Realize and achieve the goals.
• Performance measure.
• To educate the employees
• It motivates employees to grow.
8
 • It motivates employees to avail training and development.
• It increases employee loyalty as they feel organization care’s about them.

ADVANTAGES OF CAREER PLANNING AND DEVELOPMENT

In fact both individuals and the organization are going to benefit from career planning and
development. So the advantages are described below:

For Individuals

1. The process of career planning helps the individual to have the knowledge of various career
opportunities, his priorities etc.
2. This knowledge helps him select the career that is suitable to his life styles, preferences,
family environment, scope for self-development etc.
3. It helps the organization identify internal employees who can be promoted.
4. Internal promotions, up gradation and transfers motivate the employees, boost up
their morale and also result in increased job satisfaction.
5. Increased job satisfaction enhances employee commitment and creates a sense
of belongingness and loyalty to the organization.
6. Employee will await his turn of promotion rather than changing to another organization. This
will lower employee turnover.
7. It improves employee’s performance on the job by taping their potential abilities and further
employee turnover.
8. It satisfies employee esteem needs.

For Organizations

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

1. Efficient career planning and development ensures the availability of human resources with
required skill, knowledge and talent.
2. The efficient policies and practices improve the organization’s ability to attract and retain
highly skilled and talent employees.
3. The proper career planning ensures that the women and people belong to backward
communities get opportunities for growth and development.
4. The career plan continuously tries to satisfy the employee expectations and as such
minimizes employee frustration.
5. By attracting and retaining the people from different cultures, enhances cultural diversity.
6. Protecting employees’ interest results in promoting organizational goodwill.

9
CAREER PLANNING AND DEVELOPMENT PROCESS

Chart1.1: 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.

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.

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

2. Guidance from parents and well-wishers. Establishment

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

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

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

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

LIMITATIONS OF CAREER PLANNING & DEVELOPMENT

Despite planning the career, employees face certain career problems. They are:

1. Dual Career Families:-

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

11
2. Low ceiling careers:-
Some careers do not have scope for much advancement. Employees cannot get promotions
despite their career plans and development in such jobs.

3. Declining Career Opportunities:-

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

4. Downsizing and careers:-

Business process reengineering, technological changes and business environmental factors
force the business firms to restructure the organizations by and downsizing. Downsizing
activities result in fixing some employees, and degrading some other employees.5. Career
planning can become a reality when opportunities for vertical mobility are available. Therefore,
it is not suitable for a very small organization.

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

12
Chapter-2

13
 REVIEW OF LITERATURE

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

Career development
Personal career management and planning
By: Robert H. Rouda & Mitchell E. Kusy
This is the fourth in a series of articles which originally appeared in Tappi Journal in 1995-96,
to introduce methods addressing the development of individuals and organizations through the
field of Human Resource Development. (The article has been updated, and is reproduced with
permission of the copyright owner.) There is an increasing need for individuals to take charge
of the development of their own learning and careers for a variety of reasons: There is
increasing rate of change of our organizations and in the knowledge and skills we need to
perform our jobs. Career ladders are rapidly shrinking or disappearing as reorganizations lead
to flatter structures. There is an ever-increasing need for us to keep learning to keep up with the
rapid growth in knowledge and the rate of change of our workplace environments. And,
involvement in one's own development fosters greater commitment to the process than other-
directed activities.

Reasons to Make a Career Change

Should a Career Change Be in Your Future?
By: Dawn Rosenberg McKay
The average person can expect to change careers several times in his or her lifetime. One
reason for all these career changes is that people often don't make informed choices. While
making an informed decision regarding your career is a good way to help insure that the career
you choose is right for you, it doesn't guarantee it. Even if you follow all the prescribed steps
and choose a career that is right for you, it may not remain your best choice forever. Here are
some reasons to consider leaving your current career for a new one.
You Should Consider a Career Change If …..
Your Life Has Changed:
When you chose your career your life may have been different than it is today. For example
you may have been single then and now you have a family. The crazy schedule or the frequent
travel that is typical of your career Institute of Management Studies may not suit your new
lifestyle. You should look for an occupation that is more "family friendly”.

14
OBJECTIVES OF THE STUDY

1. To study the career planning of PGDM students.

2. To analyze how PGDM students feel about career planning.
3. To know whether PGDM helps in deciding career path or not.

NEED OF STUDY

Our career planning decisions and the career path we choose will determine the patterns and
texture of our life and career. Nevertheless, after years of research and work were done in
career planning, it has been concluded that most students leave high school and college without
any clear plan in their mind which guide them in selecting and pursuing a career or occupation.
It has been estimated that when people feel overwhelmed by a job or career, they sometimes
become over confident and often fail to plan adequately for the changes which they need to
make for restoring balance in their lives. Many students face a career problem and also struggle
so much to achieve their goals in life. But, students should become more strong and capable for
following the path of difficulties which will lead them to their career and for sure alleviate their
problems.

LIMITATIONS OF THE STUDY

1. The study was restricted to PGDM students.

2. This study is conducted with a sample size of 100 respondents. Hence the findings of
this study cannot be generalized.
3. The findings of this study are subject 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.
5. The study was conducted on the students pursuing a specific PGDM course i.e., MBA
hence this doesn’t apply on other PG degree or PGDM course students.

INDUSTRY PROFILE

Globally, the Indian Education sector is amongst the largest, with an extensive network of more
than 1.4 million schools (with over 200 million students enrolled) and more than 850
universities and 40,000 higher education institutes and is expanding rapidly in light of rising
income levels and growing demand for quality education in the country. Further, India also has
the world’s largest population in the age bracket 3 to 23 years which highlights the large
addressable market for this sector.

Education sector in India is a mix of government-operated & privately operated educational

Institutions and allied education products & services providers. India has a significant young
population which calls for a robust education sector to harness potential for human capital. The
15
sector is highly influenced by various government schemes and policies launched primarily to
improve the quality of education and the planned expenditure through several schemes.

Literacy in India is one of the key deterrents to the socio-economic progress of the country. The
Indian literacy rate is currently 76% (Source: 71st Survey of the National Sample Survey
Organization (NSSO)) compared with 17% at the end of 1950. Although there has been a
significant increase in India’s literacy levels, it still has the largest illiterate population in the
world, with its literacy rate below the world average of 86%. Additionally, according to various
experts, a majority of the graduates from universities are not easily employable.

The education sector in India has witnessed a paradigm shift in recent times. Once operated
primarily as a philanthropic or a nation building activity, it has since transformed into a ‘sector
in its own right. So far, basic primary education and certain specific institutions for higher
education, like the Indian Institutes of Technology (IITs) and the Indian Institutes of
Management (IIMs) have been the prominent parts of the Indian education sector. However,
due to an increase in competition coupled with the increasing need to provide quality education
and generate positive learning outcomes, the Indian education sector is slowly but steadily
moving on the reforms track.

Management education in India has come a very long way in the last two decades. From a
handful of B-schools such as IIMs that were popular nationally to the spurt of private
management colleges across the country that are able to match the education standards followed
internationally; the management education scenario has undergone a massive transformation.
But being a dynamic field, it is always necessary to deliberate about the next big step that will
shape the future of MBA education in the country.

Why MBA in India?

The first thing to evaluate in this regard is the motive which inspires so many students to pick
MBA as their preferred career choice. Traditionally touted as the best career option available to
students, MBA is often cited as the sword that cuts shorts the climb up the corporate ladder.
While this still continues to a major source of inspiration for MBA aspirants, today’s students
have started looking for avenues beyond this singular goal.

Simple job placements and statistics are not enough to deem an institute apt; aspirants also look
for fast paced career growth, skill enhancements at personal as well as institutional level and a
platform to launch them into the business world with impactful credentials. Another interesting
trend which has been seen among MBA aspirants is to look at the success ratio of institute
alumni up to 5 to 10 years after passing out from a B-school. All these factors make up the crux
of the motivation while choosing MBA colleges.

16
Career Prospects after MBA

Despite the major challenges such as global economic meltdown, management education in
India has been able to adapt and evolve as per the contemporary needs of students and the
industry. While traditional career prospects such as investment banking, management
consultants and financial analysts still hold a considerable amount of sway; there are many new
career avenues which have emerged as successful career prospects for MBA graduates. For
instance, luxury management or fashion and apparels which are traditionally handled by
creative agencies have started seeing a steady influx of management talent which can enhance
their business prospects further. Similarly, event management has also emerged as a very
lucrative and prosperous career option for management graduates. Management forms the core
pillar of success for any organization, operational in any field. So, the scope of career prospects
for management graduates is only limited by their talent, interest and imagination.

17
Chapter-3

18
 RESEARCH METHODOLOGY

Research comprises defining and redefining problems, formulating, hypothesis or suggested

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

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 h o 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 i t h

specific predictions, with narration of facts and characteristics 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 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 education
institutes.

SAMPLING DESIGN
I.A sample design is a definite plan for obtaining a sample from a given population.
The sample of 100 students is taken.

The population: - the students were categorized as in their streams.

II. Sampling Unit
Individual students from different education institutes.

III. Sample Size

This refers to the some chosen units out of whole population. Although large samples are more
reliable but due to shortage of time some representative of these different institutes had been
selected.
Sample size: the target group included respondents drawn from Indian bank, union bank of
19
India, state bank of India, Indian overseas bank and 100 employees were taken as the sample
respondent.

IV. Sampling Technique

This refers to procedure by which the samples have been chosen for the purpose of data
collection.
Convenience sampling is a non-probability sampling technique where subjects are selected
because of their convenient accessibility and proximity to the researcher.

STEPS OF METHODOLOGY USED

1. Collection Of Data
2.Organisation Of Data
3.Presentation Of Data
4.Analysis 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.
Each respondent was asked to fill a questionnaire covering the personal data of the respondents
such as age, year of experience, income. The questionnaire also included dimensions relating to
organizational commitment among employees. The time duration to fill the questionnaire was
5-10 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.
Data is also collected from:-
i. HR Manual.
ii. Various Books, Magazines.
iii. Internet.

20
 TOOLS AND ANALYSIS

STATISTICAL TOOLS

Following are the statistical tools involved in the research project.

Weighted AVERAGE method is used to sum up the views of the various respondents to obtain
mean score for the particular statement. This gives a picture of respondent’s expression on
particular point.

Total score = Number of Respondents * weighted Average

Mean score = Total score

Frequency

Percentage analysis is used to give a tabulated representation of the respondent’s viewpoint.

Number of responses
Percentage = ------------------------------------------ x 100
Total number of employees

Chi – square test is used to substantiate the results arrived using earlier methods. The formula
for chi– square analysis.

(O-E) 2
X2 = ---------
E

Where, O = observe value

E = Expected value
Degree of Freedom = (n-1) (c-1)
If calculated value < Tabulated value – Accept null hypothesis
If calculated value > Tabulated value – reject null hypothesis

21
Chapter-4

22
 COLLECTION AND ANALYSIS OF DATA

DATA CLASSIFICATION

Table 4.1 shows the data classification of the respondents

No of
S.NO Particulars factor percentage
respondent

Adult (21-25)
1 Age yrs. 100 100%

Male 51 51%
2 Gender
Female 49 49%

31%
MBA (HR) 31
45%
3 Qualification MBA (FIN) 45
24%
MBA (MAR) 24

23
PERCENTAGE ANALYSIS:

Table 4.2.1 Views of the Respondents about Career Planning

Options No of respondents Percentage

a. Confident 41 41%
b. Worried 21 21%
c. Excited 21 21%
d. Bored 0 0
e. Ready 15 15%
f. Not Ready 2 2%
Total 100 100%

Chart 4.2.1

INTERPRETATION:
From the above chart it is found that most of the students feel confident about career planning,
whereas none feel bored about career planning process.

24
Table: 4.2.2 View of respondents about what career areas they are interested in

Options No of respondents Percentage

a. Yes, I have one strong career goal 39 39%

b. Yes, I can have 2or 3 possible areas that 40 40%

might interest me
c. Not Yet, but I am starting to think about 19 19%
career
d. No, I don’t know yet what type of 2 2%
career I want
Total 100 100%

Chart 4.2.2

INTERPRETATION:
From the above chart it is found that most of the students thinks they have 2or 3 possible areas
that might interest me, whereas 2% students still don’t know yet what type of career they want.

25
Table 4.2.3 view of respondents about career areas that might interest them

Options No. of response Percentage

a. Government sector 41 30.6%

b. Corporate sector 51 38.059%

c. Start-ups 41 30.6%

d. Other 1 0.746%

Total 134 100%

Chart 4.2.3

INTERPRETATION:
From the above table it is found that 38% respondents are interested in going for corporate
sector whereas 30.6% respondents are interested in government sector as well as in start-ups.

26
Table 4.2.4 view of respondents about what they have done to plan their career

Options No of responses Percentage

a. Talking with friends/ family about career 66 35.50%

b. Talking with teacher/ counselor about career 37 20.43%

c. Looking at websites, videos or books about 40 21.50%

career
d. Internship 40 21.50%

e. Other 2 1.07%

Total 186 100%

Chart 4.2.4

INTERPRETATION:
From the above table it is found that 35.50% respondents talked with their friends/family about
their career whereas 21.50% respondents looked at websites, videos or books about their career
and internship too.

27
Table 4.2.5 view of respondents about whether the PGDM course is helpful for career planning

Options No of respondents Percentage

a. Yes 88 88%
b. No 12 12%
Total 100 100%

Chart 4.2.5

INTERPRETATION:
From the above chart it is found that most of the students think that the PGDM course helps
them in career planning, whereas 12% students think that it didn’t help them in planning their
career.

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Table 4.2.6 view of students on this course how it helps in increasing their skills

Options Strongly Agreed Neutral Disagreed Strongly Total

Agreed Disagreed
a. Communication verbally 31 41 19 2 1 100

b. Communication in 24 34 37 3 2 100
writing
c. Working with people 27 53 18 1 1 100

d. Creative thinking 35 36 28 0 1 100

e. Logical thinking 19 42 31 7 1 100

f. Working with tool & 13 40 26 15 6 100

equipment
g. Leadership 24 45 23 7 1 100

h. Being on time for work 43 30 24 1 2 100

i. Having good attendance 31 43 22 1 3 100

j. Being motivated & 37 42 18 1 2 100

taking initiatives
k. Managing timelines & 38 30 25 4 3 100
project
l. Dressing appropriately 44 28 19 8 1 100
for workplace
m. Understanding 18 50 22 7 3 100
workplace safety rules

Chart 4.2.6.

29
30
4.3 Chi – square- one way calculation

Table 4.3.1. To test whether there is any significant difference in opinion among the
respondents towards the helpfulness PGDM course in career planning,

O E O-E (O-E)2 (O-E)2/E

Yes 88 50 38 1444 28.88

No 12 50 -38 1444 28.88

Total 100 57.76

Null Hypothesis (H0)-

There is no significant different in opinion among the respondents towards the
helpfulness PGDM course in career planning.

Alternate hypothesis (H1)-

There is significant difference in opinion among the respondents towards the
helpfulness PGDM course in career planning

Result
Calculated value: 57.76
Tabulated value: 6.635

Interpretation
Since the calculated value is more than the tabulated value, Alternate hypothesis is accepted.
Hence there is significant difference in opinion among the respondents towards helpfulness of
PGDM course in career planning.

31
Chi-square test-two way calculation
Table 4.3.2. To test whether there is any significant difference in opinion among the
respondents towards the helpfulness PGDM course in career planning,

Observed frequency
Male Female Total

Yes 40 48 88

No 9 3 12

Total 49 51 100

Expected frequency of any cell

E= (row total for the row of that cell) * (column total for the row of that cell)
(Grand total)

Table 4.3.3 showing expected frequency

Male Female Total

Yes 43.12 44.88 88

No 5.88 6.12 12

Total 49 51 100

32
Table 4.3.4 table showing the calculation of chi-square test.

Male O E O-E (O-E)2 (O-E)2/E

Yes 40 43.12 -3.12 9.7344 0.2257

No 9 5.88 3.12 9.7344 1.655

Total 49 1.8807

Null Hypothesis (H0)-

There is no significant different in opinion among male and female towards the
helpfulness PGDM course in career planning.

Alternate hypothesis (H1)-

There is significant difference in opinion among male and female towards the
helpfulness PGDM course in career planning.

Result
Calculated value: 1.8807
Tabulated value: 6.635

Interpretation
Since the calculated value is less than the tabulated value, null hypothesis is accepted. Hence
there is no significant difference in opinion among male and female towards the helpfulness
PGDM course in career planning.

33
Chapter-5

34
 FINDINGS & SUGGESTIONS

Findings:

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

2. Most of the students have felt confident about career planning.

3. More than 75% of the students have felt that this PGDM course helps them in career
planning.

4. Most of the students agreed that this course helps them in working with people.

5. Almost all the students agreed that the PGDM course helps them in increasing their
skills.

6. Though there is no significant difference in opinion among male and female towards the
helpfulness PGDM course in career planning.

7. It has been found that most of the students are cleared in their mind about the career
areas in which they are interested.

8. Many of the students are interested in going corporate sector.

9. Majority of the students talked to their families and friends about their career.

Suggestions:

1. Awareness about career planning and development has to be made among students.

2. Proper training and development activities have to be provided to the students to

increase their skills

3. The institutes must improve their internship program.

4. Students should take helps from counselor to plan their career.

5. Teacher must help their students in career planning.

35
CHAPTER-6

36
 CONCLUSION

Career planning and development programs as we find from the study plays crucial role in
student’s life. Career planning is an integral part of every student’s life. It motivates and
inspires and develops skills in students to work harder and keeps them loyal towards their
goals. Career planning helps the students know the career opportunities available in corporate
world. This knowledge enables the students to select the career most suitable to his potential
and this helps to improve student’s morale and productivity. On the basis questionnaire and
personal interviews with the students, it was found that the PGDM course helps the students in
planning their career. 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
education industry are adequately fulfilled. And study concludes that in education industry
because of its monotonous courses 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 People.
Conclusively that was worthwhile to choose such topic as project, which is not only important
for students, But for the researcher also to select the career, in a particular line and may be a
particular industry in which one wants to make the career and get enough chances of
advancement in career.

37
 QUESTIONNAIRE

A STUDY ON CAREER PLANNING OF PGDM STUDENTS

Name:
Age:
Gender:
Qualification (stream):
Email:

QUESTION: 1. HOW DO YOU FEEL ABOUT CAREER PLANNING:

 Confident
 Worried
 Excited
 Bored
 Ready
 Not ready

QUESTION: 2 DO YOU KNOW YET WHAT CAREER AREAS YOU ARE

INTERESTED IN:
 YES, I have one strong career goal
 YES, I can have 2 or 3 possible areas that might interest me
 NOT YET, but i am starting to think about career
 NO, i don't know yet what type of career i want

QUESTION: 3 TICK ONE OR MORE CAREER AREAS THAT MIGHT INTEREST

YOU:
 Government Sector
 Corporate Sector
 Start-ups
 Other…..(please specify)

QUESTION: 4 WHICH OF THE FOLLOWING HAVE YOU DONE? CHECK AS

MANY AS APPLIES:
 Talking with friends/family about career
 Talking with teacher and/or counselor about career
 Looking at websites, videos or books about career
 Internship
 Other…..(please specify)

QUESTION: 5 WHAT YOU THINK PGDM COURSE HELPS YOU IN DECIDING

YOUR CAREER PATH:
 Yes
 No
38
QUESTION: 6 DO YOU THINK THIS COURSE HELPS IN INCREASING YOUR
SKILLS. RATE ACCORDING TO YOU:
The response is collected on a five point scale

1 = Strongly Agree
2=Agree
3=Neutral
4=Disagree
5=Strongly Disagree

Strongly Strongly
Options Agreed Neutral Disagreed
Agreed Disagreed
Communic
a. ation 1 2 3 4 5
verbally
Communic
b. ation in 1 2 3 4 5
writing
Working
c. 1 2 3 4 5
with people

Creative
d. 1 2 3 4 5
thinking

Logical
e. 1 2 3 4 5
thinking
Working
f. with tool & 1 2 3 4 5
equipment

g. Leadership 1 2 3 4 5

Being on
h. time for 1 2 3 4 5
work
Having
i. good 1 2 3 4 5
attendance
Being
motivated
j. 1 2 3 4 5
& taking
initiatives
Managing
k. timelines & 1 2 3 4 5
project
Dressing
l. appropriate 1 2 3 4 5
ly for
39
 workplace

Understand
ing
m. 1 2 3 4 5
workplace
safety rules

40
 BIBLOGRAPHY

✓ Beardwell, I. and Holden, L. (1997). Human Resource Management: A Contemporary

Perspective (2nd ed.). London: Pitman.

✓ Cascio, W. (2003). Managing Human Resources, Productivity, Quality of Life, Profits

(6th ed.). New York:

41