1.1 Introduction
In human resource management, career planning targets to recognize necessity, desire and chances for ones’ career and the execution of developing human resources programs to maintain the career. The career planning process includes contribution from both the company and the person himself. Thus, it is important that a person knows his skills and ability, and at the same time to understand the need for development and also training through various processes and counselling; the company needs to recognise its requirement and opportunities, to target its employees and to make sure that its employees are given the necessary information and training for their development in career. However, career development is all about deriving the best from oneself and booking a place in the company where it is possible to express and help in achieving the company’s objective and goals. It is not about staying ahead of others. Career development includes vertical debate like advancement and up-rising flexibility. Career development aims to stick to basic principles of relationship of person to its jobs and staff of its company. The action that is well planned allows the staff to prepare for further action in future and protect the company’s needs to gather their needs.
The career can be defined as the series of an individual’s knowledge on various jobs over a span of time. It is viewed as basically a relationship between one or more company and the individual. For few people a career is a carefully written plan for self-growth whereas for some other people it is a routine role in life and for few others it is a journey to find ones’ hidden talent and for still few others it is their life. A career is a sequence of positions that a person is holding during the working tenure of his life. A career is a succession of separate but repeated work activities that provide continuity, order and meaning to an individual’s life (Edwin B. Flippo). The various positions in occupation a person had over the years. The fact of today is that many employees’ expectations towards their jobs are high. As a result there is a general enhancement in the disturbance in the quality of life. Today the employees want more from their jobs rather than income. A more motivation to career planning is the requirement for company is to put to optimum use the people which are the valuable available resources in this rapidly changing technological world. (Garry Dessler).
Career is defined by different authors in different ways as career is a compound term. In the earlier days the term career was not considered to be so compound and it was people who believed that getting a job is a life long term. It was like getting a job at the young age and staying in the same organization or company probably in the alike rank till retirement. It was considered a employee is diligent, dependable, capable and faithful to the company will have job till he desired or wanted. In old days employees and the company functioned like a family. Also person’s career would start as soon as he finishes education since there was no requirement for additional knowledge or professional development.
However, today the scenario is totally different and more compound. This is because of changes in all sectors. Today if a person wants to grow and succeed in this changing environment, he adopts to the changing environment by acquiring new skills, knowledge and training throughout his working life. In todays’ world new task and job are more challenging and demanding so one has to be ready and prepared to perform the new sophisticated task and duties. (Ivancevich, 1994, p.490). One of the way is to take care of the employees and coordinate with the employees in both personal and organizational plans, abilities, needs and goals. (Bernardin, Russel, 1993, 9.341).Now a days there has been a drastic change in the relationship between companies and staff as both wants to take each other’s benefits. Changes have occurred as a result the employees are not promised for a long run and secured job any more, but they are made responsible for their own career or future. There are various possibilities of defining a term career and many authors define it in broader or narrower way. Career can explain a person’s job but on the other side it can tell one’s movement and success in the job or else signify progression in job. A career is sum of experience throughout the individual’s life in relation to his work. (Jones, George, Hill, 2000 p.5406).
We can conclude on a note that career is continuous process which is made up of the individual’s experience in work attained on doing various professions and shifting among different levels. Career is crucial link between a person and the company. Now days any person who is well educated, talented and young gives top priority in their life to career development.
It is in recent times that career development is given importance, both as an idea and an issue. The reason behind this was the shortage of involvement in career development since a very long time has been the incautious, unrealistic belief about staff performing properly in terms with correct note and with the opinion the staff themselves marking own career. (Stones and Freeman, 1992). Since the employees are now educated, training is given for their respective jobs, and evaluate frequently, it can be understood that money is not sufficient. Now a day’s personnel department has become advanced, it views past current objective, since the need of the company is not constant and at the same time the position and abilities of the staff are also not stable. Sometimes it proves very costly to have career left to the time along with casual situations as it is for somebody to carefully manage through guidance and professional approach. We can say that many companies have started to give importance to career planning and is accepted by many. (Sawn Rosenberg Mckey). Career development is combination 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.
In today’s scenario in the banking industry more importance is given to human resource, which itself is the great development. It was agreed that due to the use of labour intensive activities and increasing competition within the industry, financial services in general and banks in particular have embarked on considerable investment in training. More and more attention is being paid to motivational aspects of human personality, particularly the need for self-esteem, group belonging and self-actualization. (Torrington and HaII)
The recent or we can say new personnel function is career Planning. Recognized classes about career planning are hard to see. We can see more of it in bigger or growth company. The main aim of career Planning is to recognize ones’ talent, knowledge, hobbies and characteristics, make related action that achieves determined targets. Objectives and targets of career planning- Career Planning targets to match person’s capability to promote them and ones’ desire with company requirement and opportunities. Career Planning helps the company in selecting the right person with the correct skills and at correct time. It tells what kind of training and development is required for enhancing career change or else staying in same position. The main focus is to know the future requirement and growth opportunities and also removing stagnation, elimination, dissatisfaction among the employee. (Schermerborn, hunt, and Osborn).
The administration of the company motivates their employees by giving bonus, appreciations, work etc. in which they are satisfied and a friendly working environment where they can work. There should an equitable payment system, opportunities for training and opportunities in career advancement which is appropriate to satisfy the employee’s wants. Motivation makes sure the productivity in the company. This point was highlighted by Armstrong (2001) where it was defended that problem on motivation needs to be closely seen in company since it affects in the level of performance of employees, from whom the management wants results that are in terms with organizational goals with objectives. Employee should be motivated as it got to play very important role in their performance. Performance is employees’ use of their abilities and efforts. This project is concentrating in general on career development and in particular the career advancement.
It has been many years now that National Bank of Oman (NBO) is conducting many career development policies along with training to all top, middle and lower levels of employees. As per the National Bank of Oman (NBO) Training Policy (2001) it was conducted to help in career promotion at the same time develop employee professionally , preparing the employee to take greater job responsibilities and adopting required knowledge, attitudes and skills needed to improve the employee performance. It is understood that after training session these staff are to be promoted to advance their respective careers. This in turn will motivate the staff. However, this is not the case. National Bank of Oman (NBO) lacks career advancement after training; which in turn will affect the motivation of staff to perform their role. If motivations of the employees are lost, the Bank’s overall performance would suffer and National Bank of Oman (NBO) may not be able to attain its goals and objectives.
1.2 Statement of the Problem
Quite a few staff are given training but there career is not growing with not much role of career advancement. It is said that middle level staff thinks that there is no promotion or let’s say it is difficult to move upwards. The irony is that the Bank feels that its employees should back their responsibilities well. There is a problem of lack of career development after sessions of training. However, the question is not understood in National Bank of Oman (NBO) about how come the lack in career development affects the staff motivation. Also National Bank of Oman (NBO) has no idea on the drawbacks of career advancement and the how to overcome this problem is also not known. However, if this issue is continued for a long time and motivation of employee gets affected, then it will lower the employees’ performance and this will affect the Bank’s goals and objectives. Even further to this if the bank continue to spend huge amounts on the career development and training, it cannot justify the expense since there will not be any improvement in the performance of the employees.
The aim of the project is to analyze whether there is career development after training, the obstacles to career development after training and how the motivation of the employee is affected. The main area of concern for human resource is to look for the development of the staff, their abilities and the process of overall progress of the company. (Parikh and Rao, 1992).
1.3 Consequence of the Study
The project gives knowledge on the career development with its obstacles and ways to overcome the obstacles and how its effect on motivation of employees. The beneficiary in this case is National Bank of Oman (NBO). It is prepared with the intention that the output of this project will make policy makers understand the effect of lack of career development after training session. Other institutions like Central Bank in the given region, might face the same issue, will learn from National Bank of Oman (NBO)’s experience as a result they will focus more on their career development policies. Researcher uses the study as reference material. (Bernardin, Russel, 1993, 9.341).
The senior managers or supervisor in banks who are keen in manpower planning and their career advancement will use the finding available in the project to assess feasible action that will highlight the lack of career advancement after training in banks. In National Bank of Oman (NBO) training are not leading to career advancement and this is what is being focused in this project. Training is such activity that will develop a person’s professionally and also its managerial skill, faith and eligibility which will help in career advancement. This is with context that the objectives of National Bank of Oman (NBO) ‘s Training Policy which aims at other things such as employee performance, developing the staff professionally, preparing the employee for greater responsibility and communicating required ability, attitudes, skill and knowledge required for improving the performance. The motive behind NBO’s Training Policy identifies that after training the employees are self-enhanced, professionally developed and also develops career which will help in career advancement. Mullins (2005) reveals that training is conducted to ensure that the employees are given a push in their career.
The research study was done at National Bank of Oman (NBO) at their Central Business District branch. National Bank of Oman (NBO) was selected for this project since it is a banking institution and also due its large number of employees have been trained at the headquarters of the Bank.
1.4 Career plateau
A career plateau is the point that comes in career of every employee where the chance of getting promotion is minimized. When this situation occurs in an employees’ career he find himself to be blocked and is not able to get any advancement. If an employee try’s to avoid career plateau, it is doubtful that the employee has the power to adapt and develop himself in the changing atmosphere. In the recent time the employees’ are reaching the career plateau point early than their predecessors and apart from this it is also early than what the employees expect. Hence it is crucial for the company and person to get ready to cope with the phenomenon successfully, particularly when the signs of an impending plateau are observed. The chances of obsolescence becomes less if the company takes responsibility for development of employee and also on the other side the employees should be are ready to put their time in their advancement.
1.5 Factors in career development
All employees must be prepared to take responsibility of their career development. If they fail to do so, they cannot have smooth and optimal career progress. There are factors that are crucial for growth and success in career development. That is: Performance ‘The employees whose performance is poor are not considered for any sort of training and development aspect, or given international projects or promotion. Exposure ‘ One of the most important factor for an employee to succeed is he must become known to his supervisor or manager. He can do by performing extremely well in report writing, presentations; and involve himself in any training and development programs and other social and curricular activities. Qualifications: According to the U.S. research study a strong correlation exists between graduate earnings and the quality of the university they attended. Reputation of an employer ‘Another important factor is getting the right job in the right company. As it helps in developing career success and long-term stability. Development ‘With regular growth in skill and knowledge will make an employee more valuable and, therefore, will be more beneficial to the company. International experience -International experience plays crucial role in developing career success. Language skills- Todays world where the business has become international as a result business centers are developing world wide which needs that managers/supervisors have not only English skills but also should possess good skill in a second or sometimes even third language. Computer skills ‘ For a competitive advantage, one must possess computer knowledge. More knowledge of technology more is the employees’ skilled. Networking ‘ In todays’ world it is very important to have a network of contacts for an employee to develop his career. Setting up goal- To be successful in life one has to be self-motivated and at the same time hardworking and most importantly should be goal oriented. Skill of financial Planning – Today the employees have become more practical and they know that no one guarantees lifelong employment. Appearance- Also one can say that there is many evidence that shows appearance plays a crucial role in development of a career.
Every employee should know and work for his own career success and planning. But the sad part is that many employees do not think of their career planning. They think the company will decide their career which is not correct. By such thinking, the employees are giving remote control of their own career to the company and reducing their chances of getting their career objectives or goals. Even though some company like National Bank of Oman (NBO) have in-house career planning, which is done to meet the bank’s goals or needs. The employee must focus on their individual career planning which they must perform depending on his personal interest and vocational interest, personal goals and career goal and his present skills.
The importance of initiatives of employee development can help in finding out the employee that has hidden managerial qualities and after giving necessary training to them and more job responsibility that can make them ready for a promotion in near future. In National Bank of Oman (NBO) employees have been given the freedom to talk to their management about their goals or ambitions and their way to grow in their career.
To have success in the career the employees must be in positive minds when going through employee development programs that are organized by the bank. If any extra responsibilities is given by an employer to its employee, it is to take up by the employee as a challenge and with a view of learning new things rather than thinking that extra burden is forced on them. The employees must make the most from the training sessions offered by the bank and stop complaining that training is waste of time.
1.6Objectives of the study
1.6.1 General objective
The main purpose of this project is to assess the feature of career development and motivation of staff in the banking industry particularly of National bank of Oman (NBO).
1.6.2 Specific objectives
1) To identify the involvement of employees at National bank of Oman (NBO) in career planning and development process.
2) To determine the level of awareness among the employees of their career planning and development requirement.
3) To investigate obstacles to career development in National bank of Oman (NBO).
4) To discuss strategies to reduces obstacles to career development among the employees of National bank of Oman (NBO).
1.6.3 Research Questions
1) What is the level of involvement of employees in career development and planning?
2) Are the employees aware of the stages of career development programs?
3) Whether the employees are aware of the obstacles to career development?
4) What are the responsibilities of employees in their career development & planning?
Chapter -2
Review of Literature
2.1 Introduction
This chapter will appraise the connected fiction offered on the problem under study according to designated subjects that are connected to the study. It finishes with a decision that high-lights the study breach. Emphasis is on career development in over-all, knowledge as a life-long course, career improvement, training, the connection among training and career advancement, difficulties to career improvement after training, motivation and the connection between career improvement and enthusiasm.
2.2 Career Planning and development process
Chart1.1: Career planning & Development process
Figure 2.1
1. Self-assessment i.e. knowing person’s needs and aspirations: It is essential to find out and communicate to every employee about the career planning, aspiration and career anchors. This is because many employees may not know about the career development.
2. Career skills assessment: The setup of the company, further plans and career goals of the employees are assessed to find the career opportunities available within it. For every position paths of career can be identified. It is essential to assess career requirement in terms of knowledge, skill, experience, etc.
3. Setting your career objective and career development plan: A method to identify consistency between person dreams and company career system is made to recognize and compare fixed area of match and mismatch for various class of employee.
4. Implement your plan: Another action plan & policies for dealing with match & mismatch are prepared and applied.
5. Get the most out of your career: One should always review periodically the career plan as it is helps to know if the plan is using effectively human resources by comparing employee objectives with that of job need. The review also helps the employees in knowing the direction in which the company is going, and any changes likely to make and the skills required to adjust to the changing need of the company.
2.3 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. 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.
2.4 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.
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.
6. 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.
2.5 Benefits to Employees
The new skill and ability is developed during career advancement after training. At the same time job satisfaction is also increased among the employees as they get complex and challenging work, greater kind of variety etc. This allows the employees to see their movement i.e. laterally or may be vertically in the company. As a result the employees can know the degree of influence and can control direction of their career and also can find out and plan their development action. Also one can argue that career advancement allows feasibility for the company to have well motivated people and these results in improving the skill of managers to make action plan for making correct decision in placing important position. There is increase in the morality of the employees by sensing their development and making them feel valued. It is seen in todays’ scenario that many companies make arrangement from external recruitments agency to get the best staff for the desired job. Armstrong (2001) had agreed to this and said that the staff will get motivated once their needs are satisfied taking into consideration the action that allows achieving goal and a reward. He further said that the company must give the framework that will help increase the level of motivation with the help of incentive and reward and also with work satisfaction and opportunity to learn and grow. The role of manager in motivation of employees for performing should not be overemphasized. Nomura Research Institute Ltd (2005) told that reward plays vital role in staff acquiring and in retaining. Baguma and Rwabwera agree to the point that promotion is essential for an employee to feel job satisfaction and at the same time increase in incentive also contributes towards increased performance of the employee. Nomura Research Institute Ltd (2005) also agrees to the point that career advancement with rewards is good system for motivating employees at the work place. Hence one can logically say that there can be negative impact towards motivation, morality, performance and job satisfaction in cases where the employee feels that their expectations are not fulfilled. In fact in the study, Nomura Research Institute Ltd (2005) came out with point that young employees become uninterested when they come to know that there is minor chance of growth in their career.
2.6 Career Development program
The career development system consists of various elements for use in the company. For increasing the efficiency of this program, the Human Resource supervisors or mangers should possess expert knowledge of this tools as they are basically giving consultation to employees when they use this program. At the same time they have to design and develop a good career development program for the company. For achieving more efficiency, many companies should select the correct combinations of both types of tools or activities. For us to understand this tools or activities in better manner let us learn in detail about it:
‘ Self Assessment Tool:- The first technique used widely by the companies in order to boom the career management in relation to their employees. This is the tool where the employees do their self-assessing exercise which will help in career exploration and put the information on their skill, interests, competency, work attitude, long & short term goal and obstacle & growth opportunity. This full exercise will help them in understanding their own dreams with their likes & dislikes. (Garry Dessler).
‘ Career Planning Workshop: The employee completes the self-assessing, and then they have to share their thoughts and findings with their colleagues and their managers or supervisors in career planning workshop. This interaction allows the employees to get feedback from each other and come to know the truth of their action plan and dreams. This results in change of plans if it is found that it sounds unrealistic and accordingly changes the direction.
‘ Individual Counselling: This is very common activity that is done by majority of people making company. The persons required for counselling is made available by a specialist in career development, Human Resource specialist and life skill development trainer. Few companies hire them from outside but few companies their own department in which they hire employees and trainers who work full-time. As a result the employees understand their goal and make changes, if required in them and thus works on improving their skill.
‘ Organizational Assessment Program: Organizational assessment program consists of elements and methods for assessing employees’ capability for growing in the company. Johnson & Johnson is one such example of a company that makes use of such programs to evaluate their employees’ career and assess their capability to help the staffing and development of special team called as tiger team. The special team formed helps in speeding the development of newly launched product. To name few popular program under this item are psychological testing, 360 degree appraisal, succession planning etc.
‘ Developmental Program: The developmental program is mainly used by the company to make their employees fit for higher position. It can be internal or external & is performed under the knowledge of HR staff/ trainer and sometimes outside specialists. To name few popular program under this category are job-rotation program, tuition refund plan, internal training programs, external training seminar & mentoring program.
There are many other elements other than mentioned of a career development system like career program for special target group, fast track or more capable employee, supervisor, senior level employee, technical employee, minorities and disable employees etc.
Various study showed that understanding of career path by employees has more job satisfaction, reduced stress, and easily adaptable to any change. A well planned career development program will help in knowing the strengths, weakness & values to all employees whether its’ newly joined employee or executive level. This will facilitate in recognizing the opportunity present themselves at crucial point in ones’ career.
Figure 2.2
One must always have an actively develop his or her career. Always keep in mind that career development is two way roads. The company needs to help their staff or employees through proper resources, proper training & development opportunity, and proper guidance. We can say your career is always ur career. It depends individual to individual whether he wants to be in 3, 5, or 10 years and then prepare plan to be there. Once the action is taken, you are to get the job for yourself that you love. This leads to more job satisfaction & lesser stress. One has to take action by today which reflects on the experience. Are ur career dreams in alignment with your current job experience? And comparing your dreams to ur dream jobs. If not, then identify methods to happen your goal.
2.7 Develop an Individual Development Plan (IDP) that is tied to your company’s mission.
Individual Development Plan helps you to prepare for the necessary steps that are needed to walk on the career path chosen. To be the most successful, your IDP should:
‘ Link your aims with the company’s necessities.it will be present yourself that you are the most important and devoted staff of your company.
‘ Concentrate on the present opportunity and the space you need to progress.
‘ Generate SMART goals (Specific, Measurable, Actionable, Realistic & Time bound) by that you can extent the progress.
2.8 Set up career development conversations with your supervisor.
First you have to recognized the strategy, then explain all strategy towards your administrator with your aims and ideas. As per the study directed it will present that that 67% of reacted will helped by administrator by linking in staff progress. It will be happen that they personally refer you to one of their co-workers their profession benefits line up with your own. You should have to arrange seminar by this you may arise the question on your ability and capacity heights. You can pursue instruction on how you progress ahead and do implementations in your strategy. There is a discussion with your administrator, work out on your aims and take permission for demanded work out. To arrange constant discussions to inform him/her on your development.
To be fruitful, you have to be confirming that you will get the teaching what you need.
2.9 Find an adviser/counsellor
The counsellor can be internal or external the organisation and the bonding can be long lasting or short. If you have to be fruitful search an supervisor in the professional field you are interested in. At the same time clearly define goals so that both benefit from the relationship.
2.10 Career Planning and career management
Career development is a long term, ongoing investment. To be effective, it must be supported by managers and the company. However, employees must ultimately own the process. Creating a career development vision and strategy with a well-defined path will put you on the road to success.
Benefits of career development are equally for the employee himself and for the employer. If the purpose of organisation is to make profit than the best developed employees will produce the greatest profit. The matching between the organisation’s & individual needs and interests is significant importance because employees can give their best only when they are placed on the right job & provided with the right development and training but also supported with the best management .In unfavourable circumstances the stressed & unhappy employees will be less efficient than those who find the match between job, career & personal satisfaction. If the organisation denies development opportunities to its employees, it may benefits in the short run but later it will be overtaken by those which make the fullest use of their human resources .It is also important to be aware of the needs, abilities & preferences of the other side. People change in time, they learn more, become aware of new the things that have never been aware before, they have new connections, improve the abilities and skills, different wishes and opportunities, but also as the time go on, and they acquire different needs. On the other hand it is important to born in mind that organisations themselves are not constant .They also change in a way that requires different organisations structure, change in the hierarchical level and chain of command. Parallel with the changes in environment, organisations create new departments and require educated and skilled professionals for the new jobs and tasks. So, taken all these inti consideration, it is clear that organisation and individuals live and work in a turbulent and changing environment, and requires specialists who will help them match their needs and avoid certain discrepancies. If the matching process works well the organisation and the individual will benefit. The organisation may experience an increased productivity, higher organisations commitments and long range effectiveness, and the employee may have higher satisfaction, security & personal development. Matching the needs stated above is the process of career development supported by its particular segments, like career planning and career management which will be described in more details in hereafter.
Every individual understands the term of career as well as the process of career development in his own way. Career development has an individual & organisational aspect. It is the process of many correlated & harmonised individuals and organisations activities, where individual & organisation are received as partners in promoting & developing the individual career.
Besides proper and quality matching between the organisations & individuals interests and needs, flexibility can be described as another precondition of the successful career development. Flexibility in this term would include changes & discoveries of new markets, involvement in new products services, creation of new departments, changes and different types of employees with new skills, knowledge and attributes. All can this provide an individual with better conditions for career development, because as it was said before no one today can be safe & secure that he will working the same position & in the same organisation for the whole of his life. In order to help its own employees to develop their career & to make their own profit out of it, organisations should employ those with a potential for further development. Also they should provide those jobs & tasks that offer challenge & possibilities to improve personal skills & abilities to award them for good individual & team success, but also provide them with the possibilities for constant professional improvement through the further educational processes in order to keep step with the contemporary cognitions. This also constitutes a base for planning the future needs& further development for an individual as well as for an organisation.
Career & successful career development are supposed to be in tight correlation with satisfaction .On the other hand it does not always have to be so, since the successful career development constitutes for certain satisfaction in professional life but not necessarily in personal life too. Coordinating this two parts i.e. personal & professional life can be very difficult especially if one wants to make both of them successful. Developing career is sometimes require neglecting of the personal life & family because career development could demand complete involvement in job. There can be a question who is more satisfied & successful that person who has great success in professional life but not in his personal life or vice versa? This could be an interesting topic for some other research so it is just mentioned here without any details & involvement in this project. At the end it must be added that in spite of the all mentioned there is they great number of those who show respective in both fields the male & female.
Career development can be described as a term that has an internal focus & refers to the way an individual views his career but it is not an external focus that refer to the series of jobs & positions held by an individual. Understanding career development in an organisation requires an examination of two processes ‘how individuals plan & implement their own career goals, & how organisation design & implement their career development programs.
Career affects both actors in the process of career development an individual & an organisation and it creates relationship between them. So career development is a complex subject fragmented in 2 important factors. These factors are ‘career planning which represented the process through which employees identify & implement steps to attain career goals, and career management as the other factor which represented the process through which organisations select, assign and develop employees to provide themselves with a pool of qualified people to meet their future needs.
The process of matching is important because both the individual & the organisation have their interests in the individuals career .Discussing individual interests, abilities, desires, needs, choices or constrains, it considers career planning, which is an individual . (Mullins, 2005)
Figure 2.3
2.11 Stages in Career Development
In today’s world it is very frequent that we see a person changing his career. It is important to know the six stages of career development. As per the experts it is said that person change their career 5 times in his life. Hence career development is an important life skill which should be developed. The six stages of the Career Development Process in modern days:
Stage I Assessment
Stage II Investigation
Stage III Preparation
Stage IV Commitment
Stage V Retention
Stage VI Transition
Stage I: In the Assessment Stage, the person is getting ready for the work of his life. This stage is featured by unawareness, in which a person is not sure about his values, strengths, and weaknesses. It is like one wants to know more about oneself and make a conscious try to actually know who he is from inside out. The key features of this stage is taking channel of assessment and working with coach that can help built career.
Stage II: In the Investigation Stage, a person is looking for the different work available in the universe. This stage is featured by lots of confusion, in which a person is confused about his career. He is not sure what career options are open for him. A person overcome with all the different jobs and opportunities that is open for him as he begins to search the modern scenario work. In this stage if the mind frame of the person is positive, then it will be benefited for him in many ways. The key features in this stage are doing research work available in the world and personally interviewing the persons in the work field.
Stage III: In the Preparation Stage, the person is getting ready for the work of his life. This stage is featured by feelings of thrill, as the person think of performing meaningful work. However, there is much work still to be finished, and if he wants to be successful, then the person have to be prepared for all the scenarios that come in the way. The key features are to get the knowledge and the work experience along with making career goals and acquiring positive mind set.
Stage IV: In the Commitment Stage, a person is filled with positive mind set and is able to figure out what he wants to do. It may so happen that sometimes a person may be aware of what he wants to do, but may not be able to do it due to some or the other reason. At this stage, the person has to concentrate on his target and goals set. The key features are performing job search and accepting a job offer with negotiations, if any.
Stage V: In the Retention Stage, the person is more comfortable in his career field, as he has figured out on how things are working in the company. Here the person is required to be committed in his career by updating his skills and standards as per the requirement of the market scenario. The key features are providing good customer service skills and making a strong professional network.
Stage VI: The Transition Stage is featured by suspicion of discomfort, in which the
person is not sure whether he is happy or not and what he will be doing next. In this stage, the person is in the position to make mindful changes in his career direction. The key features are doing changes in the career and developing flexibility.
We can say that the person have to enter and re-enter through these six stages many a times though out his life. (Michelle L. Casto)
2.12 Related Studies
As per the research done by Warr and Bunce, 2005 regarding the career planning and development in the MNCs, it revealed the nature of career planning program and the expenses involved in the career planning and development program in the MNCs companies. He took the data of more than 300 MNCs to find out the average amount spent on the career development program. It is seen that MNCs invest a good amount of money on the career development program. It is also observed that many career development programs were externally conducted and many employees attend the program.
With reference to the survey of Neuman,2001, research was conducted to know the effectiveness of the program. The motive behind the research was to specify which features the career development program for managers and other employees. The researcher undertook the research of electric power transmission industry. Through questionnaire the researcher gathered the data on the employees reaction on the program. With the help of data collected analysis was made through statistical tool to measure the various factors that influence the employees. It was concluded that career development program was going in right direction and requires more time. The material should be changed and methods to be implemented for solving problem.
As per the survey conducted by Gaston and Kirk Patrick, 2009 the topic selected was management development and training in the police force in the UK regarding the promotion process. The data of 150 policemen was selected who got promotion from constables to sergeant rank. The research was conducted with the help of questionnaire. The respondents gave the suggestion on improving the upcoming programs.
It is observed that more importance is given to career development programs in all companies. These programs are helpful in terms of improving the talents and skills of the employees. The benefits of the programs in all companies leads to improvement of job satisfaction and the morale of the employees. With proper career planning and development programs the employees get proper guidance in their career and progress in future.
2.13 Theoretical Basis for Career Development
Career Development Programs is essential as there are fluctuations in the workroom improvements in management philosophy, alterations in managerial classes and the growing difficulty of knowledge.
Work Force Changes: In the past, personnel used to prefer working in 1 to 2 companies throughout their career which imitates there honesty for the company. (Lewis, 1986, p. 16). It is noted that the employees who have started to work in the year 1990, shows that they work for 5 different company and have 10 different jobs by the time they retire. (Scheele, 1992, p. 16). One cannot say that employees are not loyal to the company, however at the same time they might have various faith and commitment towards their profession, family, and there personal things. Many factors have resulted in companies going for re-evaluation and assessing their employees which is most valued and important resource. Natures of Employees Motivations: We can say that majority of the employees are well motivated, but at the same time the companies should also realize that every employee should be motivated by different sets of need. When the companies are able to understand and meet the needs of the employees it can expect high level of job satisfaction and increase in performance from its’ employees. During the year 1940’s, a scientist named, Abraham Maslow (1954), created a general theory of motivations. Maslow found that employees have various needs which he summed up into five different categories. These categories were filtered keeping in mind its importance, from the most basic need (physiological) ascending to most complicated need (self-actualization). These five groups are well known as Maslow’s Hierarchy of Needs.
Maslow’s believed that one’s wants must be gratified at one level beforehand climbing to the next level. Maslow insisted that one could not practice some of these basic motives except more basic motives in one’s career were first attained -Self- Actualization Esteem Affiliation Security Physiology such as making sufficient cash, being protected in one’s occupation, and needing enjoyable associates with whom to associate. Equally, if one’s wants go unhappy over a extended period of phase, the employee shall also leave their occupation or involve in some form of dysfunctional conduct. Maslow’s crucial need, self-actualization, is defined in relation of one’s wish to touch their probable and attain own fulfillment and development as an individual. We can say that, individual pursue to develop all they are skilled of becoming. Individual always wanted to understand their probable, development, fulfillment, and to touch a sense of achievement. According to McAfee and Champagne (1989), only few of the individuals touch a point of whole self-actualization. They also believed that any person can get better capability and become master in what they are exploiting. Additional motivational theory established by Clayton Aldefer (1972) called the ERG Theory, also organized people’s needs in a pyramid. Aldefer incorporated Maslow’s Hierarchy of Needs into 3 types; i.e., existence, relatedness and growth. Aldefer imagined the fewer each need level goes displeased, the more it will be preferred. Nevertheless, if the higher level need, which comprises the need for individual development, goes displeased, the person will become irritated and pursue lower level pleasure. This frustration-regression method is the main alteration amongst his and Maslow’s motivational theories. There is one more motivational theory, Frederick Herzberg (1975) that facts out that while preservation issues such as salary and job safety can be allied with job gratification, the actual persuaders are the chance for development and gratitude and the chance to establish an advanced grade of capability in one’s job. Lastly, Vroom’s (1967) motivational theory resolves that peoples show the progressive level of motivation if they believe that their hard work will be remunerated and the rewards are of significance to everyone. It is significant that company recognize that alterations occur amongst persons & what motivates one employee might only affect another worker. Career development can offer a chance for employees to explain their different aims and recognize what different paths they can adopt within the company to touch their aims and receive appreciated prizes. If company can support workforces in filling their requirements, they are more possibility for them to be dedicated to the company and its aims.
Managerial Style: Change in managerial style has led to success of career development. Administration professors have been aware since long on the differences among Douglas McGregor’s Theory X and Theory Y management styles. As per McGregor (1960), Theory X leaders accept that staffs hate their jobs, try to duck accountability, and want pressure & control over them to work towards company’s aim. The Theory Y leader trusts in the characteristic vision of staffs and accepts that they are usually involved in guiding their own effort. The Theory X leader was worried about output, instead of staffs’ wants for participation. The Theory Y leader has out more stress on the human features of the work atmosphere.
As per Blake and Mouton (1978), the best active bosses are those who understand that employee promise and efficiency are straight related to the company’s global usefulness.
Technology: Speedy variations in technology have changed all feature of the workshop. Improvements in technology have caused the requirement for expert specialists, and this has produced difficulties for various companies. Because of it, these companies are required to employ skilled technicians’ otherwise fill these spots with untaught employees. These technological developments also add pressure on significance of requiring a Career Development Program. Staffs would be able to create applied career choices created upon the company’s present and upcoming requirements. Company will be at advantage by being able to use present employees to fill fresh spots.
Chapter -3
Research Methodology
The chapter shows the component of approach that will be used in the study of the project. This chapter reflects research de0sign, study area, and study of the people, sample-size, and data-collection method.
3.1 Population and sample Size
National Bank of Oman SAOG (NBO) is a based in Oman and it is a joint stock company that is engaged in the business of retail, wholesale and investment banking services. National Bank of Oman was the Oman’s first local bank, building a rich history with Oman’s local business and largely its economy. It was started in the year 1973. Today, NBO is recognized as one of the largest banks in Oman. NBO has over 60 branches covering all Oman and 173 ATMs and Cash Deposit Machines in all over Oman. Apart from this it also has three international branches situated in Egypt; Dubai; and Abu Dhabi. NBO has approximately 3,000 employees all over the world.
The National Bank of Oman conducted a development program for its staff named ‘Future Leaders Programme’. This course was designed and moved by Cambridge University’s Judge Business School, a world well known institution of business education. The Future Leaders Programme, started in May, 2013. This program ran for a time of 15 months. This Program was based on practical work that actually happens in real life scenarios of business that needs the implication of knowledge and skills studied. This programme is considered to be one of the world’s leading development programme. National Bank of Oman SAOG (NBO) aims at expanding employees at each and every position for those who has the leadership and managerial qualities required to steer the Bank. The scheme mentioned in the programme is in track with the Bank’s goals or objectives and points optimal performance by their staff. National Bank of Oman SAOG (NBO) aims to make a work atmosphere that asks for growth opportunity for all its employees.(Times of Oman).
The type of research method carried out in this project is descriptive method. The data is collected through questionnaire and interview. National Bank of Oman SAOG (NBO) has developed training and career development policies and over the years many employees (both senior and junior staff) have trained. The totals of 100 samples were considered.
3.2 Data collection method
In this project research two collection methods are used i.e. primary and secondary. The data collected in the research is the combination of primary and secondary data. The primary data is given more importance when compared to secondary data as primary data is the framework of the research. The primary data is a direct approach and can be lengthy at times.
In this project primary data is collected from sources such as personal interview and questionnaire. The personal interview was conducted with the managers of National Bank of Oman (NBO). On the basis of the effectiveness of development and training programs conducted by National Bank of Oman (NBO), the questionnaire and interview was done. The secondary data is collected from journals, magazines, books and the internet.
On the basis of data collected the researcher prepared the questionnaire. In the questionnaire there is total of 20 questions. The researcher selected 50 employees from National Bank of Oman (NBO). The questionnaire contains two parts. Part one covered all personal data of the employees such as income, age, etc. The time duration to fill the questionnaire was 15-20 minutes. The rating scale used to measure is ‘5’ means strongly agree, ‘4’ means agree, ‘3’ means neutral, ‘2’ means disagree and ‘1’ means strongly disagree. Questionnaire was designed keeping in mind the training and development programs adopted by National Bank of Oman (NBO) and the same was discussed with the my supervisor. Only after the approval from my supervisor, the questionnaire was distributed to the employees of National Bank of Oman (NBO).
3.3 Accuracy and validity of questionnaire
Questionnaires play a very crucial role in the data collection process. Moreover the questionnaire should focus on the topic of the survey. The method was used to test and evaluate the questionnaire.
The validity of the questionnaire was done through a group of 2 experts in the measurement. In this process six items was cancelled since it was not valid and ultimately final 20 questions were selected.
3.4 Data collection procedure
It took a close to three weeks for preparing questionnaire and after the approval from the supervisor it was circulated to the employees of the National Bank of Oman (NBO). To distribute the questionnaire to the employees of National Bank of Oman (NBO) the researcher took help of the Branch manager. The researcher explained him about the project work and the manager without any hesitation granted the permission to distribute the questionnaire. However the branch manager had a look at the questionnaire and found all the questions to be genuine. He told the researcher that he needed to read the questions before it was distributed to his employees since some questions can be harmful for the reputation of the bank. After all the discussion finally the researcher distributed 50 questionnaires among the employees of National Bank of Oman (NBO). The details of the questionnaire were explained to the respondents before they could start filling the same. The respondent took 15-20 minutes to complete 100% of the questionnaire.
3.5 Description of the research sample
A total of 50 employees were selected and accordingly the questionnaire was distributed.
Below is the gender of the participants:-
Gender Number Percentage
Male 30 60%
Female 20 40%
As per the above diagram 60% males and 40% females participated in this project research.
Below is the age group of the participants:-
Age bracket Number Percentage
22-29 12 24%
30-39 24 48%
40-50 10 20%
Above 50 4 8%
The above diagram shows that 48% of the participants falls in the age-bracket of 30-39 years whereas 24% of the participants are in the age bracket of 22-29 years and around 20% are in the age bracket of 40-49 years and only 8% are in the age bracket of above 50 years.
Below is the qualification of the participants:-
Qualification Number Percentage
Secondary school 10 20%
Bachelors 25 50%
Professional degree 15 30%
As per the above diagram 50% of the participants are in holding bachelor’s degree whereas 30% of the participants are holding professional degrees in the respective field and around 20% have done only secondary schooling.
3.6 Data Analysis Instrument
Analysis of data is a process of inspecting, cleaning, transforming, and modeling data with the goal of discovering useful information, suggesting conclusions, and supporting decision-making.
Following are the statistical tools involved in the research project:
‘ Percentage Analysis and frequency
‘ Mean i.e. weighted average
The mean method is used to sum up the views of the various participants to obtain mean score for the particular statement. The mean is calculated by dividing the total sum of the figure by the total number of questionnaire or participants used in the project.
3.7 Conclusion
In the context of the above, the researcher covers the portion of population, collection methods of data, sample size, collection procedure of data and the data analysis tools. National Bank of Oman is the country’s first local bank which reproduces rich Oman’s history with businesses and its economy. National Bank of Oman has over 60 branches all over Oman in addition three international branches- one in Abu Dhabi: one in Egypt and one in Dubai. National Bank of Oman has over 3000 employees.
The collection method of data used in this project is the primary and secondary data collection method. The research data is the combination of primary and secondary data. More importance is given to primary data than to secondary data since primary data is the frame work of this project. The concept of secondary data is to support primary data. To collect primary data, the researcher has used questionnaire method. The researcher conducted interview for collecting the data to complete this research project.
Chapter -4
Data Analysis
In this chapter the researcher will explain the statistical tools used in this project for analyzing the data for measuring the effectiveness of career development and training in National Bank of Oman (NBO).
To accomplish the organization’s objectives, NBO is undergoing career planning and development programs. For the few years NBO has undergone various career development programs in various departments to overcome the universal changes. NBO has made a compulsion on attending the career development programs. Also apart from this there are many other short terms training skills in department like finance, business planning, creativity, customer service and Human Resource.
In this chapter, data will be analysis to test the following research questions:-
1) What is the level of involvement of employees in career development and planning?
2) Are the employees aware of the stages of career development programs?
3) Whether the employees are aware of the restrictions to career development and policies involved to reduce these restrictions?
4) What are the responsibilities of staffs in their career development & preparation?
Mean of the responses on the questionnaire
The effectiveness criteria are as follows:
I Effectiveness of awareness of career development programs
II Effectiveness of stages of career development programs
III Effectiveness of involvement of employees in career development programs
IV Career development programs obstacles
Table-5: Mean of the employees response on the awareness of career development plan
Sr. no. Awareness of Career Development
Mean
1 Career development plans is given priority in National Bank of Oman 4.2
2 At NBO, employees are learning continuously and trying to improve 3.8
3 I have improved in my job when compared to early days of joining 3.6
4 Employees at NBO have sufficient knowledge about the advancement opportunity 4.4
5 The senior manager as well as the management cooperates which helps in promotion 4.2
The above table shows the mean of the opinions & responses from the employees, According to the study there is a positive reaction from the employees towards the career development plan as they say get sufficient importance in National Bank of Oman .According to the study there is the positive reaction from the employees towards the career development plans. As per the study employees have improved in their respective jobs. The respondents mean is 3.6 and it is very clear that employees have improved their job skills in National Bank of Oman. Also employees at National Bank of Oman (NBO) have sufficient knowledge on the career advancement as it has the mean of 4.4.As per the study there is the positive response from the employees towards the career development plans provides an excellent opportunity for employees to learn comprehensively about their job requirements and improve their job skills in National Bank of Oman. Also it is found that the respondents’ reaction against senior management and live manager takes interest and spend time to set relevant career development plans for their promotion has the mean of 4.2.
Table-6: Mean of the employees response to career development stages.
Sr. no. Stages of Career Development Mean
6 The career development policy is clear and well supported. 4
7 There exists an effective induction process at the bank 4
8 Required support assistance is provided to employees that helps in their career development. 4.8
9 NBO covers major of the career development programs such as Testing counselling, mentoring 4.4
10 I have sufficient knowledge and idea on the career opportunities 3.8
Simultaneously the reaction to the management provides all facilities to benefit from career development plans have the mean of 4.0.Moving on the category of the career development plans that consists of induction process, the respondent’s reaction gave the mean of 4.0. As per the study there is positive response from the employees regarding the required support assistance for career development plans. The respondents’ reactions against the employees are helped to acquire the required knowledge. And a skill through career development plans has the mean of 4.8 and it is observed that this category has the highest mean in their career development plans programme. In accordance with the respondents reaction against there is adequate emphasis on covering major developing managerial programs through career development plans has the mean of 4.4. The respondents gave the mean of 3.8 and it is the second least position in the career development plans. As per the study it has been noticed that there is positive response from the employees regarding the human relations competencies are adequately developed in the organisations through career development plans in human skills.
Table-7: Mean of the employees responses to the involvement in career development plans
Sr. no. Employees involvement in career development Mean
11 The managers give proper feedback on how to advance the career. 4.2
12 The managers take keen interest in the career advancement of employees. 4.6
13 The employees in NBO have opportunity to grow and develop in their career. 4
14 The responsibilities has increased since my start 4.2
15 The career development plans developed are really good and helpful to the employees. 4
The respondents’ reactions against employees are given proper feedback on how to advance career has the mean of 4.2.According to the study there is the positive response from the employees in terms of managers or supervisor taking keen interest in the career advancement of employees. The respondents reacted with mean of 4.6. Also respondents gave the mean 4.0 in terms of employees having opportunity to growing the organisation participates in determining the career development plans they need. Moreover it is found that the reaction against employees whose responsibilities have increased gradually considering their time of joining the bank through the career development plans has the mean of 4.2. As per the study there is a positive response from the employees that employees have a clear understanding of the skills and knowledge they are expected to acquire from the career development plans .Also the mean for in-company programme are handled by competent faculty was 4.0.
Table-8: Mean of the employees responses to the benefit of career development plans
Sr. no. Obstacles in career development programs Mean
16 The work pressure in NBO is high. 4.2
17 In NBO there is no promotional scope 4.6
18 There is lack of employee empowerment in NBO 4.2
19 The salary structure is unfair when compared with the employees within the same departments 4.6
20 Lack of job satisfaction 4.4
Regarding the work pressure in NBO the respondents gave the mean of 4.2. According to the study there is a complaint from the employees of the high work pressure as a result they are not able to concentrate on other aspects of career advancement. Meanwhile the respondents gave the mean of 4.6 for lacking promotional scope in NBO. However the respondents’ reaction against the lack of employee empowerment in NBO has the mean of 4.2. According to the study there is the negative response towards the unfair salary structure of the employees within the same departments. Moreover the reaction of participants has the mean of 4.6. It is observed that it has the highest mean. The employees have shown grievances in this matter. Finally the mean for lack of job satisfaction in the bank was 4.4.
In view of above points it is observed that career development programme is effective in accordance with the employees’ responses in different level. There are many factors of career obstacles that may come your way in achieving career goals. At times you may feel that your career in going downwards instead of going upwards. Even after getting degree from a college one might not know about what career path requires. In today’s world the job opportunities goes to the person who you might know and not to those who knows everything. So the employee has to start to take his professional network even outside the company. According to the above table it is well understood that the highest level of response goes to the employees are helped to acquire the required knowledge and skills through career development plans has the mean of 4.6 and the lowest response goes to improvement of employees in their job as compared with the initial days of their job has obtained the mean of 3.5. Overall performance of the career development plans is appreciable according to the responses of the employees because the minimum satisfaction level is 3.15 and the above table shows that the career development plans is very effective in accordance with the responses from the employees.
The details of the interview which was conducted with the human Resources Manager of career development department of National Bank of Oman appended below
Question-1 How National Bank of Oman is evaluating the requirement for career development programs?
The career development plans is very important because it will develop the skill of the employees and it will enhance their working performance. Normal the career development plans based on the employees qualifications and requirement of the responsibility. There are many career development sessions that are planned in a year for different employees in different departments. The career development programs take into consideration the changing environment. National Bank of Oman (NBO) seeks future requirement and accordingly empowers its employees. The HR manager gave an example that he faced few months back with his new staff. He said that he told the new employee to make ideal profile for his job. The new staff was stimulated and motivated and at the same time he was also surprised by such question being asked to him. But he had an set back that he didn’t know how to do it. However it is the case with most of the employees, so it is necessary to identify the strengths and weaknesses of an employee to understand what role can be given to him in which he is best suited.
Question-2 How National Bank of Oman is dealing to cope up with the career obstacles and setback?
The HR manager gave a very good reply to this question. In today’s scenario there are lot of career challenges that come your way. It depends a lot on an individual on how he copes with such challenges to grow in his career. However it is equally important for the company to take care of an employee. NBO is giving knowledge to the employees about the self-management. He said self-management is an important appearance that helps to cope up with career obstacles. Self-management helps you to deal with the emotional reaction that can come in your way in achieving career goals. Self-management is something that shows your capability of reacting to any particular situation emotionally which starts with the self-awareness. NBO is making its staff aware about the critical thinking. At the same time NBO is trying to avoid any kind politics within the bank and being fair to all employees.
Question-3 what are the career paths in NBO?
The HR manager said that positions in bank are highly in demand because it offers a wide range of career opportunities. Many people have the desire to work for financial services since it is challenging. However there are roles that may or may not require interaction with the customers. This banking industry provides a lot of position as career paths. He talked about few of them. Financial Planner-His role is to look for client’s finances by evaluating it and giving appropriate suggestions. Relationship manager- His role is to meet with the people and built strong relation with them. They have to attract new customers. For this role you got to have good interpersonal skills.
Branch manager-Branch manager has to see the overall operations of a particular branch. He has to make sure that operations are running smoothly and achieve objective of the bank.
It seems from the HR manager responses that the bank is benefited from the career development programs as it empowers its employees as a result the bank can achieve its goals or objective effectively.
Chapter -5
Conclusions and Recommendations
This chapter shows the conclusion part of the project and recommendations from the project result. Also suggest on the awareness on career planning and development in National Bank of Oman (NBO).
5.1 conclusions
National Bank of Oman (NBO) is the country’s first local bank which was started in the year 1973. The career development programmes in National Bank of Oman (NBO) are properly managed as per the reply received from the employees and the managers or supervisor. On the basis of the data collected it is found that the level of the performance in all departments is more than 3.6 & it is also observed that it is greater than the cut off value of 2.5.
Career planning and development programmes plays a very crucial part in employees and also in company’s development, as we can find this in the project. The opinion from the managers or supervisors of the National Bank of Oman is that the career development programme in NBO is conducted as per the need of employees to progress in their respective job responsibilities. We can come to know on the basis of the responses from the managers. The end result of the career development programs is that the employee knows the career opportunities available in the bank which improves employees’ efficiency and productivity. Hence the level of responses regarding the skill power in NBO is the means of responses is 4.1.
The career planning and development programmes makes easy for the employees to choose career that is maximum appropriate to his talent. On the basis of personal interview and questionnaire it was also found that what sticks them to the current job is the promotion factor. Through career development plans the employees are developing managerial capabilities has a mean of 4.1.
The career development plans are designed properly and allocated has the mean of4.2.The employees also wants proper recognition and training. So for conclusion, the goals of the project to get the overall knowledge about actually what the career planning and development is, the scope of such programs in National Bank of Oman is properly fulfilled.
The view of the respondents on career development plans are reviewed periodically to improve and the career development plans are looked after by efficient staff both has the mean of 3.9. The respondents’ view that the senior managers are helping their junior staffs during the career development plans session has the mean of 4.5.
The view of the respondents on the employees in NBO are given time to improvement in regards to career development has the mean of 4.1. The view of the respondents about the grade of the programs is outstanding has the mean of 4.3. The project also concludes that in National Bank of Oman 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 employees or people.
The view of the respondents that senior managers are helping their junior staffs during the career development plans session has the mean of 4.5. It is analysed from the project that even the managers’ benefit from the career development plans has the mean of 4.5.
The reactions of the respondents whether the career development being reviewed periodically is 3.9. It can be assumed that the employees are given the opportunity to share their views and innovative ideas after every program as a result it can be improved every time.
The NBO is giving the facilities for fulfilling the desires of the employees properly. There is adequate emphasis on developing managerial capabilities of the employees through career development programs has the mean of 4.1. It is showing the positive attitude and motivation towards the career development programme of the employees and the company always helps and encourage the employees for the improvement and more chances of achieving company’s objective.
The response on the human relation skill being developed has the mean of 3.5. The human relations competencies are adequately developed in the organisations through program in human skills.
The respondents gave the mean of 4.5 when asked if the senior managers are helping their junior staff during the career development program. The view of the respondents that mangers are also benefited from the career development plan have the mean of 4.5.The career development plan are designed properly and allocated as per the requirement has the mean of 4.2.
5.2 Recommendation
The effective career planning describes the different parts a person has as a part of his life, career & company. All career routes are the stage from where a person is probable to shift to a advanced level of work accountability. In the career planning procedure there is people who finally judge the achievement of his career. From the project result we can say that many employees feel that after attaining career development programme, they have become successful in attaining their career objective. Also the employees feel that they have safe environment to work. Many of the employees are in favour that constant career development plans is enhancing their career. Also they agreed that senior manager is helping their junior staff to attain their career objective.
‘ National Bank of Oman has to make more and more of their staff aware about the career planning and development. Also more development workshop has to provide to the employees.
‘ The employees should be rewarded with considerations and their good work is to be recognised. Also the managers or supervisor have to motivate their staff to perform better.
‘ It is the responsibility of the managers or supervisors to build a team spirit and faith among its employees which will be helpful in achieving the objective of the National Bank of Oman (NBO).
‘ To some extent the bank must improve its working environment so that the staffs feel
Safe and can improve their performance.
‘ The managers or supervisor must focus on the contents of the career development plan which will help in achieving the goals of the bank. This is because if the content of the programme is in line with the goals of the bank then the goals can be achieved effectively and in smooth way.
‘ The employees must be involved in planning the career development programs. This will help to improve the quality of the career development program.
‘ At the same time the management must ensure that they provide all the necessary support in conducting the career development programme.
To conclude it was worthwhile to choose such topic as project, which is not only important for an employee and employer, but also for the researcher to select the career, 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.
It’s our future. We need to make our career decision.
The career can be defined as the series of an individual’s knowledge on various jobs over a span of time. It is viewed as basically a relationship between one or more company and the individual. For few people a career is a carefully written plan for self-growth whereas for some other people it is a routine role in life and for few others it is a journey to find ones’ hidden talent and for still few others it is their life. A career is a sequence of positions that a person is holding during the working tenure of his life. A career is a succession of separate but repeated work activities that provide continuity, order and meaning to an individual’s life (Edwin B. Flippo). The various positions in occupation a person had over the years. The fact of today is that many employees’ expectations towards their jobs are high. As a result there is a general enhancement in the disturbance in the quality of life. Today the employees want more from their jobs rather than income. A more motivation to career planning is the requirement for company is to put to optimum use the people which are the valuable available resources in this rapidly changing technological world. (Garry Dessler).
Career is defined by different authors in different ways as career is a compound term. In the earlier days the term career was not considered to be so compound and it was people who believed that getting a job is a life long term. It was like getting a job at the young age and staying in the same organization or company probably in the alike rank till retirement. It was considered a employee is diligent, dependable, capable and faithful to the company will have job till he desired or wanted. In old days employees and the company functioned like a family. Also person’s career would start as soon as he finishes education since there was no requirement for additional knowledge or professional development.
However, today the scenario is totally different and more compound. This is because of changes in all sectors. Today if a person wants to grow and succeed in this changing environment, he adopts to the changing environment by acquiring new skills, knowledge and training throughout his working life. In todays’ world new task and job are more challenging and demanding so one has to be ready and prepared to perform the new sophisticated task and duties. (Ivancevich, 1994, p.490). One of the way is to take care of the employees and coordinate with the employees in both personal and organizational plans, abilities, needs and goals. (Bernardin, Russel, 1993, 9.341).Now a days there has been a drastic change in the relationship between companies and staff as both wants to take each other’s benefits. Changes have occurred as a result the employees are not promised for a long run and secured job any more, but they are made responsible for their own career or future. There are various possibilities of defining a term career and many authors define it in broader or narrower way. Career can explain a person’s job but on the other side it can tell one’s movement and success in the job or else signify progression in job. A career is sum of experience throughout the individual’s life in relation to his work. (Jones, George, Hill, 2000 p.5406).
We can conclude on a note that career is continuous process which is made up of the individual’s experience in work attained on doing various professions and shifting among different levels. Career is crucial link between a person and the company. Now days any person who is well educated, talented and young gives top priority in their life to career development.
It is in recent times that career development is given importance, both as an idea and an issue. The reason behind this was the shortage of involvement in career development since a very long time has been the incautious, unrealistic belief about staff performing properly in terms with correct note and with the opinion the staff themselves marking own career. (Stones and Freeman, 1992). Since the employees are now educated, training is given for their respective jobs, and evaluate frequently, it can be understood that money is not sufficient. Now a day’s personnel department has become advanced, it views past current objective, since the need of the company is not constant and at the same time the position and abilities of the staff are also not stable. Sometimes it proves very costly to have career left to the time along with casual situations as it is for somebody to carefully manage through guidance and professional approach. We can say that many companies have started to give importance to career planning and is accepted by many. (Sawn Rosenberg Mckey). Career development is combination 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.
In today’s scenario in the banking industry more importance is given to human resource, which itself is the great development. It was agreed that due to the use of labour intensive activities and increasing competition within the industry, financial services in general and banks in particular have embarked on considerable investment in training. More and more attention is being paid to motivational aspects of human personality, particularly the need for self-esteem, group belonging and self-actualization. (Torrington and HaII)
The recent or we can say new personnel function is career Planning. Recognized classes about career planning are hard to see. We can see more of it in bigger or growth company. The main aim of career Planning is to recognize ones’ talent, knowledge, hobbies and characteristics, make related action that achieves determined targets. Objectives and targets of career planning- Career Planning targets to match person’s capability to promote them and ones’ desire with company requirement and opportunities. Career Planning helps the company in selecting the right person with the correct skills and at correct time. It tells what kind of training and development is required for enhancing career change or else staying in same position. The main focus is to know the future requirement and growth opportunities and also removing stagnation, elimination, dissatisfaction among the employee. (Schermerborn, hunt, and Osborn).
The administration of the company motivates their employees by giving bonus, appreciations, work etc. in which they are satisfied and a friendly working environment where they can work. There should an equitable payment system, opportunities for training and opportunities in career advancement which is appropriate to satisfy the employee’s wants. Motivation makes sure the productivity in the company. This point was highlighted by Armstrong (2001) where it was defended that problem on motivation needs to be closely seen in company since it affects in the level of performance of employees, from whom the management wants results that are in terms with organizational goals with objectives. Employee should be motivated as it got to play very important role in their performance. Performance is employees’ use of their abilities and efforts. This project is concentrating in general on career development and in particular the career advancement.
It has been many years now that National Bank of Oman (NBO) is conducting many career development policies along with training to all top, middle and lower levels of employees. As per the National Bank of Oman (NBO) Training Policy (2001) it was conducted to help in career promotion at the same time develop employee professionally , preparing the employee to take greater job responsibilities and adopting required knowledge, attitudes and skills needed to improve the employee performance. It is understood that after training session these staff are to be promoted to advance their respective careers. This in turn will motivate the staff. However, this is not the case. National Bank of Oman (NBO) lacks career advancement after training; which in turn will affect the motivation of staff to perform their role. If motivations of the employees are lost, the Bank’s overall performance would suffer and National Bank of Oman (NBO) may not be able to attain its goals and objectives.
1.2 Statement of the Problem
Quite a few staff are given training but there career is not growing with not much role of career advancement. It is said that middle level staff thinks that there is no promotion or let’s say it is difficult to move upwards. The irony is that the Bank feels that its employees should back their responsibilities well. There is a problem of lack of career development after sessions of training. However, the question is not understood in National Bank of Oman (NBO) about how come the lack in career development affects the staff motivation. Also National Bank of Oman (NBO) has no idea on the drawbacks of career advancement and the how to overcome this problem is also not known. However, if this issue is continued for a long time and motivation of employee gets affected, then it will lower the employees’ performance and this will affect the Bank’s goals and objectives. Even further to this if the bank continue to spend huge amounts on the career development and training, it cannot justify the expense since there will not be any improvement in the performance of the employees.
The aim of the project is to analyze whether there is career development after training, the obstacles to career development after training and how the motivation of the employee is affected. The main area of concern for human resource is to look for the development of the staff, their abilities and the process of overall progress of the company. (Parikh and Rao, 1992).
1.3 Consequence of the Study
The project gives knowledge on the career development with its obstacles and ways to overcome the obstacles and how its effect on motivation of employees. The beneficiary in this case is National Bank of Oman (NBO). It is prepared with the intention that the output of this project will make policy makers understand the effect of lack of career development after training session. Other institutions like Central Bank in the given region, might face the same issue, will learn from National Bank of Oman (NBO)’s experience as a result they will focus more on their career development policies. Researcher uses the study as reference material. (Bernardin, Russel, 1993, 9.341).
The senior managers or supervisor in banks who are keen in manpower planning and their career advancement will use the finding available in the project to assess feasible action that will highlight the lack of career advancement after training in banks. In National Bank of Oman (NBO) training are not leading to career advancement and this is what is being focused in this project. Training is such activity that will develop a person’s professionally and also its managerial skill, faith and eligibility which will help in career advancement. This is with context that the objectives of National Bank of Oman (NBO) ‘s Training Policy which aims at other things such as employee performance, developing the staff professionally, preparing the employee for greater responsibility and communicating required ability, attitudes, skill and knowledge required for improving the performance. The motive behind NBO’s Training Policy identifies that after training the employees are self-enhanced, professionally developed and also develops career which will help in career advancement. Mullins (2005) reveals that training is conducted to ensure that the employees are given a push in their career.
The research study was done at National Bank of Oman (NBO) at their Central Business District branch. National Bank of Oman (NBO) was selected for this project since it is a banking institution and also due its large number of employees have been trained at the headquarters of the Bank.
1.4 Career plateau
A career plateau is the point that comes in career of every employee where the chance of getting promotion is minimized. When this situation occurs in an employees’ career he find himself to be blocked and is not able to get any advancement. If an employee try’s to avoid career plateau, it is doubtful that the employee has the power to adapt and develop himself in the changing atmosphere. In the recent time the employees’ are reaching the career plateau point early than their predecessors and apart from this it is also early than what the employees expect. Hence it is crucial for the company and person to get ready to cope with the phenomenon successfully, particularly when the signs of an impending plateau are observed. The chances of obsolescence becomes less if the company takes responsibility for development of employee and also on the other side the employees should be are ready to put their time in their advancement.
1.5 Factors in career development
All employees must be prepared to take responsibility of their career development. If they fail to do so, they cannot have smooth and optimal career progress. There are factors that are crucial for growth and success in career development. That is: Performance ‘The employees whose performance is poor are not considered for any sort of training and development aspect, or given international projects or promotion. Exposure ‘ One of the most important factor for an employee to succeed is he must become known to his supervisor or manager. He can do by performing extremely well in report writing, presentations; and involve himself in any training and development programs and other social and curricular activities. Qualifications: According to the U.S. research study a strong correlation exists between graduate earnings and the quality of the university they attended. Reputation of an employer ‘Another important factor is getting the right job in the right company. As it helps in developing career success and long-term stability. Development ‘With regular growth in skill and knowledge will make an employee more valuable and, therefore, will be more beneficial to the company. International experience -International experience plays crucial role in developing career success. Language skills- Todays world where the business has become international as a result business centers are developing world wide which needs that managers/supervisors have not only English skills but also should possess good skill in a second or sometimes even third language. Computer skills ‘ For a competitive advantage, one must possess computer knowledge. More knowledge of technology more is the employees’ skilled. Networking ‘ In todays’ world it is very important to have a network of contacts for an employee to develop his career. Setting up goal- To be successful in life one has to be self-motivated and at the same time hardworking and most importantly should be goal oriented. Skill of financial Planning – Today the employees have become more practical and they know that no one guarantees lifelong employment. Appearance- Also one can say that there is many evidence that shows appearance plays a crucial role in development of a career.
Every employee should know and work for his own career success and planning. But the sad part is that many employees do not think of their career planning. They think the company will decide their career which is not correct. By such thinking, the employees are giving remote control of their own career to the company and reducing their chances of getting their career objectives or goals. Even though some company like National Bank of Oman (NBO) have in-house career planning, which is done to meet the bank’s goals or needs. The employee must focus on their individual career planning which they must perform depending on his personal interest and vocational interest, personal goals and career goal and his present skills.
The importance of initiatives of employee development can help in finding out the employee that has hidden managerial qualities and after giving necessary training to them and more job responsibility that can make them ready for a promotion in near future. In National Bank of Oman (NBO) employees have been given the freedom to talk to their management about their goals or ambitions and their way to grow in their career.
To have success in the career the employees must be in positive minds when going through employee development programs that are organized by the bank. If any extra responsibilities is given by an employer to its employee, it is to take up by the employee as a challenge and with a view of learning new things rather than thinking that extra burden is forced on them. The employees must make the most from the training sessions offered by the bank and stop complaining that training is waste of time.
1.6Objectives of the study
1.6.1 General objective
The main purpose of this project is to assess the feature of career development and motivation of staff in the banking industry particularly of National bank of Oman (NBO).
1.6.2 Specific objectives
1) To identify the involvement of employees at National bank of Oman (NBO) in career planning and development process.
2) To determine the level of awareness among the employees of their career planning and development requirement.
3) To investigate obstacles to career development in National bank of Oman (NBO).
4) To discuss strategies to reduces obstacles to career development among the employees of National bank of Oman (NBO).
1.6.3 Research Questions
1) What is the level of involvement of employees in career development and planning?
2) Are the employees aware of the stages of career development programs?
3) Whether the employees are aware of the obstacles to career development?
4) What are the responsibilities of employees in their career development & planning?
Chapter -2
Review of Literature
2.1 Introduction
This chapter will appraise the connected fiction offered on the problem under study according to designated subjects that are connected to the study. It finishes with a decision that high-lights the study breach. Emphasis is on career development in over-all, knowledge as a life-long course, career improvement, training, the connection among training and career advancement, difficulties to career improvement after training, motivation and the connection between career improvement and enthusiasm.
2.2 Career Planning and development process
Chart1.1: Career planning & Development process
Figure 2.1
1. Self-assessment i.e. knowing person’s needs and aspirations: It is essential to find out and communicate to every employee about the career planning, aspiration and career anchors. This is because many employees may not know about the career development.
2. Career skills assessment: The setup of the company, further plans and career goals of the employees are assessed to find the career opportunities available within it. For every position paths of career can be identified. It is essential to assess career requirement in terms of knowledge, skill, experience, etc.
3. Setting your career objective and career development plan: A method to identify consistency between person dreams and company career system is made to recognize and compare fixed area of match and mismatch for various class of employee.
4. Implement your plan: Another action plan & policies for dealing with match & mismatch are prepared and applied.
5. Get the most out of your career: One should always review periodically the career plan as it is helps to know if the plan is using effectively human resources by comparing employee objectives with that of job need. The review also helps the employees in knowing the direction in which the company is going, and any changes likely to make and the skills required to adjust to the changing need of the company.
2.3 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. 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.
2.4 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.
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.
6. 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.
2.5 Benefits to Employees
The new skill and ability is developed during career advancement after training. At the same time job satisfaction is also increased among the employees as they get complex and challenging work, greater kind of variety etc. This allows the employees to see their movement i.e. laterally or may be vertically in the company. As a result the employees can know the degree of influence and can control direction of their career and also can find out and plan their development action. Also one can argue that career advancement allows feasibility for the company to have well motivated people and these results in improving the skill of managers to make action plan for making correct decision in placing important position. There is increase in the morality of the employees by sensing their development and making them feel valued. It is seen in todays’ scenario that many companies make arrangement from external recruitments agency to get the best staff for the desired job. Armstrong (2001) had agreed to this and said that the staff will get motivated once their needs are satisfied taking into consideration the action that allows achieving goal and a reward. He further said that the company must give the framework that will help increase the level of motivation with the help of incentive and reward and also with work satisfaction and opportunity to learn and grow. The role of manager in motivation of employees for performing should not be overemphasized. Nomura Research Institute Ltd (2005) told that reward plays vital role in staff acquiring and in retaining. Baguma and Rwabwera agree to the point that promotion is essential for an employee to feel job satisfaction and at the same time increase in incentive also contributes towards increased performance of the employee. Nomura Research Institute Ltd (2005) also agrees to the point that career advancement with rewards is good system for motivating employees at the work place. Hence one can logically say that there can be negative impact towards motivation, morality, performance and job satisfaction in cases where the employee feels that their expectations are not fulfilled. In fact in the study, Nomura Research Institute Ltd (2005) came out with point that young employees become uninterested when they come to know that there is minor chance of growth in their career.
2.6 Career Development program
The career development system consists of various elements for use in the company. For increasing the efficiency of this program, the Human Resource supervisors or mangers should possess expert knowledge of this tools as they are basically giving consultation to employees when they use this program. At the same time they have to design and develop a good career development program for the company. For achieving more efficiency, many companies should select the correct combinations of both types of tools or activities. For us to understand this tools or activities in better manner let us learn in detail about it:
‘ Self Assessment Tool:- The first technique used widely by the companies in order to boom the career management in relation to their employees. This is the tool where the employees do their self-assessing exercise which will help in career exploration and put the information on their skill, interests, competency, work attitude, long & short term goal and obstacle & growth opportunity. This full exercise will help them in understanding their own dreams with their likes & dislikes. (Garry Dessler).
‘ Career Planning Workshop: The employee completes the self-assessing, and then they have to share their thoughts and findings with their colleagues and their managers or supervisors in career planning workshop. This interaction allows the employees to get feedback from each other and come to know the truth of their action plan and dreams. This results in change of plans if it is found that it sounds unrealistic and accordingly changes the direction.
‘ Individual Counselling: This is very common activity that is done by majority of people making company. The persons required for counselling is made available by a specialist in career development, Human Resource specialist and life skill development trainer. Few companies hire them from outside but few companies their own department in which they hire employees and trainers who work full-time. As a result the employees understand their goal and make changes, if required in them and thus works on improving their skill.
‘ Organizational Assessment Program: Organizational assessment program consists of elements and methods for assessing employees’ capability for growing in the company. Johnson & Johnson is one such example of a company that makes use of such programs to evaluate their employees’ career and assess their capability to help the staffing and development of special team called as tiger team. The special team formed helps in speeding the development of newly launched product. To name few popular program under this item are psychological testing, 360 degree appraisal, succession planning etc.
‘ Developmental Program: The developmental program is mainly used by the company to make their employees fit for higher position. It can be internal or external & is performed under the knowledge of HR staff/ trainer and sometimes outside specialists. To name few popular program under this category are job-rotation program, tuition refund plan, internal training programs, external training seminar & mentoring program.
There are many other elements other than mentioned of a career development system like career program for special target group, fast track or more capable employee, supervisor, senior level employee, technical employee, minorities and disable employees etc.
Various study showed that understanding of career path by employees has more job satisfaction, reduced stress, and easily adaptable to any change. A well planned career development program will help in knowing the strengths, weakness & values to all employees whether its’ newly joined employee or executive level. This will facilitate in recognizing the opportunity present themselves at crucial point in ones’ career.
Figure 2.2
One must always have an actively develop his or her career. Always keep in mind that career development is two way roads. The company needs to help their staff or employees through proper resources, proper training & development opportunity, and proper guidance. We can say your career is always ur career. It depends individual to individual whether he wants to be in 3, 5, or 10 years and then prepare plan to be there. Once the action is taken, you are to get the job for yourself that you love. This leads to more job satisfaction & lesser stress. One has to take action by today which reflects on the experience. Are ur career dreams in alignment with your current job experience? And comparing your dreams to ur dream jobs. If not, then identify methods to happen your goal.
2.7 Develop an Individual Development Plan (IDP) that is tied to your company’s mission.
Individual Development Plan helps you to prepare for the necessary steps that are needed to walk on the career path chosen. To be the most successful, your IDP should:
‘ Link your aims with the company’s necessities.it will be present yourself that you are the most important and devoted staff of your company.
‘ Concentrate on the present opportunity and the space you need to progress.
‘ Generate SMART goals (Specific, Measurable, Actionable, Realistic & Time bound) by that you can extent the progress.
2.8 Set up career development conversations with your supervisor.
First you have to recognized the strategy, then explain all strategy towards your administrator with your aims and ideas. As per the study directed it will present that that 67% of reacted will helped by administrator by linking in staff progress. It will be happen that they personally refer you to one of their co-workers their profession benefits line up with your own. You should have to arrange seminar by this you may arise the question on your ability and capacity heights. You can pursue instruction on how you progress ahead and do implementations in your strategy. There is a discussion with your administrator, work out on your aims and take permission for demanded work out. To arrange constant discussions to inform him/her on your development.
To be fruitful, you have to be confirming that you will get the teaching what you need.
2.9 Find an adviser/counsellor
The counsellor can be internal or external the organisation and the bonding can be long lasting or short. If you have to be fruitful search an supervisor in the professional field you are interested in. At the same time clearly define goals so that both benefit from the relationship.
2.10 Career Planning and career management
Career development is a long term, ongoing investment. To be effective, it must be supported by managers and the company. However, employees must ultimately own the process. Creating a career development vision and strategy with a well-defined path will put you on the road to success.
Benefits of career development are equally for the employee himself and for the employer. If the purpose of organisation is to make profit than the best developed employees will produce the greatest profit. The matching between the organisation’s & individual needs and interests is significant importance because employees can give their best only when they are placed on the right job & provided with the right development and training but also supported with the best management .In unfavourable circumstances the stressed & unhappy employees will be less efficient than those who find the match between job, career & personal satisfaction. If the organisation denies development opportunities to its employees, it may benefits in the short run but later it will be overtaken by those which make the fullest use of their human resources .It is also important to be aware of the needs, abilities & preferences of the other side. People change in time, they learn more, become aware of new the things that have never been aware before, they have new connections, improve the abilities and skills, different wishes and opportunities, but also as the time go on, and they acquire different needs. On the other hand it is important to born in mind that organisations themselves are not constant .They also change in a way that requires different organisations structure, change in the hierarchical level and chain of command. Parallel with the changes in environment, organisations create new departments and require educated and skilled professionals for the new jobs and tasks. So, taken all these inti consideration, it is clear that organisation and individuals live and work in a turbulent and changing environment, and requires specialists who will help them match their needs and avoid certain discrepancies. If the matching process works well the organisation and the individual will benefit. The organisation may experience an increased productivity, higher organisations commitments and long range effectiveness, and the employee may have higher satisfaction, security & personal development. Matching the needs stated above is the process of career development supported by its particular segments, like career planning and career management which will be described in more details in hereafter.
Every individual understands the term of career as well as the process of career development in his own way. Career development has an individual & organisational aspect. It is the process of many correlated & harmonised individuals and organisations activities, where individual & organisation are received as partners in promoting & developing the individual career.
Besides proper and quality matching between the organisations & individuals interests and needs, flexibility can be described as another precondition of the successful career development. Flexibility in this term would include changes & discoveries of new markets, involvement in new products services, creation of new departments, changes and different types of employees with new skills, knowledge and attributes. All can this provide an individual with better conditions for career development, because as it was said before no one today can be safe & secure that he will working the same position & in the same organisation for the whole of his life. In order to help its own employees to develop their career & to make their own profit out of it, organisations should employ those with a potential for further development. Also they should provide those jobs & tasks that offer challenge & possibilities to improve personal skills & abilities to award them for good individual & team success, but also provide them with the possibilities for constant professional improvement through the further educational processes in order to keep step with the contemporary cognitions. This also constitutes a base for planning the future needs& further development for an individual as well as for an organisation.
Career & successful career development are supposed to be in tight correlation with satisfaction .On the other hand it does not always have to be so, since the successful career development constitutes for certain satisfaction in professional life but not necessarily in personal life too. Coordinating this two parts i.e. personal & professional life can be very difficult especially if one wants to make both of them successful. Developing career is sometimes require neglecting of the personal life & family because career development could demand complete involvement in job. There can be a question who is more satisfied & successful that person who has great success in professional life but not in his personal life or vice versa? This could be an interesting topic for some other research so it is just mentioned here without any details & involvement in this project. At the end it must be added that in spite of the all mentioned there is they great number of those who show respective in both fields the male & female.
Career development can be described as a term that has an internal focus & refers to the way an individual views his career but it is not an external focus that refer to the series of jobs & positions held by an individual. Understanding career development in an organisation requires an examination of two processes ‘how individuals plan & implement their own career goals, & how organisation design & implement their career development programs.
Career affects both actors in the process of career development an individual & an organisation and it creates relationship between them. So career development is a complex subject fragmented in 2 important factors. These factors are ‘career planning which represented the process through which employees identify & implement steps to attain career goals, and career management as the other factor which represented the process through which organisations select, assign and develop employees to provide themselves with a pool of qualified people to meet their future needs.
The process of matching is important because both the individual & the organisation have their interests in the individuals career .Discussing individual interests, abilities, desires, needs, choices or constrains, it considers career planning, which is an individual . (Mullins, 2005)
Figure 2.3
2.11 Stages in Career Development
In today’s world it is very frequent that we see a person changing his career. It is important to know the six stages of career development. As per the experts it is said that person change their career 5 times in his life. Hence career development is an important life skill which should be developed. The six stages of the Career Development Process in modern days:
Stage I Assessment
Stage II Investigation
Stage III Preparation
Stage IV Commitment
Stage V Retention
Stage VI Transition
Stage I: In the Assessment Stage, the person is getting ready for the work of his life. This stage is featured by unawareness, in which a person is not sure about his values, strengths, and weaknesses. It is like one wants to know more about oneself and make a conscious try to actually know who he is from inside out. The key features of this stage is taking channel of assessment and working with coach that can help built career.
Stage II: In the Investigation Stage, a person is looking for the different work available in the universe. This stage is featured by lots of confusion, in which a person is confused about his career. He is not sure what career options are open for him. A person overcome with all the different jobs and opportunities that is open for him as he begins to search the modern scenario work. In this stage if the mind frame of the person is positive, then it will be benefited for him in many ways. The key features in this stage are doing research work available in the world and personally interviewing the persons in the work field.
Stage III: In the Preparation Stage, the person is getting ready for the work of his life. This stage is featured by feelings of thrill, as the person think of performing meaningful work. However, there is much work still to be finished, and if he wants to be successful, then the person have to be prepared for all the scenarios that come in the way. The key features are to get the knowledge and the work experience along with making career goals and acquiring positive mind set.
Stage IV: In the Commitment Stage, a person is filled with positive mind set and is able to figure out what he wants to do. It may so happen that sometimes a person may be aware of what he wants to do, but may not be able to do it due to some or the other reason. At this stage, the person has to concentrate on his target and goals set. The key features are performing job search and accepting a job offer with negotiations, if any.
Stage V: In the Retention Stage, the person is more comfortable in his career field, as he has figured out on how things are working in the company. Here the person is required to be committed in his career by updating his skills and standards as per the requirement of the market scenario. The key features are providing good customer service skills and making a strong professional network.
Stage VI: The Transition Stage is featured by suspicion of discomfort, in which the
person is not sure whether he is happy or not and what he will be doing next. In this stage, the person is in the position to make mindful changes in his career direction. The key features are doing changes in the career and developing flexibility.
We can say that the person have to enter and re-enter through these six stages many a times though out his life. (Michelle L. Casto)
2.12 Related Studies
As per the research done by Warr and Bunce, 2005 regarding the career planning and development in the MNCs, it revealed the nature of career planning program and the expenses involved in the career planning and development program in the MNCs companies. He took the data of more than 300 MNCs to find out the average amount spent on the career development program. It is seen that MNCs invest a good amount of money on the career development program. It is also observed that many career development programs were externally conducted and many employees attend the program.
With reference to the survey of Neuman,2001, research was conducted to know the effectiveness of the program. The motive behind the research was to specify which features the career development program for managers and other employees. The researcher undertook the research of electric power transmission industry. Through questionnaire the researcher gathered the data on the employees reaction on the program. With the help of data collected analysis was made through statistical tool to measure the various factors that influence the employees. It was concluded that career development program was going in right direction and requires more time. The material should be changed and methods to be implemented for solving problem.
As per the survey conducted by Gaston and Kirk Patrick, 2009 the topic selected was management development and training in the police force in the UK regarding the promotion process. The data of 150 policemen was selected who got promotion from constables to sergeant rank. The research was conducted with the help of questionnaire. The respondents gave the suggestion on improving the upcoming programs.
It is observed that more importance is given to career development programs in all companies. These programs are helpful in terms of improving the talents and skills of the employees. The benefits of the programs in all companies leads to improvement of job satisfaction and the morale of the employees. With proper career planning and development programs the employees get proper guidance in their career and progress in future.
2.13 Theoretical Basis for Career Development
Career Development Programs is essential as there are fluctuations in the workroom improvements in management philosophy, alterations in managerial classes and the growing difficulty of knowledge.
Work Force Changes: In the past, personnel used to prefer working in 1 to 2 companies throughout their career which imitates there honesty for the company. (Lewis, 1986, p. 16). It is noted that the employees who have started to work in the year 1990, shows that they work for 5 different company and have 10 different jobs by the time they retire. (Scheele, 1992, p. 16). One cannot say that employees are not loyal to the company, however at the same time they might have various faith and commitment towards their profession, family, and there personal things. Many factors have resulted in companies going for re-evaluation and assessing their employees which is most valued and important resource. Natures of Employees Motivations: We can say that majority of the employees are well motivated, but at the same time the companies should also realize that every employee should be motivated by different sets of need. When the companies are able to understand and meet the needs of the employees it can expect high level of job satisfaction and increase in performance from its’ employees. During the year 1940’s, a scientist named, Abraham Maslow (1954), created a general theory of motivations. Maslow found that employees have various needs which he summed up into five different categories. These categories were filtered keeping in mind its importance, from the most basic need (physiological) ascending to most complicated need (self-actualization). These five groups are well known as Maslow’s Hierarchy of Needs.
Maslow’s believed that one’s wants must be gratified at one level beforehand climbing to the next level. Maslow insisted that one could not practice some of these basic motives except more basic motives in one’s career were first attained -Self- Actualization Esteem Affiliation Security Physiology such as making sufficient cash, being protected in one’s occupation, and needing enjoyable associates with whom to associate. Equally, if one’s wants go unhappy over a extended period of phase, the employee shall also leave their occupation or involve in some form of dysfunctional conduct. Maslow’s crucial need, self-actualization, is defined in relation of one’s wish to touch their probable and attain own fulfillment and development as an individual. We can say that, individual pursue to develop all they are skilled of becoming. Individual always wanted to understand their probable, development, fulfillment, and to touch a sense of achievement. According to McAfee and Champagne (1989), only few of the individuals touch a point of whole self-actualization. They also believed that any person can get better capability and become master in what they are exploiting. Additional motivational theory established by Clayton Aldefer (1972) called the ERG Theory, also organized people’s needs in a pyramid. Aldefer incorporated Maslow’s Hierarchy of Needs into 3 types; i.e., existence, relatedness and growth. Aldefer imagined the fewer each need level goes displeased, the more it will be preferred. Nevertheless, if the higher level need, which comprises the need for individual development, goes displeased, the person will become irritated and pursue lower level pleasure. This frustration-regression method is the main alteration amongst his and Maslow’s motivational theories. There is one more motivational theory, Frederick Herzberg (1975) that facts out that while preservation issues such as salary and job safety can be allied with job gratification, the actual persuaders are the chance for development and gratitude and the chance to establish an advanced grade of capability in one’s job. Lastly, Vroom’s (1967) motivational theory resolves that peoples show the progressive level of motivation if they believe that their hard work will be remunerated and the rewards are of significance to everyone. It is significant that company recognize that alterations occur amongst persons & what motivates one employee might only affect another worker. Career development can offer a chance for employees to explain their different aims and recognize what different paths they can adopt within the company to touch their aims and receive appreciated prizes. If company can support workforces in filling their requirements, they are more possibility for them to be dedicated to the company and its aims.
Managerial Style: Change in managerial style has led to success of career development. Administration professors have been aware since long on the differences among Douglas McGregor’s Theory X and Theory Y management styles. As per McGregor (1960), Theory X leaders accept that staffs hate their jobs, try to duck accountability, and want pressure & control over them to work towards company’s aim. The Theory Y leader trusts in the characteristic vision of staffs and accepts that they are usually involved in guiding their own effort. The Theory X leader was worried about output, instead of staffs’ wants for participation. The Theory Y leader has out more stress on the human features of the work atmosphere.
As per Blake and Mouton (1978), the best active bosses are those who understand that employee promise and efficiency are straight related to the company’s global usefulness.
Technology: Speedy variations in technology have changed all feature of the workshop. Improvements in technology have caused the requirement for expert specialists, and this has produced difficulties for various companies. Because of it, these companies are required to employ skilled technicians’ otherwise fill these spots with untaught employees. These technological developments also add pressure on significance of requiring a Career Development Program. Staffs would be able to create applied career choices created upon the company’s present and upcoming requirements. Company will be at advantage by being able to use present employees to fill fresh spots.
Chapter -3
Research Methodology
The chapter shows the component of approach that will be used in the study of the project. This chapter reflects research de0sign, study area, and study of the people, sample-size, and data-collection method.
3.1 Population and sample Size
National Bank of Oman SAOG (NBO) is a based in Oman and it is a joint stock company that is engaged in the business of retail, wholesale and investment banking services. National Bank of Oman was the Oman’s first local bank, building a rich history with Oman’s local business and largely its economy. It was started in the year 1973. Today, NBO is recognized as one of the largest banks in Oman. NBO has over 60 branches covering all Oman and 173 ATMs and Cash Deposit Machines in all over Oman. Apart from this it also has three international branches situated in Egypt; Dubai; and Abu Dhabi. NBO has approximately 3,000 employees all over the world.
The National Bank of Oman conducted a development program for its staff named ‘Future Leaders Programme’. This course was designed and moved by Cambridge University’s Judge Business School, a world well known institution of business education. The Future Leaders Programme, started in May, 2013. This program ran for a time of 15 months. This Program was based on practical work that actually happens in real life scenarios of business that needs the implication of knowledge and skills studied. This programme is considered to be one of the world’s leading development programme. National Bank of Oman SAOG (NBO) aims at expanding employees at each and every position for those who has the leadership and managerial qualities required to steer the Bank. The scheme mentioned in the programme is in track with the Bank’s goals or objectives and points optimal performance by their staff. National Bank of Oman SAOG (NBO) aims to make a work atmosphere that asks for growth opportunity for all its employees.(Times of Oman).
The type of research method carried out in this project is descriptive method. The data is collected through questionnaire and interview. National Bank of Oman SAOG (NBO) has developed training and career development policies and over the years many employees (both senior and junior staff) have trained. The totals of 100 samples were considered.
3.2 Data collection method
In this project research two collection methods are used i.e. primary and secondary. The data collected in the research is the combination of primary and secondary data. The primary data is given more importance when compared to secondary data as primary data is the framework of the research. The primary data is a direct approach and can be lengthy at times.
In this project primary data is collected from sources such as personal interview and questionnaire. The personal interview was conducted with the managers of National Bank of Oman (NBO). On the basis of the effectiveness of development and training programs conducted by National Bank of Oman (NBO), the questionnaire and interview was done. The secondary data is collected from journals, magazines, books and the internet.
On the basis of data collected the researcher prepared the questionnaire. In the questionnaire there is total of 20 questions. The researcher selected 50 employees from National Bank of Oman (NBO). The questionnaire contains two parts. Part one covered all personal data of the employees such as income, age, etc. The time duration to fill the questionnaire was 15-20 minutes. The rating scale used to measure is ‘5’ means strongly agree, ‘4’ means agree, ‘3’ means neutral, ‘2’ means disagree and ‘1’ means strongly disagree. Questionnaire was designed keeping in mind the training and development programs adopted by National Bank of Oman (NBO) and the same was discussed with the my supervisor. Only after the approval from my supervisor, the questionnaire was distributed to the employees of National Bank of Oman (NBO).
3.3 Accuracy and validity of questionnaire
Questionnaires play a very crucial role in the data collection process. Moreover the questionnaire should focus on the topic of the survey. The method was used to test and evaluate the questionnaire.
The validity of the questionnaire was done through a group of 2 experts in the measurement. In this process six items was cancelled since it was not valid and ultimately final 20 questions were selected.
3.4 Data collection procedure
It took a close to three weeks for preparing questionnaire and after the approval from the supervisor it was circulated to the employees of the National Bank of Oman (NBO). To distribute the questionnaire to the employees of National Bank of Oman (NBO) the researcher took help of the Branch manager. The researcher explained him about the project work and the manager without any hesitation granted the permission to distribute the questionnaire. However the branch manager had a look at the questionnaire and found all the questions to be genuine. He told the researcher that he needed to read the questions before it was distributed to his employees since some questions can be harmful for the reputation of the bank. After all the discussion finally the researcher distributed 50 questionnaires among the employees of National Bank of Oman (NBO). The details of the questionnaire were explained to the respondents before they could start filling the same. The respondent took 15-20 minutes to complete 100% of the questionnaire.
3.5 Description of the research sample
A total of 50 employees were selected and accordingly the questionnaire was distributed.
Below is the gender of the participants:-
Gender Number Percentage
Male 30 60%
Female 20 40%
As per the above diagram 60% males and 40% females participated in this project research.
Below is the age group of the participants:-
Age bracket Number Percentage
22-29 12 24%
30-39 24 48%
40-50 10 20%
Above 50 4 8%
The above diagram shows that 48% of the participants falls in the age-bracket of 30-39 years whereas 24% of the participants are in the age bracket of 22-29 years and around 20% are in the age bracket of 40-49 years and only 8% are in the age bracket of above 50 years.
Below is the qualification of the participants:-
Qualification Number Percentage
Secondary school 10 20%
Bachelors 25 50%
Professional degree 15 30%
As per the above diagram 50% of the participants are in holding bachelor’s degree whereas 30% of the participants are holding professional degrees in the respective field and around 20% have done only secondary schooling.
3.6 Data Analysis Instrument
Analysis of data is a process of inspecting, cleaning, transforming, and modeling data with the goal of discovering useful information, suggesting conclusions, and supporting decision-making.
Following are the statistical tools involved in the research project:
‘ Percentage Analysis and frequency
‘ Mean i.e. weighted average
The mean method is used to sum up the views of the various participants to obtain mean score for the particular statement. The mean is calculated by dividing the total sum of the figure by the total number of questionnaire or participants used in the project.
3.7 Conclusion
In the context of the above, the researcher covers the portion of population, collection methods of data, sample size, collection procedure of data and the data analysis tools. National Bank of Oman is the country’s first local bank which reproduces rich Oman’s history with businesses and its economy. National Bank of Oman has over 60 branches all over Oman in addition three international branches- one in Abu Dhabi: one in Egypt and one in Dubai. National Bank of Oman has over 3000 employees.
The collection method of data used in this project is the primary and secondary data collection method. The research data is the combination of primary and secondary data. More importance is given to primary data than to secondary data since primary data is the frame work of this project. The concept of secondary data is to support primary data. To collect primary data, the researcher has used questionnaire method. The researcher conducted interview for collecting the data to complete this research project.
Chapter -4
Data Analysis
In this chapter the researcher will explain the statistical tools used in this project for analyzing the data for measuring the effectiveness of career development and training in National Bank of Oman (NBO).
To accomplish the organization’s objectives, NBO is undergoing career planning and development programs. For the few years NBO has undergone various career development programs in various departments to overcome the universal changes. NBO has made a compulsion on attending the career development programs. Also apart from this there are many other short terms training skills in department like finance, business planning, creativity, customer service and Human Resource.
In this chapter, data will be analysis to test the following research questions:-
1) What is the level of involvement of employees in career development and planning?
2) Are the employees aware of the stages of career development programs?
3) Whether the employees are aware of the restrictions to career development and policies involved to reduce these restrictions?
4) What are the responsibilities of staffs in their career development & preparation?
Mean of the responses on the questionnaire
The effectiveness criteria are as follows:
I Effectiveness of awareness of career development programs
II Effectiveness of stages of career development programs
III Effectiveness of involvement of employees in career development programs
IV Career development programs obstacles
Table-5: Mean of the employees response on the awareness of career development plan
Sr. no. Awareness of Career Development
Mean
1 Career development plans is given priority in National Bank of Oman 4.2
2 At NBO, employees are learning continuously and trying to improve 3.8
3 I have improved in my job when compared to early days of joining 3.6
4 Employees at NBO have sufficient knowledge about the advancement opportunity 4.4
5 The senior manager as well as the management cooperates which helps in promotion 4.2
The above table shows the mean of the opinions & responses from the employees, According to the study there is a positive reaction from the employees towards the career development plan as they say get sufficient importance in National Bank of Oman .According to the study there is the positive reaction from the employees towards the career development plans. As per the study employees have improved in their respective jobs. The respondents mean is 3.6 and it is very clear that employees have improved their job skills in National Bank of Oman. Also employees at National Bank of Oman (NBO) have sufficient knowledge on the career advancement as it has the mean of 4.4.As per the study there is the positive response from the employees towards the career development plans provides an excellent opportunity for employees to learn comprehensively about their job requirements and improve their job skills in National Bank of Oman. Also it is found that the respondents’ reaction against senior management and live manager takes interest and spend time to set relevant career development plans for their promotion has the mean of 4.2.
Table-6: Mean of the employees response to career development stages.
Sr. no. Stages of Career Development Mean
6 The career development policy is clear and well supported. 4
7 There exists an effective induction process at the bank 4
8 Required support assistance is provided to employees that helps in their career development. 4.8
9 NBO covers major of the career development programs such as Testing counselling, mentoring 4.4
10 I have sufficient knowledge and idea on the career opportunities 3.8
Simultaneously the reaction to the management provides all facilities to benefit from career development plans have the mean of 4.0.Moving on the category of the career development plans that consists of induction process, the respondent’s reaction gave the mean of 4.0. As per the study there is positive response from the employees regarding the required support assistance for career development plans. The respondents’ reactions against the employees are helped to acquire the required knowledge. And a skill through career development plans has the mean of 4.8 and it is observed that this category has the highest mean in their career development plans programme. In accordance with the respondents reaction against there is adequate emphasis on covering major developing managerial programs through career development plans has the mean of 4.4. The respondents gave the mean of 3.8 and it is the second least position in the career development plans. As per the study it has been noticed that there is positive response from the employees regarding the human relations competencies are adequately developed in the organisations through career development plans in human skills.
Table-7: Mean of the employees responses to the involvement in career development plans
Sr. no. Employees involvement in career development Mean
11 The managers give proper feedback on how to advance the career. 4.2
12 The managers take keen interest in the career advancement of employees. 4.6
13 The employees in NBO have opportunity to grow and develop in their career. 4
14 The responsibilities has increased since my start 4.2
15 The career development plans developed are really good and helpful to the employees. 4
The respondents’ reactions against employees are given proper feedback on how to advance career has the mean of 4.2.According to the study there is the positive response from the employees in terms of managers or supervisor taking keen interest in the career advancement of employees. The respondents reacted with mean of 4.6. Also respondents gave the mean 4.0 in terms of employees having opportunity to growing the organisation participates in determining the career development plans they need. Moreover it is found that the reaction against employees whose responsibilities have increased gradually considering their time of joining the bank through the career development plans has the mean of 4.2. As per the study there is a positive response from the employees that employees have a clear understanding of the skills and knowledge they are expected to acquire from the career development plans .Also the mean for in-company programme are handled by competent faculty was 4.0.
Table-8: Mean of the employees responses to the benefit of career development plans
Sr. no. Obstacles in career development programs Mean
16 The work pressure in NBO is high. 4.2
17 In NBO there is no promotional scope 4.6
18 There is lack of employee empowerment in NBO 4.2
19 The salary structure is unfair when compared with the employees within the same departments 4.6
20 Lack of job satisfaction 4.4
Regarding the work pressure in NBO the respondents gave the mean of 4.2. According to the study there is a complaint from the employees of the high work pressure as a result they are not able to concentrate on other aspects of career advancement. Meanwhile the respondents gave the mean of 4.6 for lacking promotional scope in NBO. However the respondents’ reaction against the lack of employee empowerment in NBO has the mean of 4.2. According to the study there is the negative response towards the unfair salary structure of the employees within the same departments. Moreover the reaction of participants has the mean of 4.6. It is observed that it has the highest mean. The employees have shown grievances in this matter. Finally the mean for lack of job satisfaction in the bank was 4.4.
In view of above points it is observed that career development programme is effective in accordance with the employees’ responses in different level. There are many factors of career obstacles that may come your way in achieving career goals. At times you may feel that your career in going downwards instead of going upwards. Even after getting degree from a college one might not know about what career path requires. In today’s world the job opportunities goes to the person who you might know and not to those who knows everything. So the employee has to start to take his professional network even outside the company. According to the above table it is well understood that the highest level of response goes to the employees are helped to acquire the required knowledge and skills through career development plans has the mean of 4.6 and the lowest response goes to improvement of employees in their job as compared with the initial days of their job has obtained the mean of 3.5. Overall performance of the career development plans is appreciable according to the responses of the employees because the minimum satisfaction level is 3.15 and the above table shows that the career development plans is very effective in accordance with the responses from the employees.
The details of the interview which was conducted with the human Resources Manager of career development department of National Bank of Oman appended below
Question-1 How National Bank of Oman is evaluating the requirement for career development programs?
The career development plans is very important because it will develop the skill of the employees and it will enhance their working performance. Normal the career development plans based on the employees qualifications and requirement of the responsibility. There are many career development sessions that are planned in a year for different employees in different departments. The career development programs take into consideration the changing environment. National Bank of Oman (NBO) seeks future requirement and accordingly empowers its employees. The HR manager gave an example that he faced few months back with his new staff. He said that he told the new employee to make ideal profile for his job. The new staff was stimulated and motivated and at the same time he was also surprised by such question being asked to him. But he had an set back that he didn’t know how to do it. However it is the case with most of the employees, so it is necessary to identify the strengths and weaknesses of an employee to understand what role can be given to him in which he is best suited.
Question-2 How National Bank of Oman is dealing to cope up with the career obstacles and setback?
The HR manager gave a very good reply to this question. In today’s scenario there are lot of career challenges that come your way. It depends a lot on an individual on how he copes with such challenges to grow in his career. However it is equally important for the company to take care of an employee. NBO is giving knowledge to the employees about the self-management. He said self-management is an important appearance that helps to cope up with career obstacles. Self-management helps you to deal with the emotional reaction that can come in your way in achieving career goals. Self-management is something that shows your capability of reacting to any particular situation emotionally which starts with the self-awareness. NBO is making its staff aware about the critical thinking. At the same time NBO is trying to avoid any kind politics within the bank and being fair to all employees.
Question-3 what are the career paths in NBO?
The HR manager said that positions in bank are highly in demand because it offers a wide range of career opportunities. Many people have the desire to work for financial services since it is challenging. However there are roles that may or may not require interaction with the customers. This banking industry provides a lot of position as career paths. He talked about few of them. Financial Planner-His role is to look for client’s finances by evaluating it and giving appropriate suggestions. Relationship manager- His role is to meet with the people and built strong relation with them. They have to attract new customers. For this role you got to have good interpersonal skills.
Branch manager-Branch manager has to see the overall operations of a particular branch. He has to make sure that operations are running smoothly and achieve objective of the bank.
It seems from the HR manager responses that the bank is benefited from the career development programs as it empowers its employees as a result the bank can achieve its goals or objective effectively.
Chapter -5
Conclusions and Recommendations
This chapter shows the conclusion part of the project and recommendations from the project result. Also suggest on the awareness on career planning and development in National Bank of Oman (NBO).
5.1 conclusions
National Bank of Oman (NBO) is the country’s first local bank which was started in the year 1973. The career development programmes in National Bank of Oman (NBO) are properly managed as per the reply received from the employees and the managers or supervisor. On the basis of the data collected it is found that the level of the performance in all departments is more than 3.6 & it is also observed that it is greater than the cut off value of 2.5.
Career planning and development programmes plays a very crucial part in employees and also in company’s development, as we can find this in the project. The opinion from the managers or supervisors of the National Bank of Oman is that the career development programme in NBO is conducted as per the need of employees to progress in their respective job responsibilities. We can come to know on the basis of the responses from the managers. The end result of the career development programs is that the employee knows the career opportunities available in the bank which improves employees’ efficiency and productivity. Hence the level of responses regarding the skill power in NBO is the means of responses is 4.1.
The career planning and development programmes makes easy for the employees to choose career that is maximum appropriate to his talent. On the basis of personal interview and questionnaire it was also found that what sticks them to the current job is the promotion factor. Through career development plans the employees are developing managerial capabilities has a mean of 4.1.
The career development plans are designed properly and allocated has the mean of4.2.The employees also wants proper recognition and training. So for conclusion, the goals of the project to get the overall knowledge about actually what the career planning and development is, the scope of such programs in National Bank of Oman is properly fulfilled.
The view of the respondents on career development plans are reviewed periodically to improve and the career development plans are looked after by efficient staff both has the mean of 3.9. The respondents’ view that the senior managers are helping their junior staffs during the career development plans session has the mean of 4.5.
The view of the respondents on the employees in NBO are given time to improvement in regards to career development has the mean of 4.1. The view of the respondents about the grade of the programs is outstanding has the mean of 4.3. The project also concludes that in National Bank of Oman 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 employees or people.
The view of the respondents that senior managers are helping their junior staffs during the career development plans session has the mean of 4.5. It is analysed from the project that even the managers’ benefit from the career development plans has the mean of 4.5.
The reactions of the respondents whether the career development being reviewed periodically is 3.9. It can be assumed that the employees are given the opportunity to share their views and innovative ideas after every program as a result it can be improved every time.
The NBO is giving the facilities for fulfilling the desires of the employees properly. There is adequate emphasis on developing managerial capabilities of the employees through career development programs has the mean of 4.1. It is showing the positive attitude and motivation towards the career development programme of the employees and the company always helps and encourage the employees for the improvement and more chances of achieving company’s objective.
The response on the human relation skill being developed has the mean of 3.5. The human relations competencies are adequately developed in the organisations through program in human skills.
The respondents gave the mean of 4.5 when asked if the senior managers are helping their junior staff during the career development program. The view of the respondents that mangers are also benefited from the career development plan have the mean of 4.5.The career development plan are designed properly and allocated as per the requirement has the mean of 4.2.
5.2 Recommendation
The effective career planning describes the different parts a person has as a part of his life, career & company. All career routes are the stage from where a person is probable to shift to a advanced level of work accountability. In the career planning procedure there is people who finally judge the achievement of his career. From the project result we can say that many employees feel that after attaining career development programme, they have become successful in attaining their career objective. Also the employees feel that they have safe environment to work. Many of the employees are in favour that constant career development plans is enhancing their career. Also they agreed that senior manager is helping their junior staff to attain their career objective.
‘ National Bank of Oman has to make more and more of their staff aware about the career planning and development. Also more development workshop has to provide to the employees.
‘ The employees should be rewarded with considerations and their good work is to be recognised. Also the managers or supervisor have to motivate their staff to perform better.
‘ It is the responsibility of the managers or supervisors to build a team spirit and faith among its employees which will be helpful in achieving the objective of the National Bank of Oman (NBO).
‘ To some extent the bank must improve its working environment so that the staffs feel
Safe and can improve their performance.
‘ The managers or supervisor must focus on the contents of the career development plan which will help in achieving the goals of the bank. This is because if the content of the programme is in line with the goals of the bank then the goals can be achieved effectively and in smooth way.
‘ The employees must be involved in planning the career development programs. This will help to improve the quality of the career development program.
‘ At the same time the management must ensure that they provide all the necessary support in conducting the career development programme.
To conclude it was worthwhile to choose such topic as project, which is not only important for an employee and employer, but also for the researcher to select the career, 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.
It’s our future. We need to make our career decision.
References
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Appendix
Questionnaire
QUESTIONNAIRE COVER LETTER
Dear Sir/Madam,
I am pursuing a project on career development and planning in National Bank of Oman (NBO) as a part of Master Degree requirement in Mazoon College. I would like to request you to kindly furnish the given questionnaire by giving honest and frank reply. It shall not take more than 10 minutes to complete the questionnaire. I assure you the filled questionnaire will be kept confidential and will be used for only academic purpose. I further thank you for sparing your precious time on this.
With best regards,
Yaqoob Sulaiman
Kindly tick the option
1. Age (in years): ’24-30 ’31-36’37-42 ’43-48’above 48
2. Gender : ‘ Male ‘ Female
3. Education: ‘ Diploma ‘ Bachelor ‘ Master ‘ Professional
4. Job title:
5. Department:
Agree to strongly disagree; the scale is as follows,
SA: Strongly agree
A: Agree
N: Neutral
D:Disagree
SD: Strongly disagree
Career development and planning effectiveness questionnaire
SrNo Awareness of Career Development
Strongly disagree Disagree Neutral Agree Strongly Agree
No % No % No % No % No %
01 Priority given to career development in NBO
02 At NBO, employees are learning continuously and trying to improve
03 I have improved in my job when compared to early days of joining
04 Employees at NBO have sufficient knowledge about the advancement opportunity
05 The senior manager as well as the management takes interest and set career development programs which helps in promotion
06 The career development policy is clear and well supported.
07 There exists an effective induction process that orients new staff to their role and the expectations of the bank
08 Required support assistance is provided to employees that help in their career development.
09 NBO covers major of the career development programs such as Testing counselling, mentoring
10 I have sufficient knowledge and idea on the career opportunities
11 The managers give proper feedback on how to advance the career.
12 The managers take keen interest in the career advancement of employees.
13 The employees in NBO have opportunity to grow and develop in their career.
14 The responsibilities has increased since my start
15 The career development plans developed are really good and helpful to the employees.
16 The work pressure in NBO is high.
17 In NBO there is no promotional scope
18 There is lack of emp*loyee empowerment in NBO
19 The salary structure is unfair when compared with the employees within the same departments
20 Lack of job satisfaction