A Study on Career Planning at Sjvn Ltd Shimla

A STUDY ON CAREER PLANNING AT SJVN LTD SHIMLAAPROJECT REPORT IN PARTIAL FULFILMENT OF THE REQUIREMENT FOR THE DEGREE OF MASTERS OF BUSINESS ADMINISTARTION

ACKNOWLEDGEMENTI am honored to be attached with this prestigious organization. I extend my sincere gratitude to the management of SJVN Ltd. I hereby acknowledge the immense contribution of Satjul Jal Vidyut Nigam Limited who has given me an opportunity to conduct research in Human Resource department.I would like to thank GOD for his countless blessings due to which I have been able to work with determination and persistence. I thank to the management of SJVN for helping me in making this research. Special thanks to (Senior Personnel Officer) for giving, me the opportunity to learn and grow under his guidance.Sincere thanks to all the executives and associates at every level of SJVN. Ltd for providing the necessary inputs whenever required.

LIST OF CONTENTSCHAPTER NOTITLEPAGE NO.

1INTRODUCTION

1.1 Meaning of career planning1

1.2 Features of Career Planning and Development Process1

1.3 Career planning terminology 1

1.4 Career planning process2

1.5 Different initiatives of career planning4

1.6 Benefits of career planning5

1.7 Career planning at SJVN Ltd.6

1.8 Company profile7

2RESEARCH METHODOLGY

2.1 Meaning of research methodology19

2.2 Need of the study19

2.3 Objectives of the study19

2.4 Scope of the study19

2.5 Research Design20

2.6 Sample Design20

2.7 Data Collection21

2.8 Research tools 22

2.9 Limitation of the study22

3DATA ANALYSIS AND INTERPRETATION23

4SUMMARY, CONCLUSION AND SUGGESSTION35

Bibliography36

Questionnaire37

CHAPTER 1INTRODUCTION

INTRODUCTION1.1 MEANING AND DEFINITION OF CAREER PLANNINGA career can be defined as a sequence of separate but related work activities that provides continuity, order and meaning in a person's life.'Career planning and development is a deliberate process through which a person becomes aware of personal career-related attributes and lifelong series of stages that contribute to his or her career fulfillment. Career planning and development is not a one-shot training program. It has longer time frame and wider focus. It is an ongoing organized and formalized effort that recognizes people as a viral organizational resource.1.2 FEATURES OF CAREER PLANNING AND DEVELOPMENT PROCESS It is an ongoing process. It helps individuals develop skills required to fulfill different career roles. It strengthens work-related activities in the organization. It defines life, career, abilities, and interests of the employees. It can also give professional directions, as they relate to career goals.1.3 CAREER PLANNING TERMINOLOGY Career Goals Future position one strives to reach as part of a career. Career path - Sequential pattern of job that shows direction. Career progression making progression in ones career through promotion. Career counseling Guiding and advising on their possible career paths and what one must do to achieve that. Mentoring The process wherein an executive or senior employee serves as a teacher/guide and trains the new employee.11.4 CAREER PLANNING PROCESS

Step 1:Knowing yourselfBegin by thinking about where you are now, where you want to be and how youre going to get there.Once you have thought about where you are at now and where you want to be, you can work on getting to know your skills, interests and values. Begin by asking yourself the following questions: Where am I now? Where do I want to be? What do I want out of a job or career? What do I like to do? What are my strengths? What is important to me? At the end of this step you will have a clearer idea of your work or learning goal and your individual preferences. You can use this information about yourself as your personal wish list against which you can compare all the information you gather in Step 2: finding out. Your personal preferences are very useful for helping you choose your best option at this point in time, which you can doin Step 3: making decisions. 2Step 2:Finding outThis step is about exploring the occupations and learning areas that interest you. Once you have some idea of your occupational preferences you can research the specific skills and qualifications required for those occupations. Explore occupations that interest you and ask yourself how do my skills and interests match up with these occupations? Where are the gaps? What options do I have to gain these skills or qualify for these occupations? What skills do I need? Where is the work?At the end of this step you will have a list of preferred occupations and/or learning options. Step 3: Making decisionsThis step involves comparing your options, narrowing down your choices and thinking about what suits you best at this point in time. Ask yourself: What are my best work/training options? How do they match with my skills, interests and values? How do they fit with the current labour market? How do they fit with my current situation and responsibilities? What are the advantages and disadvantages of each option? What will help and what will hinder me? What can I do about it?At the end of this step you will have narrowed down your options and have more of an idea of what you need to do next to help you achieve your goals.

3Step 4: Taking action Here you plan the steps you need to take to put your plan into action. Use all you have learnt about your skills, interests and values together with the information you have gathered about the world of work to create your plan. Begin by asking yourself: What actions/steps will help me achieve my work, training and career goals? Where can I get help? Who will support me?At the end of this step you will have: A plan to help you explore your options further (eg work experience, work shadowing or more research); or A plan which sets out the steps to help you achieve your next learning or work goal.Decide which step is relevant foryou right now and start from there.

1.5 DIFFERENT INITIATIVES OF CAREER PLANNINGAs career plan is a blue print in which the entire career of employees is mapped out from the point of entry into the point of their retirement from the organization. From these blue print employees know about their career paths which they can follow, and the training and development facilities which are available to them for preparing them for higher responsibilities.The different initiatives of career planning are: Promotion Training Job rotation Transfer along with promotion.41.6 BENEFITS OF CAREER PLANNING Career planning ensures a constant supply of promotable employees. It helps in improving the loyalty of employees. Career planning encourages an employees growth and development. It discourages the negative attitude of superiors who are interested in suppressing the growth of the subordinates. It ensures that senior management knows about the caliber and capacity of the employees who can move upwards. It can always create a team of employees prepared enough to meet any contingency. Career planning reduces labor turnover. Every organization prepares succession planning towards which career planning is the first step.

51.7 CAREER PLANNING AT SJVN LTD.Satluj Jal Vidyut Nigam Ltd. have fixed type of career planning for the employees which mainly include promotion.PROMOTION: Promotion takes place when an employee moves to a position higher than the one formerly occupied. The different levels which are occupies by employees at SJNN Ltd. are:

Executive TraineePersonnel OfficerSenior Personnel OfficerDeputy ManagerManagerSenior ManagerDeputy General ManagerAssistant General ManagerGeneral ManagerExecutive DirectorDirectorCMD

61.8 COMPANY PROFILE: SJVN POWERING PROGRESS, INNOVATION & EXCELLENCESJVN Limited, a Mini Ratna & Schedule 'A' CPSU under the Ministry of Power, Govt. of India, is a joint venture between the Govt. of India & Govt. of Himachal Pradesh. Incorporated in the year 1988, the Company is fast emerging as a major power player in the country. The present authorized capital of SJVN is INR 7000 crores.SJVN is successfully operating the countrys largest 1500 MW Nathpa Jhakri Hydropower Station and is setting new benchmarks in generation and maintenance year after year, after having tackled the silt erosion problems in under-water turbine partsBeginning from a single hydropower project company, SJVN today has a footprint in a diversified set of power projects, which includes Hydroelectric Projects in Himachal Pradesh, Uttrakhand, Aurnachal Pradesh and in the neighboring countries of Nepal and Bhutan, a Thermal Power Project in Bihar, a Power Transmission Project in Nepal, Wind Power project in Maharashtra and Solar Power Projects in Gujarat & Rajasthan.SJVN has expanded its horizons and has drawn up ambitious plans to develop into a fully-diversified trans-national power sector company having presence in various conventional and non-conventional forms of energy.The flagship 1500 MW Nathpa-Jhakri Hydro Electric Power Station in Himachal Pradesh was commissioned in 2003-04. Companys generation capacity is set to increase with the commissioning of 47.6 MW Khirwire Wind Power project in Maharashtra and 412 MW Rampur Hydro Electric Project in Himachal Pradesh.SJVN has made its debut into the Thermal Power Generation by taking up the 1320MW Buxar Thermal Power Project in Bihar for execution. The Company has been allotted the Deocha-Pachami Coal Block in West Bengal for sourcing coal for the project. To implement this project, SJVN has floated SJVN Thermal Pvt. Limited, a fully owned subsidiary of the company.SJVN has signed an MoU to develop and operate the 4000 MW Ultra Mega Solar Project in Sambhar area of Rajasthan with five other PSUs: BHEL, PGCIL, SSL, REIL and SECI. SJVN has 16% equity in the countrys largest Solar Energy project. 7Besides, SJVN has planned other Hydel projects of a total generation capacity of 5492 MW which are under various stages of clearances. SJVN has also planned 400 KV Transmission Lines for evacuation of power from Arun III Hydro Electric Project in Nepal.SJVN is committed to generating reliable and eco-friendly power by means of state-of-art technology, excellence in engineering and continual improvement in quality management. SJVN, as a technology-savvy corporation, has established and is following sound business, financial and regulatory policies. SJVN believes that employees are its most valuable assets and has evolved a growth oriented development strategy for its Human Resources.VisionTo be BEST-IN-CLASS Indian power company globally admired for developiong affordable clean power and sustainable value to all stake holders.MissionTo drive socio-economic growth and optimize shareholders and stakeholders interest by: Developing and operating projects in cost effective and social-environment friendly manner. Nurturing human resources talent with care. Adopting innovative practices for technological excellence. Focusing on continuous growth and diversification. ObjectivesIn the pursuit of above mission, the company had set for itself the following corporate objectives: Operating and maintaining power stations with maximum performance efficiency. Establishing and following sound business, financial and regulatory policies. Taking up of other hydro power projects. Completion of the new projects allocated to SJVN in an efficient and cost effective manner.8 Use of the best project management practices for the project implementation by applying latest universally accepted Project Management Techniques, and by enabling its Engineers, to become certified Project Managers through further trainings. Dissemination of available in-house technical and managerial expertise to other utilities / projects. Creating work culture and work environment conducive to the growth and development of both the organization and the individuals through introduction of participative management philosophy. Fulfilling social commitments to the society. Achieving constructive cooperation and building personal relations with stakeholders, peers, and other related organization. Striving clean and green project environment with minimal ecological and social disturbances. To strive for acquiring Nav Ratna Status.ORGANIZATIONAL STATUSHuman Resource DevelopmentSJVN believes that its employees are its utmost valuable assets and has evolved growth oriented human resource development strategy.The company attaches great importance to training and development and it leads to establishing a motivated and harmonious work environment. The approach is two pronged, consisting of pre and post employment stages.PROJECT AMENITIESNathpa Jhakri Hydro-electric project has townships at Jhakri and Nathpa with modern amenities to ensure high quality of life for its employees and their families. The project is equipped with a branch of Delhi Public School and a Govt. School, shopping and recreational facilities including clubs/cables TVs etc. A well equipped modern hospital has been established in the project township. The company runs its own transport between Shimla and the project for comfortable movement of it employees and their families. The project communication facilities includes telephone, fax, Internet and VSAT. 9

PAY AND PERQUISITIESSJVN offers an attractive compensation packages to its employees. In addition, SJVN offers benefits to its employees such as , medical for self and family, subsidized company accommodation at project site/leased accommodation at other places, subsidized canteen at the project , Group Insurance Schemes, Group Personal Accidental Insurance Scheme, liberal conveyance, house building advances, to name a few.

THE PROFILESJVN is committed to generating reliable and eco-friendly power by means of state-of-art technology, excellence in engineering and continual improvement in quality management. SJVN, as a technology-savvy corporation, has established and is following sound business, financial and regulatory policies. SJVN believes that employees are its most valuable assets and has evolved a growth oriented development strategy for its Human Resources.Project NameProduction CapacityStateStatus

Nathpa Jhakri HPS1500 MWHPCommissioned

Rampur HEP412 MWHPCommissioned

Luhri HEP601 MWHPCommissioned

Devsari HEP252 MWUttrakhandCommissioned

Naitwar Mori HEP60 MWUttrakhandCommissioned

Jakhl Sankri HEP51 MWUttrakhandCommissioned

Arun 3 HEP900 MWNepalCommissioned

Dhaulasidh HEP66 MWHPCommissioned

Wangchu HEP570 MWBhutanCommissioned

Kholongchu HEP600 MWBhutanCommissioned

Doimukh HEP80 MWArunachal PradeshUnder Study

Buxar power plant 1360 MWBiharCommissioned

10BOARD OF DIRECTORSFor carrying out the business, company is managed by Board of Directors consisting of Full Time Directors and Part Time Directors. SJVN is headed by a full time Chairman & Managing Director and four functional Directors viz, Director (Personnel), Director (Finance), Director (Electrical) and Director (Civil). In addition, there are two part time Directors representing Govt. of India and Govt. of Himachal Pradesh. Also, there are five independent Non-Official Part Time Directors.. Sh. R.N.MisraChairman cum Managing DirectorFull Time Directors Mr. R.N. Misra -Director (Civil) Mr. A.S. Bindra -Director(Finance) Mr. N.L. Sharma -Director(Personnel) Mr. R.K. Bansal -Director(Electrical)

Part Time Government Directors and Independent Directors Mr Arun Kumar Verma - Nominee Director (GoI) Mr. S.K.B.S. Negi - Nominee Director (GoHP)Sub-Committees of the BoardBoard of Directors has the following sub-committees Audit Committee Nomination and Remuneration Committee Stakeholders Relationship Committee CSR, SD and R&D Committee 11QYALITY MANAGEMENTQuality Policy of SJVNSJVN is committed to continuously strive for quality and fully satisfying customers need by means of state of the art technology, excellence in engineering and continual improvement in quality management for generating eco-friendly power.Quality Assurance System Every quality requirement is duly evaluated, reviewed and approved by defined responsible persons for incorporating in tender specification s and subsequently bids are assessed on these requirements.Manufacturing and filed plans are approved incorporating the various inspection stages keeping in view the technical requirement, various international standards and manufactures internal specification.All non conformities encountered during manufacturing/erection are examined and disposed in consultation with engineering and other concerned department.All major sub vendors are assessed based on their past experience, manufacturing capacity, quality system adopted and performance. Inspections are carried out at manufactures place and dispatch clearances are issued after reviewing the certificates as per the quality plan.

ISO 9001-2000 CERTIFICATIONIn order for the organization to be a world class company in power sector SJVN has achieved ISO 9001-2000 certification. Continuous efforts are made to promote all round efficiency and professionalism in the work culture. INDUCTION AT VARIOUS DEPARTMENTS Policy department. Establishment department. Industrial relations/welfare department. Law department. 12 Corporate communication department. Resettlement and rehabilitation department. Recruitment department. Training department.

DEPARTMENTS IN SJVNThe first department at SJVNL JHAKRI is personal or HR department which is known as personnel and administration (P&A) department. It has many sub divisions namely policy, establishment, recruitment, rehabilitation, law, training, corporate communication and industrial relation.POLICY DEPARTMENTPolicy is planning your action. the policy could be written or unwritten. For this goal should be clear. Policy formulation in public sector undertaking follows some directives given by the government. Government rules are considered along with practices in similar organizations are important for human resource planning. Policy related to procurement of employees, jobs analysis, qualification, experience, age, if need be physical aspect, for selection interview group discussions and written test.Service conditions - for workman (industrial employment standing orders act) expectations are included both employee and employer. Conduct and behaviour training and promotion SJVNL POLICY Vision of top management Discussion with union association Own practices Policy of sister concern Situations 13ESTABLISHMENT DEPARTMENTThis department looks after the entire working life of an employee right from the beginning when employee joins and organization till he separates from it finally. The basic areas which are looked after by the department are promotion, transfer and career progression etc.Promotions could be both merit and seniority based, but the most essential condition is the availability of the vacancy. The basic requirement for it is the merit, vacancy, eligibility and seniority. For high level jobs DPCs (Department Promotion Committee) is set up which takes up various factors into consideration.The various allowances/advances given to employees are : Computer advance. Furniture advance. LTC Medical benefits. Insurance Building advance. Conveyance.INDUSTRIAL RELATION/WELFARE DEPARTMENTThe major issues which cause industrial unrest are: Pay scales Promotion Domestic enquiries Methods for solving these issues are: Open door policy. Grievance handling procedure Opinion forums Suggestion box14

Authorities who can solve these issues are: General Manager Authority at site Chief Managing Director Authority at corporate office.To avoid any king of issues regular meetings are held between the management and the union leaders. Generally the meeting takes places quarterly for which BODs approval is needed. Reports of the meeting have to be submitted to the government departments also.

LAW DEPARTMENT

SJVNL is a company as it has got an equity share of government of India and government of Himachal Pradesh. That's why companys act 1956 is taken into consideration when any step has to be taken. The registrar sits in Jalandhar with whom registration has been done. At the time when land is purchased by the company land acquisition collector/officer is appointed. Officer of the state government could be SDM .Firstly the inspection of the land is done in preliminary survey. Engineers will give their reports to the ILO. It is done under section 1 in which definition is given and section (2) and (3) under section 4 intention to acquire land will be mentionedBidding are of following types Financial bid Technical bid General bidEngineer in charge will sign the contract and from the contractor side the person with authority is present

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CORPORATE COMMUNICATION DEPARTMENTThis department remains in touch with all other departments and plans are devised by the department. Implementation of the same is also supervised by it.Budget is one of the main areas that is looked by the department. There are three types of budgets namely corporate, performance and outcome budget.When a new project is to be taken up, the approval of central electricity authority has to be taken up which has been set up by Ministry of Power. Approval of Ministry of Environment and Forest is also sought. World Bank remains the biggest source of funds for the project. After gathering all the necessary information, the report is submitted to ministry and work is commenced after getting approval.

RESETTLEMENT AND REHABILITATION DEPARTMENTThe obligation of the SJVNL for providing physical resettlement of the rehabilitation extends to those persons/families, which are likely to be incapable of organizing their own R&R out of their own compensation awarded or personal resources.The board criteria for being eligible for individuals benefits have been stated under the conditions of eligibility and entitlement of the policy, as applicable from time to time.The R&R departments benefits are as per eligibility and specific entitlement unit have been defined under the relevant section of R&R policy.Resettlement benefits are available for the displaced homestead outees on account of compulsory acquisition of placed residents under LA Act 1984.RECRUITMENT DEPARTMENTFirstly all requisitions is received from all the departments. After that advertisements are prepared and approved by board of directors. Most probably window advertisements are prepared. Then applications are received and then persons who fulfill the requirements are called for the purpose of selection process by sending call letters. In the process of selection, all candidates are required to give written test and then group discussion and interview take place. Marks are allotted to each of these categories and then added up. 16Outside sourcesmay include employment exchanges, similar organization etc. Most important criteria for the recruitment is availability of vacancy. For higher level jobs recruitment is done internally or externally as the situation is.

For the executive cadre including executive trainees, selection will be made on all India basis and for the purpose posts will be notified through press advertisement, company notice board and/or circulars issued to government department and PSUs where suitable candidates of the required expertise are expected to be available

CREATION OF POSTSSpecific function form each post from the competent authority will be necessary for initiation of action for filing the post and the competent authority will issue necessary sanction depending on the requirement from time to time during the year between the approved projects sanctioned and manpower plans subject, however, to policies and directive that will be issued by board of directors

TRAINING DEPARTMENTSJVNL believes that employees are its most valuable assets and thus it has adopted growth oriented human resource development strategy. Empowerment of manpower skill through training receives utmost importance every time. The company has well established strategy for imparting training to the employees.The training imparted is two dimensional i.e., in house training and through external professional institutions as well. The company also facilitates the professional candidates of various institutions for undergoing vocational training in the organization.

HYDEL TRAINING INSTITUTESJVNL has established Hydel training institute at Kotla which is about 14 Kms from Jhakri on Jeori-Sarahan road amidst beautiful natural surroundings. 17CONSULTANCY SERVICESSJVNL has experience in : Corporate and project planning Design engineering Construction management Erection and Commissioning

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CHAPTER 2RESEARCH METHODOLOGY

2.1 MEANING OF RESEARCH METHODOLOGYResearch methodology refers to those methods which are followed by a researcher in the study. Researcher is an active, diligent and systematic process of inquiry aimed at discovering, interpretation and revising facts. This intellectual investigation produces a greater knowledge of events, behaviour, theories which makes practical application possible. The term research is also used to describe an entire collection of information about a particular subject and is usually associated with the output of science and the scientific method.

2.2 NEED OF THE STUDYEvery employee has the desire to grow and scale new heights in his work environment. If there are enough opportunities, he can pursue his career goals and exploit his potential fully. He feels highly motivated when the organization shows him a clear path as to how he can meet his personal ambitions while trying to realize corporate goals. The need of the study is to study how the organization put their career plans in place and educate employees about the opportunities that exists internally for talented people.

2.3 OBLECTIVES OF THE STUDY To measure the awareness level of employees regarding career planning To determine whether career opportunities available within the organization match the goals of the employee. To know the satisfaction level regarding career development at all level in the organization.2.4 SCOPE OF THE STUDYCareer planning means helping the employees to plan their career in terms of their capacities within the context of the organizations need. The scope of the present study has been restricted to the employees of SJVNL Corporate office, Shimla.

192.5 RESEARCH DESIGNA research design is the arrangement of conditions for collection and analysis of data in the manner that aims to combile relevance to the research purpose with economy in procedure. In fact, the research design is the conceptual; structure within which research is conducted. It constitutes the blueprint for the collection, measurement and analysis of the data.For current study descriptive research design will be followed. In this study, I will take three decisions regarding research design process which includes: Sample design Data collection Methods of analysis2.6 SAMPLE DESIGNA sample design is a definite plan for obtaining a sample from a given population. It refers to the techniques or the procedures the researcher would adopt in selecting items for the sample. For the study I would take decision regarding sample design which includes: Sample unit Sample size Sampling techniqueSAMPLE UNITThe target population must be defining that needs to be sampled. It is necessary so as to develop a sample frame so that everyone in the target population gets an equal chance of being sampled. In this study the target population has been the employees of SJVNL, Shimla.SAMPLE SIZESample size refers to the number of items to be selected from the universe to constitute the sample. An optimum sample is one which fulfills the requirement of efficiency, representativeness, reliability and flexibility.For the study sample size of 60 employees has been taken by random sampling. 20SAMPLING TECHNIQUEIt refers to the techniques which are used in selecting the items for the sample. To achieve the objective of my topic, I will use random sampling technique.2.7 DATA COLLECTIONData collection in the study will be both from primary and secondary sources.PRIMARY DATA: It is the information collected directly without any references. In the study it was mainly interviews with the concerned officers and staffs either individual or collective. Some of the information had been verified or supplemented with personal observation. The data has been collected through conducting the personal interview with the employees. In this study I would use QUESTIONNAIRE method.QUESTIONAAIRE: The questionnaire is the most common instrument to collect primary data. It consists of a set of questions/. There are mainly two types of questionnaires. First is open end and second is closed end.I would use close end technique.SECONDARY DATA: It is defined as any data, which has been collected earlier for some purpose. Indirect collection of data from sources containing past and recent information like company brochures, annual reports, books etc. For current study we would use data from: Journals, newspaper, and magazine. Articles Internet Government Publication. Website (SJVNL)

212.8 RESEARCH TOOLSIn this study, the data collected should be presented in tabular form and should be analyze, with the help of following tool:MATHEMATICAL TOOL: Percentage method: This method will be used to draw specific inferences from the collected data that will be to fulfill the objective of finding out the effectiveness of career planning in SJVNL. The formulae is :P = Q/R x100P = Reading is %ageQ = number of respondents falling in a specific category to be measured.

2.9 LIMITATION OF THE STUDY The primary data used for the present study is very time consuming. The primary data obtained consists of personal biases of the respondents and even the non-response factor was also observed. To obtain secondary data which is sufficiently accurate and which exactly fits the need of the study is difficult to find. The data collected by using the questionnaires, involved uncertainty about the response given by the respondent and hence the accuracy of the answers given is difficult to presume. The sample size of the research is limited to 60 executives.

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CHAPTER 3DATA ANALYSIS AND ITS INTERPRETATIONANALYSIS AND INTERPRETATIONAnalysis refers to the computations of certain ideas or measures along with searching patters of relationships that exists among the data groups, where as interpreting refers to the task of drawing inferences.This chapter is an attempt to analyze and interpret the collected data through questionnaires. For the purpose of analyzing, raw data is summarized into master table. First of all collected data has been presented in tabular form and thereafter, it is analyzed with the help of percentage method.A brief description of analysis and interpretation is given below.(Source: Data collected through questionnaire.)Table 3.1, shows the kind of career planning preferred by employees of SJVNL. Here we can see that 30 respondents prefer transfer along with promotion, 10 of them preferred job rotation and 20 preferred only promotion.Table: 3.1: KIND OF CAREER PLANNING PREFERRED BY EMPLOYEES OF SJVNLRESPONSERESPONDENTSSHARE %

Transfer along with promotion3050

Job rotation1017

Only promotion2033

Total60100

Figure 3.1: KIND OF CAREER PLANNING PREFERRED BY EMPLOYEES OF SJVNL

INTERPRETATIONMajority (50%) of the employees prefer transfer along with the promotion as a career planning initiatives. 23Table 3.2 shows the response of respondents on availability of fair promotional policies in organization. Majority of respondents (45) say that organization has fair promotional policy.

Table 3.2: AVAILABILITY OF FAIR PROMOTIONAL POLICIES

RESPONSERESPONDENTSSHARE %

Yes4575

No1525

Total60100

Figure 3.2: RESPONSE OF RESPONDENTS ON AVAILABILTY OF FAIR PROMOTIONAL POLICIES IN ORGANIZATION

INTERPRETATION: As per response majority (75%) of the employees believe that organization has fair promotional policies.24

Table 3.3 shows response towards having job rotation procedure. 40 respondents agree that job rotation takes place in organization

Table 3.3RESPONSE OF RESPONDENTS TOWARDS HAVING JOB ROTATION PROCEDURERESPONSERESPONDENTSSHARE %

Yes4067

No2033

Total60100

Figure 3.3 RESPONSES OF RESPONDENTS TOWARDS HAVING JOB ROTATION PROCEDURE

INTERPRETATION: About 67% said that job rotation takes place in SJVNL.

25Table 3.4 shows responses for training programs conducted by SJVNL. Majority of them agrees that training programs are conducted for career growth.

Table 3.4RESPONSE OF RESPONDENTS TOWARDS TRAINING PROGRAM FOR CAREER GROWTH


Yes4575

No1525

Total60100

Figure 3.4RESPONSE OF RESPONDENTS TOWARDS TRAINING PROGRAM FOR CAREER GROWTH

INTERPRETATION: Majority (75%) of the employees agreed that organization conducts training program from time to time. 26Table 3.5 shows the improvement in employees performance after training, 30 respondents thinks that their performance has improved by 30-50 percent , 20 respondents thinks that their performance has increased by 20-30 % and rest think that they improved by 50% after undergoing training.Table 3.5 RESPONSES TOWARDS IMPROVEMENT IN PERFORMANCE AFTER UNDERGOING TRAINING.RESPONSERESPONDENTSSHARE %

20-30 %2033

30-50%3050

Above 50%1017

Total60100

Figure 3.5RESPONSES TOWARDS IMPROVEMENT IN PERFORMANCE AFTER UNDERGOING TRAINING

INTERPRETATION: 50% of the employee thinks that there is a performance increase after going through training. 27

Table 3.6 shows career awareness opportunities within SJVNL. 38 employees are aware about the same.Table 3.6AWARENESS ABOUT CAREER OPPORTUNITIES WITHIN ORGANISATIONRESPONSERESPONDENTSSHARE %

YES3863

NO2237

Total60100

Figure 3.6 AWARENESS ABOUT CAREER OPPORTUNITIES WITHIN ORGANISATION

INTERPRETATION: 63% of employees are aware about career growth option within organization.

28Table 3.7 shows response of respondents towards contribution of performance appraisal towards career planning.

Table 3.7RESPONSE TOWARDS CONTRIBUTION OF PERFORMANCE APPRAISAL PRACTICES TOWARDS CAREER PLANNING.


Yes4270

No1830

Total60100

Figure 3.7RESPONSE TOWARDS CONTRIBUTION OF PERFORMANCE APPRAISAL PRACTICES TOWARDS CAREER PLANNING.

INTERPRETATION: 70% of the respondents think that performance appraisal practices towards career growth are followed at SJVNL. 29Table 3.8 shows responses towards enhancements of competencies through career development programme in SJVNL.Table 3.8RESPONSES TOWARDS ENHANCEMENT OF COMPETENCIES THROGH CAREER DEVELOPMENT PROGRAMME IN SJVNL. RESPONSERESPONDENTSSHARE %

Yes3660

No2440

Total60100

Figure 3.8RESPONSES TOWARDS ENHANCEMENT OF COMPETENCIES THROUGH CAREER DEVELOPMENT PROGRAMME IN SJVNL.

INTERPRETATION: 60% of the employees think that undergoing career development programme enhances their competencies.

30Table 3.9 shows responses about matching career opportunities available in SJVNL.

Table 3.9RESPONSE FOR MATCHING CAREER OPPORTUNITIES AVAILABLE IN SJVNL WITH CAREER ASPIRATION.


Yes3762

No2338

Total60100

Figure 3.9RESPONSE FOR MATCHING CAREER OPPORTUNITIES AVAILABLE IN SJVNL WITH CAREER ASPIRATION.

INTERPRETATION: Majority of employees thinks that SJVNL offers career opportunities according to employee aspiration. 31

Table 3.10 shows responses towards mode of promotion preferred by employees.Table 3.10RESPONSE OF EMPLOYEES TOWARDS MODE OF PROMOTION PREFERENCERESPONSERESPONDENTSSHARE %

Examination2542

Qualification1220

Experience1423

All of the above915

Total60100

Figure 3.10RESPONSE OF EMPLOYEES TOWARDS MODE OF PROMOTION PREFERENCE

INTERPRETATION: Promotion through examination is preferred by majority of employees. 32Table 3.11 shows response on receiving management assistance on career planning.

Table 3.11RESPONSE ON RECEIVING ASSISATNCE FROM MANAGEMENT ON CAREER PLANNING


Yes5083

No1017

Total60100

Figure 3.11RESPONSE ON RECEIVING ASSISATNCE FROM MANAGEMENT ON CAREER PLANNING

INTERPRETATION: Majority of employees consider management to be helpful in their positive career development graph.

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Table 3.12 shows response regarding their career growth after joining SJVNL.

Table 3.12RESPONSE REGARDING CAREER GROWTH AFTER JOINING SJVNL.RESPONSERESPONDENTSSHARE %

Steady1830

Growing4270

Total60100

Figure 3.12RESPONSE REGARDING CAREER GROWTH AFTER JOINING SJVNL.

INTERPRETATION: Majority of employees feels that their career graph has grown after joining SJVNL.

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Chapter 4SUMMARY, CONCLUSION AND SUGGESSTION

SUMMARYThis study is concerned with career planning of employees of SJVNL, Shimla. The report is submitted towards partial fulfillment of MBA Degree in department of HR, ICDEOL (Himachal Pradesh University). The aim of the study is to have a partial exposure towards HR function in organizations. In this study the data is collected on career planning program at SJVNL. The method for the project included observations and questionnaire. Information on the topic was collected from books, Internet, organizational reports, journal and magazines.Career planning helps to retain hard-working and talented employees. Workforce becomes more stable due to low employee turnover ratio. The very fact that organization provides opportunities for promotion and career growth increases loyalty of employees. This helps to reduce the cost of hiring new people. Moreover, a unique corporate culture can develop and thrive, when people grow within the organization.

CONCLUSION Career planning plays a very important role in everyones life. It is an integral part of the organization. It motivates and inspire employees to work harder and keep them loyal towards the organization. It helps an employee to know various opportunities within the organization.. SJVNL has strong career planning programme Majority of SJVNL employees are satisfied by career planning process. Promotion is the major reason of employees to stick with the current organization Employee prefers promotion on the basis of examination conducted by the organization as well as experience. New method for career planning can be Job Rotation.RECOMMENDATION/SUGGESSTION Career planning develops a loyalty among employees as it gives sense of security. Findings shows that SJVNL employees feel secure in this organization All initiatives of career planning must be practiced by SJVNL so that employee have an option in choosing their career. Career planning helps to retain hard working and talented employees, therefore SJVNL should have proper path for career planning.35BIBLIOGRAPHY

REFERENCES TO BOOK Kothari C.R Research methodology Methods and Techniques 2nd Edition. S.K Bhatia HR Management.REFERENCES TO INTERNET http://sjvn.nic.in/ Organizational website

36SECTION ATHIS STUDY IS CONCERNED WITH CAREER PLANNING OF EMPLOYEES OF SJVNL.Dear Respondents,I am Rohit Rai pursuing MBA from ICDEOL (HP University) Shimla. For the fulfillment of the degree I am preparing a project report on career planning in your organization. I would be highly thankful if you take out some time and complete the below questionnaire. All the information provided here would be kept confidential. Your support is highly acknowledged.

Name:Address:

Age: a ) 18-25b) 25-35c) 35-45d) Above 45Marital statusa ) Marriedb) UnmarriedGender:A ) Maleb) FemaleEducational Qualification:A ) Matricb) Sr. Secc) Graduationc) P.G

37Section BQUESTIONNAIRE1 What sort of career planning would you prefer?Transfer along promotion Job rotation Only promotion2 Do you think that organization has fair promotional policies? YesNo3 Does job rotation takes place in your organization? Yes No4 Does SJVNL conducts training related to career planning from time to time? YesNo5 How much improvement do you find in your performance after training?20%-30%30%-50% Above 50%.6 Are you aware about the career opportunities available in the organization?YesNo7 Do you feel that performance appraisal practices in SJVNL contribute to career planning?Yes No8 Does career development programme in SJVNL help employees to enhance their competence? YesNo9 Does the career opportunities available in SJVNL match your career aspirations? YesNo3810 If you prefer promotion as a level of career planning, what mode of promotion would you prefer?Through examinationThrough qualificationThrough experience.11 Do you get management assistance on career planning?YesNo12After joining SJVNL your career graph has.GrowingSteady.

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Documents

A Study on Career Planning at Sjvn Ltd Shimla