CHAPTER – V CAREER PLANNING AND EMPLOYEE …shodhganga.inflibnet.ac.in/bitstream/10603/71011/15... · 147 Dr. Rishipal, “Training and Development methods, S.chand company ltd

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CHAPTER – V

CAREER PLANNING AND EMPLOYEE DEVELOPMENT – AN ANALYSSIS

Every Organization is established with certain objectives at present and in the

past. The pragmatic efforts are putin different activities to achieve the predecided

objectives. The objectives were not difficult to achieve in past due to stable business

environment. However, in the last few decades the global business has undergone

drastic changes in social, cultural, legal political economical, physical, technological

and competition spheres. Organization performs its tasks with the help of resources as

men, money, and machine, material all are important in their places. Manpower is a

live resource and others are non-living resources, manpower utilizes other resources

and gives output. If manpower is not available or in short supply then other resources

are underutilized, so human resource are very important to achieve organizational

goals and objectives. In this context organizations also invest time and money for the

allround development of employees. As part of this career planning and employee

development is a major activity, it is non monetary motivational technique every

employee look for the career growth. Today majority of industries are facing a serious

problem of retention of employees. Due to globalization effect many multinational

organizations extending their operations in our country, organizations looking for

higher productivity people are also looking for best career. Hence, in this chapter an

attempt has been made by the researcher on career planning and its importance and its

impact on employee satisfaction various practices that are practiced in the sample

organization were explained in detail through the analysis of primary data.

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Planning is process of deciding the future course of action to be followed in

advance before starting the action. Generally, it is wise to think before doing any job.

The phrases go true. “Think before you speak or look before you leap”.

Career planning essentially means helping the employees to plan their

capacities within the context of organizational needs. It is described as devising

organizational systems of career movement and growth opportunities from the point

of entry of an individual into employment to the point of his retirement147.

Individual career planning assumed greater significance in view of the spread

of knowledge, phenomenal increase in educational and training facilities and wide

spread increase in job opportunities. Similarly organizational career planning also

gained importance with the change in technology, human needs, values and

aspirations, increase in organizational size, complexity and a number of openings at

different levels.

Career Planning is the process of establishing career objectives and

determining appropriate educational and developmental programmes to develop

further the skills required to achieve short-or-long term career objectives.

A career is all the jobs that are held during a person’s working life. Edwin. B.

Flippo defined a career as a sequence of separate but related work activities that

provide continuity order, and meaning in a person’s life. Douglass T Hall defined a

career as “an individually perceived sequence of attitudes and behaviors associated

with work related experiences and activities over the span f the person’s life148.

Career goals also at future positions and strive to reach as part of a career. Career

Planning is the process by which one selects career goals and also the path to achieve 147 Dr. Rishipal, “Training and Development methods, S.chand company ltd. New Delhi, 2011. pp 57-71. 148 Douglas, T. Hall, “Protean careers of the 21st century” Academy of Management Executive, November 1996, pp 8-16

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these goals, Career Development covers those personal improvements, one undertakes

to achieve a personal career plan.

A Need for Career Planning and Development

Career planning is necessary due to the following reasons

1) to attract competent persons and to retain them in the organization;

2) to enable the employees to develop and make them ready to meet future

challenges;

3) to increase the utilization of managerial reserves with in the organization;

4) to correct employee placement and also to provide suitable promotional

opportunities;

5) to reduce employee dissatisfaction and turnover;

6) to improve motivation and morale; and

7) lack of interest in jobs

The strong need for higher productivity and performance has been felt in every

organization across the world because the situation is very competitive and critical. It

has become very difficult to increase production or sales due to tough competition.

The management is in a fix what to do and what not to do to increase the profitability

of the company. The way to solve this problem is through cost reduction by giving

higher productivity and performance the operation cost would go down and it would

contribute definitely in increasing the production quantity, quality and profitability of

the company. The HR management is keenly interested for proper utilization of

manpower so the performance can be increased and sustained in future also to keep on

achieving targets. To get the talented and experienced persons is very difficult and

further it is more difficult to satisfy and motivate them and maintain so continuously.

For this, the important tool is mapping career paths for every individual so that the

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retention rate will not be a serious problem to the organization. An intensive study has

been conducted through the structured questionnaire on career planning and employee

development and based on the findings of the study the researcher has made a few

recommendations for effective implementations of the career planning and employee

development at BSNL as well as Airtel, as it results in excelling in their future

activities.

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Table 5.1. Organization has conducive environment to achieve proper career

planning and employee development

S.no Agreeability

BSNL

Airtel

No of respondents % to total No of

respondents % to total

1 Strongly Agree 27 25.7 43 40.9

2 Agree 32 30.5 21 20

3 Neither agree nor disagree 14 13.3 22 20.9

4 Disagree 21 20.1 11 10.4

5 Strongly disagree 11 10.4 08 7.8

Total 105 100 105 100

Chi-Sq = 11.317, P-Value = 0.023 Source: Primary Data.

A study carried out by chen. et. al. (2004) concluded that career planning and

employee development is most important for success of any organization. Study

identified importance of the human capital and suggested organization required to

conduct career planning workshops to help employees to plan their own careers with

confidence and some sense of independence.

An observation is made with the help of opinions elicited from the sample

respondents of two selected units. It is clear from the data the extent of agreeableness

is greater than disagreeableness. It is interesting to observe from the above data that

about 40.9 percent of Airtel respondents against 25.7 percent of BSNL respondents

strongly agreed to the view point, that organization has a conducive environment to

achieve proper career planning for employee development, conversely 30.5 percent of

BSNL respondents against 20 percent of Airtel respondents stated agreeable to the

above view point. Against the above tendency, 10.4 percent of Airtel respondents as

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compared to 20.1 percent of BSNL respondents stated that they disagree to the above

view point, as compared to meagre 7.8 percent against 10.4 percent of respondents

respectively have strongly disagreed.

It can be concluded that the extent of agreeableness towards statement that

organization has conducive environment to achieve career planning & employee

development is higher as compared to who disagreed. However, mixed opinion is

observed between the two units over the statement.

Statistical Analysis The Chi-square value of the above table and its

corresponding significant P-value (0.023) explains that there is a significant

association between the statement “Organization has a conducive environment to

achieve proper career planning and employee development” and the type of industry

i.e., the opinion of the employees working in the two different industries were

statistically significant different about the said statement

Graph- 5.1 Organization has conducive environment to achieve proper career planning and employee development

Source : Table 5.1

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Table 5.2. Employees in the organization have better prospects as company designs better career plan

S.no Agreeability

BSNL Airtel




2 Agree 34 32.5 41 39.2

3 Neither agree nor disagree 21 20 17 16.2

4 Disagree 9 8.5 11 10.4


Total 105 100 105 100

Chi-Sq = 2.180, P-Value = 0.703

Source: Primary Data.

It is very common in corporate companies that career planning is a

management technique to map out career movement and growth opportunities from

the point of entry of an employee to the point of his/her superannuating.


respondents of two selected units, which showcases that the extent of agreeableness is

greater than disagreeableness over the statement. It is interesting to observe from the

above data that 39.2 percent of Airtel respondents against 32.5 percent of BSNL

respondents stated that they are agreeable to the above view that employees in this

organization have better prospects as company designs better career plans, conversely,

28.6 percent of BSNL respondents against 27.6 percent of Airtel respondents stated

strongly agreed to the view.

Against the above tendency, 10.4 percent of Airtel as compared to 8.5 percent

BSNL respondents stated that they disagree to the view, while 10.4 percent of BSNL

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against 6.6 percent of above two companies respondents respectively strongly

disagreed.

It can be concluded that from the above analysis that extent of agreeableness

regarding the statement that employees in the organization have better prospects as

company designs better career plans is higher as compared to who disagree. However,

it is dissatisfying that there is mixed opinion over the statement between two units.

Statistical Analysis: From the P-value it is concluded that there is no significant

association between the statement “Employees in this organization have better

prospects as company designs better career plan” and type of the subscriber where the

employees working.

Graph- 5.2 Employees in the organization have better prospects as company designs better career plan

Source: Table 5.2

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Table 5.3. The organization creates awareness on the existence of formal career plans on regular basis

S.no Agreeability

BSNL Airtel




2 Agree 39 37.3 38 36.2

3 Neither agree nor disagree 12 11.4 21 20

4 Disagree 20 19 13 12.4


Total 105 100 105 100

Chi-Sq = 4.944, P-Value = 0.293


The statement basically means helping the employees to plan their career in

terms of their capacities and aspirations. Due to the globalization concept, employees

have many opportunities to better their career, keeping this in view most of the

organizations conduct workshops about the formal career plans on regular basis.

An observation is made with the help of opinions extracted from the

employees of two selected units, which show that the extent of agreeableness is

greater than disagreeableness. It is satisfying to observe from the above data that 37.3

percent of BSNL respondents against 36.2 percent of Airtel stated that they are

agreeable to the above view that organization creates awareness on the formal career

plans, conversely, 23.8 percent of Airtel respondents against 20.9 percent of BSNL

respondents stated that they strongly agree to the above view.

Against the above tendency, 19 percent of BSNL respondents as compared to

12.4 percent of Airtel respondents stated that they disagree to the view, whereas 11.4

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percent against 7.6 percent of two companies respondents respectively strongly

disagreed.

It can be concluded that the extent of agreeableness is higher regarding the

fact that organization creates awareness on the existence of formal career plan on

regular basis as compared to the extent of disagreeableness over the statement among

the respondents of the two sample units. However, in between two organizations there

is mixed opinion over the statement.

Statistical analysis: The above p-value portrays that there is no significant difference

in the opinion of the respondents who were working in different organizations (BSNL

and AIRTEL) for the statement “The organization creates awareness on the existence

of formal career plans on regular basis” at 5% level of significance.

Graph- 5.3 The organization creates awareness on the existence of formal career

plans on regular basis

Source: Table 5.3.

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Table 5.4. Career paths are shared with employees by top management

S.no Agreeability

BSNL

Airtel




2 Agree 49 46.6 38 36.2


4 Disagree 11 10.4 11 10.4


Total 105 100 105 100

Chi-Sq = 10.285, P-Value = 0.036


In the process of HRD subsystem – career planning and employee

development is most important strategy for retaining of employees in the

organization. In most organizations middle level employees got fewer opportunities

for promotion and remaining employees look for career paths. Keeping this in view

the top management shares the career paths information during induction stage and

other special training programmes.


respondents of two selected units. Which show that agreeableness opinion dominates

disagreeableness. It is interesting to observe from the above data that about 46.6

percent of BSNL respondents against 36.2 percent of Airtel respondents stated that

they are agreeable to the view that career paths are shared with employees by top

management, conversely, 27.6 percent of Airtel respondents against 11.5 percent of

BSNL respondents stated that they strongly agree to the above view. However,

against the above tendency, 16.2 percent of BSNL respondents as compared to 9.5

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percent of Airtel respondents stated that they strongly disagree, 10.4 percent and 10.4

percent of respondents respectively disagree to the above view.

It can be concluded that from the above analysis that extent of agreeableness

regarding the statement that Career paths are shared with employees by top

management is higher as compared to who disagree from two selected units.

However, it is surprising that a mixed opinion is observed between two units over the

statement.

Statistical Analysis The chi-square value, p-value and the percentages in the above

table explains that for the statement “Career paths are shared with employees by top

management” the employees working in AIRTEL are opined more significantly

positive than the employees who were working in BSNL i.e., in a dissimilar way at a

5% level of significance

Graph- 5.4 Career paths are shared with employees by top management

Source : table 5.4

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Table 5.5. There is great extent of individual’s participation in deciding the career plan & Development

S.no Agreeability

BSNL

Airtel




2 Agree 28 26.7 39 37.2

3 Neither agree nor disagree 21 20 17 16.2

4 Disagree 11 10.4 15 14.2


Total 105 100 105 100

Chi-Sq = 5.099, P-Value = 0.277

Source: Primary Data

The main objective of career planning and development is attraction and

retention of the right type of persons in the organization. One of the career

development activities is assisting employees in assessing their own internal career

needs and also other objective of career development programme is not that of

selecting future, but rather to help individuals to do their own planning.

An observation is made with the help of opinion elicited from the sample

respondents of two selected units, which shows that positive opinion is greater than

negative. It is gratifying to observe from the data that about 37.2 percent of Airtel

respondents against 26.7 percent of BSNL respondents stated that they are agreeable

to the view that there is great extent of individual’s participation in deciding the career

plan &development, against this, 27.7 percent of BSNL and 23.9 percent of Airtel

respondents stated that they strongly agreed to the view.

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Against the above tendency, 15.2 percent of BSNL respondents as compared

to 8.5 percent of Airtel respondents stated that they strongly disagreed, 14.2 percent

and 10.4 percent of two companies respondents respectively disagree to the above

view.


fact that there is great extent of individual’s participation in deciding the career plan

& development as compared to the extent of disagreeableness over the statement.

However, a mixed opinion is noticed from the two units over the statement.

Statistical Analysis From the above chi-square value and its corresponding

significant value discloses that the employees who were working in BSNL and

AIRTEL have opined in a similar passion at a 5% level of significance for the

statement “There is a great extent of individual’s participation in deciding the career

plan & development”.

Graph – 5.5 There is great extent of individual’s participation in deciding the

career plan & Development

Source: Table – 5. 5

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Table 5. 6. Career planning improves morale and motivation by matching skills

to job requirement.

S.no Agreeability

BSNL

Airtel




2 Agree 39 37.2 38 36.3


4 Disagree 11 10.4 13 12.3


Total 105 100 105 100

Chi-Sq = 3.383, P-Value = 0.496


The objective of career planning is improvement of morale and motivation of

employees by marshalling their individual abilities and needs to the demand and

reward of the job ensuring them adequate opportunities for promotion and growth in

the organization.

An observation is made with the help of opinions extracted from the two

sample companies respondents. Which show that extent of agreeableness is greater

than disagreeableness. It is gratifying to observe from data that 37.2 percent of BSNL

compared to 36.3 percent of Airtel respondents stated that they are agreeable to the

view that career planning improves morale and motivation by matching skills to job

requirement, against this, 25.7 percent of Airtel respondents against 21.9 percent of

BSNL respondents stated that they strongly agreed to the view.

Against the above tendency, 12.3 percent of Airtel as compared to 10.4

percent of BSNL respondents stated that they disagreed to the above view point, while

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9.5 percent against 5.8 percent of above two companies respondents respectively

strongly disagreed.

It can be concluded from the analysis that majority of the respondents of the

two selected units have stated that career planning improves morale and motivation by

matching skills to job requirement as compared to those who disagreed. However, it

is interesting that there is mixed opinion regarding the statement between units.

Statistical Analysis The Chi-square value (3.383) of the above table and its

corresponding insignificant P-value (0.496) clarifies that there is no significant

association between the statement “Career planning improves morale and motivation

by matching skills to job requirement” and the type of industry i.e., the opinion of the

employees working in the two different industries (BSNL and AIRTEL) were not

statistically significant different about the said statement.

Graph- 5.6 Career planning improves morale and motivation by matching skills to job Requirement

Source: Table 5. 6

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Table 5.7. The organization future plans are known to managerial staff to help juniors and prepare them for future.

S.no Agreeability

BSNL

Airtel



1 Strongly Agree 33 31.4 41 39

2 Agree 27 25.7 21 20

3 Neither

agree nor disagree

17 16.2 18 17.2

4 Disagree 18 17.1 14 13.3


Total 105 100 105 100 Chi-Sq = 2.191, P-Value = 0.701


It is very common in corporate companies that it is assumed a person’s career

is highly personal and extremely important element of life. In this process, the

managers’ role is very important as he is expected to provide as much information as

possible to their juniors.

An observation is made based on the opinions extracted from sample

respondents of two selected units. which shows that majority have opined in the

favour of statement. It is interesting to observe from the data that 39 percent of Airtel

respondents against 31.4 percent of BSNL respondents stated that they have strongly

agreed to the view that organization future plans are known to managerial staff to help

juniors for future preparation of employees, conversely 25.7 percent of BSNL against

20 percent of Airtel respondents stated that they are agreeable to the view point.


to 13.3 percent of Airtel respondents stated that they disagreed to the above view,

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followed by 10.6 percent of Airtel respondents against 9.6 percent of BSNL

respondents stated they strongly disagreed to the view.


fact that organization future plans are known to the managerial staff to help juniors for

future preparation of plans as compared to the extent of disagreeableness over the

statement among the respondents of the two sample units. However, it is dissatisfying

to note that a mixed opinion prevailed between the units and the statement.

Statistical analysis The p-value and the percentages in the above table explains that

for the statement “The organization future plans known to the managerial staff to help

juniors and prepare them for future” the employees working in both the organization

i.e., BSNL and AIRTEL are opined more or less unanimous at 0.05 level of

significance.

Graph- 5.7 The organization future plans are known to managerial staff to help juniors and prepare them for future

Source: Table 5. 7

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Table 5.8. The organization considers the employees for future key positions.

S.no Agreeability

BSNL

Airtel




2 Agree 26 24.8 37 35.3

3 Neither

agree nor disagree

22 20.9 14 13.3

4 Disagree 21 20 18 17.2


Total 105 100 105 100

Chi-Sq = 5.328, P-Value = 0.255


Career planning and development’s main aim is mapping of careers of

employees in the organization and also develop the employees through training and

development for promoting to next levels/positions. Most of the organizations

consider their employees for future positions instead of recruiting new employees.

An observation is made with the help of opinions extracted from the sample

respondents of two selected units. Which shows majority opined favorably rated over

the statement. It is gratifying to observe that 35.3 percent of Airtel respondents

against 24.8 percent of BSNL respondents stated that they are agreeable to the view

the organization considers the employees for future position, followed by 20.9 percent

of Airtel respondents against 16.1 percent of BSNL respondents stated that they

strongly agreed to the view.

However, against the above tendency,20 percent of BSNL respondents as

compared to 17.2 percent of Airtel respondents stated that they disagreed to the above

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view, while 18.2 percent of BSNL respondents and 13.3 percent of Airtel respondents

stated they strongly disagreed to the view,


fact that organization consider the employees for future positions as compared to the

extent of disagreeableness over the statement among the respondents of the two

sample units. However, mixed reaction prevailed between the units regarding the

statement.

Statistical Analysis From the above Chi-square value and its P-value it concludes that

for the statement “The organization considers the employees for future positions” the

opinion of the employees who were working in BSNL and AIRTEL are opined in a

similar passion at 5% level of significance.

Graph- 5.8 The organization considers the employees for future positions

Source: Table 5. 8

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Table 5.9. The organization’s corporate growth plans are not kept secret.

S.no Agreeability

BSNL

Airtel



1 Strongly Agree 21 20 23 22

2 Agree 42 40 37 35.2

3 Neither

agree nor disagree

14 13.3 10 9.5

4 Disagree 17 16.2 21 20


Total 105 100 105 100

Chi-Sq = 1.855, P-Value = 0.762


A transparent organization does not keep the corporate growth plans secret

from its workforce. In such organizations the employees know the long-range plans

and get help to prepare for the changes that are planned by the organization.


respondents of two selected units, which shows that majority have opined favourably.

It is interesting to observe from data that 40 percent of BSNL respondents against

35.2 percent of Airtel respondents stated that they are agreeable to the view that the

organization’s corporate growth plans are not kept secret, conversely 22 percent of

Airtel against 20 percent of BSNL stated that they strongly agreed to the view.

Against the above tendency, 20 percent of Airtel respondents as compared to

16.2 percent of BSNL respondents stated that they disagree to the above view,

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whereas 13.3 percent of Airtel respondents against 10.5 percent of BSNL respondents

have strongly disagreed.


two selected units have stated agreed the organization’s growth plans are not kept

secret as compared to those who disagreed.

Statistical Analysis From the P-value it is concluded that there is no significant

association between the statement “The organization corporate growth plans are not

kept secret” and type of the subscriber where the employees are working in

Graph 5.9. The organization’s corporate growth plans are not kept secret

Source : table 5..9

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Table 5.10. Top management updates the information about career paths on

regular basis.

S.no Agreeability

BSNL

Airtel




2 Agree 26 24.7 27 25.8

3 Neither

agree nor disagree

15 14.3 17 16.1

4 Disagree 33 31.5 21 20.0




It is very common in corporate companies that the top management provides

the career paths information during induction training and other special training

programmes. so that the employee develop his abilities to reach his desired position in

the organization.


respondents of two selected units. Which shows majority have agreed to the

statement. It is gratifying to observe from data that 29.6 percent of Airtel respondents

against 19 percent of BSNL respondents stated that they strongly agreed to the view

that top management update the information about career paths on regular basis,


respondents stated that they are agreeable to the above same view.

However, against the above tendency, it is dissatisfying to observe that 31.5

percent of BSNL respondents against 20 percent of Airtel respondents stated that

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they disagree to the view that top management update the information about career

paths, whereas 10.5 percent of BSNL and 8.5 percent of Airtel respondents

respectively strongly disagreed to the view.

The above analysis concludes that top management updates the information

about career paths on regular basis is more with respondents of Airtel as compared to

BSNL and the disagree sounds well with BSNL. It is interesting to observe that in

between two units majority of AIRTEL respondents agreeable and strongly agreeable

over the statement as compared to BSNL.

Statistical Analysis: The above p-value portrays that there is no significant difference

in the opinion of the respondents who were working in different organizations for the

statement “Top management updates the information about career paths on regular

basis” at 5% level of significance.

Graph – 5.10 Top management updates the information about career paths on regular basis.

Source:Table 5. 10

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Table 5.11.Organizations has clear policy on career planning and employee development

S.no Agreeability

BSNL

Airtel




2 Agree 39 37.2 35 33.4

3 Neither

agree nor disagree

12 11.4 14 13.3

4 Disagree 13 12.3 17 16.2


Total 105 100 105 100


Every organization has two main activities on career planning and

development activities. One is career development programme, and other one is

career planning activities. As a result employees can enjoy with the career planning

activities. Today most of the organizations have a clear policy on career planning and

employee development

An observation is made with the help of opinions extracted from the

employees of two sample units. which shows that the extent of agreeable is greater

than disagreeableness It is satisfying to observe from data that37.2 percent of BSNL

respondents against 33.4 percent of Airtel respondents stated that they are agreeable

to the view that organization has clear policy on career planning and employee

development, followed by 24.7 percent of BSNL respondents against 21.9 percent of

Airtel respondents stated that they strongly agreed to the above view. Against the

above tendency, 16.2 percent of Airtel respondents as compared to 12.3 percent of

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BSNL respondents stated that they disagree to the view, whereas 15.2 percent of

Airtel against 14.3 percent of BSNL respondents strongly disagreed to the above

view.

It can be concluded from the above analysis that majority of respondents have

agreed to the view that organization has a clear policy on career planning and

employee development as compared to meagre respondents who disagreed. However,

it is interesting to conclude that dice is in favour of BSNL as majority have agreed and

strongly agreed against Airtel.

Statistical analysis The Chi-square value(1.119) of the above table and its

corresponding insignificant P-value(0.891) reveals that there is no significant impact

on the statement “Organizations has a clear policy on career planning and employee

development” and the type of industry i.e., the opinion of the employees working in the

two different industries were more or less same

Graph- 5.11 Organizations have clear policy on career planning and employee development

Source: Table 5.11

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Table 5.12 Current HRD policies are relevant to employee career planning & development

S.no Agreeability

BSNL

Airtel




2 Agree 30 28.5 41 39.1

3 Neither

agree nor disagree

19 18.1 13 12.3

4 Disagree 21 20.0 24 22.8




Human resource development (HRD) is the department to prepare career

development plans career and planning activities. The over all objective of these

programmes is to match employee needs and goals with current/future career

opportunities in the organization.


respondents of two selected units, which shows that majority have agreed than

disagreed over the statement. It is interesting to observe from the data that 39.1

percent of Airtel respondents against 28.5 percent of BSNL stated that they are

agreeable to the view that current HRD policies are relevant to employee career

planning and development, conversely, 20 percent of BSNL respondents against 19.0

percent of Airtel respondents have strongly agreed to the view.

Against the above tendency, 22.8 percent of Airtel as compared to 20 percent

of BSNL respondents stated that they disagree to the above view. While 13.4 percent

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of BSNL respondents against 6.7 percent of BSNL respondents have strongly

disagreed to the view.


fact current HRD policies are relevant to employee career planning and development

as compared to the extent of disagreeableness over the statement among the

respondents of the two sample units. However, a mixed reaction is registered between

two units over the statement.

Statistical analysis: From the above chi-square value and its corresponding

significant value divulges that the employees who were working in BSNL and

AIRTEL are opined in a similarly at a 5% level of significance for the statement

“Current HRD policies are relevant to employee career planning & development”.

Graph- 5.12 Current HRD policies are relevant to employee career planning & development

Source: table 5.12

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Table 5.13 Career planning to provide avenues for growth to its employees in the organization

S.no Agreeability

BSNL

Airtel




2 Agree 41 39.0 37 35.3

3 Neither

agree nor disagree

14 13.4 9 8.5

4 Disagree 17 16.2 19 18.1




A well designed career planning and development efforts will assist

employees in determining their own career needs, develop and publicize available

career opportunities in the organization.

An observation is made with the help of employee opinions extracted from the

sample units of two selected units, which shows disparity in the levels positiveness as

against negative It is satisfying to observe 39 percent of BSNL respondents against

35.3 percent of Airtel respondents stated that they are agreeable to the view that

career planning to provide avenues for growth to its employees, followed by 27.7

percent of Airtel respondents compared to 24.7 percent of BSNL respondents stated

they strongly agreed to the above view.

Against the above tendency, 18.1 percent of Airtel respondents as compared to

16.2 percent of BSNL respondents stated that they disagree to the above view, 10.4

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percent of Airtel respondents and 6.7 percent of BSNL respondents have strongly

disagreed to the above view.


two selected units have stated that career planning provides avenues for growth to its

employees as compared to those who disagreed. However, a mixed reaction is

recorded between the two units over the statement.

Statistical analysis The p-value depicts that the employees working in BSNL and

AIRTEL opined unanimously i.e., both the industries provide avenues for growth to

its employees for their career planning sufficiently at a 5% level of significance

Graph- 5.13 Career planning to provide avenues for growth to its employees in

the organization

Source: table 5. 13

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Table 5.14. Top management is willing to invest a considerable part of their time and other resources to the development of employees.

S.no Agreeability

BSNL

Airtel




2 Agree 28 26.7 41 39.0

3 Neither

agree nor disagree

19 18.0 21 20.0

4 Disagree 27 25.8 11 10.5


Total 105 100 105 100


Development of an employee is very important aspect as a result organization

will get higher productivity. To achieve this task organization need to invest more

time and other resources like training of employee, career counseling, career

information system etc. These resources are to play a vital role in the development of

employee.


respondents of two selected units, which shows that extent of agreeableness is greater

than disagreeableness. It is found that 39 percent of Airtel respondents against 26.7

percent of BSNL respondents stated that they are agreeable to the view that top

management is willing to invest considerable part of their time and other resources to

the development of employees, conversely, 20.9 percent of BSNL against 18.1

percent of Airtel respondents have strongly agreed to the above view. However,

against the above tendency, it is dissatisfying to observe that 25.8 percent of BSNL

203

respondents as compared to 10.5 percent of Airtel respondents stated disagreed to the

above view, while 12.4 percent against 8.6 percent of respondents respectively stated

that they strongly disagreed.

The above analysis concludes as stated by majority top management is

agreeable to invest a considerable part of their time and other resources to the

development of employees as compared to those who disagree. However, a mixed

reaction has prevailed over the statement in between two units.

Statistical Analysis The significant p-value (0.037) and the percentages in the above

table elucidates that for the statement “Top management is willing to invest a

considerable part of their time and other resources to the development of employees”

the employees working in AIRTEL are opined significantly more sanguinely than the

employees who were working in BSNL at 5% level of significance

Graph – 5.14 Top management is willing to invest a considerable part f their time and other resources to the development of employees.

Source: table 5. 14.

204

Table 5.15 HRD team advice and counsel the employees for development of their career.

S.no Agreeability

BSNL

Airtel




2 Agree 33 31.4 25 23.8

3 Neither

agree nor disagree

21 20 17 16.2

4 Disagree 12 11.4 15 14.2




Werner et al. (2007) emphasizes that employee counseling is an HRD activity

as it serves the goal just as any other HRD effort does and is a positive contributor to

the organization’s effectiveness and health promotion, corporate employee counseling

programme began in 1936 in the western electric company in Chicago. It resulted in

the improvement of employee job development and satisfaction


sample units, which shows that extent of agreeableness is greater than

disagreeableness over the statement. It is found that 33.3 percent of Airtel respondents

against 20.9 percent of BSNL respondents stated that they have strongly agreed to the

view that HRD team advice and counsel the employees for development of their

career, conversely, 31.4 percent of BSNL against 23.8 percent of Airtel respondents

stated that they are agreeable to the view.

205

Against the above tendency, a meagre 16.2 percent of BSNL as compared to

12.3 percent of Airtel respondents stated that they strongly disagreed to the above

view, whereas 14.2 percent of Airtel and 11.4 percent of BSNL respondents

respectively strongly disagreed to the above view.


two selected units have stated agreed the statement that HRD team advice and counsel

the employees for developing of career as compared to those who disagreed.

However, mixed reaction is observed between two units over the statement.

Statistical Analysis For the development of employees career, HRD team advices

and counsels them in a ample manner in both the industries as per the insignificant P-

value (0.253) i.e., there is no significant difference opinion of the respondents in both

the industry employees.

Graph – 5.15 HRD team advice and counsel the employees for development of their career

Source: table 5.15.

206

Table 5. 16 Providing equal opportunities to all employees in the organization.

S.no Agreeability

BSNL

Airtel




2 Agree 23 21.9 19 18

3 Neither

agree nor disagree

19 18 14 13.3

4 Disagree 24 22.9 27 25.8

5 Strongly disagree 21 20 24 22.8

Total 105 100 105 100

Chi-Sq = 1.746, P-Value = 0.782


The top management of organization aware that human resource is vital and it

always play an added value role to the organization as employees always seek for

higher opportunities in the organization.


sample units, which concludes that extent of disagreeableness is greater than

agreeableness over the statement. It is dissatisfying to observe from the data that 25.8

percent of Airtel respondents against 22.9 percent of BSNL respondents stated that

they disagree to the view that organization provide equal opportunities to all its

employees, followed by 22.8 percent of Airtel respondents against 20 percent of

BSNL respondents who strongly disagree. Against the above tendency, about 21.9

percent of BSNL respondents as compared to 18 percent of Airtel respondents stated

that they agree to the view, while 20 percent of Airtel against 17.1 percent of BSNL

respondents respectively stated that they have strongly agreed to the above view.

207

It is dissatisfying to conclude from the above analysis that the extent of

disagreeableness is more with the respondents of sample units regarding providing

equal opportunities to all employees in the organization than respondents who agreed

to the above view point

Statistical Analysis The Chi-square value(1.746) of the above table and its

corresponding insignificant P-value(0.782) reveal that there is no significant impact

on the statement “Providing equal opportunities to all employees in the organization”

and the type of industry i.e., the opinion of the employees working in the two different

industries were more or less identical.

Graph – 5.16 providing equal opportunities to all employees in the organization

Source: table 5. 16

208

Table 5.17. The top management of the organization makes efforts to identify & utilize the Potential / talent of the employee.

S.no Agreeability

BSNL

Airtel




2 Agree 39 37.1 36 34.2

3 Neither

agree nor disagree

16 45.2 19 18

4 Disagree 19 18 12 11.4


Total 105 100 105 100

Chi-Sq = 2.709, P-Value = 0.608


Today most of the corporate companies incorporate the concept of “potential

appraisal” it is a future-oriented appraisal whose main objective is to identify and

evaluate the potential of the employee to assume higher positions and responsibilities

in the organizational hierarchy.


units of two selected units, where agreeableness over the statement is greater than

disagreeableness. It is gratifying to observe from data, that 37.1 percent of BSNL

against 34.2 percent of Airtel respondents stated that they are agreeable to the view

that top management of the organization utilize the potential of employees,

conversely, 27.6 percent of Airtel against 21.9 percent of BSNL respondents stated

strongly agreed to the above view. Against the above tendency, 18 percent of BSNL

as compared to 11.4 percent of Airtel respondents stated that they disagree to the

209

above view, while as little as 8.5 percent and 7.7 percent of respondents respectively

stated that they strongly disagreed to the above same view.


two selected units have stated agreed that the top management of organization makes

efforts to identify & utilize the future potentials as compared to those who disagreed.

However, mixed reaction is observed between two units over the statement.

Statistical Analysis The Chi-square value of the above table and its corresponding

insignificant P-value (0.608) enlightens that there is no significant association

between the statement “The top management of the organization makes efforts to

identify & utilize the Potential / talent of the employee” and the type of industry

i.e., the opinion of the employees working in the two different industries were not

statistically significant different about the said statement

Graph – 5. 17 the top management of the organization makes efforts to identify & utilize the Potential / talent of the employee


210

Table5.18. Employees are encouraged to experiment with new methods and tryout Creative ideas.

S.no Agreeability

BSNL

Airtel




2 Agree 24 22.8 21 20.0


4 Disagree 29 27.7 20 19.0


Total 105 100 105 100

Chi-Sq = 7.052, P-Value = 0.133


Management of an organization regularly conducts workshops to facilitate

career development by bringing together groups of employees with their superiors and

managers. The problems and solutions, and creative ideas can be identified and the

management encourage for experiment of new ideas.


units of two selected units, which showcases that the extent of agreeableness and

disagreeableness is mixed in nature. It is interesting to observe from data, that in the

case of BSNL the extent of disagreement (27.7 percent) overshadowed the agreement

(22.8 percent) similarly strong disagreement (20 percent) outclassed strong agreement

(13.3 percent). Contrast to the above situation, it is satisfying to observe that the

211

extent strongly agreement (26.7 percent) and agreement (20 percent) outclassed

disagreement (19 percent) and strongly disagreement.

The above analysis concludes that there is mixed reaction between the units

as in the BSNL disagreement and strongly disagreement overshadowed agreement

while in the case of Airtel agreed and strongly agree dominated disagree and strongly

disagreed.

Statistical Analysis From the above chi-square value and its corresponding

significant value divulges that the employees who were working in BSNL and

AIRTEL are opined in a similar passion at a 5% level of significance with respect to

the above statement.

Graph – 5.18 Employees are encouraged to experiment with new methods and

tryout Creative ideas

Source: table 5.18

212

Table 5. 19. Helping the staff to claim for internal promotions.

S.no Agreeability

BSNL

Airtel




2 Agree 39 37.1 27 25.7

3 Neither

agree nor disagree

17 16.1 20 19.0

4 Disagree 19 18.0 16 15.2




Employees join organizations to fulfill their career goals and aspirations on the

one hand, organizations provide them opportunities available with them through

internal promotions based on the performance of the employee on the other hand.

Some organization may offer career programmes at a particular level for both young

direct Recruities and older employees through promotions.

An observation is made with the help of opinions elicited from the two sample

units respondents, which infers that the extent of agreeableness is greater than

disagreeableness. It is satisfying to observe from the 37.1 percent of BSNL

respondents against 25.7 percent of respondents stated that they are agreeable to the

view that helping the staff to claim for internal promotions, conversely, 26.7 percent

of Airtel respondents against 22.8 percent of BSNL respondents stated that they

strongly agreed to the above view.


15.2 percent of Airtel respondents stated that they disagree to the above view,

213

whereas 13.4 percent of Airtel and 11.4 percent of BSNL respondents respectively

stated that they strongly disagreed to the above view.


two selected units have stated agreed that helping the staff to claim for internal

promotion as compared to those who disagreed. However, mixed reaction is found

between units over the statement

Statistical analysis The insignificant p-value (0.561) and the percentages in the above

table elucidates that for the statement “Helping the staff to claim for internal

promotions” the employees working in AIRTEL are opined similar to the employees

who were working in BSNL at 5% level of significance

Graph – 5. 19. Helping the staff to claim for internal promotions

Source: table 5.19.

214

Table 5. 20. Organization keeping employees records update.

S.no Agreeability

BSNL

Airtel




2 Agree 51 48.6 39 37.1

3 Neither

agree nor disagree

13 12.3 15 14.2

4 Disagree 11 10.5 11 10.4


Total 105 100 105 100

Chi-Sq = 3.176, P-Value = 0.529


Due to the increasing competition in the industry, organizations are providing

adequate information about job openings and promotions, and the managers are

recording and updating the employees information on regular basis through

management information system. (MIS). Department


sample units, which shows that extent of agreeableness is greater than

disagreeableness over the statement. It is gratifying to observe from data, that 48.6

percent of BSNL respondents against 37.1 percent of Airtel respondents stated that

they are agreeable to the view that organization keeping employees records update,

conversely, 20 percent of Airtel against 15.2 percent of BSNL respondents stated that

they strongly agreed to the above view.

215

Against the above tendency, a meagre 18.3 percent of Airtel as compared to 13.4

percent of BSNL stated that they strongly disagreed to the above view, whereas 10.5

percent and 10.4 percent of respondents respectively stated that they disagreed to the

above view.


two selected units have stated agreed that organization keeping employees records

update as compared to those who disagreed. However, a mixed reaction is found

between the units regarding the statement.

Statistical Analysis From the above chi-square value and its p-value reveals that

employees who were working in both the organizations opined similarly to the

statement “Organization keeping employees records update” at 5% level

Graph – 5.20 Organization keeping employees records update

Source: table 5. 20

216

Table 5.21. Management makes sure all staff enjoy with their career development

S.no Agreeability

BSNL

Airtel



1 Strongly Agree 19 18 16 15.2

2 Agree 17 16.2 24 22.8

3 Neither

agree nor disagree

21 20 17 16.2

4 Disagree 31 29.5 22 20.1


Total 105 100 105 100

Chi-Sq = 5.285, P-Value = 0.259


Human Resource play a critical role in the development process of modern

economies, Arthur Lewis observed that there are great differences in the development

between countries, which seem to have roughly equal resources. Hence, the

management makes sure that every employee is part of the career development

activity


units of two selected units, which shows the extent of disagreeableness is greater than

agreeableness over the statement. It is observed from data that 22.8 percent of Airtel

against 16.2 percent of BSNL respondents stated that they are agreeable to the view

that management makes sure all staff enjoy with their career development, conversely

to the above, 18 percent of BSNL against 15.2 percent of Airtel stated that they are

strongly agreeable to the above view.

217

It is dissatisfying to observe that majority of 29.5 percent of BSNL as


view, conversely, 24.7 percent and 16.2 percent of respondents respectively stated

that they strongly disagreed to the above view.


disagreement is more with the respondents of two sample units regarding the

statement that management makes sure all staff enjoy with their career development

than the respondents agreed to the view point.

Statistical Analysis The p-value and the percentages in the above table explains that

for the statement “Management makes sure all staff enjoy with their career

development” the employees working in both the organization i.e., BSNL and

AIRTEL are opined more or less unanimous at 0.05 level of significance

Graph – 5.21. Management makes sure all staff enjoy with their career

development

Source: table 5.21.

218

Table 5.22. The fairness of employee development is very high

S.no Agreeability

BSNL

Airtel




2 Agree 27 25.7 38 36.2

3 Neither

agree nor disagree

23 21.9 13 12.3

4 Disagree 21 20 19 18


Total 105 100 105 100

Chi-Sq = 5.451, P-Value = 0.244


As part of career planning and employee development, corporate companies

are conducting employee development activities with fairness as a result the concept

of right person for right job shall be fulfilled.


units of two selected units, which shows that the extent of disagreeableness is greater

than disagreeableness over the statement. It is gratifying to observe from data that

36.2 percent of Airtel respondents against 25.7 percent of BSNL respondents stated

that they are agreeable to the view that the fairness of employee development is very

high, followed by 20 percent of Airtel against 16.1 percent of BSNL stated that they

strongly agreed to the above view.

Contrary the above tendency, about 20 percent of BSNL as compared to 18

percent of Airtel respondents stated that they disagreed to the above view, whereas

219

16.2 percent and 13.5 percent of respondents respectively stated that they strongly

disagreed to the above view.


two selected units have agreed that the fairness of employee development is very high

as compared to those who disagreed. However, in between two majority of the

respondents of Airtel stated favourably over the statement as compared to BSNL.

Statistical Analysis From the above Chi-square value and its P-value it is concluded

that for the statement “The fairness of employee development is very high” the opinion

of the employees who were working in BSNL and AIRTEL are opined in a similar

passion at 5% level of significance.

Graph – 5.22 The fairness of employee development is very high

Source: table 5. 22

220

Table 5.23. Action plans are prepared to improve employees career plans and

development.

S.no Agreeability

BSNL

Airtel




2 Agree 21 20.0 36 34.2

3 Neither

agree nor disagree

20 19.0 22 20.9

4 Disagree 27 25.8 17 16.2


Total 105 100 105 100

Chi-Sq = 9.039, P-Value = 0.060


Career plan is a systematic process by which one decides his/her career goal

and the path to reach. To this end, managements of the organizations prepare the

action plans for development of the employee; as a result it results to organization

development.


sample units, which shows a mixed reaction between agreement and disagreement. It

is dissatisfying to observe that 25.8 percent of BSNL respondents disagreed to the

statement, against 20 percent agreed and 19 percent of respondents of the same firm

have strongly disagreed against 16.1 percent strongly agreed. Contrary to the above

tendency, it is gratifying to observe that 34.2 percent of Airtel have agreed to the

statement, against 16.2 percent disagreed, whereas 18 percent of respondents have

strongly agreed, against 10.4 percent who have strongly disagreed.

221

The above analysis concludes that action plans are prepared to improve

employees career plans is more with respondents of Airtel as compared to BSNL and

the disagreement sounds well with BSNL.

Statistical analysis From the P-value it is concluded that there is no significant

association between the statement “Action plans are prepared to improve employees

career plans and development” and type of the subscriber where the employees

working in.

Graph – 5. 23. Action plans are prepared to improve employees career plans and

development.

Source: Table 5.23

222

Table 5.24. Organization supports the employees in utilizing their potential in future interest.

S.no Agreeability

BSNL

Airtel




2 Agree 30 28.6 35 33.4

3 Neither

agree nor disagree

15 14.2 19 18

4 Disagree 10 9.5 6 5.7


Total 105 100 105 100


This is common phenomenon in every organization, that many organizations

are using the potential appraisal. The concept of potential appraisal is to identify the

candidate capacities /skills for utilizing future projects, it will be useful exercise to the

organizations as well as employees.

An observation is made with the help of opinions extracted form the two

sample units. It is gratifying to observe from data that 39.2 percent of BSNL

respondents against 35.2 percent of Airtel who stated that they strongly agreed to the

view that organization supports the employees in utilizing their potential in future

interest, conversely, 33.4 percent of Airtel respondents against 28.6 percent of BSNL

respondents who stated strongly agreed to the above view.

Against the above tendency a lower order, 9.5 percent of BSNL respondents as


223

view, while 8.5 percent and 7.7 percent of respondents respectively stated that they

strongly disagreed.


two selected units have agreed regarding the statement that organization supports the

employees in utilizing their potential for future interest as compared to those who

disagreed. However, a mixed reaction is observed between the units over the

statement.

Statistical analysis The above p-value portrays that there is no significant difference


statement “Organization supports the employees in utilizing their potential future

interest” at 5% level of significance.

Graph – 5. 24 Organization supports the employees in utilizing their potential in future interest.

Source: Table 5. 24

224

Table 5.25. Career development programmes of an organization can produce realistic employees expectations.

S.no Agreeability

BSNL

Airtel




2 Agree 32 30.5 28 26.7

3 Neither

agree nor disagree

16 15.2 17 16.2

4 Disagree 19 18 12 11.4


Total 105 100 105 100


Career development is a sequence of separate but related work activities that

provide continuous order and meaning in person’s life. Career development covers

those personal improvements; one undertakes to achieve a personal career plan and

development.

An observation is made with the help of opinions of extracted from the sample

units of two selected units. which infers that agreeableness over the statement is

greater than disagreeableness. It is interesting to observe from data, majority 35.2

percent of Airtel respondents against 22.9 percent of BSNL respondents stated that

they strongly agreed to the view that career development programmes of the

organization can produce realistic employee expectations, contrary to the above,

majority 30.5 percent of BSNL respondents against 26.7 percent of Airtel respondents

stated that they are agreeable to the above view. Against the above tendency, 18

percent of BSNL respondents as compared to 11.4 percent of Airtel respondents

225

stated disagree, whereas 13.4 percent and 10.5 percent of respondents respectively

stated strongly disagreed.


two selected units have agreed regarding Career development programmes of an

organization can produce realistic employees expectations as compared to those who

disagreed. However, mixed reaction is observed between two units over the statement.


corresponding insignificant P-value(0.286) reveals that there is no significant impact

on the statement “Career development programmes of an organization can produce

realistic employees expectations” and the type of industry i.e., the opinion of the

employees working in the two different industries were more or less same

Graph- 5.25. Career development programmes of an organization can produce realistic employees expectations.


226

Table 5. 26. Development of subordinates is seen as an important part of their job by the Managers/officers.

S.no Agreeability

BSNL

Airtel




2 Agree 21 20 27 25.7

3 Neither

agree nor disagree

23 21.7 14 13.3

4 Disagree 29 27.6 21 20

5 Strongly disagree 19 18 28 26.7



Development of subordinates is very important because it encompasses

activity ranging from the acquisition of simple mechanical skills to complex

administrative ones, so that the subordinates possess knowledge about job.

An observation is made with the help of response extracted from the sample

units, which shows that the extent of disagreeableness is greater than agreeableness. It

is dissatisfying to observe that 27.6 percent of BSNL respondents as compared to 20

percent of Airtel respondents stated that they disagree to the above view, contrary to

the above 26.7 percent of Airtel against 18 percent of BSNL respondents stated that

they strongly disagreed to the view.

It is to observe from data that 25.7 percent of Airtel respondents against 20

percent of BSNL respondents stated that they are agreeable to the view that

development of subordinates is seen as an important part of their job by the managers,

227


respondents stated that they strongly agreed to the above view.


disagreement is more with the respondents of two sample units regarding

development of subordinates is seen as an important part of their job by the managers

than the respondents agreed to the view point.

Statistical analysis The Chi-square value of the above table and its corresponding

insignificant P-value (0.193) explains that there is a significant association between

the statement “Development of subordinates is seen as an important part of their job

by the managers/officers here” and the type of industry i.e., the opinion of the

employees working in the two different industries were statistically insignificant

different about the said statement

Graph 5.26. Development of subordinates is seen as an important part of their job by the Managers/officers.

Source: table 5. 26

228

Table 5.27. Seniors delegate authority to juniors they use it an opportunity for their Career development

S.no Agreeability

BSNL

Airtel




2 Agree 36 34.2 38 36.2

3 Neither

agree nor disagree

18 17.1 19 18.2

4 Disagree 12 11.4 8 7.6


Total 105 100 105 100

Chi-Sq = 0.998, P-Value = 0.910


The concept of decentralization today is very important part of management

process. Due to the heavy pressure in the industry the seniors are delegating authority

and responsibility to the juniors and they are utilising an opportunity for their growth.


respondents of two selected units. which shows that agreeableness over the statement

is greater than disagreeableness. It is gratifying to observe from data, that 36.2 percent

of Airtel respondents against 34.2 percent of BSNL respondents stated they are

agreeable to the view that when the seniors delegate the authority juniors use it an

opportunity for their career development, followed by 28.5 percent of Airtel against

26.7 percent of BSNL respondents who stated strongly agreed to the statement.

229

Against the above tendency, 11.4 percent of BSNL as compared to 7.6 percent

of Airtel respondents stated that they strongly disagreed, whereas meagre 10.4 percent

against 9.5 percent of respondents respectively stated that they strongly disagree.


two selected units have agreed the statement when seniors delegate authority to

juniors they use it an opportunity for their career development, as compared to those

disagreed. However, in between the units majority opinion tilted in favour of Airtel

as compared to BSNL.

Statistical analysis From the above chi-square value and its corresponding

insignificant value unveils that the employees who were working in BSNL and

AIRTEL are opined in a similar passion at a 5% level of significance.

Graph 5.27 Seniors delegate authority to juniors they use it an opportunity for their career development

Source: table 5. 27

230

Table 5.28.Job rotation in this organization facilitates employee development

S.no Agreeability

BSNL

Airtel



1 Strongly Agree 20 19 25 23.8

2 Agree 37 35.2 34 32.4

3 Neither

agree nor disagree

19 18 13 12.3

4 Disagree 18 17.1 17 16.1


Total 105 100 105 100

Chi-Sq = 2.762, P-Value = 0.598


Employees always look for the higher positions, if job rotations will happen;

employees will get higher position, as a result, leads to employee retention, so the

top management always utilizes the job rotation technique.


respondents of two selected units. Which shows that extent of agreeableness is greater

than disagreeableness over the statement. It is gratifying to observe from data, that

35.2 percent of BSNL respondents against 32.4 percent of Airtel respondents stated

they are agreeable to the view that job rotation in the organization facilitates

employee development, conversely, 23.8 percent of Airtel respondents against 19

percent of BSNL respondents stated they strongly agreed to the view.


to 16.1 percent of Airtel respondents stated that they disagreed, whereas 15.2 percent

against 10.4 percent of respondents respectively stated that they strongly disagree..

231


two selected units have agreed over the statement that Job rotation in the organization

facilitates employee development, as compared to those who disagree.. However, in

between the units Airtel respondents remain high as compared to BSNL over the

statement.


AIRTEL opined unanimously i.e., for the statement “Job rotation in this organization

facilitates employee development” at a 5% level of significance

Graph- 5. 28. Job rotation in this organization facilitates employee development

Source: table 5. 28

232

Table 5. 29. Overall analysis on Carrer Planning and Employee Development The statements in Career Planning and Employee Development is measured by

Likert-type five point scale rating is given by -2 (Strongly Disagree), -1(Disagree),

0(Neither Agree (or) Nor Disagree). 1(Agree), 2 (Strongly agree). For the Career

Planning and Employee Development combining all those 28 statements and divide

by 28 and found the below average scores and standard deviations.

Career Planning and

Employee Development

N Mean S.D Z-Value P-value Decision

BSNL 105 1.2872 0.3246 -2.33 0.021 Significant

AIRTEL 105 1.4071 0.4144

The Z-value (-2.33) and its corresponding significance value (0.021) reveals that there

is a statistically significant difference between the opinions of the respondents who

were working on the respective organizations on the dimension “Career Planning and

Employee Development”. Further, the average opinion score of the respondents who

were from AIRTEL(1.4071) is significantly greater than the BSNL(1.2872)

respondents at 5% level of significance i.e., Career Planning and Employee

Development by the AIRTEL organization is significantly good than the BSNL

organization.

233

Graph 5 29. Overall analysi on Carrer Planning and Employee Development

Average opinion of the respondents working in both the organization on Career Planning and Employee Development

0

0.2

0.4

0.6

0.8

1

1.2

1.4

1.6

1.8

2

BSNL AIRTEL

Ave

rage

Opi

nion

Sco

re

Source table 5.29. Conclusion: The strong need for higher productivity and performance has been felt

in every organization across the world because the situation is very competitive it has

become very difficult to increase sales due to tough competition. The way to solve

this problem is through cost reduction, and optimum utilization & performance of

human resource. The management has to ensure that the employees have awareness

about their career paths and career mapping for every individual, which results in

employees to work with commitment and passion. Further, the average opinion score

of the respondents who were from AIRTEL(1.4071) is significantly greater than the

BSNL(1.2872) respondents at 5% level of significance i.e., Career Planning and

Employee Development by the AIRTEL organization is significantly good than the

BSNL organization.

****************

234

CHAPTER VI

EMPLOYEE ROLE SATISFACTION – ANALYSIS Role149: A person being in position in an organization performs certain functions as

per expectations of role setters is called role. Role is defined clearly by role analyst to

avoid confusion in the organization. A series of exercises were designed by Pareek in

1974 to improve role effectiveness. As a member of the organization, an individual is

assigned certain duties and activities, and is given a certain position or status, and he

assumes certain functions. These duties, positions and functions may be termed as his

‘Role’ in the organization and constitute an important component of the individuals

situation. A role has certain prescribed aspects it carries with it, a commitment to do

certain things and not to do certain other things. Finally, there are certain things that

the individual may or may not behave that is permitted but not demanded. All these

components of an individual’s role are largely defined by the expectations and beliefs

of other members of his ‘role set’. The role set of every individual is that small group

of persons with whom the member is directly associated due to the type of work flow

and technology and the line of authority.

The role set of an individual in the organization typically includes his

immediate superior, his subordinates and certain members of his own or other

departments with whom he must work closely.

Analysis of the role150:

1) Key performance area (KPA) is necessary as it highlights which

function in the role is more important and represents the key

149 Ram Kumar Balyan & suman Balyan, Human Resource Development, Himalaya Publishing House, New Delhi, 2012. pp 138-139. 150 Krishnaveni R Human Resource Development, a research perspective, Excel Books, New Delhi, 2008. p. 100.

235

contribution the role is making to the organization. This helps to

develop the individual in the area of performance and Training &

Development

2) Critical attributes are necessary as critical potential qualities. A role

occupant would have analyzed them in order to be effective in that

role, this helps in improved job recruitment and placement i.e. proper

match between role and the person

3) Competencies are the characteristics required for performing a role

successfully.

The continuous development in the field of HRD has given importance to the concept

of roles in the organization. (Rao and Pareek, 2008)151 The trend of measuring role

satisfaction, which is a core and micro-component to job satisfaction, has emerged.

Based on these grounds, an attempt has been made to study intensively Role

satisfaction of the individuals in the organizations.

DEFINITION OF ROLE SATISFACTION: Role satisfaction is defined as the

degree of satisfaction of psychological needs in one’s role in an organization.

Researchers have identified basic human needs as achievement, affiliation, influence,

control, extension and dependence. (McClelland, 1975 and Pareek, 1981)152

It was proved that those individuals whose need for achievement is satisfied

will exhibit better performance (Ekramul Hogue and Hasanth Ali, 1998)153

151 Pareek Udai and Rao, T.V. “From a Sapling to the Forest: the Saga of the Development of HRD in India.” Human Resource Development International November 2008. Vol 11 (5) .pp 555-564. 152 McClelland DC, “Motivational Paradigm of Development” Journal of social Issues, 1975. Vol. 24 No.2 pp 112-115. 153 Hogue E and Ali H, “Achievement Motivation and Performance of Public Sector Commercial Bank Employees in Bangladesh” Indian Journal of Industrial relations, 1998 Vol 33 No. 4 pp 497-503.

236

Although some needs may be higher than others, everyone has these needs and

seeks to satisfy them in their organizational roles. Unfortunately, job descriptions are

seldom complete role definitions except at operative levels. At middle and higher

management levels, they say little about the more subtle, informal and discretionary

aspects of the job. They may not tell about the behavioral expectations of multiple

groups that impinge upon the job incumbent. The result is therefore, to give the

individual comfortable feeling that there are several aspects of his role which have

remained unsaid. To overcome this shortcoming, Role Analysis technique is followed

in HRD. By taking into account the expectations of various members of the role set,

role analysis enables the role incumbent to perform his job effectively. In this

chapter an attempt has been made to analyse the role satisfaction activities which

are being practiced in BSNL and Airtel in detail. These role satisfaction variables

includes Achievement, Influence Control, Affiliation ,and Extension every

variable consists of a few statements, based on the variable the researcher has framed

24 statements which are being practiced at BSNL and Airtel. Wherein the case of

majority of the statements the employees are very much satisfied. It is a good sign to

the employee role satisfaction as it leads to organization development and growth.

237

Table 6. 1. Doing something challenging and worth while

S.no

Opinion of Employee

BSNL

Airtel



1 No Opportunity 29 27.6 40 46.7

2 Very little opportunity 35 33.4 19 18

3 Some opportunity

26 24.7 17 16.2

4 Quite a deal of opportunity 10 9.5 14 13.3

5 Great deal of opportunity 5 4.8 6 5

Total 105 100 105 100

Chi-Sq = 8.750, P-Value = 0.068


Table no. 6.1demonstrates the response regarding the statement that doing

something challenging and worthwhile in BSNL and AIRTEL. It is apparent from the

table that majority of the respondents in both companies expressed negative on the

statement. It is dissatisfying to observe that 46.7 percent of Airtel respondents against

27.6 percent of BSNL respondents expressed that there is no opportunity to do

something challenging and worthwhile, contrary to it 33.4 percent of BSNL against

18.0 percent of Airtel respondents expressed that there is very little opportunity on the

same statement. Against the above tendency, some opportunity available to do

something challenging and worthwhile as stated by 16.2 percent against 24.7 percent

of the respondents of the respective companies and quite a good deal of opportunity to

238

do something challenging as stated by meagre percentage of 13.3 and 9.5 of the

respective companies also.

It can be concluded that the majority of respondents have expressed negative

regarding the statement that something challenging and worthwhile as compared to

who expressed as positive. However, negativeness is very much mixed in nature

between two units.

Statistical analysis The p-value describes that the employees working in BSNL and

AIRTEL are opined in a analogous zeal at a 5% level of significance for the statement

“Doing something challenging and worth while”.

Graph- 6. 1 Doing something challenging and worth while

Sourc: table 6.1

239

Table 6. 2. Making an impact on others

S.no

Opinion of Employee

BSNL

Airtel




2 Very little opportunity 40 38.0 49 46.7

3 Some opportunity

31 29.5 19 18.2


5 Great deal of opportunity 8 7.7 10 9.5

Total 105 100 105 100

Chi-Sq = 4.537, P-Value = 0.338


The above table demonstrates the response regarding the statement making an

impact on others in BSNL and Airtel. It is apparent from the table that majority of the

respondents in both companies expressed negative over the statement. It is

dissatisfying to observe that 46.7 percent of Airtel respondents against 38 percent of

BSNL respondents expressed that there is very little opportunity to the view making

an impact on others, contrast to it, 15.3 percent of BSNL respondents against 13.3

percent of Airtel respondents expressed that there is no opportunity over the same

statement. Against the above tendency, it is observed that, some opportunity available

to make an impact on others as stated by 29.5 percent and 18.2 percent of respondents

of BSNL and Airtel companies respectively and quite deal of opportunity to make an

240

impact on others as stated by meagre percentage of 12.3 and 9.5 of the respective

companies also.

It can be concluded that the majority of the respondent units have expressed

negative regarding the statement making an impact on others as compared to who

expressed as positive. However, in between the units the extent of negativeness is

mixed in nature.

Statistical analysis The above p-value (0.338) make note that for the

statement “Making an impact on others” the employees working in both the

organizations are opined similarly at 5% level of significance

Graph 6. 2 making an impact on others

Source: table 6.2.

241

Table 6.3. Admonishing those who do not perform

S.no

Opinion of Employee

BSNL

Airtel




2 Very little opportunity 21 20 16 15.2

3 Some opportunity 34 32.4 33 31.4



Total 105 100 105 100

Chi-Sq = 2.817, P-Value = 0.589


It is very common in corporate companies as well as in Public Sector Units

that punishing those who do not perform as per the expectations of the organization.

The above table demonstrates that the response regarding the statement

admonishing those who do not perform in BSNL and Airtel. It is evident from the

table that majority of the respondents expressed positive in both companies on the

statement. It is satisfying to observe that 34.3 percent of Airtel respondents against

24.8 percent of BSNL respondents expressed that there is a Quite deal of opportunity

to the view that admonishing those who do not perform, contrast to it, 32.4 percent of

BSNL respondents against 31.4 percent of Airtel respondents expressed that there is

some opportunity over the same statement, while a meagre percentage 10.4 percent

and 7.7 percent of respondents expressed that there is a great deal of opportunity.

242


15.2 percent of Airtel respondents stated that there is a very little opportunity to the

above view that admonishing those who do not perform, while 12.4 percent and 11.4

percent of respondents respectively expressed negative to the statement.

It can be concluded that the majority of respondents of two selected units have

expressed positive regarding practice admonishing those who do not perform as

compared to who expressed as negative. However, in between the units the

positiveness is mixed.

Statistical analysis The significant p-value (0.589) and the percentages in the above

table illuminates that for the statement “Admonishing those who do not perform” the

employees working in both the industries opined unanimously at 5% level of

significance

Graph- 6. 3. Admonishing those who do not perform

Source: tabe 6. 3

243

Table 6.4. Working in friendly environment

S.no

Opinion of Employee

BSNL Airtel








Total 105 100 105 100

Chi-Sq = 0.712, P-Value = 0.950


It is very important that the top management of the organization should create

friendly environment in the organization. As a result employees will work with

happily.

The above data demonstrates that the response of the sample respondent

regarding the statement working in friendly environment. It is interesting to observe

from the data elicited by the sample respondents of two selected units, which shows

that majority of respondents have poised positively. It is found from the table that

majority of respondents in both the companies expressed positive over the statement.

It is satisfying to observe that 42.8 percent of Airtel respondents against 39.0 percent

of BSNL respondents expressed that there is a quite deal of opportunity, contrast to it,

22.8 percent of BSNL respondents against 20 percent of Airtel respondents expressed

that there is some opportunity over the same statement. However, a meagre

percentage 13.3 percent and 11.6 percent of respondents respectively stated that there

244

is great deal of opportunity. Against the above tendency, 19 percent of Airtel

respondents as compared to 17.2 percent of BSNL respondents expressed that there is

very little opportunity to the view working in friendly environment, while a little 7.6

percent and 6.6 percent of respondents of the respective companies expressed that

there is no opportunity to over the statement.

It can be concluded that the majority of respondents have expressed positive

regarding the fact that working in friendly environment as compared to those who

expressed negative. However, in between two units there is mixed reaction in positive

reaction over the statement.

Statistical analysis The p-value and the percentage in the above table makes clear

that for the statement “Working in friendly Environment ” the opinion of employees

working in AIRTEL is similar to the opinion of the employees who were working in

BSNL i.e., in a similar way at a 5% level of significance

Graph- 6. 4. Working in friendly environment

Source; Table 6.4

245

Table 6. 5. Doing something useful to others

S.no Opinion of Employee

BSNL

Airtel








Total 105 100 105 100

Chi-Sq = 6.034, P-Value = 0.197


The above table demonstrates the response regarding the statement doing

something useful to others in BSNL and Airtel units. It is found from the table that

majority of the respondents in both companies expressed positive over the statement.

It is gratifying to observe that 39.1 percent of Airtel respondents against 31.4 percent

of BSNL respondents expressed that there is quite a deal of opportunity to the view

doing something useful to others, followed by 32.3 percent of Airtel respondents

against 23.8 percent of BSNL respondents expressed that there is some opportunity

over the same statement. Contrary to the above, 25.7 percent and 16.2 percent of

respondents of the respective companies expressed that there is a great deal of

opportunity over the statement.


to 7.6 percent of Airtel respondents have only expressed that there is a very little

opportunity to the view doing something useful to others, while a meagre 6.6 percent

246

and 4.8 percent of respondents respectively stated that there is no opportunity to the

above view.


expressed positive regarding doing something useful to others as compared to who

expressed negative. However, in between two units the positive opinion clings in

favour of Airtel as compared to BSNL.

Statistical analysis The above chi-square value and its corresponding P-value make

note that there is no significant impact on the statement “Doing something useful to

others” by the organization in which the employees are working at 5% level

Graph- 6. 5. Doing something useful to others

Source: table 6. 5.

247

Table 6. 6. Getting immediate feedback on your performance

S.no

Opinion of Employee

BSNL

Airtel










It is very common in today’s business that provides feed-back to the

employees. Immediate feedback will provide an opportunity to improve the

performance of the employees.

The above table demonstrates the response regarding the statement getting

immediate feedback on employee performance in BSNL and Airtel units. It is found

from the table that majority of the respondents in both the companies expressed

positiveness on the statement. It is satisfying to observe that 40.9 percent of Airtel

respondents against 22.9 percent of BSNL respondents expressed that there is a quite

deal of opportunity to the view getting immediate feed-back on employee

performance, contrast to it, 31.4 percent of BSNL respondents against 25.8 percent of

Airtel respondents expressed that there is some opportunity to the above statement.

However, 15.2 percent and 9.6 percent of respondents respectively stated that there is

a great deal of opportunity to the same above view.

248

Against the above tendency, 19 percent of BSNL as compared to 12.4 percent

of Airtel respondents stated that there is a very little opportunity to the view getting

immediate feedback on performance, while a 17.2 and 5.7 percent of respondents

respectively stated that there is no opportunity to the statement.


expressed positive regarding the statement getting immediate feedback on employee

performance as compared to very less percent who expressed negative. However, in

between two units the positiveness is split or mixed.

Statistical analysis The p-value and the percentages in the above table clarifies that

for the statement “Getting immediate feedback on your performance” the employees

working in both the organization i.e., BSNL and AIRTEL are opined statistically

significant difference at 0.05 level of significance

Graph –6. 6. Getting immediate feedback on your performance

Source; table 6.6

249

Table 6. 7. Having autonomy and work independently

S.no

Opinion of Employee

BSNL

Airtel





3 Some opportunity

29 27.7 23 21.9

4 Quite a deal

of opportunity

31 29.5 43 40.9


Total 105 100 105 100


The above table demonstrates the response regarding the statement having

autonomy and work independently in BSNL and Airtel units. It is found from the

table that majority of respondents in both companies expressed positive on the

statement. It is gratifying to observe that 40.9 percent of Airtel respondents against

29.5 percent of respondents stated that there is a quite deal of opportunity to the view,

that having autonomy and work independent, followed by 17.2 percent of Airtel

respondents against 13.3 percent of BSNL respondents expressed that there is a great

deal of opportunity over the same statement. Contrary to the above, it is quite

interesting that 27.7 percent of BSNL respondents against 21.9 percent of Airtel

respondents respectively stated that there is some opportunity to the above practice.


8.5 percent of Airtel respondents expressed that there is very little opportunity to the

view that having autonomy and work independent, while 11.5 percent against 9.5

250

percent of respondents respectively stated that there is no opportunity to the above

practice.


expressed positive regarding the practice of having autonomy and work independently

as compared to those who expressed negative. However, in between units, there is

mixed reaction over the statement or practice.

Statistical analysis: From the above Chi-square value and its P-value concludes that

for the statement “Having autonomy and work independently” the opinion of the

employees who were working in BSNL and AIRTEL was in a similar passion at 5%

level of significance

Graph- 6.7. Having autonomy and work independently

Source: table 6. 7

251

Table 6. 8. Directing and instructing people working below.

S.no

Opinion of Employee

BSNL

Airtel








Total 105 100 105 100

Chi-Sq = 1.522, P-Value = 0.823


It is very common in any organization, superiors always instruct the

subordinates to reach the best outcomes so that the organization reaches profits

position.

The above table demonstrates the response regarding the statement directing

and instructing people working below in BSNL and Airtel. It is found from the table

that majority of respondents in both companies expressed positive on the statement. It

is gratifying to observe that 36.2 percent of BSNL respondents against 33.3 percent of

Airtel respondents expressed that there is a quite deal of opportunity, to the practice

of directing and instructing people working below, contrast to the above, 24.8 percent

of Airtel respondents against 21.9 percent of BSNL respondents expressed that there

is some opportunity for the above practice, followed by 21.9 percent and 18.1 percent

of respondents respectively who expressed that there is great deal of opportunity to

the above practice.

252


to 13.3 percent of Airtel respondents stated that there is a very little opportunity to the

practice of directing and instructing people working below, while little as 6.7 percent

and 5.7 percent of respondents respectively expressed that there is no opportunity to

the above practice.


expressed positive regarding the practice of directing and instructing people working

below as compared to less percentage who expressed negative. However, there is a

mixed reaction among respondents in between the units who state positive.

Statistical analysis: From the P-value it is concluded that there is no significant

association between the statement “Directing and instructing people working below”

and the type of the subscriber where the employees working in.

Graph -6. 8. Directing and instructing people working below

Source: table 6.8

253

Table 6. 9. Maintaining close personal relations.

S.no

Opinion of Employee

BSNL

Airtel





3 Some opportunity 26 24.8 21 20

4 Quite a deal of opportunity 38 36.2 42 40


Total 105 100 105 100

Chi-Sq = 1.067, P-Value = 0.899


Relations are most important for smooth work, and it is very common in every

organization.

The above table demonstrates the response regarding the statement

maintaining close personal relations in BSNL and Airtel. It is found from the table

that majority of the respondents in both companies expressed positively on the

practice. It is gratifying to observe that 40 percent of Airtel respondents against 36.2

percent of BSNL respondents expressed that there is a quite deal of opportunity to the

practice maintaining close relations, contrast to the above, 24.8 percent of BSNL

respondents against 20.0 percent of Airtel respondents expressed that there is some

opportunity for the practice, closely followed by, 22.8 percent and 21 percent of

respondents respectively expressed as there is great deal of opportunity.

254

Against the above tendency, that 11.4 percent of Airtel respondents as

compared to 9.5 percent of BSNL respondents expressed that there is very little

opportunity to the practice, while a meagre 7.6 percentage and 6.7 percent of

respondents of the respective units expressed that there is no opportunity to the

practice.

It can be concluded that the majority of respondents of two selected units

expressed positive regarding the practice maintaining close personal relations as

compared to very less percentage who expressed negative. However, in between the

units there is a greater amount mixed reaction among the respondents of two units

over the practice.

Statistical analysis The above p-value portrays that there is no significant difference


statement “Maintaining close personal relations” at 5% level of significance

Graph – 6. 9 Maintaining close personal relations.

Source: table 6. 9

255

Table 6. 10. Developing junior colleagues (or) subordinates


BSNL

Airtel








Total 105 100 105 100

Chi-Sq = 6.283, P-Value = 0.179


Developing subordinates is the superiors responsibility. It is very common in

any business organization to adhere to such practice, otherwise subordinates always

have to depend on superiors instructions.

The above table demonstrates the response regarding the statement developing

junior collogues or subordinates in BSNL and Airtel. It is found from the above table

that the majority of respondents in both companies expressed positive over the

practice. It is satisfying to observe that 38.2 percent of Airtel respondents against

25.8 percent of BSNL respondents expressed that there is Quite deal of opportunity to

the practice developing subordinates, closely followed by 23.9 percent of Airtel

against 23.8 percent of BSNL respondents expressed that there is some opportunity

over the practice, whereas 18 percent and 17.1 percent of respondents respectively

stated that there is a great deal of opportunity.


13.3 percent of Airtel respondents expressed that there is very little opportunity to the

256

above view, while a meagre 13.3 percentage and 6.6 percent of respondents

respectively expressed that there is no opportunity at all over the practice.

It can be concluded that the majority of respondents of two selected units

expressed positive regarding the work practice developing juniors as compared to

very less who expressed negative. However, weight is more tilted in favour of Airtel

unit as far as the stated work practice in between two units.

Statistical analysis Employees working in both the organizations opined

unanimously that developing junior colleagues gives some positive sense to the

company as per the P-value of the chi-square test at 5% level of significance

Graph- 6. 10 Developing junior colleagues (or) subordinates

Source: table 6.10

257

Table 6. 11 Setting standards of excellence.

S.no

Opinion of Employee

BSNL

Airtel








Total 105 100 105 100

Chi-Sq = 13.461, P-Value = 0.009


The above table demonstrates the response regarding the statement setting

standards of excellence in BSNL and Airtel. It is found from the table that majority of

respondents in both companies expressed positive on work norm. It is satisfying to

observe that 42.8 percent of Airtel respondents against the 26.7 percent of BSBL

respondents expressed that there is a quite deal of opportunity over the work norm of

setting standards of excellence, closely followed by 19.1 percent of Airtel against 14.3

percent of respondents expressed that there is some opportunity to the above view,

whereas 17.1 percent and 16.2 percent of respondents respectively expressed that

there is a great deal of opportunity.

However, against the above tendency, 23.8 percent of BSNL respondents as

compared to 14.3 percent of Airtel respondents expressed that there is very little

opportunity to the work norm of setting standards of excellence, whereas 19.1 percent

258

and 6.7 percent of respondents of the respective units stated that there is no

opportunity to the above work norm.


expressed positive regarding the work norm setting standards of excellence as

compared to who expressed as negative. However, it is quite gratifying that their work

norm is more positive in Airtel as compared to BSNL as per the opinions of the

respondents.

Statistical analysis Employees working in both the organizations opined not

unanimously that for the statement “Setting standards of excellence” as per the

significant P-value (0009) of the chi-square test at 5% level of significance.

Graph- 6. 11 Setting standards of excellence

Source: table 6.11

259

Table 6.12. Giving ideas (or) suggestions to superiors.


BSNL

Airtel








Total 105 100 105 100

Chi-Sq = 3.187, P-Value = 0.527


The above table demonstrates the response regarding the statement giving

ideas (or) suggestions to superiors in BSNL and Airtel units. It is found from the table

that majority of the respondents in both companies expressed negative on the

statement. It is dissatisfying to observe that 32.3 percent of BSNL respondents against

28.6 percent of Airtel respondents expressed that there is very little opportunity to

work practice giving suggestions to the superiors, while 21.9 percent of Airtel

respondents against 20.9 percent of BSNL respondents expressed that there is no

opportunity over work practice, against some opportunity available give suggestions

to superiors as stated by 20.9 percent and 12.4 percent of the respondents of the

respective companies, followed by quite a deal of opportunity to give ideas (or)

260

suggestions to superior as stated by meagre percentage of 22.9 and 21.9 of the

respectively of respective companies.


expressed negative regarding the work practice of giving suggestions to the superiors

as compared to who expressed as positive. However, in between two units there is

mixed reaction regarding the level of dissatisfaction.

Statistical analysis Since the P-value of chi-square is greater than 0.05, the level of

significance so it concludes that there is no association between the statement

“Opinion on given ideas (or) suggestions to superiors” and the type of the subscriber

in which employees are working.

Graph – 6. 12 Giving ideas (or) suggestions to superiors.

Source: table 6. 12

261

Table 6. 13. Sharing feelings and emotions with others.

S.no

Opinion of Employee

BSNL

Airtel








Total 105 100 105 100

Chi-Sq = 7.400, P-Value = 0.116


This is common practice in any organization, to share emotions, feelings and

ideas which will help the people to acquire the new knowledge

The above table demonstrates that the response regarding the statement

sharing feelings and emotions with others in BSNL and Airtel units. It is found from

the table that majority of respondents in both companies expressed positive on the

above statement. It is satisfying to observe that 47.6 percent of BSNL respondents

against 45.7 percent of Airtel respondents expressed that there is a Quite deal of

opportunity over the work practice of sharing feelings and emotions with others,

followed by 20.9 percent of BSNL respondents against 12.3 percent of Airtel

respondents who expressed that there is some opportunity to the above view, contrast

to the above 18 percent and 9.5 percent of respondents respective companies stated

that there is a great deal of opportunity.

262

Against the above tendency, it is dissatisfying to observe that 14.3 percent of

BSNL respondents as compared to 10.4 percent Airtel respondents expressed that

there is very little opportunity to the above view, whereas a meagre 13.3 percent

against 7.6 percent of respondents of the companies expressed that there is no

opportunity for the same view.

It can be concluded that the majority of the respondents expressed positive

regarding the fact sharing feelings and emotions with others as compared to those

who expressed negative among the respondents of the two units. However, in between

the unit mixed opinion prevailed over the work practice.

Statistical analysis Employees working in BSNL and AIRTEL opined that sharing

feelings and emotions with others gives a good opportunity for the company to grow.

Further as per the P-value of the chi-square it makes sense that the opinion is not

statistically significantly differ.

Graph – 6. 13. Sharing feelings and emotions with others


263

Table 6. 14. Efficiency was rewarded.

S.no

Opinion of Employee

BSNL

Airtel








Total 105 100 105 100

Chi-Sq = 1.352, P-Value = 0.852


In modern organizations efficient people are always rewarded with financial

and non-financial benefits otherwise there is chance of the problem of employee

retention.

The above table demonstrates the response of the respondents regarding the

practice rewarding efficiency in BSNL and Airtel. It is found from the table that

majority of people expressed positive in both companies. It is satisfying to observe

that 42.8 percent of Airtel respondents against 37.2 percent of BSNL respondents

expressed that there is quite a deal of opportunity to the view efficiency was

rewarded, followed by 18.1 percent of Airtel respondents against 16.2 percent of

BSNL respondents expressed that there is a great deal of opportunity. Contrast to the

above, 17.1 percent against 14.3 percent of respondents of the respective companies

expressed there is some opportunity to adhere to and follow the practice.


to 13.3 percent of Airtel respondents expressed that there is no opportunity to the

264

above same view, while a meagre 12.4 percent and 11.4 percent of respondents

respectively expressed that there is very little opportunity to the view that efficiency

was rewarded.

It can be concluded that majority of respondents expressed positive regarding

the fact that efficiency was rewarded as compared to those who expressed negative

over the statement. However, in between units there is wide gap of mixed reaction.


corresponding insignificant P-value(0.852) divulges that there is no significant impact

on the statement “Shows that efficiency was rewarded” and the type of industry i.e.,

the opinion of the employees working in the two different industries was more or less

same.

Graph 6. 14. Efficiency was rewarded.


265

Table 6. 15. Provision of allowances and medical facilities.

S.no

Opinion of Employee

BSNL

Airtel








Total 105 100 105 100


Every organization is providing medical facilities to their employees along

with regular benefits. The above table demonstrates the response regarding the

statement provision of medical allowances in BSNL and Airtel. It is found from the

table that majority of the respondents expressed positive in both companies. It is

satisfying to observe that majority of 50.5 percent of BSNL respondents against 48.6

percent of Airtel respondents expressed that there is quite a deal of opportunity to the

practice that provision of allowances and medical facilities, followed by 15.2 percent

against 12.4 percent of respondents who expressed that there is some opportunity over

the practice. Contrast to the above 19.0, percent of Airtel against 16.2 percent of

BSNL stated that there is great deal of opportunity for the provision of allowances and

medical facilities

Against the above tendency, that 10.5 percent of Airtel as compared to 9.5

percent of BSNL respondents expressed that there is no opportunity to the above

266

view, while a little over 9.5 percent against 8.6 percent of respective companies

respondents expressed that there is very little opportunity for the same view.

It can be concluded that the majority of respondents expressed positive

regarding the fact that provision of medical allowance as compared to who expressed

negative over the statement. However, there is mixed reaction between the units

which speaks positive over the provisions in companies.

Statistical analysis The Chi-square value of the above table and its corresponding

insignificant P-value (0.952) elucidates that there is a significant association between

the statement “Organization has a conducive environment to achieve proper career

planning and employee development” and the type of industry i.e., the opinion of the

employees working in the two different industries were statistically insignificant

different about the said statement.

Graph – 6. 15. Provision of allowances and medical facilities.

Source: table 6.15

267

Table 6. 16. Communication protocol from top to bottom and bottom to top


BSNL

Airtel



1 No Opportunity 44 42 36 34.3





Total 105 100 105 100

Chi-Sq = 2.987, P-Value = 0.560


Communication plays vital role in every aspect in the organization, as

superiors always communicating with subordinates about the duties and other tasks in

few organizations. Communication passes from top to bottom and bottom to top (Two

way communication)

The above table demonstrates that response regarding the statement

communication protocol from top to bottom and bottom to top in BSNL and Airtel. It

is apparent from the table that majority of the respondents in both companies

expressed negative on the statement. It is dissatisfying to observe that 42 percent of

BSNL respondents against 34.3 percent of Airtel respondents expressed that there is

no opportunity to the view that communication from top to bottom and bottom to top,

followed by 14.3 percent of BSNL respondents against 13.3 percent of Airtel

respondents who expressed that there is very little opportunity over the practice.

Some opportunity available to communication protocol in two way was stated

by 22.9 percent of Airtel respondents compared to 17.1 percent of BSNL respondents

268

of the respective companies, contrast to the above, quite a deal of opportunity is there

as stated by 19 percent of BSNL against 17.1 of the respondents of respective

companies.


expressed negative regarding the work practice of communication protocol from top

to bottom and bottom to top as compared to who expressed as positive. However, in

between units BSNL has more negative as compared to Airtel.


AIRTEL are opined unanimously i.e., both the industries does not exploit

Communication protocol from top to bottom and bottom to top sufficiently at a 5%

level of significance.

Graph- 6. 16. Communication protocol from top to bottom and bottom to top

Source: table 6. 16

269

Table 6. 17. Having a great freedom to perform job effectively

S.no

Opinion of Employee

BSNL

Airtel

No of respondents

% to total

No of respondents % to total


2 Very little opportunity 20 19 22 21


4 Quite a deal of opportunity 22 21 27 25.7


Total 105 100 105 100

Chi-Sq = 1.652, P-Value = 0.799


The above table demonstrates the response regarding the statement of having a

great freedom to perform job effectively in BSNL and Airtel units. It is apparent from

the table that majority of the respondents in both units expressed positive note on

work practices. It is gratifying to observe that 29.5 percent of BSNL respondents

against 28.6 percent of Airtel respondents expressed that there is some opportunity on

the work practice having a great freedom to perform job effectively. Conversely, 25.7

percent of Airtel respondents against 21 percent of BSNL respondents expressed that

there is a quite deal of opportunity over the practice.

Against to the above tendency, that 21 percent of Airtel respondents as

compared to 19 percent of BSNL respondents expressed that there is very little

opportunity reversely, meagre 16.3 percent against 15.2 percent of respondents who

expressed that there is no opportunity over the same statement.

270


regarding having a great freedom to perform a job effectively as compared to who

expressed negative. However, there is mixed reaction between the units which speaks

positive in both units.

Statistical analysis Opinion of the employees belong to these two companies are

unanimously opined on the aspect “Having a great freedom to perform a job

effectively” at 5% level

Graph – 6. 17. Having a great freedom to perform job effectively

Source: table 6. 17

271

Table 6. 18. Making contributions to significant decisions

S.no

Opinion of Employee

BSNL

Airtel

No of respondents

% to total

No of respondents

% to total


2

Very little opportunity

15 14.3 19 18




Total 105 100 105 100

Chi-Sq = 2.001, P-Value = 0.736


In modern business organization it is very common in corporate companies

that the top management invite the new ideas (or) new concepts while taking

significant decisions.

The above table demonstrates the response regarding the statement making

contributions to significant decisions in BSNL and Airtel. It is apparent from the table

that majority of the respondents in both companies expressed positive on the above

statement. It is gratifying to observe that 31.4 percent of BSNL respondents against

29.5 percent of Airtel respondents expressed that there is a quite deal of opportunity

to the practice that making contributions to significant decisions, conversely 26.7

percent of Airtel respondents against 25.7 percent of BSNL respondents who

expressed that there is great deal of opportunity over the practice..

Against the above tendency,18.0 percent of Airtel respondents as compared to

14.3 percent of BSNL respondents expressed that there is very little opportunity to the

272

practice, while a meagre 12.4 percent and 9.5 percent of respondents expressed that

there is no opportunity over the same statement.


regarding the fact that making contributions to significant decisions as compared to

who expressed negative over the statement. However, there is mixed reaction between

the units as positiveness is more in BSNL as compared to Airtel.

Statistical analysis The significant p-value(0.736) and the percentages in the above

table illuminates that for the statement “Communication protocol from top to bottom

and bottom to top” the opinion of the employees who were working in AIRTEL and

BSNL are not significantly differ 5% level of significance

Graph – 6.18. Making contributions to significant decisions

Source: table 6.18

273

Table 6 19. Cooperating with others in common tasks.


BSNL

Airtel








Total 105 100 105 100

Chi-Sq = 3.204, P-Value = 0.524


The above table demonstrates the response regarding the statement

cooperating with others in common tasks in BSNL and Airtel units. It is apparent

from the table that majority of the respondents in both companies expressed positive

to the statement. It is gratifying to observe that 40.0 percent of Airtel respondents

against 38 percent of BSNL respondents expressed that there is a quite deal of

opportunity to the statement that cooperating with others in common tasks,

conversely, 24.8 percent of BSNL respondents against 21.9 percent of Airtel

respondents expressed that there is a great deal of opportunity over the practice, while

20.0 percent and 12.4 percent of respondents of the respective units expressed that

there is some opportunity to the above view statement.

Against to the above tendency, 14.3 percent of BSNL respondents as

compared to 10.5 percent of Airtel respondents expressed that there is a very little

opportunity to the above view, while a meagre 10.5 percent against 7.6 percent of

274

respondents respectively expressed that there is no opportunity over the same

statement.


regarding the statement that cooperating with others in common tasks as compared to

who expressed negative. However, there is a mixed reaction on the statement between

units.

Statistical analysis The p-value and the percentages in the above table explains that

for the statement “Cooperating with others in common tasks” the employees working

in AIRTEL & BSNL are opined more or less same i.e., in a similar way at a 5% level

of significance

Graph- 6. 19 Cooperating with others in common tasks


275

Table 6. 20 Stretching your abilities and skills


BSNL

Airtel








Total 105 100 105 100

Chi-Sq = 2.799, P-Value = 0.592


The above table demonstrates the response regarding the statement stretching

the abilities and skills in BSNL and Airtel units. It is apparent from the table that

majority of the respondents in both companies expressed positive on the statement. It

is satisfying to observe that 31.4 percent of Airtel respondents against 28.6 percent of

BSNL respondents who expressed that there is Quite a deal of opportunity to the

work practice that stretching the abilities and skills, followed by 29.5 percent of Airtel

respondents against 26.7 percent of BSNL respondents expressed that there is a great

deal of opportunity over the work practice, while 16.4 percent against 12.4 percent of

Airtel respondents expressed that there is some opportunity over the practice.

Against to the above tendency, 18 percent of BSNL respondents as compared

to 14.3 percent of Airtel respondents expressed that there is a very little opportunity to

the work norm, while, 14.3 percent and 8.6 percent of respondents respectively

expressed that there is no opportunity over the same statement.

276


regarding the fact that stretching the abilities and skills as compared to who expressed

negative over the statement among the respondents of two units. However, weight is

more tilted in favour of Airtel unit as far as the stated work practice in between two

units.

Statistical analysis From the above Chi-square value and its P-value it concludes that

for the statement “stretching your abilities and skills” the opinion of the employees

who were working in BSNL and AIRTEL are opined in a similar passion at 5% level

of significance.

Graph – 6. 20 stretching your abilities and skills

Source: table 6. 20

277

Table 6. 21. Getting recognition for work done.

S.no

Opinion of Employee

BSNL Airtel



1 No Opportunity 20 19.05 11 10.5





Total 105 100 105 100

Chi-Sq = 4.839, P-Value = 0.304


This is very common in corporate and public sector units, as employees look

for recognition. Modern organizations use the strategy performance linked

compensation, as it enables the employees to get recognition based on their

performance.

The above table demonstrates the response regarding the statement getting

recognition for work done in BSNL and Airtel. It is apparent from the table that

majority of the respondents in both companies expressed positive on the above work

practice. It is satisfying to observe that 38.1 percent of BSNL respondents against

36.2 percent of Airtel respondents who expressed that there is a quite deal of

opportunity to the work view that getting recognition for work done, conversely, 18.0

percent of Airtel respondents against 15.2 percent of BSNL respondents expressed

that there is some opportunity for the same work norm, while 20.9 percent and 9.5

percent of respondents respectively expressed that there is a great deal of opportunity.

278



opportunity to the above view, whereas meagre 10.5 percent and 9.5 percent of

respondents expressed that there is no opportunity over the same statement.


regarding the fact that getting recognition for work done as compared to who

expressed negative over the statement among the respondents of two units. However,

in between the two units the reaction is mixed in nature.

Statistical analysis From the P-value it is concluded that there is no significant

association between the statement “Getting recognition for work done” and type of the

subscriber where the employees working in.

Graph – 6. 21. Getting recognition for work done.

Source: table 6. 21

279

Table 6. 22. Working in teams.

S.no

Opinion of Employee

BSNL

Airtel








Total 105 100 105 100

Chi-Sq = 5.706, P-Value = 0.222


It is very important in modern business to work in teams (Total Efforts of All

the Members) that leads to the maximum results as compared with the individual

performance.

The above table demonstrates the response regarding the statement of working

in teams in BSNL and Airtel units. It is found from the table that majority of the

respondents in both companies expressed positive on the work practice. It is satisfying

to observe that 40.9 percent of Airtel respondents against 37.1 percent of Airtel

respondents expressed that there is a quite deal of opportunity to the work norm

Working in teams, followed by 24.8 percent of Airtel respondents against 19.1

percent of BSNL respondents expressed that there is great deal of opportunity by the

same work practice while 22.0 percent and 19.1 percent of respondents of the

respective units expressed that there is some opportunity to the above view statement.

280



opportunity to the work view, while, 11.4 percent and 4.7 percent of respondents

respectively expressed that there is no opportunity by the same statement.


regarding the statement that working in teams as compared to who expressed

negative. However, it is quite gratifying that the work norm is more positive in Airtel

than as compared to BSNL as per the opinions of the respondents.

Statistical analysis: Employees working in both the organizations opined

unanimously that working in teams gives some affirmative sense to the company as

per the P-value of the chi-square test at 5% level of significance.

Graph – 6. 22 working in teams

Source: table 6. 22

281

Table 6. 23. Helping others.

S.no

Opinion of Employee

BSNL

Airtel








Total 105 100 105 100

Chi-Sq = 3.471, P-Value = 0.482


Helping others gives the most satisfaction to the employees and it is the ethical

value in the organization.

The above table demonstrates the response regarding the statement helping

others in BSNL and Airtel. It is apparent from the table that majority of the

respondents in both companies expressed positive on the work practice. It is

interesting to observe that 45.7 percent of BSNL respondents against 39 percent of

Airtel respondents expressed that there is a quite deal of opportunity to the work

practice that helping others, followed by 23.8 percent of BSNL respondents against

21.9 percent of Airtel respondents expressed that there is some opportunity by the

same work norm, while 21.0 percent and 17.1percent of respondents of the respective

units expressed that there is a great deal of opportunity to the above work practice.

282

Against to the above tendency, 10.5 percent of Airtel respondents as compared

to 4.7 percent of BSNL respondents expressed that there is no opportunity to the

above view, while, 8.5 percent and 6.7 percent of respondents respectively expressed

that there is very little opportunity over the same statement.


regarding the fact that helping others as compared to who expressed negative over the

statement.

Statistical analysis Since the P-value of chi-square is greater than 0.05, the level of

significance so it concludes that there is no significant association between the

statement “Helping others.” and the type of the subscriber in which employees are

working

Graph - 6. 23 Helping others

Source: table 6. 23

283

Table 6. 24. Participation in training and refreshment courses.

S.no

Opinion of Employee

BSNL

Airtel








Total 105 100 105 100

Chi-Sq = 2.123, P-Value = 0.713


Training and refreshment courses are important to improve employee

performance. As results it leads to employee development. The above table

demonstrates the response regarding the statement participation in training and

refreshment courses in BSNL and Airtel units. It is apparent from the table that

majority of the respondents in both companies expressed positive on the above

statement. It is satisfying to observe that 41.0 percent of Airtel respondents against

25.2 percent of BSNL respondents who expressed that there is a quite a deal of

opportunity to the view that participation in training and refreshment courses,


respondents expressed that there is some opportunity by the same statement, whereas

14.3 percent and 13.3 percent of respondents respectively expressed that there is a

great deal of opportunity to the above work practice

284



opportunity to the above view, while, 11.4 percent and 9.5 percent of respondents of

the respective units expressed that there is no opportunity over the same statement.


regarding participation in training and refreshment course as compared to who

expressed negative over the statement.

Statistical analysis Employees working in BSNL and AIRTEL opined that

Participation in training and refreshment courses gives a fine prospect for the

company to nurture. Further as per the P-value of the chi-square it makes sense that

the opinion is not statistically significantly differ

Graph –6. 24 Participation in training and refreshment courses.

Source: table 6. 24

285

Table 6. 25. Overall analysis on Employee Role satisafaction

The statements in Employee Satisfaction is measured by five point scale rating from 1

(No opportunity), to 5(Great deal of opportunity). For this dimension the researcher is

combining all those 24 statements and divided by 24 and found the below average

scores and standard deviations.

Employee Satisfaction

N Mean S.D Z-Value P-value Decision

BSNL 105 3.065 0.457 -2.80 0.006 Significant

AIRTEL 105 3.334 0.872

The average opinion scores of BSNL and AIRTEL is greater than “3” which indicates

that the opinion of the respondents who were working in both the organizations states

that employee satisfaction is giving some opportunity to grow. Further, the Z-value

and its P-value make note that the opinion of the respondent who were working in

AIRTEL opined more positively than the BSNL and concludes that there is a

statistically significant difference between their opinions at 5% level of significance.

286

Graph 6.25 Overall analysis on Employee Role satisafaction

Average opinion of the respondents working in both the organization on Employee Satisfaction

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5

BSNL AIRTEL

Ave

rage

Opi

nion

Sco

re

Source: table 6. 25

Conclusion: In today’s business employee role satisfaction is very important. Today

every industry is facing serious problem of retention of employee. In this chapter an

attempt has been made to analyse the role satisfaction activities which are being

practiced in BSNL and Airtel in detail. These role satisfaction variables include

Achievement, Influence Control, Affiliation, and Extension. Every variable

consists of a few statements, based on the variable the researcher has framed 24

statements which are being practiced at BSNL and Airtel. Wherein the case of

majority of the statements it is found the employees are very much satisfied in both

units. The average opinion scores of BSNL and AIRTEL is greater than “3” which

indicates that the opinion of the respondents who were working in both the

organizations states that employee satisfaction is giving some opportunity to grow.

Further, the Z-value and its P-value make note that the opinion of the respondent who

were working in AIRTEL opined more positively than the BSNL and concludes that

there is a statistically significant difference between their opinions at 5% level of

significance

***********

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CHAPTER – V CAREER PLANNING AND EMPLOYEE …shodhganga.inflibnet.ac.in/bitstream/10603/71011/15... · 147 Dr. Rishipal, “Training and Development methods, S.chand company ltd