CAREER DEVELOPMENT IN A LEARNING ORGANIZATION

xv

Hypotheses Testing

Senior Management

2.2.4.1. The learning tools...............................

2.2.5. System Thinking.............................................

2.3. Leadership Role in a Learning Organization........................

2.4. Characteristics of a Learning Organizations.......................

2.5. Educational Institute as Learning Organizations..................

2.5.1. Leadership in Educational Institute.....................

2.6. Development

2.6.1. Human Resource Development(HRD)..................

2.6.2 HRD, Learning and Organizational Processes...........

2.6.2.1. Information flow during learning activity...

2.6.2.2. Information management and HR............

2.6.2.3. HRD and Flow of Knowledge.................
- Knowledge Management........................ 2.6.2.4. Common methods of
- power of knowledge and HRD................. 2.6.2.5. Impediments in harnessing the

2.6.2.6. The Learning Culture...........................

2.6.2.7. Types of Organizational learning..............

2.6.3. Strategic HRD...................................................

2.6.4.Gaining competitive edge through HRD.................

2.7. Organizational Commitment

2.7.1. Why we need Organizational Commitment.............

2.7.2. Strategies to enhance Organizational Commitment.....

2.7.3. Organization’s Commitment...............................

2.8. Employee Turnover...................................................
- 2.8.1. Types of turnover............................................
- 2.8.2. Situation that causes the employee turnover.............

2.9. Quality from HR Perspective.........................................

2.9.1. Kaizen as Quality Intervention...........................

2.9.1.1. Management Oriented Kaizen.................

2.9.1.2. Group Oriented Kaizen.........................

2.9.1.3. Individual Oriented Kaizen.....................

2.9.2. HRD interventions for quality improvement............

2.10. Sustainability Through HRD........................................

2.10.1. Factors that ensures Sustainability.............

2.11. Career Development.................................................

2.11.1.Stages of Career Development..................
- 2.11.2. Career Management Model.....................
  - for an Organization.............................. 2.11.3. Importance of Career Development
  - A Shared Responsibility........................ 2.11.4. Career Development-

2.11.5. Harrison Six Step Model.......................

Individuals and Organizations................. Development-

2.11.7. Issues Related to Career Development......

STUDY METHODS....................................................................

3.1. Study Questions.......................................................

3.2. Theoretical framework................................................

3.2.1. List of Variables............................................

3.2.2. Definition of Variables.......................................

3.2.3. Theoretical Framework Diagram........................

3.2.2. Hypotheses.................................................

3.3. Sampling................................................................

3.4. Target population......................................................

3.5. Data Collection Tools.................................................

3.5.1. Participants Observation..................................

3.5.2. Questionnaire...............................................

3.5.3. Structured Interview.......................................

3.6. Analysis.................................................................

3.6.1. Quantitative..................................................

3.6.2. Qualitative....................................................

3.7. Study Ethics............................................................

ANALYSIS AND DISCUSSION.................................................

4.1.Section I: Qualitative Analysis........................................

4.1.1 Part I- Senior Management Opinion.....................
- Expectations................................................ 4.1.2. Part II- Employee Understanding and

4.2 Section II: Quantitative Analysis.......................................
- 4.2.1 Part I- Senior Management Opinion......................
  - Expectations............................................... 4.2.2. Part II- Employee Understanding and

4.3. Discussion for Quantitative Analysis...............................

4.3.1. Part I: Senior Management................................

4.3.2. Part II: Employee Understanding and Expectations...

Non-parametric Correlation Tables.................................. 4.4.Hypotheses Tests Through

4.4.1. Hypotheses Test............................................

Table # 14 : Time Period Specific Promotions.........................................

Table # 15 : Trainings Role in Perception Improvement..............................

Table # 16 : Positive Role of Staff Development in Organizational Development.

Table # 18 : Response to Formal Support to Career Development....................

Table # 19 : Level Identification for Career Development Support..................

Table # 20 : Incorporation of Career Development Clause In Service Contract....

Table # 1-B : Organizations’ Support to Staff Capacity Development............... Conventional Organizations

Table # 2-B : Capacity Development through Staff Training..........................

Table # 3-B : Capacity Development Through Mentoring and Coaching............

Table # 4-B : Any Other Type Support for Capacity Development...................

Table # 5-B : Organizations’ Frequent Staff Training..................................

Table # 6-B : Frequency of Trainings Conducted by the Organization..............

Table # 9-B : The Impact of Training on Staff Work...................................

Table # 11-B : Staff Attitude Towards Trainings........................................

Table # 12-B : Integration of HR Policies and Career Counseling....................

Table # 13-B : Existing Promotion Opportunities within the Organization..........

Table # 14-B : Time Period Specific Promotions........................................

Table # 15-B : Trainings Role in Perception Improvement............................

Development................................................................ Table # 16-B : Positive Role of Staff Development in Organizational

Table # 18-B : Response to Formal Support to Career Development.................

Table # 19-B : Level Identification for Career Development Support...............

Table # 20-B : Incorporation of Career Development Clause In Service Contract.

Table # 2-C : Training Received.......................................................... xii

Table # 3-C : Frequency of Trainings.....................................................

Table # 4-C : Frequency of Relevant Trainings........................................

Table # 5-C : Turnover Ratio.............................................................

Table # 6-C : Intended Stay Period......................................................

Table # 7-C : Training Information Sharing plan......................................

Table # 9-C : Impact of Trainings on Careers..........................................

Table # 10- C: Mentoring/ Coaching Support by the Organization

Table # 11-C : Type of Mentoring and Coaching Support...........................

Table # 12-C : Career Planning by the Staff...........................................

Table # 13-C : Existing Succession planning Within the Organization............

Table # 14-C : Employee Focus on External Career Development Opportunity..

Table # 15-C : Need for Career Counseling............................................

Table # 16-C : Type of Support required for Career Counseling....................

Table # 17-C : Type of Organizational Support to Career Development...........

Table # 18-C : Impact of Trainings on Working Output..............................

Table # 20- C: The Type of Impact Created by Training..............................

Table # 21-C : The Type of Impact Created by Training..............................

Table # 25-C : Knowledge Sharing Practice Within the Organization..............

Table # 26-C : Knowledge Sharing Strategy...........................................

Table # 29-C: Knowledge Sharing Strategy............................................

Table # 30-C : Staff Interest in Knowledge Sharing..................................

Table # 34-C : Staff Attitude Towards Training Selection Criteria..................

Table # 35-C : Impact of Attitude Towards Training Selection...................... xiii

Table # 36-C : Impact of Conflicts Arising Out of Objection to Selection Criteria

Table # 37-C : Support Expected from the Organization for Career Development.

Table # 38-C : Positive Impact of Staff Development on Organizations............

Table # 39-C : Contribution of Staff Development to the Organization.............

Table # 43-C : Skill Improvement Need for Present Job................................

Table #44-C : Performance Feedback

Table # 45-C : Frequency of Performance Feedback...................................

Table # 46-C : Use of Information from Feedback.....................................

Table # 49-C : Expected Promotion Chances of Staff.................................

Table # 50-C : Preparedness of Staff to Handle Higher Level Jobs..................

Table # 51-C : Suggested Strategies for Staff Development..........................

Table # 55-C : Formal Integration of Career Development Activities...............

Table # 56-C : Organizations Support in Career Counseling

Table # 57-C : Impact of Trainings on Promotions.....................................

Table # 58-C : Benefit of Formal Integration of Career Development..............

Table # 2-D : Training Received.......................................................... Conventional Organization

Table # 3-D : Frequency of Trainings.....................................................

Table # 4-D : Frequency of Relevant Trainings.........................................

Table # 5-D : Turnover Ratio

Table # 6-D : Intended Stay Period......................................................

Table # 7-D : Training Information Sharing Plan.......................................

Table # 8-D : Impact of Trainings on Careers...........................................

Table # 40-D : Staff Interest in Knowledge Sharing...................................

Table # 41-D : Staff Interest in Knowledge Sharing...................................

Table # 42-D : Staff Attitude Towards Training Selection Criteria..................

Table # 43-D : Impact of Attitude

Table # 44-D : Impact of Conflicts Arising Out of Objection to Selection Criteria.

Table # 45-D : Support Expected from the Organization for Career Development..

Table # 46-D : Positive Impact of Staff Development on Organizations............

Table # 47-D : Contribution of Staff Development to the Organization.............

Table # 51-D : Skill Improvement Need for Present Job...............................

Table # 52-D : Performance Feedback

Table # 53-D : Frequency of Performance Feedback...................................

Table # 54-D : Use of Information from Feedback.......................................

Table # 55-D : Expected Promotion Chances of Staff.................................

Table # 56-D : Preparedness of Staff to Handle Higher Level Jobs..................

Table # 57-D : Suggested Strategies for Staff Development..........................

Table # 61-D : Formal Integration of Career Development Activities...............

Table # 62-D : Organizations Support in Career Counseling...........................

Table # 63-D : Impact of Trainings on Promotions......................................

Table # 64-D : Benefit of Formal Integration of Career Development...............

Table # 1 : Descriptive Statistics.......................................................... Learning Organizations

CAREER DEVELOPMENT IN A LEARNING ORGANIZATION

xv

Hypotheses Testing

Senior Management

Get our desktop app

Company

Features

Documentation

Resources