Interpretation and analysis
Study: Q.5: Why career development should be integrated in organization’s Human
Resource Development process?
The table# 52-D shows the data collected in response to further inquiry on the fact of
getting feedback on performance. According to this table the validity for the responses
collected is 84.8%. This means that majority has not responded when it was asked that
how many times their may have carried out the practice of getting feedback on their
performance. According to the table 9.5% has been getting feedback regularly where the
rest has only practiced it once. This means that the facts given in table # 51-D does not
coincide with the information given in this table which was included for cross checking.
This further reflects upon the fact that the practice of getting feedback on performance is
not regular followed and may have happened once in while.
Table# 54-D
Use of Information from Feedback
Have you ever used the information from the feedback for any purpose?
Frequenc
y PercentValid
PercentCumulative
Percent
Valid 14 21.2 21.2 21.2
No 19 28.8 28.8 50.0
Yes 33 50.0 50.0 100.0
Total 66 100.0 100.0
Interpretation and analysis
Study: Q.5: Why career development should be integrated in organization’s Human
Resource Development process?
The above table shows a validity of 21.2% about the data collected on the use of
feedback information. In this table 28.8% has responded negatively and 50.0% has
responded affirmatively. This again is not in conformity with the table # 52-D, where
14.5% has responded to the question about how many times they have got feedback on