Interpretation and analysis
Study Q. 4: What are the individuals’ expectations in terms of support from the
organization towards career development process?
The data of the above table carries 14.3% of validity. In the above table “a” stands for
formal coaching and guidance, b is competition through tests for promotions, “c” is for
specific career related training, and d as any other option. In response to promoting career
development of the individuals 95.7% respondents gave their options. These suggestions
include, formal coaching/ guidance at the organization, arranging competitive tests for
promotions and providing career specific trainings to the staff. The percentage of the
responses received for each option shows the priority according to which these options
could be included in the career development model.
Table # 18-C
Impact of Trainings on Working Output
Have the past trainings changed your working output or pattern?
Frequency Percent
Valid 18 28.6
no 10 15.9
yes 35 55.6
Total 63 100.0
Interpretation and analysis
Study Q. 2: How does career development contribute towards organizational
development and vice versa?
According to the table# 18-C, the validity for the data is 28.6%. 15.9% has responded
negatively to any change in the working pattern after the training. 55.6% respondents has
confirmed the fact that after the trainings they had experienced a change in their output or