According to the table # 46-D, 47-D, 48-D and 49-D, 66.7% has responded that they
could contribute to the organization through increased efficiency and effectiveness at
work. 40.9% has responded that they can contribute in facilitating through the process
when the organization plans to introduce any new intervention. 45.5% indicated that they
could contribute by increasing their support to their colleagues while at work. Table 49-D
shows that the respondents have indicated that their development could contribute to
better understanding of their work. The calculated percentage for these responses show,
that the respondents have responded with multiple options showing that the process has a
multi dimensional impact on the organization’s performance. This also means that the
staff carries a clear perception of the impact of staff development on organization as a
whole.
Table# 51-D
Skill Improvement Need for Present Job
Do you feel the need for further improvement in your skills to match your present
job?
Frequenc
y PercentValid
PercentCumulative
Percent
Valid 5 7.6 7.6 7.6
No 3 4.5 4.5 12.1
Yes 58 87.9 87.9 100.0
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?
Table# 50-D reflects that the data listed in it has a validity of 7.6%. According to the
table 4.5% has rejected that idea that they need further improvement of their skills. 87.9%
of the respondents have given a positive response to the need of their skill development.
This means that majority desire for further improving their skills so that they are able to
properly conduct the duties of their present job.