CAREER DEVELOPMENT IN A LEARNING ORGANIZATION

19-D and 20-D of the conventional organizations, showing the information to the same
responses revealed through interpretation that though majority (72.7%) has shown a
positive intention to stay with the organization but at the same time 37.9% has indicated
that they will look for opportunities outside the organization.
The consistency of the responses shown in case of the learning organizations
again indicate the clear understanding of the employees about their career progression
plan within their organizations. We also find that because of this clarity majority wants to
stay with their organization and hence supporting in retaining the employees. As
highlighted by the interpretation in case of the conventional organizations such clarity is
missing which is causing that the employees look for opportunities outside the
organization. This leads to increase in turnover rate which is unhealthy for the
development of the employees and more disrupting for the organizational development.
The analysis of the table# 9-C and 12-C of the learning organizations shows that a
heavy majority (92.1%) has planned for their career development. We further see that
again majority (52.7%) thinks that the trainings carry impact on their career development
and in many cases the options are multiple which shows that such an impact is multi
dimensional. These impacts as highlighted include facilitation in promotions, increase in
work responsibilities, taking up special assignments and financial gains. A similar kind of
results were drawn from the conventional organization sample as listed in table# 9-D, 10-
D, 11- D, 12-D and 15-D. Majority(83.3%) said that they had planned for their career
promotion and have highlighted multiple options as an impact of the trainings on their
careers.
Hence we find that though the level of understanding may vary but the employees
are aware of their career plan. It is also established through the fact that they view
trainings as an important source of their career development. It is further added that if
they have decided not to stay for long with their organization of work then that is also a
planned decision.
The analysis of table #10-C and 11-C of learning organization reveals that
majority (93.7%) has accepted that their organization is providing them mentoring and
coaching support by their organization but among this in most of the cases(42.9%)
responded that such a support exist in informal form. A similar kind of results were