A

PROJECT REPORT
ON
“CAREER DEVELOPMENT”
AT
APOLLO HOSPITALS ENTERPRISES Ltd., NASHIK
SUBMITTED TO
SAVITRIBAI PHULE UNIVERSITY
in partial fulfillment of degree of
MASTER IN BUSINESS ADMINISTRATION
- HUMAN RESOURCE DEVELOPMENT

SUBMITTED BY
Miss. GAURI SUDHAKAR DESHMUKH
(M.B.A- HRD -II)
UNDER THE GUIDANCE OF
Prof.Dr.G.M.AHIRE

MVP’S

INSTITUTE OF MANAGEMENT RESEARCH AND TECHNOLOGY (IMRT), NASHIK

ACADEMIC YEAR 2019-2020

1
2
 ACKNOWLEDGEMENT
“Acknowledgement is an art, one can write glib stanzas without meaning a word, and on
the other hand one can make a simple expression of gratitude”

I take the opportunity to express my gratitude to all of them who directly or indirectly
helped me to accomplish this challenging project. I am extremely thankful and pay my
gratitude to the Director Dr. D.K.MUKHEDKAR sir, Institute of Management , Research
& Technology, Nasik, for providing facilities during progress of the report.
I am greatly indebted to Prof. Dr. G.M.AHIRE, faculty of Institute of
Management, Research & Technology, Nashik, my internal guide for his motivation,
guidance & enlightening comments throughout the project work. It has been altogether
different experience to work with him & I would like to thank him for this helpful
suggestion & numerous discussions.
I am thankful to Dr. Prathap C Reddy, the visionary Founder-Chairman of Apollo
Hospitals and Dr. Hari Menan, Chief operating Officer of Apollo Hospitals enterprises
Ltd., Nashik.
I am very thankful Mr.Bhagwat Singh Bisht (Sr. HR Manager), Mr. Amol
Burkule Sir (Senior HR Executive), Mr. Prashant Patole Sir, (Junior HR executive) &
Mr. Akshay Palve (HR Traniee), for their everlasting support, guidance & their
encouragement. They had always been very prompt at extending in their helping hand &
sharing valuable knows. The smooth completion of this report would not have been
possible without their guidance.
A special appreciative “Thank you” in accorded to all staff of Apollo Hospitals,
Nashik, for their positive support.

Date: ___/___/_____
Place: Nasik

Name: Miss. GAURI S. DESHMUKH

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 DECLARATION BY STUDENT
I, Miss. GAURI SUDHAKAR DESHMUKH, a student of
INSTITUTE OF MANAGEMENT, RESEARCH & TECHNOLOGY,
NASHIK, hereby declare that this dissertation project report, at Apollo
Hospitals Enterprises Ltd., Nashik on “CAREER DEVELOPMENT” topic
in partial fulfillment of MBA-HRD-II course of SAVITRIBAI PHULE
PUNE UNIVERSITY, is my own work and submitted by me under the
guidance of Prof .Dr. G.M.AHIRE
I also declare that the present work has not been submitted by me to
any other university for the fulfillment of any degree or diploma.
I have prepared this report independently and I have gathered all the
relevant information personally. I have prepared this project for MBA-HRD-
II curriculum for the academic year 2019-2020.

Date: ___/____/_____ Signature:

Place: Nasik.
Name: Miss. GAURI S. DESHMUKH

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 DECLARATION BY GUIDE

This is to certify that Miss. GAURI SUDHAKAR DESHMUKH has

completed the dissertation report at Apollo Hospitals Enterprises Ltd.,
Nashik, on topic “CAREER DEVELOPMENT” under my guidance and
supervision and submitted the report as per the norms laid down by
SAVITRIBAI PHULE PUNE UNIVERSITY.
The material that has been obtained from the other source is duly
acknowledged in the report. It is further certified that the work or its part has
not been submitted to any other university for examination under my
supervision. I consider this work for the award of the degree of MBA-HRD-
II in the partial fulfillment of the curriculum for the academic year 2019-
2020.

Place: MVP‟s IMRT, Nashik. Signature of Guide

Date: ___/____/______

Name: Prof. Dr. G.M.AHIRE

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 INDEX
SR Pg.
CONTENTS
NO. No.
INTRODUCTION
1.1 Object of the study 8
1.2 Selection of the topic 9
1 1.3 Objectives of the study 10
1.4 Scope of the study 11
1.5 Rationale of the study 12
1.6 Limitation of the study 13
RESEARCH METHODOLOGY
2.1 Method of study 14
2 2.2 Sampling design 17
2.3 Data collection 20
Presentation of data, tools of analysis &
2.4 24
interpretation
COMPANY PROFILE
3.1 History and milestone of the organisation 28
3
3.2 Organizational or Departmental structure 30
3.3 Product and services of organization 32
LITERATURE REVIEW
4.1 Topic under study, its meaning and importance 36
4
4.2 Basic Theories of the Topic 39
4.3 Literature Review of the selected topic 42
DATA PRESENTATION, ANALYSIS &
INTERPRETATION
Application and Implementation of Career
5.1 47
5 Development in Global Context
Application and Implementation of Career
5.2 51
Development in Indian Context
Presentation & Analysis of data at organizational
5.3 55
level

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 CONCLUSION & SUGGESTION
6 6.1 Findings of study 61
6.2 Conclusion of study 62
6.3 Suggestion of the study 63
ANNEXURE
7
7.1 Bibliography 64

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 CHAPTER 1: INTRODUCTION

1.1 Object of Research Study

As HR managers today have to play a very vital and a responsible role, it is

very essential to have adequate knowledge about every aspect of the job, so
as to handle each & every situation effectively for applying theoretical
knowledge in practical life. This is the step towards the development of
future managers.

Although there is difference in each student level of proficiency, the real

focus is on suggesting ways for students to further sharpen their strengths,
competencies & other related abilities for becoming effective professionals,
managers & leaders.

The primary educational objective behind this Project Report is to make the
students familiar with working environment & to help to make students
understand the ways in which theoretical aspects can be applied into
practice.

The individual object of Dissertation report is to work effectively, efficiently

using his/her creativity as well as knowledge for self - development.

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 1.2 Selection of a Topic

The organisation selected for the internship is “Apollo Hospitals Enterprises

Ltd.”, situated at Nashik.

The topic is selected to study a particular function of Human resource

management and its practical consequences and impact on surroundings as well as to
study human behavior and perception in case of this topic.

As this organization is fulfilling all the criterion is related to practical implication

of MBA-HRD studies, I have shown interest in this organisation.

The objectives of Human Resource Department are Human Resource Planning,

Recruitment and Selection, Training and Development, Career planning, Career
Development, Transfer and Promotion, Risk Management, Performance Appraisal and so
on. Each objective needs special attention and proper planning and implementation.

I have selected to focus on a function “Career Development” performed by

Human resource Department

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 1.3 Objectives of Study

Following are the objectives of the study:

1. To study the concept of Career Development to be performed by

human resource department in an organization.
2. To study the concept of Career Development to be perform by human
resource department in Apollo Hospitals Enterprises Ltd., Nashik
3. To study Career Development policy at Apollo Hospitals Enterprises
Ltd., Nashik.
4. To study Career Development procedure in Apollo Hospitals
Enterprises Ltd., Nashik.
5. To study Practical implementation of Career Development procedure
in an organization
6. To Study the Cases of Career Development with the references of
Apollo Hospitals Enterprises Ltd., Nashik.
7. Analysis of data and suggest the remedial measures.

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 1.4 Scope of study

The scope of study is to understand actual functioning of

“Career Development” carried out in Apollo Hospitals Enterprises
Ltd., Nashik. The focus of study is on HR practices.
This study will work on different cases of Career Development
which happens now-a-days and their effect on society due to practices
of human resource management.

These studies will analysis that how people handle issues related
to human resource, their Career Development, management & workers
relations, etc. Simultaneously the work helps to study the
organizational structure, goals & targets of the company.

Career Development is a philosophy that focuses on

individual improvement align with growth and development of the
Organization.

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 1.5 Rationale of the study
Rational means fundamental reasons to logical base. So in brief rational of
study means who will get benefited from this report or study so benefit to
student and also society. The report is important because it gives insight of
knowledge of organization, right from various positions to the actual benefit
and everything should be studied properly. The report also helps in applying
bookish knowledge about the selected topic and organization to actual sense.

The report contains analysis of human resource practices & functioning

related to Career Development.

Hence, this report is basically a link between academic knowledge and

performance in practical world.

This Research is carried out to study and analyze the Career Development
process in service Industry.

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 1.6 Limitations of study
Following are the limitations of the study:

 Study is limited to Nashik city only.

 Study is limited to one organization only.
 Study is based on only observations and inquiries.
 Limited period of time to do the project.
 Scope and depth of discussion in our paper is compromised in many
levels compared to the works of experienced scholars.
 Secrecy maintained by employer.
 Data analysis is based on the information provided by the
organization.

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 CHAPTER 2: RESEARCH METHODOLOGY
2.1 Method of study
 Definition : Research
Research is defined as a careful consideration of study regarding a particular concern or a
problem using scientific methods. According to the American sociologist Earl Robert
Babbie, “Research is a systematic inquiry to describe, explain, predict and control the
observed phenomenon. Research involves inductive and deductive methods.”
Inductive research methods are used to analyze the observed phenomenon whereas;
deductive methods are used to verify the observed phenomenon. Inductive approaches are
associated with qualitative research and deductive methods are more commonly
associated with quantitative research.
One of the most important aspects of research is the statistics associated with it,
conclusion or result. It is about the “thought” that goes behind the research. Research is
conducted with a purpose to understand:
 What do organizations or businesses really want to find out?
 What are the processes that need to be followed to chase the idea?
 What are the arguments that need to be built around a concept?
 What is the evidence that will be required that people believe in the idea or concepts.

 Types of Research designs

1. Exploratory Research:
As the name suggests, exploratory research is conducted to explore the research
questions and may or may not offer a final conclusion to the research conducted.
It is conducted to handle new problem areas which haven‟t been explored before.
Exploratory research lays the foundation for more conclusive research and data
collection. For example, a research conducted to know the level of customer
satisfaction among the patrons of a restaurant.

2. Descriptive Research:
Descriptive research focuses on throwing more light on current issues through a
process of data collection. Descriptive studies are used to describe the behavior of
a sample population. In descriptive research, only one variable (anything that has
quantity or quality that varies) is required to conduct a study. The three main
purposes of descriptive research are describing, explaining and validating the
findings. For example, a research conducted to know if top-level management
leaders in the 21st century possess the moral right to receive a huge sum of money
from the company profit.
3. Explanatory Research:
Explanatory research or causal research is conducted to understand the impact of
certain changes in existing standard procedures. Conducting experiments is the
most popular form of casual research. For example, research conducted to
understand the effect of rebranding on customer loyalty.
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 To understand the characteristic of research design here is a comparative analysis:
Table no.2.1.1 Types of research
Exploratory Descriptive Explanatory
Research Research Research
Research approach used Unstructured Structured Highly structured
Research conducted Asking research Asking research By using research
through questions questions hypotheses.
Early stages of Later stages of Later stages of
When is it conducted?
decision making decision making decision making

 Following are the types of research:

DISCRIPTIVE PROBLEM EMPIRICAL

RESEARCH SOLVING RESEARCH

APPLIED QUALITATIVE FUNDAMENTA

RESEARCH RESEARCH L RESEARCH

ANALYTICAL QUANTITATIV
RESEARCH E RESEARCH

 Basic Research:
Basic research is mostly conducted to enhance knowledge. It covers fundamental
aspects of research. The main motivation of this research is knowledge expansion. It is
a non-commercial research and doesn‟t facilitate in creating or inventing anything. For
example, an experiment is a good example of basic research.

 Applied Research:
Applied research focuses on analyzing and solving real-life problems. This type of
research refers to the study that helps solve practical problems using scientific
methods. This research plays an important role in solving issues that impact the overall
well-being of humans. For example, finding a specific cure for a disease.

 Problem Oriented Research:

As the name suggests, problem-oriented research is conducted to understand the exact
nature of the problem to find out relevant solutions. The term “problem” refers to
having issues or two thoughts while making any decisions.

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 For e.g. Revenue of a car company has decreased by 12% in the last year. The
following could be the probable causes: There is no optimum production, poor quality
of a product, no advertising, economic conditions etc.

 Problem Solving Research:

This type of research is conducted by companies to understand and resolve their own
problems. The problem-solving research uses applied research to find solutions to the
existing problems.

 Qualitative Research:
Qualitative research is a process that is about inquiry that helps in-depth
understanding of the problems or issues in their natural settings. This is a non-
statistical research method.
Qualitative research is heavily dependent on the experience of the researchers and
the questions used to probe the sample. The sample size is usually restricted to 6-10
people in a sample. Open-ended questions are asked in a manner that one question
leads to another. The purpose of asking open-ended questions is to gather as much
information as possible from the sample. Following are qualitative research methods:
 One-to-one interview  Content/ Text Analysis
 Focus groups  Case study research
 Ethnographic Research

 Quantitative Research:
Qualitative research is a structured way of collecting data and analyzing it to draw
conclusions. Unlike qualitative research, this research method uses a computational,
statistical and similar method to collect and analyze data. Quantitative data is all about
numbers.
Quantitative research involves a larger population as more number of people
means more data. In this manner, more data can be analyzed to obtain accurate results.
This type of research method uses close-ended questions because, in quantitative
research, the researchers are typically looking at measuring the extent and gathering
foolproof statistical data.
Online surveys, questionnaires, and polls are preferable data collection tools used
in quantitative research. There are various methods of deploying surveys or
questionnaires. In recent times online surveys and questionnaires have gained
popularity. Survey respondents can receive these surveys on mobile phones, emails or
can simply use the internet to access surveys or questionnaires.

Hence, researcher has adopted exploratory research method.

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 2.2 Sampling methods

 Introduction:-
Sampling is a process used in statistical analysis in which a pre-determined number of
observations are taken from a larger population. Sampling is a process in which the fixed
numbers of observations are taken randomly from a larger population. A technique which
is fundamental for behavioral research is known as sampling and without using it,
research work is not possible. It is impractical and impossible to study the whole
population due to practical limitations of cost, time and other factors that are
indispensible and operative in studying the whole population. For the sole reason of
making the research findings economical and accurate, the concept of sampling has been
introduced.

 Sampling Method:-
The plan, method or technique through which a researcher identifies and selects the
potential sapling units from the sampling frame or target population, to form a relevant
sample for the study is termed as “Sample design”. Sample designing is the working
principle of any research process. Without proper designing of sample, it is not possible
to start a survey, as it is the base which provides the response of relevant members of
population. The designing of sample may be simple or complex depending on the method
used for it. Within any of the types of frame identified above, a variety of sampling
methods can be employed, individually or in combination.

 Factors commonly influencing the choice between these designs include:

 Nature and quality of the frame

 Availability of auxiliary information about units on the frame

 Accuracy requirements, and the need to measure accuracy

 Whether detailed analysis of the sample is expected

 Cost/operational concerns.

 TYPES OF SAMPLE:-

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 Probability sampling:-
1. Simple Random:-
In a simple random sample (SRS) of a given size, all such subsets of the frame are
given an equal probability. Furthermore, any given pair of elements has the same chance
of selection as any other such pair (and similarly for triples, and so on). This minimizes
bias and simplifies analysis of results. In particular, the variance between individual
results within the sample is a good indicator of variance in the overall population, which
makes it relatively easy to estimate the accuracy of results

2. Systematic sampling
Systematic sampling (also known as interval sampling) relies on arranging the
study population according to some ordering scheme and then selecting elements at
regular intervals through that ordered list. Systematic sampling involves a random start
and then proceeds with the selection of every element from then onwards

3. Stratified sampling
When the population embraces a number of distinct categories, the frame can be
organized by these categories into separate "strata." Each stratum is then sampled as an
independent sub-population, out of which individual elements can be randomly selected.
[2] There are several potential benefits to stratified sampling.

4. Cluster sampling
It also means that one does not need a sampling frame listing all elements in the
target population. Instead, clusters can be chosen from a cluster-level frame, with an
element-level frame created only for the selected clusters. In the example above, the
sample only requires a block-level city map for initial selections, and then a household-
level map of the 100 selected blocks, rather than a household-level map of the whole city.

 Non-probability sampling
Social research is often conducted in situations where a researcher cannot select
the kinds of probability samples used in large-scale social surveys.
For example, let‟s say you wanted to study homelessness – there is no list of homeless
individuals nor are you likely to create such a list. However, you need to get some kind of
a sample of respondents in order to conduct your research. To gather such a sample, you
would likely use some form of non-probability sampling.

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1. Quota sampling:
Quota sampling is designed to overcome the most obvious flaw of availability
sampling. Rather than taking just anyone, you set quotas to ensure that the sample you
get represents certain characteristics in proportion to their prevalence in the population.
Note that for this method, you have to know something about the characteristics of the
population ahead of time. Say you want to make sure you have a sample proportional to
the population in terms of gender

2. Snowball:
Snowball sampling is a method in which a researcher identifies one member of
some population of interest, speaks to him/her, and then asks that person to identify
others in the population that the researcher might speak to. This person is then asked to
refer the researcher to yet another person, and so on.
Snowball sampling is very good for cases where members of a special population
are difficult to locate. For example, several studies of Mexican migrants in Los Angeles
have used snowball sampling to get respondents.

3. Purposive Sampling:
Purposive sampling is a sampling method in which elements are chosen base on
purpose of the study. Purposive sampling may involve studying the entire population of
some limited group
As with other non-probability sampling methods, purposive sampling does not produce a
sample that is representative of a larger population, but it can be exactly what is needed
in some cases – study of organization, community, or some other clearly defined and
relatively limited group.

4. Convenience Sample:
A convenience sample is a matter of taking what you can get. It is an accidental
sample. Although selection may be unguided, it probably is not random, using the correct
definition of everyone in the population having an equal chance of being selected.
Volunteers would constitute a convenience sample.

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 2.3 Collection of data
The task of data collection begins after a research problem has been defined. While
deciding about the method of data collection to be used for the study, the researcher
should keep in mind two types of data viz. Primary & Secondary.

Primary
Types of Internal
Data
Secondary
External

Figure: Types of Data

1. PRIMARY DATA:-
Primary data are original and first-hand information. The source of such
information is the individuals and the incidents around them generally.
Information relating to the project was collected during formal and informal
discussions with the group member.
Queries arising in due course of the project brought into the notice of concerned
authority and necessary explanation and solutions are adapted.
The data which is directly collected by the researcher and was not available before
is called as "primary data". The sources of primary data are very useful in. finding the
real facts about the incidents or events. It includes the personal observation of the
researcher and respondent. Primary data are the freshly collected data that provide
information about a particular problem. These data can be gathered using techniques like,
interview, observation, mailing, counseling, etc.
It is the first hand obtained data for any issues or specific information collected
directly through thorough observation and research. Researchers here are using survey
(questionnaire) method to obtain the primary data regarding the respondent's views about
using branding strategies and related marketing strategies related to Apple Inc.
The primary data can be collected in following manner:
(1) Observation Method
It is commonly used in studies relating to behavioral science. Under this method
observation becomes a scientific tool and the method of data collection for the researcher,
when it serves a formulated research purpose and is systematically planned and subjected
to checks and controls.
Advantages →
⦁ Subjective bias is eliminated
⦁ Data is not affected by past behaviour or future intentions
⦁ Natural behaviour of the group can be recorded
Limitations →
⦁ Expensive methodology
⦁ Information provided is limited
⦁ Unforeseen factors may interfere with the observational task

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(2) Interview Method
This method of collecting data involves presentation of oral verbal stimuli and
reply in terms of oral – verbal responses. It can be achieved by two ways :-
(A) Personal Interview – It requires a person known as interviewer to ask questions
generally in a face to face contact to the other person. It can be –
Advantages –
⦁ More information and in depth can be obtained
⦁ Samples can be controlled
⦁ There is greater flexibility under this method
⦁ Personal information can as well be obtained
Limitations –
⦁ It is an expensive method & more time consuming
⦁ Possibility of bias interviewer or respondent
⦁ High skilled interviewer is required
(B) Telephonic Interviews – It requires the interviewer to collect information by
contacting respondents on telephone and asking questions or opinions orally.
Advantages –
⦁ It is flexible, fast and cheaper than other methods
⦁ Recall is easy and there is a higher rate of response
⦁ No field staff is required.
Limitations –
⦁ Interview period exceed five minutes maximum which is less
⦁ Restricted to people with telephone facilities.
⦁ Questions have to be short and to the point

(3) Questionnaire
In this method a questionnaire is sent (mailed) to the concerned respondents who
are expected to read, understand and reply on their own and return the questionnaire. It
consists of a number of questions printed on typed in a definite order on a form on set of
forms.
It is advisable to conduct a `Pilot study‟ which is the rehearsal of the main survey
by experts for testing the questionnaire for weaknesses of the questions and techniques
used.
Essentials of a good questionnaire –
-It should be short and simple
-Questions should proceed in a logical sequence
-Technical terms and vague expressions must be avoided.
-Control questions to check the reliability of the respondent must be present
-Adequate space for answers must be provided
-Brief directions with regard to filling up of questionnaire must be provided
-The physical appearances – quality of paper, colour etc. must be good to attract the
attention of the respondent

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 2. SECONDARY DATA:-
The source of information through documents concerning individuals and
institutions are known as secondary data or documentary source
When a researcher uses data which are previously collected by some other
researchers, institutions, or agencies for their own purposes are called secondary data.
The researchers collect secondary data either from an internal source of an organization,
or from the published sources like reports and journals. The purposes of data may vary
from that of the current study. Hence, few portions of this data may be used for current
research problem. It should be kept in mind that, secondary data needs to be processed
before applying in research, as the contexts of data may have changed and modified as
per their own purposes.
It is the second hand data obtained by the use of secondary sources such as articles,
books, journals, internet, etc. For the research related to the marketing strategy of
branding Apple Inc., the secondary data was collected via the use of internet (websites,
articles and journals) and books mainly. The secondary data collected was presented in
the research is the form of a literature review. The citations and referencing states clearly
from which online websites, published articles or journals the data was collected from.
Few of the reasons that the secondary data was also collected along with primary data
were because of its readily available nature, and it helps to support primary data, making
it more specific as it helps to uncover the gaps, deficiencies and other information that
needs to be collected. Also, since it is economical, and saves time, efforts and expenses, it
provides a quicker solution to the problem.

 Characteristics of Secondary Data :

1. Available and Adequate:
2. Cheaper:
3. Less Time Consuming:
4. More Accurate Data
5. Helps Defining Research Problem and Generating Hypothesis
6. Helps Defining the Population
The secondary data can be collected in following manner:
 Internal Secondary Data
1. Sales Analysis: Sales analysis reports generated within the organization are important
internal source of secondary data. These reports contain the information about the sales
pattern and fluctuations in market position. These can be very useful in drawing the
solution of related problems.

2. Financial Data: Researchers can get a lot of financial data recorded within the
organization. These records may contain the information regarding production cost,
storage cost, transportation cost, sales cost, etc. these data are very useful data for
marketing research. These financial data are periodically generated from time to time,
and hence are updated.

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3. Storage Data: Various costs associated with storage, such as, handling cost, maintenance
cost, etc., are the important data that are generated within the organization. These data
help the researchers in analyze research. These financial data are periodically generated
from time to time, and hence are updated.

 External Secondary Data

1. Libraries: Library is one of the external secondary data sources, which the researcher
may use to collect the necessary information for the research. Different kinds of libraries
provide a range of data for the research. Books related to research topics, journals,
magazines, research papers, etc., are available in various libraries, maintained by
different organizations and institutions.

2. Literature: A variety of literature is available on different subjects and issues. These

literatures are the result of extensive research practices. There is plenty of valuable
information in such kind of sources, which can be utilized for the resolution of current
research problems.

3. References and Bibliography: The references and bibliography of a particular research

or journal can be a useful resource for deriving secondary data related to specific issue.
Researchers can take a huge amount of data which can then be analyzed to get deeper
insight.

4. Trade Associations: Large amount of useful data may be derived from trade associations
as these contain the relevant information about the changes and happenings in the
industry. The information from one trade association is exchanged with other trade
association for updating the information content. Research firms gain the access to
different information from these associations.

5. Government Departments: The information available from government departments

may be utilized as secondary data in research process. Government departments can
provide various information regarding position and growth of different sectors of an
economy like finance, banking, trade and transport, agriculture, etc.

Researcher has collected data through both Primary

as well as secondary mediums.

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 2.4 Research Design

 Introduction:-
Appropriate analysis tools are used to convert raw data into information that can be
used in marketing research. Percentile a ratios are some elementary methods of data
analysis. Some statistical methods such as mean, median, mode, percentage, and
standard deviation should be used as per requirement.
 Data Analysis:
Introduction Appropriate analytical tools are used to convert raw data into
information that can be used in marketing research. Percentile and ratios are some
elementary methods of data analysis. Some statistical methods such as mean, median,
percentage and standard deviation should be used as per requirement.
Data analysis can be defined as the process of gathering, modeling and
transforming data so as to get useful information, suggestions and conclusions in
decision-making.

 Objective of data analysis :-

1. Forecast the possible areas where faults can occurs.
2. How much strong relationship among the variables.
3. Measurement of degree of ambiguity.
4. Observe and control the influences of other associated characteristics.
5. Making inferences and taking decision.
The analysis does provide answers to research questions interpretation is also
necessary interpretation refers to the task of drawing inferences from the collected
facts after analytical and experimental study. It is the device through which are the
factors that seem to explain what has been observed by the researcher in the course
of the study can be better understood.

 Types of Data Analysis

1) Descriptive and Causal Analysis:
The descriptive analysis is mainly employed for the purpose of elaborating the
data (taken from the population) which is under the sampling observation either
graphically or numerically. It is possible to carry out the analysis of one, two or
more than two variables at the same time. Thus, based on the number of variables
used, data analysis can be defined as:
i) Uni-variate Analysis:
It is one of the simplest forms of data analysis. In this method
summarization of data depends on the separate variables of a data set. The use of
this technique is mainly related to those cases when the investigator likes to take
individual measurement of the sample, or in case when there are many

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 measurements, but the researcher studies only one variable at a time.
ii) Bi-Variate Analysis:
This analysis is used for the measurement when there is some relationship
between two variables. The results are obtained in the form of percentage, scatter
plot, histogram table, correlation coefficient, etc. This analysis also identifies that
weather the variables which are under the study is dependent or independent.
iii) Multivariate Analysis:
Due to the complexity of the research problem in present days, the data
analysis has both multiple independent and dependent variables. So, this analysis
is used by the researchers when they take two or more variables for the
measurement at the same time.
2) Inferential Analysis/Statistical Inference:
It is used by the investigators when they have acquired the data from the
sample through a random procedure (using probability method) and with a high
response rate. If the data collection is done through non-probability method with
the lower response rate, then this method is not used for the analysis.
Main groups of the problems which dealt with the statistical deduction are;
i) Estimation:
Estimation is a procedure which is employed in the case of the statistics
(which is acquired from the sample) for the purpose of estimating the „unknown
parameter‟ of the population under study
ii) Hypotheses Testing:
Hypothesis testing is the procedure to examine the hypothesis of
the main population from where the sample has-been drawn.
 Data Processing Operations:
Data processing converts the raw and unorganized data into meaningful and
organized information. Raw data can be in any form and structure which may not
be useful for research. The solution to this problem is processing data to make it
relevant and meaningful.
 Various operations in data processing are:
Validation
Editing
Coding
Classification
Tabulation

 Interpretation
Interpretation is essential due to the following reasons:
A) Continuity in research can be maintained through interpretation by establishing links
with similar studies having the same underlying principle.

25
B) Interpretation leads to the establishment of explanatory concepts that can serve as a
guide for future research studies.
C) Researcher can explain to others the real significance of his researcher findings.
 Precautions in Interpretation
The task of interpretation needs to be undertaken in an impartial manner and in correct
perspective because even if the data are properly collected and analyzed, wrong
interpretations may lead to inaccurate conclusions. Hence the following precautions need
to be taken while interpreting results:
 Researcher must assure himself that the data used are appropriate, trustworthy,
adequate and homogenous and have been properly analyzed.
 Researcher must be cautious about errors which may arise due to false generalization
while interpreting the result. He should be well equipped with the use of statistical
measures. Broad generalizations must be avoided.
 Researcher must remember that interpretation is closely linked with the
analysis.
 The researcher must remember that there should be constant interaction
between theoretical orientation and empirical observation.
 Need of Interpretation:
1. Facilitates understanding of own research findings:- only through interpretation it
is basic component of the researcher of think of what his findings are and why they are
and then, he can make the others to understand the real significance of his research
findings.
2. Facilitates understanding of abstract principles behind findings:- Through
interpretation, the researcher can well understand the abstract principle behind his own
findings can link his findings with those of the other studies having the same abstract
principle. Thus, he can predict about the concrete world of events and can maintain the
continuity in research.
3. Forms Hypothesis: - Interpretation is involved in the transition from explanatory to
experimental research, because the interpretation research finding of explanatory research
study often results into hypothesis for experimental research.
4. Guidance for future research: - Interpretation establishes the explanatory concept
that can serve as guide for future research studies.
5. Stimulates research: - Interpretation opens new avenues of intellectual adventure and
stimulates the guest for more knowledge.

 Importance of interpretation:-
Interpretation is essential for the simple reason that the usefulness of research findings
lies in proper interpretation. It is being considered a basic element of the research process
because of the following reasons.
1. It is through interpretation that researcher can well understand the abstract principles
that work behind his findings.

26
2. It leads to the establishment of explanatory concepts that can serve as a guide for
further research.
3. It makes other understand the real significance of his research findings.
4. In case of exploratory study, the interpretation helps to formulate a hypothesis or to
develop a research problem.

 Essentials of Interpretations of Data:-

1. Accurate Data: - For the proper analysis and interpretations the data collected should
be accurate.

2. Sufficient Data: - The basis truth is that unless sufficient data is not available the
researcher may never achieve the objectives of proper
Interpretations, analysis Biased of unrepresentative results may be obtained if inferences
are drawn based on unreliable or insufficient data.
 Proper Type of Classification and Tabulations:
To attain the objective of accurate interpretations, the investigators are required to
base their calculations, estimations and judgments on data represented in a properly
classified and tabulated from.

 Presentation
Two categories: Presentation Skills and Personal Presentation.
These two aspects are interwoven and can be described as the preparation,
presentation and practice of verbal and non-verbal communication. This article describes
what a presentation is and defines some of the key terms associated with presentation
skills. Many people feel terrified when asked to make their first public talk. Some of
these initial fears can be reduced by good preparation that also lays the groundwork for
making an effective presentation.
Half a century ago, Lakme took its step in to freedom. Lakme first brand was born at time
when the beauty industry was at a growing. Lakme tapped in to what would grow to be
among the leading high interest segment in the industry that of skin care and cosmetic
products.

Table No.2.4.1 RESEARCH DESIGN

Type of Research Exploratory type of Research

Research area Nashik
Research unit Apollo Hospitals Enterprises Ltd..
Primary – Interview & observations
Collection of data Secondary- past records, Websites,
Newspapers, etc.

27
 CHAPTER 3: PROFILE OF ORGANISATION
3.1 History and general information
 History

1980 to 2020
Apollo Hospitals inaugurated in 1983
Medical insurance scheme was introduced
Announced first dividend
Apollo Hospitals inaugurated in Hyderabad

1983

 Inauguration of Apollo Hospitals, Chennai by Shri Giani Zail Singh, President of India
 Inception of Apollo Pharmacy as a Hospital based pharmacy at Chennai
 Apollo launches Apollo Health Association

Management
Executive Directors
Dr. Prathap C. Reddy
Founder, Chairman
Dr. Prathap C Reddy, the visionary Founder-Chairman of
Apollo Hospitals is widely acknowledged as the architect of
modern Indian healthcare. He is best described as a
compassionate humanitarian, who dedicated his life to
bringing world-class healthcare within the economic and
geographic reach of millions. The institution that he
envisioned and built - Apollo Hospitals, steered a revolution
and marked the birth of the private healthcare industry in
India.
Apollo Hospitals opened its doors in 1983 and introduced
international quality healthcare to India, at a cost that was a
fraction of comparable costs in the western world.
28
 Apollo Hospitals Group is the pioneer of integrated healthcare delivery in India.
With over 10000 beds across 60 hospitals within and outside India, the Apollo Hospitals
Group is one of the largest healthcare groups in Asia and has some of best hospitals in
India. The legacy of touching lives stems from the four pillars of our philosophy –
experience, excellence, expertise and research.
At Apollo Hospitals India, We unite exceptional clinical success rates and superior
technology with centuries old traditions of eastern care and warmth, as we truly believe
the world is our extended family- something our 20 million patients across the globe can
warmly affirm. This has made Apollo Hospitals Nashik is a territory care flagship unit of
Apollo Hospitals Group. It made a mark in the city of Nashik in 2014 and is committed to
provide quality healthcare and facilities within the reach of every individual.

Apollo Hospitals Nashik

Apollo Hospitals Nashik is the first Multi-specialty Hospital in Maharashtra from
Apollo hospitals Group. It is one of the best multispecialty tertiary acute care hospitals
with over 120 beds.
A state of art modern facility is the heart of the city, located in Panchvati.
Currently the hospitals has 120 beds with the capacity to expand to 150 beds. Right from
the infrastructure to the latest medical technology acquisition Nashik Apollo Hospitals
has always kept its Patients First and strives to deliver not World Class but World‟s Best
Care to its Patients since inception in 2014
Visit website: http://apollohospitalsnashik.com/index
 Apollo Directors
Executive directors: Non-Executive Directors:
- Dr. Pratap C. Reddy, Executive Chairman - Mr. N. Vaghul
- Dr. Preetha Reddy, Managing Director - Mr. Habibullah Badshah
- Ms. Suneeta Reddy, Joint Managing Director - Mr. Dipak Vaidya
- Ms. Sangita Reddy,Executive director, Operations - Mr. Rajkumar Menan
- Ms. Shabana Kamineni,Executive Director, - Mr. Rafeeque Ahamed
- Special Initiatives. - Mr. T. K. Balaji
- Mr. Khairli Anuar Abdullah
Nashik Apollo Management - Mr. G Venkatraman
- Dr. Anuj Tiwari - Mr. Sandeep Naik
- Mr. Michael Fernandes

 Vision And Mission

Apollo’s Vision
Apollo‟s Vision for the next phase of development is to
“TOUCH A BILLION LIVES”

Apollo’s Mission
Our mission is to bring a healthcare of international standards within the reach of
every individual. We are committed to achievement and maintenance of excellence
in education research and healthcare for benefit of humanity.

29
 3.2 Nature, Scope, structure departments etc.

Apollo Values
Values make us who we are, defining us not only as individuals, but also as a family.
Apollo has always been a family, working together, crossing hurdles together, and
notching up victories together. Our values hold us and unite us for a common purpose. It
upholds what we believe in, what we hold close to our hearts, and that is what makes
Apollo one of the greatest healthcare providers in the world.

 Pioneering Attitude:
Stay ahead of the curve by constantly creating innovative solutions for the wellbeing of
our patients and society as a whole

 Proactive Involvement:
Always look for ways to add value in everything we do by going the extra mile

 World Class Excellence:

Continuously strive for excellence in all spheres - be it clinical, financial, operational, and
service or people management, by bench marking our processes and procedures with best
in class models available

 Trustworthy Spirit:
Continue to be an institution of trust and a beacon of hope to all patients by keeping their
best interests at heart and delivering on all our promises

 Compassionate Care:
Touch and enhance lives of patients by practicing Tender Loving Care to create better
experiences for our patients

Apollo Culture
Excellence, Expertise and Empathy are
the three words that define our culture.
At the heart of the Apollo story is the Group's unique prowess in clinical excellence,
revolutionary expertise and the warm culture of Tender Loving
Care. This defines the philosophy that makes Apollo Hospitals a trusted healthcare
provider. It is this philosophy that has propelled our mission
to touch lives, to heal and to continuously improve healthcare delivery in India. Apollo
Hospitals is driven by a single thrust, to provide the best standards of patient care. It is
this passion that has led to the development of our centers of excellence across medical
disciplines. Apollo's path breaking developments in clinical excellence, research and
nurturing expertise stems from a simple goal to make the patient experience safer and
better, and make our brand of healthcare more effective and efficient.

30
 Organizational Structure
AHEL
COO
Dr. Hari Menan

Other MS Nursing Human Finance Outsource

Departments resource service

Quality Consultant Accounts

Supervisor Recruitment Bio
medical
Front Office MRD Billing
Training
In-charge Food &
HOD TPA/Credit Beverages
Maintenence Radiology
Staff nurse
House
IT Labrotory keeping

HOD Purchase dietetics Drivers

Corporate Physio Therapy Security

relations
Clinical & para-
Pharmacy medical posting

31
 3.3 Product line, feature of product

 Apollo Hospitals Nashik

Few of the Salient Aspects of this Flagship Institution of Apollo Hospitals:
 30 ICU beds  128 Slice CT Scan ( C-
 Pediatrics & neonatal ICU Angiography, 3D
 Advanced Operation Theaters reconstruction)
 Advanced Cath Lab  1.5 tesla MRI (MRI
 Advanced Endoscopy Angiography)
(Gastroduodenascopy,  Advanced Mammography
Colonoscopy, ERCP)  Digital X-Ray
 Well-equipped Dialysis Unit  24*7 Emergency Care
(HD, CRRT,SLED)  24*7 Apollo Pharmacy

 Departments:
Specialties: Neurology Apollo Advanced
Anesthesiology Neuro surgery Diagnostics: Pediatrics:
Cardiology Orthopedics Radiology Pediatrics
CTVS Physiotherapy Laboratory Pediatrics surgery
Critical care Urology Services
Dental emergency Eye and ear care:
medicine Apollo preventive Women’s Centre: ENT
Gastroenterology health Obstetrics – Ophthalmology
General Physician Gynecology
General Surgery Organ transplant
Nephrology Kidney transplant

 Facilities:
 Patient services  Private rooms
• Admission  Spacious sitting area
• Insurance  Bed for attendant
• Value added services  TV with cable(personal)
• Make an appointment  Computerized personal nurse
• Online lab report Call system
• Health and lifestyle
 Other room Categories:
 Shared rooms • Intensive care unit
 50 Bedded unit • Emergency
 Ward telephone facility
 Toilet (3) for every 5 bedded unit
 Computerized personal nurse call system

32
 Food and dietary Services
The dietician plans the diet based on therapeutic needs of patient. Local specialties,
continental and Chinese cuisines are available and any special dietary requirement will be
met

 Guest Cafeteria
A cafeteria at second floor of building takes are of gastronomic pleasures of the visitors
in a healthy way. Breakfast lunch dinner snacks and fruit juice bar the choices are aplenty

 Guest relations
For guidance on any aspect of hospital, please contact reception at ground floor.

 Security
In case of theft or loss, security maybe notified immediately. Unclaimed items found in
premises may also be handed over to security office

 Transport
Ambulance services are available for pick up and drop within Nashik City.

Health and Lifestyle

33
Premises of Apollo Hospital Nashik Radiology

Dental
Cardiology

Orthopaedic
Paediatric Surgery

Reception

34
 Nuero Surgery

Gynecology (OBG)

CTVS
35
 CHAPTER 4: REVIEW OF LITERATURE
4.1 Meaning and concept of the topic

 Definition: Career Development

Career development is the series of activities or the on-going/lifelong process of
developing one‟s career. Career development usually refers to managing one‟s career in
an intra-organizational or inter-organizational scenario. It involves training on new skills,
moving to higher job responsibilities, making a career change within the same
organization, moving to a different organization or starting one‟s own business.
Career development is directly linked to the goals and objectives set by an individual. It
starts with self-actualization and self-assessment of one‟s interests and capabilities. The
interests are then matched with the available options.
The individual needs to train himself to acquire the skills needed for the option or career
path chosen by him. Finally, after acquiring the desired competency, he has to perform to
achieve the goals and targets set by him.

Self
Assessment

Performing Career
Awareness
Career
Develop
-ment

Sikll Goal
Training Setting

Career development is directly linked to an individual‟s growth and satisfaction and

hence should be managed by the individual and not left to the employer. Career
development helps an individual grow not only professionally but also personally.
Learning new skills like leadership, time management, good governance, communication
management, team management etc. also help an employee develop and shape
their career.

36
 Importance of Career Development
Every employee working in an organization is looking for a career development
which moves in the right direction. Career path taken by an employee determines the
growth. Career should be planned in a way that it moves forward.
Career development provides the framework with skills, goals, awareness,
assessment and performance which helps an individual to move in the right direction and
achieve the goals one has in one's career. Careful career planning is always useful for
individuals to succeed professionally and also helps to boost employee motivation in the
organization.

 Career Development Strategies

The development of an individual's career is driven by several factors. Strategies to
improve someone's career can be driven either by the company through organization
development or by the individual himself or herself. Some strategies of career
development are as following.
1. By Companies
Training and development by companies can help in employees learn new skills.
Companies help in providing leadership development, management development etc.
This is all done through employee training sessions or developmental
counseling. Employee development in the long run helps in career development.
2. By Employees
Individuals can themselves boost their own career. This is done through constant
evaluation of their skills using techniques like continuing professional development.
Continuous and repetitive efforts can help in the career development for an employee.
Hence, this concludes the definition of Career Development along with its overview.

 What is Career Development – Meaning

Career Development is essential for the implementation of career planning. It
refers to a set of programs designed to match an individual‟s needs, abilities and goals
with current or future opportunities in the organisation. It is the process through which
the action plans are implemented. Developmental activities include all of the off-the-job
and on-the-job training techniques.
It is essential that career development be fully integrated with internal staffing
activities. Career development provides a supply of talents and abilities. Individuals must
be committed to and accept responsibility for their career development.

These are:
1. Job Performance – Career progression largely depends on the job performance; the
better the performance, the higher the chances of going up the corporate ladder.

37
2. Resignations – When an individual sees career opportunities elsewhere which are not
available in the existing organisation, resignation may be the only alternative. When used
sparingly, it results in promotion, salary increase and a new learning experience.

3. Mentors – Mentors can aid career development by sharing their knowledge and
insights and wisdom to help junior managers.

4. Growth Opportunities – Individuals can expand their abilities by enrolling for

training programmes, acquiring an additional degree, seeking new work assignments.
When an opportunity arises in the organisation, employees with the required skills would
be placed in that position.

Career development is essential for implementation of career plan.

While career plan sets career path for an employee, career development ensures
that the employee is well developed before he moves up the next higher ladder in the
hierarchy.
Career development refers to a set of programmes designed to match an
individual‟s needs, abilities, and career goals with current and future opportunities in the
organization. Since career development focuses on future opportunities, it has essentially
a long-term orientation.
The main objective of career development is to ensure that people with
appropriate qualifications and experiences are available when needed.
Career development is an integral aspect of career management with major
emphasis being on the enhancement of employees‟ career which commensurate with the
requirements of the organisation.
Career development refers to a set of programmes designed to match an
individual‟s needs, abilities, and career goals with current and future opportunities in the
organization. Since career development focuses on future opportunities, it has essentially
a long-term orientation.
Career development differs from employee development through training and
development in terms of time perspective. While career development has long-term
orientation covering the entire work-life of an individual, employee development has
immediate and intermediate-term orientation.
Therefore, some of the programmes may be common for those but their
orientation may be different in terms of time perspective. For successful and effective
career development, employee training and development should be compatible with an
individual‟s career development in the organization.

38
 4.2 Basic theories of the topic
 What is Career Development – 7 Important Objectives
1. Fostering Better Communication in Organization:
The main objective of designing a career development system is to foster better
communication within the organization as a whole. It promotes communication at all
levels of organizations for example manager and employee and managers and top
management. Proper communication is the lifeblood of any organization and helps in
solving several big issues.

2. Assisting with Career Decisions:

A career development system provides employees as well as managers with helpful
assistance with career decisions. They get an opportunity to assess their skills and
competencies and know their goals and future aspirations. It helps them give a direction
so that they can focus on achieving their long term career goals.

3. Better Use of Employee Skills:

A career development system helps organization in making better use of employee skills.
Since managers know their skills and competencies they are put them at a job where they
will be able to produce maximum output.

4. Setting Realistic Goals:

Setting realistic goals and expectations is another main objective of a career development
system. It helps both employees and organization to understand what is feasible for them
and how they can achieve their goals.

5. Creating a Pool of Talented Employees:

Creating a pool of talented employees is the main objective of organizations. After all,
they need to meet their staffing needs in present and future and a career development
system helps them fulfill their requirements.

6. Enhancing the Career Satisfaction:

Organizations especially design career development systems for enhancing the career
satisfaction of their employees. Since they have to retain their valuable assets and prepare
them for top notch positions in future, they need to understand their career requirements
and expectations from their organization.

7. Feedback:
Giving feedback on every step is also required within an organization to measure the
success rate of a specific policy implemented and initiatives taken by the organization. In
addition to this, it also helps managers to give feedback for employees‟ performance so
that they can understand what is expected of them.

39
 Career Development – Objective and Importance
The main objective of career development is to ensure that people with appropriate
qualifications and experiences are available when needed. Career development is an
integral aspect of career management with major emphasis being on the enhancement of
employees‟ career which commensurate with the requirements of the organisation.
 Focus of career development is on the following:
(i) Obtaining relevant information about individual employees‟ interests and preferences;
(ii) Matching individuals‟ career interests and aptitudes to job requirements;
(iii)Providing career path information to employees to enable them to make their career
plans;
(iv) Providing financial inducements and facilities to employees for acquisition of new
skills and capabilities;
(v) Developing a suitable T&D programme both within the organisation and outside to
help employees improve their career.

 Importance of Career Development:

 The need to identify and forecast  Worker productivity
human resource needs  Technological changes and
 Social and demographic trends decreasing advancement
 The changing nature of work opportunities
 Changing types of jobs  Organizational philosophies and
 Multicultural work force practices

 Career Development – Role of HRM: Elaborated by Snell &

Bohlander
The role of HRM in career development and management is elaborated by Snell and
Bohlander (2007).
A. The Employee’s Role:
Employees are more responsible for initiating and managing their own career
planning than their organization.
1. Employees must identify their knowledge, skills, abilities, interests and values.
2. They must seek out information about career options to set career goals and
develop career plans.
B. The Organization’s/Manager’s Role:
If career development is to succeed, the senior level managers and HR managers must
work together to design and implement a career development system.
1. Managers should encourage employees to take responsibility of their own career.
2. They must offer assistance in the form of feedback on individual, performance.
3. They must make available information about the organization, the job and career
opportunities in the organization.

40
 4. The organization is responsible for supplying information about its mission, policies
and plans for providing support for employee self- assessment, training and
development.
5. One of the important supports comes in the form of mentoring. Receiving advice and
counsel from someone who has gone through similar experiences will be invaluable
to employees.

 What is career development theory?

Career development theory is the study of career paths, success and behavior. It
aims to explain why a person might be a good fit for a certain career and provide advice
on how to attain a promising trajectory. It also focuses on identifying common career
stages when education, guidance and other interventions are necessary.

Career Development theories come from four main areas of study:

 Differential psychology
 Personality
 Sociology
 Developmental psychology

41
 4.3 Review of Research
(1)
Author: Harrison, Cheryl 1989
Title – Career Development in the Workplace.
Abstract: Recent expansion of work-based career development programs has resulted in a
larger literature base. Because career development is increasingly regarded as the shared
responsibility of employee and employer, the importance of this topic is likely to grow.
Of interest to employers, human resource staff, and adult educators, this ERIC Digest
discusses the purposes of career development programs in the workplace and describes
the components of such programs. Guidelines for the creation of an organizational career
development program are presented.

(2)
Author: Marieke S. van Dijk 2004
Title - Career Development within HRD: Foundation or Fad?
Abstract: University of Minnesota This article examines the evolving nature of Human
Resource Development (HRD) as reflected in changes in one of the component parts
often associated with HRD – career development (CD). Recent developments within
career development such as a focus on employability, the boundary less career, and free
agent workers are discussed. New directions for career development, including the role of
informal learning, integrative life planning, and the focus on systems theory as a link
between both fields, lead to the conclusion that CD can and should be a foundation for
HRD

(3)
Author: Charles P. Chen 2006
Title – Understanding career development: a convergence of perspectives
Abstract:To conceptualize the nature of individuals‟ life career development, this
literature review focuses on identifying three broadly defined explanations: career as life
process, career as individual agency and career as meaning making. By integrating both
the established and emerging theories into the analysis, a convergence of perspectives are
presented to reflect some of the essential psychosocial characteristics of people‟s work
life and vocational enhancement. While objective career is recognized as a major
component in people‟s life career pathway, the significant function of subjective career in
the process is revisited and highlighted.

(4)
Author: Goyer, Liette Canada 2010
Title – Career development in SMEs: literature review
Abstract: 'Meeting workplace skill needs: the career development contribution' was a
three year project with the aim of providing employers, especially small and medium
enterprises (SMEs), with practical and effective career development programs that would
contribute to employee motivation and retention. Career development programs are
traditionally not widely used in SMEs (organisations with less than 500 employees) or in
Canadian workplaces more broadly. This study explored the impacts of innovative career

42
development programs as human resource tools and the benefits to both employees and to
the SMEs themselves. The project involved extensive research and the development and
evaluation of the impact of three career development programs: (1) Assessment and
Development of Competencies; (2) Career Conversations; and (3) My Career GPS.

This report presents a portrait of career development practices offered in the workplace,
specifically within Canadian SMEs. In addition to describing the goal of the literature
search and the method used, it looks at the SME context in relation to training, continuing
skills development among the employed, and the role of managers and outside
consultants working in career development. It reviews various organizational practices
aimed at supporting professional development and retention that may be beneficial or
risky for both working persons and enterprises. This review suggests the need for an
attentive examination of the practices of career conversations, skills assessment, and
career self-management in a variety of organizational contexts and with different target
groups, as well as the need for more research on organizational practices in career
development using a common scientific evaluation framework.

(5)
Author: Harold Patrick 2011
Title – Career Management, Employee Development and Performance in
Indian Information Technology Organizations
Abstract: Employee development has surged to the forefront on concerns for HR
departments. Many organizations have established career centers to enhance
Employees‟ professional growth. Employee development is sponsored by an organization
for its workers and focuses on identifying, assuring, and helping evoke new insights
through planned learning. A lack of career planning for promotion and individual
aspirations with organizational needs and opportunities causes great personal and
financial hardship, both to the individual and the company. The present study investigates
relationship between career planning, performance and employee growth and explores
the alignment between individual and organization‟s career planning.100 employees from
five Indian IT companies were administered a researcher developed questionnaire
followed by personal interviews to collect data. It was found that Career guidance,
leadership roles, network building, developing new skills, taking up special assignments
and receiving productive feedback from the boss play the most important role in making
the careen path easier and also aids in the performance and employee growth. Will to
seek information, introspecting past experience, experimenting new work roles, and
discussing career interest with superiors and colleagues play a moderate role in career
planning and performance of the employees. The paper discusses the results and
implications for Indian IT organizations.

43
 (6)
Author: Akshat Mandotra 2013
Title – Career Planning, Career Management and Career Development.
Career paths provided by Indian and Foreign companies and their
Comparison
Abstract: “The reason most people never reach their goals is that they don't define them,
or ever seriously consider them as believable or achievable. Winners can tell you where
they are going, what they plan to do along the way, and who will be sharing the
adventure with them- Denis Watley”
With the changes in time and the dynamism of the hotel industry that we work in, there
hasalso been a vast change in career realities. In this project, we are going to learn about
the career management, career planning and career development from my understanding.
Welearn about the meaning, importance and processes of these three subjects. Once we
have a proper understanding of what the concepts are, we will analyse the Indian hotel
companies from the career point of view and compare it with multinational company so
that we can have a fair idea about the career trends and human resources practices in
India. Once we know the career trends and practices in India, we will discuss the
shortcomings of HR system and practices in India to show the areas where vast
improvement is needed. We will close with a conclusion based on all our experience
which we learnt while reading the subject of this project.
(7)
Author: Azman Ismail, Hidayah Madrah and Fatmawati Abdin 2014
Title - The Effect of Employee Career Programme and Career
Development on Career Commitment
Abstract: The purpose of this study is to examine the relationship between career
development, career program and career commitment using the method self-report
questionnaires that obtained through employees who work at City council in Sabah,
Borneo. The results of stepwise regression analysis found two important results: first,
relationship between career planning and career development was positively and
significantly correlated with career commitment. Second, relationship between career
management and career development was positively and significantly correlated with
career commitment. This outcome proves that career development acts as an effective
mediating variable in the relationship of career program and career commitment in the
organizational sample. Besides, this study also provides discussion, implications and
conclusion
(8)
Author: NAIRA HAKOBYAN 2017
Title – Career management problems and development trends
Abstract: The article presents the current problems of career management and the trends
of its development. It is noted that career management problems are theoretical issues
which relate to human behavior and mentality models. Career management strategies
making people more competitive in today‟s market are also presented. Career
development trends" particularly" development of self-management skills are
discovering. They are given some examples of practical trainings promoting career
management development.

44
 (9)
Author: Çiğdem Kaya & Belgin Ceylan 2017
Title – An Empirical Study on the Role of Career Development Programs in
Organizations and Organizational Commitment on Job Satisfaction
of Employees
Abstract: In this study; the impact of career development programs in organizations, and
organizational commitment on employees' job satisfaction, and their role in increasing
job satisfaction are examined. A survey is applied in a sample group working in various
industries. At this point, a questionnaire that consists of two sections of43 questions rated
on a 7-point Likert attitude scale is prepared. The survey was conducted on 204
employees that work in different sectors. In the study, the data obtained from the
evaluation of the survey results was interpreted by using SPSS statistics software
program. Results of the analysis indicate that career development programs and
organizational commitment have a partial effect on employee‟s job satisfaction,
organizational commitment affects job satisfaction directly and positively, and career
development programs in organizations do not affect the level of employee‟s job
satisfaction.
In the light of the findings arose, the results of the study are discussed and
recommendations for managers as well as academics are presented.

(10)
Author: Prof. (Dr.) A. K. Das 2017
Title – Career Planning and Career Management as Antecedents of Career
Development
Abstract: Organizational career development has been characterized as a challenging and
unpredictable task keeping into consideration the individual career expectations and
organizational development. Effective career development process is achieved with
proper indulgence of employee‟s career planning and organizational career
management. It is in this context that the present study has been conducted to
examine empirically the antecedents of career development in the Indian firms. A self-
administered questionnaire in a five point Likert scale has been used for the study. It
involved three parts, namely, career planning, career management and career
development collected from 57 respondents. Random sampling was used for
collecting the data from three Indian service sectors, namely, Wipro, State Bank of India
and Axis Bank. Descriptive Statistics, Spearman‟s Rank Correlation and Linear
Regression were used to analyze the data. SPSS 20 package was used for the data
analysis. The analysis reveals the antecedent, namely, career planning and career
management, have a positive and significant influence on career development. The
incorporation of individual career planning and organizational career management was
found to be the major antecedent of career development programs. Career planning
explained 87 per cent variation in career development and career management explained
89 percent variation in career development

45
 (11)
Author: Rimjhim Jha 2018
Title -Career management in organizations: a literature review
Abstract: This paper provides a review of research studies in Career Planning of
employees, already published in various journals and articles. There are many attributes
of career management, but review has grouped few attributes in the literature viz Career
Management: Career-Planning and Career-Management, Career-Guidance, Career-
Planning by Individual, Career- Planning by Organization, Career Satisfaction, Top
Management Support, Career Planning Practices. Career Management is very important
to survive in today‟s competitive world. Career-Planning can be done by the individuals,
they can plan their career according to their own priorities. Organizations also these days
have implemented strategies for Career plans of their employees. It gives motivation to
the employees. Researches have proved it is related with Job Satisfaction and improves
Organizational Citizenship behaviour in employees. While implementing the policies,
mutual benefits of employee and organizations should be kept in mind. Keywords: Career
Planning, Career Development, Career Management, Skills Assessment, Self-
Management, Career Strategy, Job Commitment, Proactive Behaviour; Career
Satisfaction.

(12)
Author: Raji Iype Paruthikkattil, Thukalassery, Thiruvalla 2019
Title – Career Planning and Development of Employees in Public and
Private Sector Banks
Abstract: The major objective of HRM is to achieve the success of organization through
creation of motivated and competent workforce. Human Resource Management stands on
the foundation of several different practices such as recruitment and selection, analyzing
and designing of jobs, training and development of employees, performance appraisal,
career guidance as well as planning, compensation system and participation of employees
in various activities.

46
 CHAPTER 5: DATA PRESENTATION, ANALYSIS &
INTERPRETATION

5.1 Application and Implementation of Career Development

in Global Context
 Campbell Soup Career Pathing Case Study: Finding a career and
culture that nourishes and nurtures
Campbell Soup Company is a globally recognized brand with annual sales of more than
$8B. Its worldwide reputation and prestige is built on powerful branding in three main
categories: Soup & Simple Meals, Snacks, and Healthy Beverages.
Founded over 140 years ago, Campbell‟s continues to lead the U.S. in innovative, people-
centric business practices. With an award-winning focus on environmental sustainability,
strategic business practices and a community orientation, Campbell‟s has found its
greatest success by focusing on, and nurturing, the prosperity of each person the company
touches.
Inspiring an engaged, informed, and celebrated workforce with clear career paths.
Download the Campbell Soup Career Pathing Case Study now.

• The Challenge – Right People, Right Mindset

Campbell‟s needs employees who can face the challenges its corporate reputation and
demanding standards require. The company wants people who are seeking exciting and
rewarding long-term careers, as well as the ability to grow a fulfilling career within the
company.
One of the company‟s challenges is to find (and retain) employees with the right mix of
skills and experiences who can evolve into high-potential leaders. Campbell‟s recognizes
that engaged employees are essential to the continuing success of their business.
Employees who want to develop their careers with the company are likely to be happier
workers and to perform consistently on a high level.
This case study looks at the methods adopted by Campbell‟s Human Resources
department to increase employee engagement. These methods involved positively
improving the organization‟s career development strategy as a whole to enable the
business to meet the needs of its employees. The HR team wanted to focus on developing
all employees by helping them to build their careers internally through clearly identified
career progression opportunities. They really wanted to expose various lateral and
vertical career path opportunities available to employees all around the globe.
At Campbell‟s, employee development concentrated on two aspects: (1) broad skills that
are applicable to a wide variety of job roles, such as thinking creatively, making decisions
and leading people, and (2) narrow specific technical skills that are required to be
successful in a specific job role. HR wanted to ensure that all employees understood the

47
 skills needed to be successful in each role. So they linked every job role to the company‟s
comprehensive competency model.
In addition, identifying key competencies helped Campbell enhance its recruitment
process to ensure that the company can attract the best candidates in the future.
Campbell‟s stands out from its competitors by providing a spectrum of career
development opportunities for all employees. This means the business can recruit and
retain high performing employees while at the same time driving improvements in sales
and business performance.
Campbell‟s partnered with TalentGuard to build a formal career path program and a set
of career transition success stories to improve engagement, speed of employee
development and retention.

• The Solution – Map the Possibilities

Campbells Soup Career Pathing Map
TalentGuard collaborated with the Campbell‟s HR team to identify the top 15 hard-to-fill
and high turnover roles across the Americas and Canadian Retail Sales organization. A
hard-to-fill role was any role that required specialized skills or education, and took more
than six months to fill. A high turnover role included any role within the Retails Sales
organization that was over 30% churn annually.
TalentGuard‟s approach ensured clear career paths were available for any employee,
from any background. Campbell‟s conducted an assessment of competencies across all
job roles to identify synergies and gaps between other roles and the 15 core roles.
TalentGuard reviewed the assessment and made multiple suggestions on the framework
and criteria used to assess synergies and gaps. The result was the identification of more
than 20 lateral and vertical feeder opportunities for each of the 15 core roles, as well as
next role progression opportunities.
Since brand is a huge factor at Campbell‟s, TalentGuard wanted to ensure that their
strong brand carried through all of the career development initiatives. TalentGuard met
with the Campbell senior leadership team to discuss their vision for how they envisioned
the brand be integrated into all deliverables.
Several electronic and paper-based deliverables were delivered to Campbell‟s for the
Career Pathing program:
Unique and highly branded visual career maps for each of the core roles demonstrating
all possible progression paths
Wall-size graphics of each of the career path maps for personalized mentor sessions
Branded visual map templates for use by employees in building their own custom career
path
Career spotlight talent profiles demonstrating key employees various career progression
maps at Campbell‟s starting from their days as an early recruit to senior leadership
positions
Framework for automating career pathing framework with TalentGuard‟s Career Path
Software

48
• The Results – A Clear Vision
Campbell‟s unveiled the career pathing project at their national sales conference and held
an entire session on the new Career Path model. Since that time, employees have each
identified 3 roles of interest and are collaborating with managers on specific development
plans. With this information, Campbell‟s can now begin to develop a formal succession
plan to build the next generation workforce.
The Human Resources department received stellar feedback on the initiative and the
company is rolling it out to all other departments. Managers now have deeper knowledge
of different job roles, each employee has their own IDP (Individual Development Plan)
and managers are better equipped to engage in relevant career development discussions
with their employees.
It is still too early to provide metrics on the number of vertical and lateral moves and
retention because the program is still in 12-month metric evaluation phase, but the results
look promising.
TalentGuard created a compelling career pathing program that makes it clear to our
employees how they can grow their career internally, what skills need to be developed
and how long it takes a typical employee to progress from role-to-role.

 CASE STUDY: CAREER DEVELOPMENT AT KELLOGG'S

• Career development is the process used to create opportunities for employees'

professional interests and capabilities and to help meet current and future business needs.
• Career development at Kellogg's is becoming a more formalized process. The changes for
2004 are subtle and include:
• A new required form (Employee Profile) need to be completed by all Kellogg's non-
production employees. The Employee Profile provides a snapshot of an employee's
career, including biographical information, work experiences, development plans, and
assessment on leadership competences and K-values.
• The Individual Development Plan (IDP) has been incorporated into the Employee Profile.
It includes an overview of employee development for current accountabilities and future
career opportunities.All people managers have a Performance Management Plan (PMP),
which concerns their accountability for the development of employees.

Development is a critical process because:

 Change seems to be occurring at a faster rate than ever and employees must learn
to change and adapt quickly.
 Relying solely on employees' current capabilities would place the company at a
competitive disadvantage.

49
  Recent survey data indicated that Kellogg's employees have an interest in
development.
 Focused development builds stronger teams and attracts and retains the best and
brightest talent.

What is an effective development plan?

Development requires more than just identifying the areas or competences that are
going to be developed. Just like a project at work, development is more successful when
there is a specific plan to accomplish the change in behavior. Employees will have better
success in development if their plan:
- is tied to their PMP accountabilities;
- has relevance to the business needs;
- is limited to three or four areas for development;
- has specific development actions required for each area;
- consists of primarily experience-based development actions;
- identifies the resources and support needed for each development action;
- specifies a date for completion.
Kellogg's philosophy is that the manager and the employee share responsibility
for an employee's development. The employee is responsible for keeping skills current
and developing skills for future opportunities. Managers make sure employees'
expectations are realistic and opportunities to grow are offered and supported.

Manager's and employee's responsibilities for employee's development

Manager's role Employee's role

Review Employee Profile; Take responsibility for own career;
Complete the manager's page of the Perform well in current role;
Employee Profile; Complete the employee page of the
Review previous feedback and Employee Profile;
development; Clarify career interests;
Consider possible development actions; Determine realistic career goals;
Understand what is required to make Learn more about position requirements;
development more successful; areas to focus on;
Consider possible development; Plan activities to improve in those areas;
Create key messages to share Schedule meeting with manager for career
with employee in meetings; discussion;
Check with employees intermittently to Send all relevant materials to manager
ensure they are pursuing development; (e.g. self-assessment);
Provide resources, opportunities, and Follow up with manager if obstacles are
support for development; perceived;
Offer coaching and feedback at appropriate Present manager with potential solutions;
times. Request feedback and direction.

50
 5.2 Application & Implementation of Career Development in
Indian Context
Case Study no. 1

 Infosys: supporting the career development of employees with

disability
Until recently, Infosys has concentrated on improving workplace accessibility,
processes and systems for people with disabilities. Now, however, it is focusing on
inclusion in the workplace and, in particular, on how to improve the career
development of disabled employees. Infosys conducted a study of employees with
and without disabilities in India. It used a series of interviews, group discussions and
an online survey to examine how to boost career opportunities. One of the key
findings from the study was that disabled employees felt that more needed to be done
to support their aspirations and career development. This and other findings that
emerged from the study informed the company‟s new disability inclusion, Practice
Guidelines. The guidelines were drafted following consultation with, among others,
Infosys senior management, business leaders, human resources and the employee
resource group, Infyability. They cover the recruitment, retention and advancement of
individuals with disabilities within the company. The guidelines also include a
checklist to enable departments and teams to monitor the career progression of
employees with disabilities. Infyability, which comprises employees with and without
disabilities, takes part in the quarterly review process. Its input is invaluable in
enabling the company to learn directly from the experience of disabled people, and to
help the guidelines achieve their aim.

• What Infosys has learned from drafting the Practice Guidelines:

Involving all parts of the organisation in developing guidelines is important
- The experiences of employees with disability are critical in drawing up guidelines
- Publishing guidelines and policies, which demonstrated the commitment of the
company to building an inclusive workplace, encourages employees with disability to
express their views and concerns
- Change is gradual but, already, awareness of disability issues is growing.
Departments are now more open and comfortable about discussing inclusion and
relating it to their day-to-day practice

51
• About business disability international (BDI)
bdi
a unique, global, business-led consortium working to the mutual benefit of business,
people with disabilities, and the societies and economies in which businesses
operate. It was founded by Barclays, GSK and Infosys, together with Susan Scott-
Parker OBE.

bdi enables its member companies to

diagnose and address the systemic implications of disability on their business as it
affects their worldwide customers, colleagues, potential colleagues and wider
stakeholders jointly fund a cost-effective, central resource with unique business
disability experience

bdi does this by asking:

“What does global HQ need to say and do, to enable national leaders to deliver the
consistent best practice that, in turn, delivers both business and societal benefit?”

bdi Pioneers
practical business-to-business collaboration, learning and influence, making it easier
to deliver worldwide the best practice we brand „disability confidence‟

Case Study no. 2

 Infosys Technologies Ltd.: Career Management/Organizational

Behavior
Case Details: Themes
Case Code : HROB142 Career Management / Organizational
Behavior
Case Length : 22 Pages
Period : 2009-2010
Organization : Infosys Technologies Ltd.
Pub Date : 2011
Teaching Note : Not Available
Countries : India
Industry : Information Technology / Software

 Abstract:

This case study describes the Infosys Role and Career Enhancement (iRace) initiative at
Infosys Technologies Ltd. (Infosys). It brings out how the company went in for a major

52
 restructuring initiative and the repercussions it had on the perception among people of its
being an employer of choice. The iRace initiative was meant to map positions with the
skill level of an employee. However, it led to increasing amounts of employee activism,
some of which was not favourable to Infosys.
Infosys had always been at the forefront of developing and implementing HR initiatives.
However, iRace was different - it was conceived when there was an economic downturn
and a need was felt to improve the technical competencies of the employees.

 Issues:

» Understand various issues and challenges related to career management.

» Understand the issues surrounding organizational restructuring programs.
» Bring out the importance of communication under periods of organizational change.
» Appreciate the critical role played by a company's leadership in formulating and
executing a strategic vision.
» Understand the need to moderate content on social networking sites with adequate
policies.
» Understand the need to have employee participation in setting performance appraisal
systems/ organizational changes.
» Appreciate the role of grievance handling mechanisms in service-oriented industries.
» Understand the pressure exerted by industry environment and practices in making firms
confirm to conventional approach.
» Understand the drawbacks in case a policy is applied with retrospective effect.
» Appreciate the importance of HR as a business partner in the competitive business
environment.

The challenge for HR is to groom and build the organizational capability to take on more
value-added engagements...the role of HR has now become more of a business partner."1

- Ajoyendra Mukherjee, Vice President and Head, Global Human Resources at Tata
Consultancy Services, in 2010.

"In this war for talent, Indian companies were promising promotion every two years. But
employees continue to do the same job -- they get a new designation, new salary, new
compensation, this is tricking the person."2

- Nandita Gurjar, Vice President and Head, Global Human Resources, Infosys
Technologies Limited, in 2010.

 Introduction
Infosys Technologies Limited (Infosys), considered by industry experts as one of the
most employee friendly companies to work for in India, offered some of the industry's
best training programs
The Bengaluru, India-based Information Technology company, enjoyed a strong brand
image and had world class campus facilities such as its Leadership Development Center

53
 at Mysore
The firm had won several 'employer of choice' awards
However, the employees were used to the privileges under a high growth environment
and the cuts and rationalization imposed as part of the iRace initiatives proved to be too
difficult for some of the employees to understand. The discontent was expressed in terms
of a rising attrition rate and badmouthing the company management on social media sites
and forums. Eventually, the company had to formulate and impose a social media policy
that defined interaction on social media and networking sites. Infosys also had to allocate
space within the company intranet for dissatisfied employees to voice their opinion.
Moreover, though the company continued with iRace, it decided that all subsequent
policy changes would undergo a probation period. Infosys also decided to take back some
of its experienced and capable staff through the 'green channel'.

 Background Note

Infosys was incorporated as Infosys Consultants Private Limited in 1981 by N. R.

Narayana Murthy (Murthy) and some other software professionals...

 What is iRace?

Infosys wanted to come up with a role-based career structure that fitted in with its
business requirements and the needs of its employees. Its objective was to align the
career structure with the organization's business imperatives, organizational philosophy,
and the aspirations of its employees...

 Rationale for iRace?

Experts were of the opinion that Infosys's stand was reflective of the changing HR
dynamics in the Indian IT industry itself. They pointed out that earlier, the game had been
all about hiring in large numbers and this had given rise to jokes such as 'trespassers will
be recruited'...

 Seething Discontent?

Ravichandar cautioned that the entire exercise represented a massive change in the
mindset for the employees, which could be disruptive for organizational harmony. Hence,
the success of policies like iRace depended a great deal on how they were designed and
executed...

 Full Steam Ahead?

Regarding what seemed to have gone wrong with the iRace initiative, Pai remarked, "We
were trying to introduce a deep domain-centric system in the organization. But we have
realized that there were some communication issues...

54
 5.3 Presentation & Analysis of data at organizational level

A Career with Apollo

- Become a part of a "Great Workplace" – as recognized by Global HR Experts
time and again
- Belong to the growing healthcare services industry which is poised to grow at an
estimated annual rate of 19 per cent to reach USD 280 billion by 2020
- Contribute to a profession which is
considered to provide the highest
job satisfaction
- Be one amongst the 70000+ strong
family of Apollo hospitals
- Identify with a noble cause which
has earnedthe trust of 37 million
patients & aspiring towards
touching a billion lives
- Live the success story of
"Excellence - Expertise -Empathy"
scripted by our Chairman's
unflinching passion to bring
healthcare to the reach of every
individual
- Join the pioneer in integrated
healthcare delivery in India
involved in 31 years of healing
- Contribute to Apollo's vision to make India a global healthcare destination

Voice of the Apolloittes

- Apollo is a great place to work. It feels great to be part of the Apollo family. Apollo is an
environment which tolerates differences in opinion and encourages people to give
innovative ideas to contribute to the growth of the organization.
Dr. T. Srinivas Reddy
Group Director, Medical Education, Hyderabad

- I feel happy and privileged, being part of this great institution. During my tenure of last
30 years, I witnessed the growth of both my organization and my career. Apollo is an
institution where you will be inspired, feel energized and be happy. I am proud to say that
Apollo has enriched so many lives including mine.
Mervin K
General Manager, Human Resources, Chennai

55
- To me, Apollo Hospitals means a passion that energizes a feeling of shouldering a great
vision and an opportunity of doing your part in healing the world - absolutely powered by
a blessed visionary, our Chairman. What can be more rewarding than when an
organization gives you such empowerment to deliver and where every day is a new day,
where we get to think not of narrow geographical boundaries, but of the entire world!!
Jithu Jose
General Manager, International Patient Services, Chennai

- It is a great institution where nurses are respected on par with doctors. And the best thing
is that this organization does not look for experience and age of employees - they believe
in best performance and gives a chance to youngsters- which other organizations
don‟t do.
Simmy Rajan
Learning Officer, Nursing Education, Delhi

- I feel proud and privileged to be an employee of Apollo because, more than any pay that I
am offered, I get a chance to be of service to mankind and that is the greatest gift of all.
P Palanivel
Deputy General Manager, Engineering, Madurai

Apollo Careers
Apollo careers is a website of Apollo Hospitals for career opportunities
Currently there are 10000+ Nurses, 7000+ Doctors, 5000+ Allied Health professional,
12000+ Support services, 5000+ administrative services working with Apollo Hospitals
in all over India.
This website provides a chance to people to be a part of Apollo Hospitals Family.
Apollo Careers provides following facilities:

 Join Our Talent Pool  Why Work Here

- Job Search - Values, Culture, HR Vision &
- My Profile Mission
 Career Areas - HR Awards & Achievements
- Administrative Services - A career with Apollo
- Support Services - Advantage of HR at Apollo
- Allied Health Professionals - Voice of the Apolloittes
- Nurses - Rewards & Benefits
- Doctors - Our Locations
 Career Guidance
- Group Brands
- Interview Tips
- Our Hiring Process
- Resume Advice
https://www.apollohospitals.com/careers/index.html

56
 Career Development at Apollo Hospitals Enterprises Ltd.

*Internal Job Post (IJP)*

57
 Career Development at Apollo Hospitals Enterprises Ltd.
- Internal Job Post (IJP) is a concept introduced in Apollo Hospitals Enterprises
Ltd. for the implementation of Career Development at workplace.
- Through this system, existing employees of the establishment may get better
career options according to their skills & competencies, within the establishment.
- Career Development concept is implemented in the Hospital through this IJP
system by creating job opportunities within the hospital for the existing
employees
- The procedure of Internal Job Posting System is as follow:

internal Job Vacancy

Applications for the job vacancy

Eligibility Criterion

Five interview Levels

COO, QM, NS, HR, IT

Approved-Posting / Rejected

Induction

 Receiving Applications for the vacant post:

Existing employees who is working in the organization have a right to apply for the
vacant post in establishment in a specific form and eligibility criterion which set up by
the organization.

 Eligibility Criterion:
Example of eligibility criterion are as follows:
In case of Nursing department
• For Post of Infection control Nurse
Experience : minimum 2 years as Staff nurse

• For the post of Nursing Educator

Experience : minimum 2 years as Staff nurse

58
 • For the post of Nursing Supervisor
Experience : minimum 5 years as Staff nurse

 Five Levels of Interviews:

Applications received are screened by HR department with the help of nursing supervisor
on the basis of eligibility criterion along with past performance records for the
prospective candidate.
Afterwards HR department initiates the Five levels of interview rounds in an
establishment
Interviewers and their focus of interview as follows:
Interviewers:
- Chief Operating Officer(COO) [All round interview]
- Human resource Manager [Past performance]
- Nursing Superintendent [Nursing related skills]
- Head of Information Technology Department [Computer skills]
- Quality Manager [Administration skills]
Checklist for the interviews:
 Communication skills
 Clinical skills
 Administration skills
 Demonstrations
 Past performance records
 Computer knowledge and skills (typing, presentations, etc.)
 Bed side performance
 Other required criterions

 Evaluation of interview scaling rates and Approval or rejection:

On the basis of interview scaling rates assigned by the interviewers, HR department
conduct final interview regarding approval or rejection of the candidate. If approved,
salary, job description, induction programme etc. are discussed and finalized by HR
department.

 Induction:
And also proper Induction as well as training & development activities, are conducted by
the establishment, which are oriented towards career development and growth of existing
employees.
Depending on the post, Induction period, training needs, focus areas of induction etc. are
prepared and designed by the department.
Pre and post induction performance is evaluated by HR department with the help of Head
of the Department of the respective post.

59
 Structure of Nursing Department:

Nursing Superintendent

Nursing supervisor

Infection Control Nurse and Nursing Educator

All incharges

Senior Staff Nurse

 Apollo Hospitals Enterprises Ltd. Career Development Case Study: career

growth and culture that nourishes and nurtures
• Case Study 1:
Name: Ms. Shabana Bhoyar
Current Job: Staff Nurse (ICU)
Job Section/ Description: liver Transplant, Kidney Transplant
Current job experience: 3 years

On a date 10/01/2020, job vacancy for the post of “Nursing Educator” was available in
the hospital which initiated the process of internal job posting system by HR dept.

Job description of Nursing Educator:

Creating and teaching modules for new or fresher staff nurse, conducting training
about computerized system, on the job training, off the job training, Bed side
training, pre and post assessment, evaluation of trainings, managing all thesis

Ms. Shabana Bhoyar gave the application for the post of Nursing Educator through email
along with her resume.
The eligibility criterion for the post of nursing educator was at least 2 years‟ experience
as staff nurse which was fulfilled by the Ms. Shabana.
After screening number of applications for the post for which Ms. Shabana also got
shortlisted, HR dept. initiated five level interviews round.
Ms. Shabana had passed all the rounds of internal job posting system successfully and
became Nursing Educator of the hospital from date 30/01/2020
Proper induction programms was held for a period of 15 days for Ms. Shabana Bhoyar,
Nursing Educator.

60
 Chapter 6 : Conclusion, Recommendation,
Suggestion
As per observation of the dissertation project report at company and data analysis
Following Conclusion, Recommendations and Suggestions drown.

6.1 Findings of the study

Following are the findings of the study:

1. Career Development in Apollo Hospitals Enterprises Ltd. is Averagely good.

2. Employees are familiar with Career Management in establishment.
3. Proper step by step procedure is followed for analyzing employees‟ competencies
and growth area.
4. Career development ensures that the employee is well developed before he moves
up the next higher ladder in the hierarchy.
5. Career development focuses on future opportunities.
6. The main objective of career development is to ensure that people with appropriate
qualifications and experiences are available when needed.
7. Career development system is working towards a correct way.
8. A career development system helps organization in making better use of employee
skills.
9. Career development in Apollo hospital Enterprises Ltd. helps both employees and
organization to understand what is feasible for them and how they can achieve
their goals.
10. A career development- Internal Job Posting system helps for enhancing the career
satisfaction of existing employees.
11. Previous data is properly maintained at establishment for future references.

61
 6.2 Conclusion of the study
Following are the conclusions drawn after studying Career Development Implementation
Process at Apollo Hospitals Enterprises Ltd. Nashik

1. Career development ensures that the employee is well developed before he moves
up the next higher ladder in the hierarchy.
2. Varieties of Career and growth opportunities are available for all the employees in
establishment.
3. Career development focuses on future opportunities, it has essentially a long-term
orientation.
4. A career development system helps organization in making better use of employee
skills.
5. The main objective of career development is to ensure that people with appropriate
qualifications and experiences are available when needed.
6. Career development in Apollo hospital Enterprises Ltd. helps both employees and
organization to understand what is feasible for them and how they can achieve their
goals.
7. A career development- Internal Job Posting system helps for enhancing the career
satisfaction of existing employees.

62
 6.3 Suggestions of the study

Following are the suggestions of the study:

1. Apollo Hospitals Enterprises Ltd. should improve the effectiveness of Internal Job
Posting System.

2. Apollo Hospitals Enterprises Ltd. should obtain relevant information about

individual employees‟ interests and preferences.

3. Internal Job Posting system is depending on mindset of employees whether to

apply or not. But Apollo Hospitals Enterprises Ltd. Should try to focus those
employees‟ career options as per their competencies should be properly
communicated with those employees. So that employees will explore their
capabilities and career.

4. Career development in Apollo Hospitals Enterprises Ltd. is should be individual

oriented also rather than only organization oriented.

5. Career opportunities are available for employees only when vacancy is available.
But establishment should do proper career planning, opportunities through
promotions, developing employees through training and development etc.

63
 Annexure
Bibliography

Books:
Serial Edition
Book Name Author Name Publication
No. Year
1 Essentials of HRM P. SUBBA RAO 2006 Himalaya Books
Competency mapping
2 Arati Oturkar 2014 Nirali Prakashan
and career development
New age international
3 Research Methodology C.R. KOTHARI 2015
publishers
Personnel & human Himalaya publication
4 P. SUBBA RAO 2010
resource Management house
Human resource
5 S.S.Khanka 2003 S.Chand
management

Websites:
Year of
Sr
Author name Topic name pubica- Link
no.
tion
Career development in
Harrison, https://www.ericdigests.org/pre-
1 the workplace. Eric 1989
Cheryl 9212/career.htm
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