A study on career planning and development of employees in HR

domain
Submitted in partial fulfillment of the requirements for the award of

BACHELOR OF BUSINESS ADMINISTRATION IN

HUMAN RESOURCE MANAGEMENT(HRM)

Submitted by

VANAJA.G
ENROLMENT NO: RV17B0068

Under the guidance of

ROOPASHREE MAM

1
 NMKRV COLLEGE FOR WOMEN

ANTONOMUS UNIVERCITY

BANGALORE -560068

2016-2020

2
 ACKNOWLEDGEMENT

First and foremost, I thank the Almighty God.

I express my sincere thanks to the managers of banks for granting permission to conduct my
project work in his esteemed concern and for helping and providing various information and
data.

I wish to convey my sincere gratitude to ROOPASHREE MAM for showing proper

direction and giving valuable advice and suggestions for varying and completing this project
work.

My sincere thanks are due to all the respondents who have helped and cooperated with me
during the course of my survey.

I am also remembering with deep appreciation and gratitude the encouragement and help
received during the preparation and completion of this project work from my beloved family
members and friends.

VANAJA.G

3
 CERTIFICATE OF GUIDE

This is to certify that the project work titled “A Study on career planning and development
in HR Domain” is a bonafide work of VANAJA.G Enroll NORV17B0068 carried out in
partial fulfillment for the award of degree of BBA HRM of ANTONOMUS UNIVERSITY
under my guidance. This project work is original and not submitted earlier for the award of
any degree/diploma or associate ship of any other university/institute.

Signature of guide

Guide’s academic qualification,

Designation and experience

4
 STUDENT’S DECLARATION

I, Ms.Vanaja.g hereby declare that the Project Work titled “A Study on Career planning
and development of employees in HR domine is the original work of mine and submitted to
the Antonomus University in partial fulfillment of requirements for the award of Bachelor of
Business Administration in Human Resource Management. Moreover it is a record of
original work done by me under the supervision of Roopashree mam. The information in the
project will be kept confidential as this information is for internal project work of antonomus
University and it will not be used or circulated for external use.

Enroll No: RV17B0068

Date

Signature of the student

Vanaja.g

5
 TABLE OF CONTENTS

CHAPTERS PARTICULARS PAGE NO

Chapter –1 INTRODUCTION OF HR

Chapter –2 RESEARCH DESIGN

Chapter –3 COMPANY PROFILE

Chapter –4 DATA ANALYSIS AND INTERPRETATION

Chapter -5 FINDINGS,SUGGESSIONS AND CONCLUTIONS

Chapter -6 QUESTIONNAIRE
Bibliography

6
 LIST OF TABLE

TABLE NO PARTICULARS PAGE NO

4.1 Data classification 31

4.2.1 Attaining objectives 32

4.2.2 During work thou dislike 33

4.2.3 giving abilities to organization 34

4.2.4 Coming their job on time 35

4.2.5 Usage of skills 36

4.2.6 Involved in lot of activities 37

4.2.7 Position offering comfortable fit 38

4.2.8 Awareness about career planning 39

4.2.9 Freedom to do their job 40

4.2.10 Risk taking in job 41

4.2.11 Oppurtunities for advancement 42

4.2.12 Reward and reconization 43

4.2.13 Employee encouragement 44

4.2.14 Team spirit 45

4.2.15 Rule and regulation 46

4.2.16 Required facilities provided 47

4.2.17 Safe working environment 48

4.2.18 Decision with superior 49

7
 4.2.19 Clean and hygiene work place 50

4.2.20 Process of performance appraisal 51

4.2.21 Change in job 52

4.2.22 Objectives 53

4.2.23 Training provided 54

4.2.24 Knowledge sharing 55

4.3.1 Chi-square test 56

4.3.2 Observed frequency 57

4.3.3 Expected frequency 57

4.3.4 Chi-square test 58

4.4 Weighted average 59

8
 LIST OF CHARTS

CHART NO PARTICULARS PAGE NO

4.1 Data classification 31

4.2.1 Attaining objectives 32

4.2.2 During work thou dislike 33

4.2.3 giving abilities to organization 34

4.2.4 Coming their job on time 35

4.2.5 Usage of skills 36

4.2.6 Involved in lot of activities 37

4.2.7 Position offering comfortable fit 38

4.2.8 Awareness about career planning 39

4.2.9 Freedom to do their job 40

4.2.10 Risk taking in job 41

4.2.11 Oppurtunities for advancement 42

4.2.12 Reward and reconization 43

4.2.13 Employee encouragement 44

4.2.14 Team spirit 45

4.2.15 Rule and regulation 46

4.2.16 Required facilities provided 47

9
 4.2.17 Safe working environment 48

4.2.18 Decision with superior 49

4.2.19 Clean and hygiene work place 50

4.2.20 Process of performance appraisal 51

4.2.21 Change in job 52

10
 4.2.22 Objectives 53

4.2.23 Training provided 54

4.2.24 Knowledge sharing 55

11
 Chapter -1

12
 Career planning and development

INTRODUCTION OF HR

Human Resource Management (HRM) is an operation in companies designed to maximize

employee performance in order to meet the employer's strategic goals and objectives. More
precisely, HRM focuses on management of people within companies, emphasizing on
policies and systems.
In short, HRM is the process of recruiting, selecting employees, providing proper orientation
and induction, imparting proper training and developing skills.

HRM also includes employee assessment like performance appraisal, facilitating proper
compensation and benefits, encouragement, maintaining proper relations with labor and with
trade unions, and taking care of employee safety, welfare and health by complying with
labor laws of the state or country concerned.

13
Overview of HR:
Introduction of HR
Human resource management is a process of bringing people and organization
together so that the goals of each are met.it tries to secure the best from people
by winning their whole hearted cooperation. In short ,it defined as the art of
procuring ,developing and maintaining competent workforce to achieve the
goals of an organization in an effective and efficient manner.

We often hear the term human resource management, employee relations and personnel
management used in the popular press as well as by Industry experts. Whenever we hear
these terms, we conjure images of efficient managers busily going’/ about their work in
glitzy offices. In this article, we look at the question “what is HRM?” by giving a broad
overview of the topic and introducing the readers to the practice of HRM in contemporary
organizations. Though as with all popular perceptions, the above imagery has some validity,
the fact remains that there is much more to the field of HRM and despite popular depictions
of the same, the “art and science” of HRM is indeed complex. We have chosen the term “art
and science” as HRM is both the art of managing people by recourse to creative and
innovative approaches; it is a science as well because of the precision and rigorous
application of theory that is required. As outlined above, the process of defining HRM leads
us to two different definitions. The first definition of HRM is that it is the process of
managing people in organizations in a structured and thorough manner. This covers the
fields of staffing (hiring people), retention of people, pay and perks setting and management,
performance management, change management and taking care of exits from the company
to round off the activities.

14
 1. 4. What is HRM? Human Resource Management (HRM) is the function
within an organization that focuses on recruitment, management , and
providing direction for the people who work in the organization. It
deals with issues related to people such as compensation, hiring,
performance management, organization development, safety, wellness,
benefits, employee motivation, communication, administration, and
training.
2. 5. What do HR Managers Do? Human Resource professionals create
systems for managing employees that support an organization’s overall
strategy. To accomplish this they Analyze and design jobs. Forecast
supply and demand for workers. Ensure legal compliance. Implement
affirmative action plans. Recruit and select candidates to fill open
positions. Train and develop employees to meet current and future job
demands
3. 6.  Manage employee performance and career progress. Develop basic
pay structures. Create incentive plans. Administer benefit programs.
Assure employees safety and health. Retain employees. Improve
employee morale. Reduce turnover and carry out disciplinary actions,
all while applying constantly evolving technology.
4. 7. HRM Functions There are seven main functions of HR . . Manpower
planning Recruitment and selection of employees Employee
education, training and development Compensation &Benefits
(Employee motivation) Performance Appraisal (Employee evaluation)
Industrial relations Provision of employee services (safety &Health
Benefit)
5. 8.  Manpower planning is the process of determining manpower
requirements and the means for meeting those requirements in order to
carry out the integrated plan of the organization. It is a double –edged
weapon . if used properly ,it leads to the maximum utilization of human
resources , reduce excessive labour turnover and high absenteeism ,
improve productivity and aid in achieving the objectives of an
organization.
6. 9. Recruitment &Selection Recruitment is a process of identifying and
hiring best-qualified candidate (from within or outside of an
organization) for a job vacancy, in a most timely and cost effective
manner. The process begins when applications are brought in and ends
when the same is finished. The result is a pool of applicants, from
where the appropriate candidate can be selected.
7. 10. Recruitment cycle Identify Vacancy Conduct Interview Prepare Job
&Decision Description making Arrange Advertising interview the
Vacancy Managing short listing the response
8. 11. Source of Recruitment Internal source .. Transfer Promotion
Upgrading Demotion Retired employee Retrenched employee
Employee reference
9. 12.  External source Advertisement (print media ,mass media)
Educational institutions Placement agencies/outsourcing Job portals

15
 (Naukari .com, monster .com) Employment exchange Labour
contractors Unsolicited applicant Employment at factory gate
10. 13.  Selection involves the series of steps by which the candidates are
screened for choosing the most suitable persons for vacant posts.
11. 14. Training & Development Training is a process of learning a
sequence of programmed behavior. It is a act of increasing the
knowledge and skills of an employees, for performing a particular job.
Newly recruited employees require training so as to perform their task
effectively. Instruction , coaching, guidance helps them to handle jobs
completely, without any wastage . Development is a long -term
educational process utilizing a systematic and organized procedure by
which managerial personnel learn conceptual and theoretical
knowledge for general purpose.
12. 15. Performance Appraisal Performance appraisal may be defined as a
structured formal interaction between a subordinate and supervisor,
that usually takes the form of a periodic interview (annual or semi-
annual), in which the work performance of the subordinate is examined
and discussed, with a view to identifying weaknesses and strengths as
well as opportunities for improvement and skills development. Its rates
the employees in terms of their performance It is necessary to
understand each employee’s abilities, competencies and relative merit
and worth for the organization. It may be half yearly or yearly report .
13. 16. 360 degree performance appraisal The 360 degree appraisal is the
appraisal given by peers, subordinates ,workers , head of the
department etc, that means the appraisal given from all the people
working in the organisation . In short The half yearly or yearly report of
work schedule goes from company to head quarter of all the workers
performance is the appraisal it contains all the promotion ,demotion,
and other activities related to the performance..
14. 17. Pay Roll The term payroll encompasses every employee of a
company who receives a regular wage or salary or other compensation.
Payroll refers to the administration of employees salaries, wages,
bonuses, net pay, and deductions. It consist of the employee ID,
employee name, date of joining, daily attendance record, basic salary,
allowances, overtime pay, bonus, commissions, incentives, pay for
holidays, vacations and sickness, value of meals and lodging etc. There
are some deductions such as PF, taxes, loan installments or advances
taken by employee.
15. 18. Figure: Components of Monthly Payroll Figure: Components of
Annual Payroll
16. 19. Compensation & Benefits Compensation is the remuneration
received by an employee in return for their contribution to the
organization. It is an organized practice that involves balancing the
work-employee relation by providing monetary and non-monetary
benefits to employees. Compensation is an integral part of human
resource management which helps in motivating the employees and
improving organizational effectiveness.
17. 20. Components of Compensation System Pay Structure Job Salary
Analysis Surveys

16
 18. 21. Two types of compensation given by any Organization Direct
compensation Indirect compensation
19. 22. Employees Benefits Benefits in kind (also called fringe benefits,
perquisites, perks) are various non-wage compensations provided to
employees in addition to their normal wage or salaries, Where an
employee exchanges (cash) wages for some other form of benefit, this
is generally referred to as a salary sacrifice arrangement.. Some of
these benefits are: Housing (employer-provided or employer-paid),
Group insurance (health ,life ,etc.) Disability income & protection,
Retirement Benefits
20.23.  Reimbursement, Seek leave, Vacation (paid and non-paid), Social
security , profit sharing ,funding of education, and other specialized
benefits. Perk-refer to those benefits of a more discretionary nature.
Often, perks are given to employees who are doing notably well and/or
have seniority. Common perks are Take –home vehicles, hotel stays
Free refreshments, leisure activities on work time (golf etc.), stationary
allowances
21.24. HR Roles and Responsibilities in changing Environment The HR
Roles and Responsibilities needs to react to this basic request by the
organization to keep the level of the satisfaction. Nowadays, the HRM
has to deliver even more. The HR Roles and Responsibilities have to
take the high level recognition of the organization and they need to be
adjusted to make a full fit. The HR Roles have to be adjusted to: keep
HRM Function focused on tracking and implementing new trends in the
industry. keep HRM Function focused on helping the line management
to implement improvements. keep HRM Function focused on
operational excellence. keep HRM Function responsible for developing
the Human Capital potential in the organization.
22.25.  The HR Responsibilities have to be adjusted to: Demonstrate the
Line Management the will to keep the responsibility for the Human
Capital costs keep the competitive advantage on the market (and not
just the job market) Demonstrate the will to drive the main HR
Processes to keep the organization in the excellent health. keep HRM
Function supporting the Business Strategy to reach the business
initiatives. keep HRM responsible for the tasks resulting from the
Business Strategy

17
18
19
20
The Scope of HRM:

The scope of HRM is very wide. It consists of all the functions that come under the
banner of human resource management. The different functions are as follows −

Human Resources Planning

It is the process by which a company identifies how many positions are vacant and
whether the company has excess staff or shortage of staff and subsequently deals
with this need of excess or shortage.

21
Job Analysis Design

Job analysis can be defined as the process of noticing and regulating in detail the
particular job duties and requirements and the relative importance of these duties
for a given job.
Job analysis design is a process of designing jobs where evaluations are made
regarding the data collected on a job. It gives an elaborate description about each
and every job in the company.

Recruitment and Selection

With respect to the information collected from job analysis, the company prepares
advertisements and publishes them on various social media platforms. This is
known as recruitment.
A number of applications are received after the advertisement is presented,
interviews are conducted and the deserving employees are selected. Thus,
recruitment and selection is yet another essential area of HRM.

Orientation and Induction

After the employees are selected, an induction or orientation program is

organized. The employees are updated about the background of the company as
well as culture, values, and work ethics of the company and they are also
introduced to the other employees.

Training and Development

Employees have to undergo a training program, which assists them to put up a

better performance on the job. Sometimes, training is also conducted for currently
working experienced staff so as to help them improve their skills further. This is
known as refresher training.

Performance Appraisal

After the employees have put in around 1 year of service, performance appraisal is
organized in order to check their performance. On the basis of these appraisals,
future promotions, incentives, and increments in salary are decided.

Compensation Planning and Remuneration

Under compensation planning and remuneration, various rules and regulations

regarding compensation and related aspects are taken care of. It is the duty of the
HR department to look into remuneration and compensation planning.

22
Features of HRM

Human Resource Management as a discipline includes the following features −

 It is pervasive in nature, as it is present in all industries.

 It focuses on outcomes and not on rules.

 It helps employees develop and groom their potential completely.
 It motivates employees to give their best to the company.
 It is all about people at work, as individuals as well as in groups.
 It tries to put people on assigned tasks in order to have good production or
results.
 It helps a company achieve its goals in the future by facilitating work for
competent and well-motivated employees.
 It approaches to build and maintain cordial relationship among people
working at various levels in the company.

Basically, we can say that HRM is a multi-disciplinary activity, utilizing knowledge and
inputs drawn from psychology, economics,etc.

Definition of HR

William R. Tracey, in "The Human Resources Glossary," defines Human

Resources as: "The people that staff and operate an organization," as
contrasted with the financial and material resources of an organization.

A human resource is a single person or employee within your organization.

Human resources refer to all of the people you employees.

Meaning of HR:

Human resources HR is the department with in a business that is responsible for all
things worker related that includes recruiting ,seleting, hiring, onboarding, training,
promoting, paying and firing employees and independent contractors.

Branches of HR
The different departments within Human Resources are:

23
 1. Recruitment or Talent Acquisition: This team is responsible for the man power
planning by determining the company’s staffing requirements, sourcing, conducting
interviews, recruiting, Onboarding.
2. Training & Development: Responsibilities of this team begins with employee
induction, and also conducts ongoing training & development programs as per the
company/ technical requirements.
3. Employee Engagement: This team addressees the employee grievances, take
care of all the fun activities like team outing, ethnic day, festival celebrations etc. ,
rewards & recognition programs.
4. HR Business Partner: This team is responsible for aligning for
aligning business objectives with employees and management in
designated business units. The position serves as a consultant to management
on human resource-related issues.
5. HR Generalist: This team handles performance appraisal, salary hikes,
promotions, perks, compensation & benefits, payroll.
Apart from these there is a concept called HR Shared services which provide any HR-
related service, from payroll outsourcing, to HR advisory and consultation services, to
even HR software solutions.

24