“A STUDY ON THE IMPACT OF CAREER DEVELOPMENT ON

EMPLOYEE RETENTION’’

A mini project submitted in partial fulfillment of the requirements for the award of the
Degree of

MASTER OF BUSINESS ADMINISTRATION OF

BANGALORE NORTH UNIVERSITY

BY
ROYSON K WILSON

REG NO: MB201524

Under the guidance of

Asst.Prof. KISHORE KRISHNAN

SJES COLLEGE OF MANAGEMENT STUDIES,

MEDAHALLI, BANGALORE -49
2022
 DECLARATION

I, ROYSON K WILSON (Reg no: MB201524), hereby declare that the project work
entitled ‘‘A STUDY ON THE IMPACT OF CAREER DEVELOPMENT ON THE
EMPLOYEE RETENTION” is an original study carried out by me, under the guidance
of Prof. KISHORE KRISHNAN. This project report has not been submitted earlier
either to this university/ institution or any other body for the fulfilment of the requirement
of a course of study.

LOCATION : BANGALORE NAME : ROYSON K WILSON

DATE : REG NO : MB2015214

 ACKNOWLEDGEMENT

I hereby express my profound gratitude to all those who have been instrumental in the
preparation of the project report.

First, I thank God almighty for all care He showed to me and continued showing his grace
and blessing till the end.

This project is a product value insight, facts and experience I had with various people.

I express my sincere thanks to our beloved principle DR. B. LAKSHMA REDDY, SJES
COLLAGE OF MANAGEMENT STUIES, BANGALURU, for providing with my
academic support.

I am also thankful to Prof . KISHORE KRISHNAN faculty for his valuable guidance and
advice, which helped me in completing the project work in time. He inspire me greatly to
work on the project, his willingness to motivate me contributed tremendously to my project.

I express my deep gratitude to my parents for their encouragement. I finally thank all those
who have helped me directly or indirectly to complete this project.

PLACE : BENGALURU NAME: ROYSON K WILSON

DATE: Reg no : MB201524

 CERTIFICATE BY THE GUIDE

This is to certify that the mini project report “ A STUDY ON THE IMPCAT OF CAREER

DEVELOPMENT ON EMPLOYEE RETENSION’’ presented by Mr. ROYSON K

WILSON, Reg no : MB201524 to Bangalore North University, Bangalore for the award of the degree
of MASTER OF BUSINESS ADMINISTRATION was prepared under my guidance

LOCATION : BANGALORE Prof. KISHORE KRISHNAN

DATE : Signature
 TABLE OF CONTENTS

Chapter PARTICULAR PAGE NO

No
List of Tables

List of Figures

1. INTRODUCTION 1
1.1 Overview 2
1.2 Current Human Resource 3
Environment in
India
1.3 Career Development 4

1.4 Employee Retention 7

1.5 Frame Work for Study 9

2 REVIEW OF LITERATURE 11
&RESEARCH DESIGN
2.1Introduction 12
2.2Book review 12
2.3Problem statement 18
2.4Reserch objective 19
2.5Hypothesis 19
2.6Methodology 19
2.7 Scope for the research 21
2.8 Limitations of the research 21
2.9Job description job development 21
2.10Chapter plan 22
 3 ORGANISATIONAL STUDY 24
3.1. Company profile 25

3.2. Service provided 28

3.3 Organizational structure 30

3.4. Analysis of the company SWOC 30

3.5 Costumer and company environment 32

3.6. Competitors of the company 33

4 ANALYSIS AND INTERPRETATION 34- 40

5 41
FINDINGS,
RECOMMENDATION,
CONCLUSION

Summary of Findings 42
Conclusions 43
Suggestions 44

REFERENCES 45-55
APPENDICES- QUESTIONNAIRE
56
Bibliography
 ABSTRACT

Human resource management is an important tool for the whole organization to develop staff and retain
the most important employees in the organization for a long time. Therefore, this study aims to identify
the Impact of Job Development on Staff Retention. The questionnaire was provided to 200 employees
aged 20 and over. Key data were collected using 200 sample sizes that were mathematically analyzed
using SPSS software. Subsequent tests such as Frequency Analysis, Reliability Test, One Nova Method,
Relation and Reversal were performed and the results obtained were presented. The findings of this study
show an average of 62.2% Employment Development in Retention of Staff. Therefore, Organizational
Development processes in the organization will provide a balanced life and keep the employee working
with the organization longer and improve the organizational process effectively. Therefore, the
organization should focus on promoting career development and at the same time should ensure that this
process is effective. Human resource management is an important resource for all organizations to
develop staff and retain the most important employees in the organization over thelong term. Therefore,
this study aims to identify the Impact of Job Development on Staff Retention. The questionnaire was
provided to 200 employees aged 20 and over. Key data were collected using 200 sample sizes that were
mathematically analyzed using SPSS software. Subsequent tests such as Frequency Analysis, Reliability
Test, One Nova Method, Relation and Reversal were performed and the results obtained were presented.
The findings of this study show an average of 62.2% Employment Development in Retention of Staff.
Therefore, Organizational Development processes in the organization will provide a balanced life and
keep the employee working with the organization longer and improve the organizational process
effectively. Therefore, the organization should focus on promoting job development and at the same time
should ensure that this process is effective.
 CHAPTER 1
INTRODUCTION

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 INTRODUCTION

1.1 OVERVIEW

Career development is the process of transforming a personal work plan into action to
achieve career goals. It is a process of designing and implementing policies, programs
and strategies to enable the organization to meet the needs of employees while allowing
individuals to achieve their work goals. Career development is an important aspect of
work life and personal health, people prefer to join firms that offer challenges,
responsibilities and opportunities for development. There are three keys to sharing
responsibility for employee development - employee, organization and supervisor. The
HR system is responsible for designing and developing an effective system for improving
the performance of their organization.

Helping employees build their work shows respect for them. It shows that their work is
appreciated and employers are concerned about their professional growth. Aim aimed at
supporting the development of employees' work that encourages and results in greater
productivity. Job development is important for workers and employers. The concept of
job development is a growing issue of organizational concern. The organizational
structure is changing day by day, in which case employees and employers must be
prepared to maintain a changing environment and work effectively.

The conflict between personal and professional health leads to stress and heat leading to
inequalities in occupational health. Preparing a job development plan can help employees
maintain their work life balance as well. It helps employees manage their time more
efficiently, helps them understand their roles and responsibilities, helps them know their
work ethic, helps them communicate with professionals, helps them understand the
environment they need to develop higher support through job
development helps. to reduce their stress.
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 The working life balance and staff retention are very important to the organization. The
introduction of an appropriate career development plan can maintain these two aspects
of staffing and can increase organizational productivity and employee commitment.
Employee mobilization is an important part of the organization. The organization should
introduce work such as action plans, strategies and development programs for its
employees as a way to keep them motivated.

1.2 CURRENT HUMAN RESOURCE DEVELOPMENT IN INDIA

HR has improved significantly over the past decade. Instead of fearing what the changes mean in the HR
department or the professionals in the HR department using modern tools and technologies that enable
them to build even stronger companies. Instead of focusing on record-keeping and compliance issues,
strict HR departments spend their time improving staff performance, building a strong and attractive
corporate culture and managing talent from the recruitment process to the interview process.

Business location changes so HR location also changes. The changing environment of HR includes staff
diversity, economic and technological changes, global trade, organizational reform, changes in job and
work environment and more. Due to the increase in the number of working women it has led HR touse
flexible job planning, childcare facilities, maternity leave and paternity leave. staff plans make them feel
very happy and can increase employee engagement.

The technological change in HR is another matter of concern, today talent management and learning
management systems are used for simple hiring, trapping, training and retention processes. The
technology also helps to gather administrative feedback and simplify regular staff reviews.
Predictability algorithms are used and used to make decisions about hiring and managing employees.
Thus productivity can increase and profits can decrease. During the year 2010 a wide range of human
resources have been exploited and evolved alongside changes in the way organizations work, the way
teams are treated, the way employees place their confidence when it comes to work. With HR tech
solutions, HR departments are equipped with easily accessible information resources, including
employment data, staff statistics and KPIs performance. An organization now days that gives great
concern for finding and retaining good talent, employees with good technical skills can help develop
staff. Today the HR department is launching a number of ways to keep employees satisfied and happy,
job development is one of them.

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 1.3 CAREER DEVELOPMENT

According to Edwin Flippo, ―A task is a series of different but interrelated activities that provide
continuity, order and purpose to one's life.‖ Work development refers to a planned, planned, engaging
effort or process, leading to the same work. conspiracy between employees and the organization.

It includes two tasks of job planning and task management. Human resource development is a step taken
by companies to provide training and growth for employees .Imployment development has emerged as
an important catalyst for employee engagement and retention. The average worker in 2018stays in the
same position 50% longer than he did 10 years ago. The millennium demands for skills development
and professional development are growing

Theory of career development

Maslow developed the Hierarchy of Needs in 1940s.According to this model each of us is driven by
needs, When the lower order of physical and emotional health needs are met, then we can worry about
the higher needs associated with personal development.

Self-
actualization

self esteem

Love and Belonging

Physical needs are basic health needs that include air, food, drink, shelter. Safety and security
requirements include protection, security, order, law, limits and stability. The needs of love and others
include family, relationships, work groups and love. Requirements for respect for success, position,
responsibility and dignity. Self-esteem needs are personal growth and satisfaction needs. Self-made
people will have a quality that combines a clear view of life and puts the needs of others first
theirs.To practice something that most people strive for. It will assist you in your work and bring results
to higher performance and knowledge and make you a better contributor, employee and community

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 member. According to Maslow there are only a few who will achieve it, so the organization providessupport
for you to do it and will bring a balance of working life and retention of employees.
Bandura's Social Cognitive Theory

Importance of career development

The organization should prefer to develop its existing staff rather than hire a new person. In this
organization it is necessary to bring in career development activities to fill positions. It can reduce
company costs in the hiring process, and help employees improve their skills so that employees can go
to the next level, increasing corporate productivity as well. The downturn in economics negatively
affects workers, if workers continue to learn new skills, so the economic situation will not adversely
affect them. Ongoing changes and advances in technology and other issues affecting employees.
Employees need to keep up to date with the latest developments and to demonstrate a willingness to
accept changes. Career .Development will help employees to do just that
Benefits of job development

Benefits of career development

• Reduce staff benefits by providing growing promotional methods.

• Improves staff morale and motivation.
• Ensures better use of staff skills and provides greater satisfaction in the workplace.
• It enables employees to adapt to the changing needs of the organization, and increases the chances of
staff growth.
• Helps the employee achieve their goals within the organization.
• Promotes better communication between staff and manager
• It also enhances the company's reputation and attracts more people.

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 Strategies for career development

Education & Training

Mentoring Job Rotation

Career Development

Performance Appraisal Professional Networking

Education and Training

The business environment is changing every day and the job market is becoming more
competitive. In order to keep employees satisfied, morally healthy and competitive,
employers must provide ongoing training and training of employees. To keep employees
up-to-date with software updates, up-to-date thinking on planning and performance
improvement strategies is required for both employees and organizational development. It
can be used as one of the best storage tools. Education and training will give employees
an understanding of their responsibilities within their role, and build their confidence and
can improve their overall performance. With more training and educational opportunities
employees feel satisfied and will lead to increased productivity.

Counseling

Counseling is a process of developing a formal relationship between the younger and

higher members of an organization. Training, support, peer protection, challenging
assignments, introduction to key contacts and using specific management methods.
Counseling is also a work of psychology, imitation, counseling, evaluating ways to be
achieved later. Without development it leads to job satisfaction, dedication, retention
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 and success in the job. The Federal Express bank of America forms quad teams with
advisors and three coaches. The consultant is tasked with preparing for the change.
Participate in the mentor's learning program by directing on a regular basis, They will
evaluate the performance of teachers.
Establishing a formal mentoring program might be the smartest moves a company can make for
itself as well as for its workers personal and professional growth. The process of mentoring works
both for mentor and mentee.It increases the job involvement and satisfaction of mentor. Incase of
mentored , he feels valuable , the job satisfaction increases and there is essential transfer of
knowledge and skills.

Job Rotation
Job rotation is a movement of employees from job to job or project to project within organization.
It increases the employees interest in learning, employees can work with diverse people ,it become
more flexible and agile in their job assignments. The employees can gain knowledge and skills by
learning different jobs that require new skills and provide different responsibilities. It helps
employees to overcome the potential boredom and job dissatisfaction by having a new different
job with changed tasks and responsibilities. It gives the opportunity for employees to expand their
knowledge by working on different sector and with different people. And also they can learn about
different facets of organization and how work takes place in different job ordepartents.

1.4. EMPLOYEE RETENTION

Les Mckeown described employee retention as, ―A concerted effort by employers to create and promote
an environment that encourages current employees to remain employed by having policies andprocedures
in place that address their needs for the driver.‖ It is an organizational ability to retain employees in an
organization. It is a process in which employees are encouraged to remain an organization for a long time.
Staff retention is beneficial to the organization as well as to employees.
Retention can motivate employees, it is very important for the success of the organization. When one of
the leading employees resigned from the organization, the employers discovered a whole new set of
challenges. They need to find a replacement for that member, when a colleague walks out the door and

Page | 7
 people see and wonder if they too need a new job. It can increase employer's obligations and can affect
their productivity of the organization as well.
Learning to retain employees in an organization becomes a major concern for today’s CEO and HR. The
2014 attrition survey conducted by the company Mercer shows that there is a 5% profit since 2011.At
the end of FY 19 the Infosys expiration rate stood at 20.4%. A study from the Center for American
Progress found that the average cost of filling a vacancy was nearly 21% of her salary. This is why staff
retention is so important to an organization. The organization should develop a successful last resort
where it should take into account the entire work environment - the employer relationship in order to
please their employees. Because employees play an important role in a company, if the company can
keep its employees happy it can increase profits and contribute to the productivity and success of the
organization.

Importance Of Staff Retention

Retaining employees as long as they are good for the company is essential for a successful business. It
is important that the organization retains key employees. Every organization needs hardworking and
capable workers who can come up with things differently. Employees are one of the most important
assets of an organization. An organization
cannot survive without an important employee. It is therefore important that the organization retains
those hard-working and loyal employees in the organization.
Retaining an important employee is important to the organization. Hiring a new employee is not an
easy process. Hiring the right person is a time-consuming process. An organization invests time and
money in the preparation of individuals and makes them understand work and culture, when a person
suddenly leaves the organization, it is a total waste of time and money. Long-term employees
they know the organization well and can contribute effectively to the organization. Those employeeswho
have been in the organization for a long time are very loyal to the organization.

Job development and staff retention

An employer who does not focus on learning will lose work, engagement and retention. According to
LinkedIn 2018s 2018 Workforce Learning Report
, 93% of employees will stay longer in the company if they invest in their work. Improvement is not an
option. It shows that the employer values his people and is actively interested in their success, not just

Page | 8
 in their work but in spite of everything. Career development programs such as education, training,
mentoring, job rotation, performance measurement, professional network… not only focus on strong
staff skills, they can develop skills such as leadership, teamwork, communication and time management.
Through participation in this program employees feel motivated and have the opportunity to grow and
improve their work. Job development helps employees realize their roles
, responsibilities and location to improve. When employees feel invested
, they get involved in their roles and the staff are happier, more productive and less likely to leave the
organization. Eventually job development will develop into job satisfaction, commitment, growth,
engagement and this will eventually lead to success.

1.5 FRAME WORK FOR STUDY

The topic taken from the study is research on Employee development with employee health balance
and retention of employees. Thus job development varies independently, the balance of employee
health and retention of employees depends on variability. Therefore, it is helpful to know how job
development programs contribute to the balance of work life and retention of employees. It will also
analyze how job development contributes to increased employee engagement and engagement and to
the overall satisfaction of all employees. The research also focuses on the importance and benefits of
job development. The research conducted, has a broad range of knowledge about the various
management practices adopted in the development of staff work.

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 DEPENDENT FACTORS

Employee Retention
Job Satisfaction
Commitment
Growth

Independent Factor
Career Development

• Education and Training

• Mentoring
• Job rotation
• Professional Networking
Work Life Balance
Flexibility
Superior support
Work Environment

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 CHAPTER 2
REVIEW OF LITERATURE
&
RESEARCH DESIGN

Page | 11
 BOOK REVIEW AND RESEARCH REVIEW

2.1. INTRODUCTION

Human resource development is a step taken by companies to provide training and growth for employees
.Imployment development has emerged as an important catalyst for employee engagement and retention.
The chapter highlights research problems. This will tell us the need to do research on the impact of job
development on the balance of working life and staff retention. The chapter indicates the location of the
study. It also shows that the study was conducted by distributing a list of questions to 200 respondents.
The carefully selected sample of respondents included staff members of the age group20 and older who
work in various types of organization. The Social Scientific Mathematical Pack (SPSS) was used to
perform various parametric tests such as Frequency analysis, reliability test, standard test, correlation,
regression, One Anova method for data analysis and interpretation.

2.2. BOOK REVIEW

• (Harter), in the article Employee Analysis and Employee-Related Predictions tend to reflect better
organizational outcomes including customer satisfaction, efficiency, increased profitability, and lower
profit objectives. Compared to uneducated employees, dedicated employees gain more job satisfaction,
higher organizational commitment, and less willingness to leave the organization Strong relationships
with management and employment are a key part of the employee and retention process.

• (Voydanoff) in the article how job demands and resources were related to family conflict work and
motivation found that time-based job demands and difficulties were positively related to family conflict
work, and that boundary resources were closely related. to facilitate work and family responsibilities.

• (Kathry M.Page, Dianne Vella Brodrick) on the topic ‘what’, ‘why’ and ‘how’ about employee health
”. Starting with the ‘what’ of welfare, the structure of mental health was explored with the aimof
creating a social welfare model. It was proposed that employee well-being should have three key

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 components: subject matter, occupational well-being and psychological well-being. Following this, the
"why" of
investigated the welfare of employees. It was argued that employee well-being was essential to the well-
being of the organization, as evidenced by its links to staff change and performance. Then he was
concerned about how well welfare could be improved. It was argued that power-based development
could reliably improve the well-being of employees. A strong framework for understanding and
measuring employee well-being will promote an integrated approach to assessing and evaluating
employee well-being.

• (Peter) in the article Employee Health and Wellness Balance explains the balance of occupational
health and well-being of employees. welfare only if the person's needs are met in a given time.

• (AM Agba) under the heading Work Development and its relationship with the Commitment point
out that job development, career counseling and job opportunities have a significant impact on
employees' commitment. commitment .It also proves that job development and organizational culture
have a positive and significant impact on the performance of employees. It has been found that the
promotion of positive work has a positive and important impact on the performance of employees.

• (Tov William and David Chan) on Employee Health and its impact on productivity and labor relations.
The findings of: - Employee well-being contribute to a highly productive and innovative organization.
Research has also shown that employee well-being is closely related to customer satisfaction.

• (Sarah Holly and Alwine Mohnen) researched the Impact of working

hours with Occupational Health balance The purpose was to assess the effect on working hours of
employees in their work satisfaction. Their research results show that long working hours have a
positive effect on employee health and job satisfaction.
• (Malgorzata Kluczyk) conducted a study on the impact of occupational health on the workforce in the
private sector in Ireland which focused on assessing the impact of occupational health balance
determined by family conflict with work and social work conflict. for people employed in the private
sector
Ireland .. Research has identified the existence of negative effects of poor WLB determined by high
levels of family conflict with work and conflict with family work to family satisfaction. The study also

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 showed that the main causes of workplace conflicts were overworked hours and work schedule
fluctuations.

• (Sobia Shujaat) in the article job development and job statistics determined that there is a positive
relationship between job development and job satisfaction analyzed from what job development and
workplace show high relationships and job satisfaction meaning employees want to work for that
organization where they receive peer support and development. of their works.

• (Sahwitri Triandani, Irien Violinda Anggrianib) conducted a study on The Effect of Career Paths and
Career Planning towards Career Development among 54 employees). The result shows that the work
approach and job planning simultaneously have a major impact on Career Development. In part the most
important thing is to plan the work. Based on the findings of the study, it is recommended that the
institution consider Career Planning and Career Routes as proven Performance Impact Impact.

• (Dickson Swift.V, Fox.C, Marshall.K, Welch.N, and Willis.J) in Factors on Promoting Successful
Health at Work went well. The purpose of this paper is to inform policy on best practice principles and
to provide real-life examples of health promotion in the workplace of the Victorian region. The findings
were: foreign workers with mental / emotional health and happiness were the most rewarding places for
a health-promoting workplace. The organizational culture that supports the psychological and social
needs of employees has emerged as an important factor in the overall well-being of the employee.
Dignified personal relationships, flexible work, supportive management and communicationwere some
of the key elements in creating a healthy work environment.

• (D.Babin Dhas) in the article The Importance of Occupational Health Balance

learned that In organizations and at home, the challenge of occupational health
the balance rises high in the awareness of many employers and employees. The findings of three factors
such as global competition, personal family health standards, and older workers present challenges that
affect work / health balance. This article gives the impression that labor professionals can help their
companies implement these features through work / health efforts. The working life balance has always
been a concern for those who love the standard of working life.

• (George) in an article entitled Balance of Work as a key factor in the end, said that if there was a work
life balance, working mothers could adjust their work schedules by considering home and children- based
schedules, thus allocating time for both of them. their professional and personal lives.

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 • (Santi Rande, Yunus Rahawarin, A. Jamaluddin, Tehubijuluw Zacharias) researched Factors
Affecting The Career Development of Employees in Secretariat Office Of City Samarinda. The results
showed that the key factors affecting job development for staff in the Regional Secretariat Samarinda
are the aspect of job counseling, efficiency, and job mapping.

• (Samuel Tieku Gyansah, Hellen Kiende Guantai) in the article Job Development in Corporate and
Employee Organizations in order to promote high productivity. Career Development findings will help
to develop job management skills, Job development will help a person to identify jobs and career paths.
personalized by understanding information related to personal needs and transforming this information
into a personal work plan and maximizing productivity.

• (Meghan M. Biro) in an article entitled Developing Your Employees Is The Key To Retention it is a
clear example where employees see that the employer is interested in their growth and overall success.

• (Conrado Tapado) The article on why development plans are important and how they are implemented
shows that investing in human resource development can increase employee satisfaction,performance
and retention. It has been found that employee development programs can take many forms. They can
run from online courses to formal classroom training, Encourage employees to join local industry
groups, Provide employees with direct working opportunities with course specialists, Provide excellent
employees with easy assignments and special projects, Individual counseling and training. and
Employee and employee education.

• (Khadijetou Wane) researched the impact of job development programs on staff retention in an
international non-governmental organization in Kenya. It found that the planning of the Career Plan is
an important human resource policy for NGOs. The study concluded that career counseling is a basic
human resource policy for INGOs. The study recommended that organizations should have a strategic
plan for career development. It will allow the organization to demonstrate its commitment to building
its capacity, which benefits both the organization and the work.

• (Ravi Nagarathanam) researched the topic Impact of job development processes on staff retention at
Qatar Aviation Industry. The purpose of the study was to identify the impact of job development
processes on staff retention at Qatar Aviation Industry. The findings of the study indicate that the

Page | 15
 relationship between job development and staff retention in the Qatar Aviation industry is considered to
be average, 37.6% and statistically significant.

• (Hamed AL-sharafi, Ezani Mat, Syed Shah Alam) a study conducted on the Impact of Training and
Career Development on Personnel Retention Research Networks in Yemen. The purpose of this paper
is to investigate the effects of non-financial practices, training and career development in staff retention
in organizations within the telecommunications sector in Yemen. The results showed that training and
career development is good impact on employee satisfaction and retention. The results show the
importance of training in improving employee satisfaction and improving their final level in the
telecommunications sector in Yemen.

• (Susan M.Heathfield August 2019) in an article entitled The Importance of Acquiring a Career Balance
— And How To Do It reports that when employees meet personal, professional, and financial needs to
achieve, the working life balance can be a challenge. Findings Employers can help employeesfind a
balance between working life by establishing policies, procedures, practices, and expectations that allow
them to pursue balanced lives, such as flexible work schedules, paid vacation time, responsible travel
time and communication expectations, and company-sponsored family events and activities.

• (Joe wedgwood) in the article The Importance of Workplace Balance demonstrates, Maintaining a
healthy working life balance is not only important for health and relationships, but can also improve
productivity, and performance. The findings indicate that a break from work will give you an
opportunity to turn off and enjoy. This is important to help people improve productivity and focus
when they return to the office. Encourage small breaks throughout the day, consider installing a
playroom where people can engage and clear their minds at work.

• (Arthur Wilson,) in the article The link between the welfare and performance of the company.
Employee well-being has a significant impact on many areas of business operations. Lower life leads to
higher levels of absenteeism. Findings are health programs that include Yoga, Cycling, Fitness Program,
Free Lunch, Health Care Centers, Depression Support Services, It also found that when a physical health
program is added it will increase staff engagement and performance.

• (Sharon Florentine) in the article Staff Retention Strategy

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 top talent means Learning is the backbone of any strong organization, If learning is part of culture, it
does not stand out as something out of the ordinary. . Finding that Investing in employee education can
help retain talented employees. The need new skill sets and developing roles are needed at a rapidly
growing value, so putting a person on the path to a job without a developmental space is not just a
movement that hinders an employee’s work, but a step that reduces business Company.

• (Khadijetou Wane) researched the impact of job development programs on staff retention in an
international non-governmental organization in Kenya. It is made up of 92 international NGOs in
Nairobi Kenya. It found that the planning of the Career Plan is an important human resource policy for
INGOs. The study concluded that career counseling is a basic human resource policy for INGOs. The
study recommended that organizations should have a strategic plan for career development. It will allow
i
an organization to demonstrate its commitment to building its capacity, which benefits the organization
and the profession.

• (Robert Half) in the article career retention strategies Make it important to invest in employee
development and seek opportunities for them to grow. Some companies pay a fee and travel to work to
attend conventions or industry events each year, to provide scholarships, or to pay for advanced
education. The findings highlight the importance of job development in retaining staff.

• (Sunil Bagai) is an article on the last resort that states that the development of work for thousands of
years is very important. t. The findings are that they are more determined than previous generations to
commit themselves to achieving business goals and creating new opportunities. They value growth,
career development and purpose. Their strong emphasis on the balance of work and community life also
focuses on collaboration, collaboration, cultural growth and communication. They promote valuesthat
lead to a culture of integrity and honesty.

• (Chaithra R, Ashok Kumar R S, Dr.T.P.Renuka Murthy) researched the level of management of

working life balance in Bosch Ltd, Bangalore. Employee health balance is one of the most important
factors for employees' success. Organizations have developed various programs, policies, and programs
to help their employees achieve a balance between their work responsibilities and family responsibilities.
The study found factors such as overtime, commute to work, meetings and after-hours training have an
impact on the working life balance of employees.

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 • (Andy Romero-Birkbeck) on the importance of retaining employees, employers say they should make
them happy and meet their needs. The findings are: Provide the tools they need to improve their physical,
mental, social and financial health. Education, administrative support and local activities, Providing day
trips, organizing mental health awareness campaigns, continuous feedback, skills development programs
can inspire and motivate them.

• (Katie Horne August) in the article How both employers and employees can contribute to occupational
health inequalities learned by both employer and employee can contribute to perceived work ethic,
Allocation of unlikely tasks, misidentified tasks, unnecessary authorization or imperfection, irregular
procedures, occupational insecurity, , Giving responsibility but not having the authority to take action,
Calling staff after hours or nights when necessary, Volunteering for new jobs even though the human
system is full, Unnecessary perfection or fighting style, Identifying insecurity at work, Blaming
leadership or others for personal mistakes, Email check or some work contact is missing hoursalthough
it is not necessary

2.3. PROBLEM STATEMENT

In today’s highly competitive and challenging business environment, an organization needs to learn the
things that create inequalities in occupational health and employee retention. Nowadays employees are
constantly changing their jobs, this is because the employee feels that the organization is not providing
enough support and the opportunity to grow. Today most workers are looking forward to job growth,
workers want to improve their skills so that employees can move on to another level, increase
productivity of employees and companies. Career Development will help workers do just that.
workplaces. Job development plays an important role in the balance of working life and the retention of
employees, if the companies that provide the best career development plan can lead to the balance of
their lives. Adaptable arrangements are possible, communication and superior support allow them to
meet their personal and professional needs. According to LinkedIn 2018s 2018 Workforce Learning
Report, 93% of employees will stay in the company longer if they invest in their work. Improvement is
not an option. It shows that the employer values his people and is actively interested in their success, not
just in their work but in spite of everything. This study helps to determine how job development affects
the balance of work life and staff retention as well as the overall satisfaction of employees. This study is
therefore of modern significance.

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 2.4. RESEARCH OBJECTIVES

Identify factors that affect Job Development, Occupational Health and Employee Retention Assessing
statistical features and their impact on Career Development, Occupational Health Balance,and Staff
Retention
Assessing the relationship between Career Development and Work Life Balance To assess the
relationship between job development and employee retention.
Ensuring the level of impact Employment Development has on the Occupational Health and Retention
Staff

2.5 HYPOTHESIS

H1: There is a significant statistical difference in trends between demographic factors in terms of job
development and Retention Staff.
H2: Job Development has an important relationship with Staff Retention.
H3: Effective Job Development and Staff Retention

2.6. METHODOLOGY

Type of Study

In this study a research approach was used where problems were identified in a review of literature
collected from previous research. A descriptive research approach based on correlation research has
been used to analyze and interpret data

Data sources

This study is based on both primary and secondary data. The survey was conducted among employees
in three companies. Basic data from which they were collected directly through a systematic
questionnaire, in which questions were conducted through detailed literature reviews and

Page | 19
 questionnaires were distributed to employees working in various organizations. The second data is that
which is usually published. Secondary data can be collected through books, research articles, e-journals,
magazines, websites and data analysis.

Data collection

The questionnaire was compiled in the form of a word quote, ordinal, likert and distributed among
respondents in Google forms. Collected data made into bar diagrams. The translation is taken from
graphs and charts. SPSS software used as a tool to get results

Instrument
A well-designed questionnaire that explores three variables - job development, employee health
balance and staff retention was prepared to collect data from selected samples. Responses were
collected using nominal, ordinal and interval scales
.
Sample size
The questionnaire was distributed to 200 respondents

Sample units
A research unit where respondents over the age of 20, work in various types of organization such as
organization, government, non-governmental, non-profit
Sample method

Non-probability sampling method was used for data collection. Non-probability sampling is a test
program where the samples are compiled in a process that does not give everyone an equal opportunity.
Easy sampling is the way in which information is collected in accordance with the comfort of the
interviewer.

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 Analysis program

The Social Scientific Mathematical Pack (SPSS) was used to perform various parametric tests such as
Frequency analysis, Normality test, reliability test, correlation, regression, One Anova method used to
analyze and interpret data.

2.7 SCOPE OF RESEARCH

The survey of staff working on various types of organization was for a group of 20 years and older.
The study was aimed at determining whether job development has an impact on the working life
balance and retention of employees. It will also analyze how job development helps to increase
employee engagement and engagement and where by knowing the overall job satisfaction of employees.
The study also focuses on the importance and benefits of job development. The research conducted, has
a broad range of knowledge about the various management processes used in the development of staff
activities. It is helpful to know whether these behaviors increase employee retention and help
employees achieve a work-life balance. It will also help the organization in areas where it needs to
improve and help meet its goals more effectively and efficiently. The assumptions from the study are
based on feedback provided by employees working on various types of organization.

2.8. LIMITATIONS OF RESEARCH

• Data collected in electronic mode respondents may be supported.

• Most people are not answered in the questionnaire
• Findings may not be transferable in some cases and circumstances.
• The results of the study assume that respondents provided accurate information.
• As the year passes due to renaming and changes in processes, research may not work.

2.9. JOB DESCRIPTION JOB DEVELOPMENT

According to Edwin Flippo, ―A task is a series of different but related tasks

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 which provided continuity, order and purpose in one's life.‖ Job development refers to a planned,
planned, participatory effort or process, resulting in a collaborative effort between employees and the
organization.

Work life balance

Kirchmeyer (2000) described the balance of working life as, - gaining a satisfying experience in all
spheres of life and doing so requires personal resources such as energy, time, commitment to be well
distributed across all domains.

Staff Retention

Les Mckeown described employee retention as, ―A concerted effort by employers to create and
promote an environment that encourages current employees to remain employed by having policies and
procedures in place that address their driver needs.

2.10 CHAPTER PLAN

Chapter 1 Introduction

The presentation describes a brief description or summary of the document. In this chapter the
presentation covers career development, career development theory, career development importance,
career development benefits, job development impact on employee retention and the impact of career
development on job health rating and its benefits.

Chapter 2 Research design

This chapter contains the type of research conducted including sample size, sample units, research
objectives, research scope, research limits, tools used for data collection and mathematical tools used to
analyze data. The study was conducted by distributing a list of questions to 200 respondents.
Respondents included staff in the 20-year age group working in various organizations.

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 Chapter 3 Organization Study

This chapter provides a detailed description of the organization, its ownership and management, the
products and services offered by the organization, their distribution line, organizational structure and
ultimately the SWOC analysis of their business.

Chapter 4 Analysis and translation

This chapter contains the analysis and interpretation of the study based on the findings of the study.
Research is being done to determine the effect of job development on the work life balance and staff
retention. Data were collected using a questionnaire and analyzed using SPSS tools such as Frequency
Analysis, Normality testing, reliability testing, correlation, retrieval, One way Anova. The findings
based on the findings provide a clear understanding of the relationship between various factors such as
employee life balance and staff retention and employee development plans.

Chapter 5 Findings, Suggestions, Conclusions

This chapter considers the findings of the study in the analysis of previous chapters and provides
suggestions based on the findings and conclusions of the general study.
From the above research it is clear that job development is a major concern in the current era. In order
to retain and satisfy employees development work plays an important role. However from this study it
can be concluded that job development affects the quality of life of the employee and the retention of
employees.

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 CHAPTER 3
ORGANIZATIONAL STUDY

Page | 24
 ILP ASSOCIATION RESEARCH OUTSIDE

3.1 COMPANY PROFILE

ILP Overseas (International Learning Planners Overseas) is a company that provides quality education to
people interested in studying in foreign colleges. It is one of the largest and most renowned international
education professionals in India. International Study Planners play a key role in providing quality
education for students interested in studying at foreign universities. At ILP they guide each student
throughout the IELTS assessment syllabus. In addition, they also provide them with an IELTS sample
test paper to make sure they are confident enough before they appear for the test. Their unique teaching
method makes us one of the leading IELTS training centers throughout Surat. The International Study
Organizers Team has more than 14 years' experience in overseas education counseling, admissions
counseling, visa counseling, scholarship counseling and training classes. They have successfully enrolled
more than 10,000 students in the world's leading colleges and universities. The company also has 25 plus
branches in Pan India. More than 10,000 students have been admitted to the world's largest schools and
institutions as a result of these efforts. The organization also offers a variety of university, study, and
country options, as well as customized packages and solutions to suit any domain, professional purpose,
or budget. More than 200 top colleges and universities from the United States, Canada, United Kingdom,
Australia, New Zealand, Singapore, Switzerland, Italy, France, Germany, and other nations are
represented by the company. The organization has a level of activity because it provides an individual
and the highest level of service in the country. International Learning Planners also known as ILP is one
of India's largest and most well-known foreign education coordinators. The ILP is known the world over
for its admission counseling process. Plans for the
future of student work are our priorities. They carefully examine the student's educational background
and IELTS collections while listing the top universities in terms of his or her career plans. Great efforts
are aimed at meeting the educational and professional expectations of each student. They make sure that
students get admission to the college or university of their choice. They offer extensive advice on various
undergraduate, graduate, diploma, post graduate diploma and certificate programs. In addition,

Page | 25
 they offer visa counseling that includes documentation and interview preparation. International Study
Planners have this group
leading visa advisors throughout India. They are highly trained and have more than 14 years' experience
in the visa counseling process. The ILP is very pleased to announce that we have a 100% visa success
rate. Visa Counseling is one of the most important parts of getting overseas counseling. A person needs
to show a valid study permit if he wants to go overseas to study or move to another country. Otherwise,
even admission to the top Ivy League University would be a total waste. Visa negotiations can really put
a strain on a student and the rejection of a visa application can temporarily suspend a student's future
plans. Each country in the world has its own visa rules and we must adhere tothem with strict discipline.
International Study Plans provide in-depth information on all tests such as GRE, GMAT, IELTS and
many more. We offer the best training classes for all English entrance exams required on the education
board. They have one of the best teaching skills in the whole of India that provides useful tips for skipping
various entrance tests with minimal effort. An in-depth description of all entry tests is listed below:

GMAT

• GMAT is a standardized test that includes an analytical essay (AWA), a category called Integrated
Reasoning (IR) aimed at assessing the skills used in a business school, and two multiple choice
categories in computer-adaptive, or CAT format. (One Quantitative, one Verbal)
• Although admission committees consider many other factors (including your grades, transcripts,
essays, resume and interviews), it is very important to do well at GMAT if you hope to enter a
competitive business school.
• Assessment is designed to measure the skills students need to succeed in a challenging learning
program.
• Results are generally good for 5 years, although some high schools will only accept points not
exceeding 2 years.

GRE

• The GRE General Test is a graduation test used in many school and business programs.
• GRE provides grad and b schools with the same standard that can be used to compare all applicants,
who come from all over the world and will certainly have a greater degree of academic and professional
experience.

Page | 26
 • Many graduate schools around the world have begun to accept GRE points as part of the admission
criteria thus opening up a whole new world of opportunities.
• Admission also takes into account many other factors including your GPA qualification, job
knowledge and research, your personal statement, letters of recommendation and interviews. Some
grad programs also require or consider GRE Subject Test scores.
• Points that test word thinking, limited thinking and critical writing, which give a complete picture of
the learner's skills and abilities.
• GRE points are valid for 5 years, so even if the student is not clear on what course to take he or she
can test and secure his or her future in advance.

IELTS

• The International English Language Assessment Program (IELTS) is designed to assess the language
proficiency of learners who need to learn or work when English is the language of communication and
teaching.
• The International English Language Assessment Syllabus is designed to integrate the four categories
of English namely Listening, Reading, Writing and Speaking.
• It is a mandatory test for admission to universities and training programs in the UK, Australia, New
Zealand and Canada. Professional institutes, government agencies and immigration officials of these
countries also recognize the test.
• IELTS is managed by three respected, international organizations - the British Council, IDP: IELTS
Australia and the University of Cambridge ESOL Examinations.

TOEFL

• English as a foreign language test (TOEFL) is a standard test for non-native English speakers, which
tests their ability to read, write, speak and listen to English.
• Assessment tests the student's ability to use and understand English at university level. It also
explores how you can combine the four skills above to combine your listening, reading, speaking and
writing skills into academic activities.
• More than 9000 colleges, agencies and other institutions in more than 130 countries receive TOEFL
points. Some of the organizations below rely on TOEFL scores and:
1) Immigration departments use them to provide accommodation and work
visas.
Page | 27
 2) Medical agencies and licenses are used to obtain professional certificates.
3) People use them to measure their progress in learning English.

Although they have a team of experts in entry counseling, visa counseling, bursary counseling and
training classes we understand that studying abroad for the first time can be a big challenge for many of
us. To ensure that each of you can get to your destination safely, the ILP provides a wide range of support
services. They reduce the load from the student by providing one convenient location. Our support
services include Student Loan Assistance, International Trade, Student Insurance, Travel Tickets, Extra
Load, Accommodation Assistance, airport pick-up, departure and more. education and its diversity. Based
on technology, knowledge, and industry relations, the management team develops appropriate and world-
class solutions. The company also has a high level of membership and is a member of the following
industry organizations: AAERI (Association of Australian Representatives in India), NAFSA:
Association of International Educators, AFECI (Association of Foreign Educational Consultants in India)
, Gold Member Canadian India Education Counsel (CIEC), QISAN (The
International Study Abroad Network), IELTS Registration Center for British Counsel. They have a 100%
success rate in visa entry and process processes. The company also has a highly skilled and well-trained
mentor staff. There is also a quality service provider that puts more emphasis on quality than the
number of services offered. The company also organized numerous educational exhibitions that led tothe
admission of thousands of students to prestigious colleges throughout the world.

3.2 SERVICES PROVIDED

• The organization provides IELTS, TOEFL, and PTE exam preparation to ensure students get good
exam scores. Every student in the ILP is guided by a complete examination syllabus.
• They are also provided with a sample test paper to make sure they are ready before the actual test. The
company has one of the largest teaching disciplines in India, providing practical tips on how to pass
various entrance exams with minimal effort.
• A meeting with delegates from more than 200 colleges for direct interviews, exemption from
application fees, immediate entry offers, and bursaries are also provided.
• Every effort is made to ensure that each learner's academic and career goals are met
• Independent Responses from various industrial pathways
• He has organized a number of educational exhibitions that have led to the provision of thousands of
students enrolled in top universities around the world.

Page | 28
 • Assistance with university / college application forms, bursary application forms, and creating and
editing documents, such as essays, letters of recommendation, CVs and other documents.
• Free admission and visa processing services to all 200+ universities / colleges represented in more
than ten countries are offered. The company provides guidance for each ILP student in the following
areas: Preparing Visa and Registration Applications, Submission Strategies, Visa Registration
Checklist, What You Should Do and Do, Mock Visa Negotiations, Current Information on Rules and
Regulations, Taking a unique way to build self-confidence
• Expert advice on academic, university, and national selection based on individual professional
principles, budget, and other preferences, among other things, is also provided.
• Follow-up with accredited staff of various universities regarding admission applications, bursaries,
and other matters is also done.
• The company invests in most of our work to ensure that students are admitted to the college or
institution of their choice.
• The company also offers comprehensive guidance on a variety of degree, degree, diploma, diploma,
and certificate programs.

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 3.3 ORGANIZATION STRUCTURE

Managing
Departmen

Human Sales and Digital Franchising Public Relations Technical

Resource Marketing Marketing
Departmen Department Departmen
Departmen

Head Of
Head Of Head Of Head of Head Of Head Of
Departmen Departmen Departmen Departmen Departmen

Team lead Team Lead Team Lead Team Lead Team Lead

Trainees Trainees
Trainees Trainees Trainees Trainees

The organization is headed by a managing director and has six departments namely Human Resource
Department, Franchinging Department, Sales and Marketing Department, Digital Marketing
Department, Public Relations Department and Technology Department. There is a Head of every
department who reports directly to the managing director. There are several teams in every department
and the person is appointed as the lead and will also report on all team activities directly to the Head of
department. Under the leadership of the team there are trainees who should directly report the day-to-
day activities to the team leader.

3.4 ANALYSIS OF THE COMPANY SWOC

3.4.1 Strenght

• The company has a highly trained and experienced team dedicated to providing the highest possible
education to all students who want to take the GMAT, GRE, SAT, ACT, IELTS, and TOEFL exams

Page | 30
 with minimal effort. Teaching methods vary to meet the needs of each student. There are a variety of
learning styles for all students based on their preferences.

• Specialized and well-trained counselor staff.

• Provider with one stop for all services: From educational advice to visas, everything is covered. All
services, from permits to visas, are available under one roof !!

• There are a wide selection of universities, courses, and countries to choose from, as well as
customized packages and solutions to suit any domain, work plan, or budget.

• The team is familiar with the visa counseling process and assists students with all the necessary
procedures to ensure that every student protects his or her study visa.

• The company is also known for professional organizations such as AAERI (Association of Australian
Representatives in India), NAFSA: Association of International Educators, AFECI (Association of
Foreign Educational Consultants in India), QISAN (The International Study Abroad Network), IELTS
Registration Center. of the British Council and is a Gold Member of the Canadian Education Council
(CIEC).

3.4.2 Weakness

• Lack of highly skilled staff.

• Barriers to employee involvement due to remote work.
• Lack of clear policies in the organization.

3.4.3 Opportunities

• We have students who want to go abroad but who may not be able to do so now or in the near future,
which gives us an opportunity to carefully consider the design of our future programs and guidelines,
which will include greater emphasis on student information. .

• Long-term international co-operation / cooperation and opportunities for international communication.

Page | 31
 • We have students who may be detained in various countries, or who may be forced to work from
home under certain conditions, which allows us to expand our virtual system and become innovators in
our teaching methods.

• The company has employees who work online for the first time, and have the opportunity to learn
new skills related to visual and communication teams.

3.4.4 Challenges

• Loss of funds due to withdrawal of applications for students planning to study abroad, reimbursement,
and other costs.
• Fearing that foreign exchange exchange departments will close and / or retrenchment.
• Covid Limits.
• Students who are reluctant to enroll to study abroad.
• Student financial problems.
• Partners in the world who are reluctant to cooperate with us because of the limitations created by the
epidemic.
• Competition of other organizations in the industry.
• Changes in various policies due to the crisis caused by the epidemic.
• Loss of staff due to other organizations.
• Changes in collaboration.

3.5 CUSTOMER AND COMPANY ENVIRONMENT

The company has so far placed nearly ten thousand overseas students so far and has 100 percent
admission and pass rate for visas. It has a very friendly and flexible work environment. The company
allows freedom to develop a personal project. It is an ideal place to experience the corporate world. The
company also has a high level of organizational management, as well as a highly developed client
management system.

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 3.6 COMPETITORS OF THE COMPANY

The company's top competitors are:

• Jamboree- Jamboree is a center founded in 1993 that offers classroom and online testing solutions for
studying entry-level exams such as GMAT, GRE, SAT, TOEFL and IELTS. They also offer affiliate
counseling services.
• Megamind - Ganesh Kejriwal founded Megamind in 2003. Megamind provides services such as
Career Advice, Application Guidelines, University Choices, Recommendation Letters, and Preparation
for IELTS Examination for Foreign Students. It has offices in Delhi and Chandigarh, with Delhi as its
headquarters.
• Edwise-Edwise International provides overseas education and career counseling and consultation.
Sushil Sukhwani is a director and co-founder and was established in 1991.
• Land opportunities - Mr. Sidharth Gupta is the CEO of the company. It is an academic consultative
group that enables recruitment of students from India and Nepal in 500+ institutions and university
partners worldwide.
• Manya The Princeton Review - Founded in 2002, prepares students for competitive exams namely
GRE, GMAT, IELTS, TOEFL, and more.

Page | 33
 CHAPTER 4
ANALYSIS AND INTERPRETATION

Page | 34
 DATA ANALYSIS AND INTERPRETATION

The study was conducted to analyze the Impact of Job Development on Occupational Health and
Retention of Employees. Basic data were collected using 200 sample sizes that were mathematically
analyzed using SPSS software. Subsequent tests such as Frequency Analysis, Fidelity Testing,
Contrasting Table Input, One Nova Method, Relation and Dropdown were conducted and the findings
results are presented below.

The following tests were performed:

1. Frequency
2. Normal
3. Honesty
4. Alternative Anova
5. Relationships
6. Descent

Page | 35
 Frequency Table
: Respondent Gender

Table 4.1 Gender of Respondents

Particulars Frequency Percentag

e
Female 117 58.5
Male 83 42.0
Total 200 100.0

Source: - Basic data

Analysis

58.5% of the total respondents were women and 42% were male.

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 Interpretation
The majority of respondents were women.
: Age of Respondents

Table 4.2 Respondents Age

Particulars Frequency Percentage

20-30 71 35.5
31-40 84 42.0
41-50 31 15.5
51-60 12 6.0
above
2 1.0
60
200 100.0
Total
Graph 4.2 Age of Respondents

42% of respondents were under the Age Group of 31-40. 35.5% of respondents were under the age
group of 20-30 years. 15.5% of respondents were in the 41-year Group
50. 6% of respondents were under the age group 51-60 and 1% of respondents belonged to the Age
group over 60 years

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Interpretation

Most of the respondents belongs to the Age Group of 31- 40.

: Marital Status of the Respondents

Table 4.3 Marital Status of the Respondents

Particulars Freque Percentag
ncy e
Married 113 56.5
Unmarried 72 36.0
prefer to not 15 7.50
commentTotal 200 100.0

*Source :- Primary data

Analysis

56.5 % of the total number of respondents were Married. It is the followed by

Unmarried, which constitute of 36% and finally , prefer not to comment
constitute of 7.5

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Interpretation
Majority of the respondents are Married.
: Education of the Respondents

Table 4.4: Education of the Respondents

Particulars Freque Percenta

ncy ge
Undergra 51 25.5
duatePost 148 74.0
Graduate 1.00 .50
Others 200 100.0
Total

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Page | 40
 Table 4.5 Years of Work Experience at Current Job of the
Respondents

Particulars Freq Percenta

uenc ge
y
2-5 60 30.0
6-8 85 42.5
9-12 32 16.0
13-15
14 7.0
Above 9 4.5
15 200 100.0
Total

Graph 4.5 Years of Practice in Current Respondent Work

* Source: - Basic data

Page | 41
 CHAPTER 5
FINDINGS, RECOMMENDATIONS &
CONCLUSION

Page | 42
 Findings, Suggestions and Conclusions

4.1. SUMMARY OF RESULTS

• 58.5% of respondents were women.

• 42% of respondents were under Age Group of 31-40.
• 56.5% of respondents were married.
• 74% of respondents were Post Graduate students
• 42.5% of respondents with 6- 8 years of work experience in their current work
• 34% of respondents were working in the corporate sector
• 39.5% of respondents worked as Assistant Manager at the middle level.
• Cronbach's Alpha Cost for Career Development is 0.818, Cronbach's Alpha Life Work Balance Value
is 0.803 and Cronbach's Alpha Cost of Employee Retention is 0.839
• There are significant statistical differences on the level of education, the type of organization in terms
of job development
• Statistically there is no significant difference in methods, gender, level of combat, type of
organization and years of work experience in relation to job development.
• There are significant statistical differences between methods, Gender, level of education, years of
work experience in relation to the working life balance.
• Statistically there is no significant difference in approaches between combat status and organization
type, in terms of employee health balance.
• There are significant statistical differences on the road between level of education, level of combat,
years of work experience regarding staff retention.
• Statistically there is no significant difference in approaches between gender, and the type of
organization with regard to retention.
• Research shows that there is a strong positive relationship between job development in terms of
working life balance and retention of employees.
• Research shows that there is a positive impact on job development in the balance of employees' lives
and staff retention

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 4.2. CONCLUSION

After researching the mathematical tool it can be concluded that Career Development Affects
Employee Health and Retention of Employees. Preparing a job development plan can help employees
maintain a work-life balance. It helps employees manage their time more efficiently, helps them
understand their roles and responsibilities, helps them to know their work ethic, helps them
communicate with professionals, helps them understand the area they need to improve. Higher support
for career development helps to reduce stress, conflict between personal and professional health and
thus improves job satisfaction and work life balance and ultimately leads to retention in the
organization.
This is an important topic in the current context because today people prefer to join firms that offer
challenges, responsibilities and opportunities for development, most employees are looking forward to
the growth of their careers and the current organizational environment is changing day by day. which is
important in the present context.
A career development program such as education, training, mentoring, job rotation, performance
evaluation, networking skills… not only focuses on the critical skills of employees, it can improve
skills such as leadership, teamwork, communication and time management. Through participation in
this program employees feel encouraged and have the opportunity to grow and improve their work.
When employees feel invested, engage in their roles and the staff members are happier, more
productive, are able to maintain a balance between personal and professional health and are less likely
to leave the organization.
Depreciation analysis helped to determine whether job development, employee life balance and
employee retention form the appropriate model. The Organization should therefore focus on improving
the company's performance improvement processes and ensure that this process is effective .The
balance of working life and staff retention is of paramount importance to the organization. The
introduction of an appropriate job development plan can maintain these two aspects of staffing and can
increase organizational productivity and employee commitment and ultimately lead to a better working
life balance and retention of employees.

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 4.3. SUGGESTIONS

The conflict between personal and occupational health causes stress and fatigue, leading to inequality
in the occupational health, which causes employees to leave the organization. Maintaining personal and
professional health is important for the organization. This helps employees to keep in the organization.
Therefore: -
Procedures for job development in organizations are: -

Education and training - Companies should provide continuous learning opportunities for employees,
helping them to develop their skills, understand their responsibilities, roles ... The company should
promote e-learning methods and learning styles themselves.
Counseling - Choose an individual counselor when they join the makea mentor mentee sessions, where
they can discuss their problems and ideas. The counselor should provide guidance and support to staff
both in personal and professional life.

Job Relocation - Provide opportunities for employees to rotate their roles or work on different projects,
so that they can work with different people and help find more information and knowledge.
Performance appraisal - organizations should use performance appraisal methods such as self-
evaluation, 360 degree feedback, peer-reviewed self-assessment that helps employees identify their
own lack of performance and where by improving themselves.
Professional Networking - The organization can introduce communication programs such as: -
Professional organizations, Conferences, Seminars, Online forums. Communicating with people can be
an enlightening and very rewarding experience in terms of career growth.

Staff retention strategies:

Increases job satisfaction - can increase by reducing workload, providing flexibility in work, family-
friendly policies, communication, maintaining good working relationships with management and others
Increasing staff engagement - Staff engagement can be enhanced by providing on-the-job training,
rewarding and staffing information, team building activities, feedback.

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 Opportunity for Growth - An organization should provide continuous learning opportunities such as
education and training, a professional network, and opportunities for self-study. So the organization
should build their way of life.
By focusing on these strategies and processes the organization can improve the work of employees and
provide a better working life balance and lead to retention of employees.

Reference

Tov William and David Chan. (September 25, 2012) Employee well-being and its effects on
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Allen, D. G., Bryant, P. C., and Vardaman, J. M. (2010). Talent retention: Replacing misconceptions
with evidence-based strategies. Academy of Management Perspectives, From
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Baruch, Y., & Peiperl, M. (2000). Work management procedures: Evidence-based research and impacts.
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Malgorzata Kluczyk September (2013) conducted a study on the impact of occupational health on the
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Sahwitri Triandani, Irien Violinda Anggrianib (January 2014) conducted a study on the Impact of Work
Methods and Work Planning on Career Development

, from https://learn.marsdd.com/article/career-development/
Harter (2002), Employee engagement analysis and their predictions.

International Journal of Labor Studies, Received1. February 20, 2001, from

https://www.researchgate.net/publication
D.Babin Dhas (November 2015) Importance of Occupational Health Balance. International Journal of
Applied Engineering Research .. Retrieved January9 2015 from http://www.ripublication.com
(Santi Rande, Yunus Rahawarin, A. Jamaluddin, Tehubijuluw Zacharias (March 3, 2015) conducted
research on Factors Affecting The Career Development of Employees in Secretariat Office Of City
Samarinda.International Journal of science and technology research.Retrived 2015 from https:
//www.ijstr.org

Page | 46
 Sarah Holly and Alwine Mohnen (August 2012) researched the effect of working hours on the Work
Life balance, Retrieved June 2018
Retrieved from: https://www.researchgate.net/publication/254406116

Voydanoff (2004) on how job demands and resources were related to work-to-family conflict and
motivation, Journal of Marriage and Family 66.

Khadijetou Wane (2016) conducted a study on the effect of plans to improve job retention in a non-
governmental organization in Kenya. Retrieved November 2018 From
http://hdl.handle.net/11295/99399

Ravi Nagarathanam (November 2018) conducted a study entitled The Impact of Job Development
Processes on Personnel Retention at Qatar Aviation Industry. InternationalConference Proceeding -
Accounting and Business Management
Retrieved from https://www.researchgate.net/publication/329388783

Hamed Al-sharafi * & Mohd Ezani Mat Hassan & Syed Shah Alam, (2018). "Effect of Training and
Career Development on the Retention of Staff Research in Social Media Organizations in Yemen,"
Journal of Social Sciences Research, Education Research Publishing Group, pages 420-430: 2.
From https://ideas.repec.org/a/arp/tjssrr/2018p420-430.html

Susan M.Heathfield (August 2019) The Importance of Acquiring a Health Care Balance — How to Do
It. Human Resource Management Journal. .Return June 4 2020
From https://www.thebalancecareers.com/

Sharon Florentine (28 February 2019) high staff retention strategy. International Journal of Economics,
Trade and Administration
Retrieved from https://www.cio.com/article/2868419/

Chaithra R, Ashok Kumar R S, Dr.T.P.Renuka (March 2020) conducted a study on the health balance
of management level staff in Bosch Ltd, Bangalore. Social science research journal, from
http://www.informaticsjournals.com

Page | 47
 APPENDIX

Name:

Gender
• Male
• Woman
• Others

AGE
• 20-30
• 31-40
• 41-50
• 51-60
•> 60

Marital status
• Singleness
• You are married
• I would like to comment

Education
• Student qualifications
• Graduate
• Others

Years of Years of Work in Current Work

• 2- 5
• 6-8

Page | 48
 • 9-12
• 13-15
•> 15

Type of Organization

• Government
• Non-Government
• Companies
• Non-profit

Appointment

• Assistant Manager
• Manager
•General manager
• Chief Executive Officer
• Others

What skills development programs does your organization offer?

• Education and Training

• Counseling
• Rotating work
• Performance testing
• Professional Networking

Page | 49
 • Kindly give your opinion with respect to career development program

Statement Strongly Neutral Disagree Strongly

Agree Disagree

Career development has impact

on employee
retention.

career development
helps meto
understand and do
my job
well.
Career development
helps me
to contribute to my
job andorganization.
Career development
helps me
to attain work life
balance
Career development
initiaties
are good in my
organization
My manager is
interested in
my career growth

Page | 50
 My manager
recommend mefor
training and
development
program

Page | 51
 I have been promoted
due to
career development
programs
I can see a big
difference inmy
present job because
of
careerdevelopment
programs.
I likely to
receive a
promotion in future
Career development
helps meto attain my
psychological
needs

Page | 52
 • Kindly give your opinion with respect to work life balance

Statements S A D Stron
tr g e is gly
o r u a Agre
n e t gr e
g e r e
l a e
y l
A
g
r
e
e
My organization takes
initatives
to manage work life
balance
Flexible working
arrangements
helps me to manage
work andpersonal life
Work Life Balance
Policies helps me in
managing work and
family in a better way
Organization provides me
better
maternity and paternity
leave
My organization
provides me afriendly,
well-designed work
environment
My organization supports
child-
care facility
Interpersonal relations are
encouraged in my
organization

Page | 53
 My work schedule
allows me tospend time
with family and
friends
Organization allows my
family‘s
involvement in
celebrations
Organization provides
both
physical and mental
well beingfacility

Page | 54
 • Kindly give your opinion with respect to employee retention

Statement Strong A N Dis St

ly gr eu agr ro
ee tra ee n
Agree l gl
y
D
is
a
gr
e
e
I am able to
reach myfull
potential in
this
organization
I get rewards and
recognitio
n for my
performan
ce
I have been
timely
promoted in this
job
My opinions are
valued
and considered
At my job l am
able to
use skills and
abilities
Management
supports
me
during
critical
situation

Page | 55
 I have a clear
understanding
about my
career path here
I get timely
feedback
from managers
I am comfortable
working with
my team
members
I see myself
working
here in next five
years

How would you rate the overall satisfaction of Career development

• Very satisfied
• Satisfied
• Neutral
• Dissatisfied
• Very Dissatisfied

Page | 56
 BIBILOGRAPHY

• GROWING GREAT EMPLOYEES

• HUMAN RESOURCE MANAGEMENT
• https://www.umassglobal.edu/
• https://www.forbes.com
• https://smallbusiness.chron.com

Page | 57
 203992
By

ROYSON K WILSON

[MB201524]

Submission date: 04-Apr-2022 08:45PM (UTC+0900)

Submission ID: 1172734879

Regno: MB201524

Filename: 203992 (2.14 MB)

Word Count: 19,134

203992
ORGINALITY REPORT

12 % 7% 1% 5%
SIMILARITY INDEX INTERNET SOURCES PUBLICATIONS STUDENT PAPERS

PRIMARY SOURCES

Acadpubl.eu 4%
Internet Source
Submitted to the University of the North Pacific 2%
Student Paper
Cluteonline.com 1%
Internet Source
Submitted to higher education department, POK 1%
Student paper
Submitted to Cambridge University 1%
Student Paper
www.ombo.nsw.gov.au 1%
internet Source
www.depednaga.com.ph 1%
Internet Source
Submitted to Ghana, Technology University College 1%
Student Paper
Projectchampionz.com.ng
www.grammerly.com
 MINI PROJECT PROGRESS REPORT
Date of Topic discussed Progress as Signature Signature
meeting on date of student of guide

The student is expected to meet the guide at least once a week and carry this copy of the
mini project progress report

Principal HOD Guide signature

signature