..1.2 Statement of the Problem
Quite a few staff are given training but there career is not growing with not much role of career advancement. It is said that middle level staff thinks that there is no promotion or let’s say it is difficult to move upwards. The irony is that the Bank feels that its employees should back their responsibilities well. There is a problem of lack of career development after sessions of training. However, the question is not understood in National Bank of Oman (NBO) about how come the lack in career development affects the staff motivation. Also National Bank of Oman (NBO) has no idea on the drawbacks of career advancement and the how to overcome this problem is also not known. However, if this issue is continued for a long time and motivation of employee gets affected, then it will lower the employees’ performance and this will affect the Bank’s goals and objectives. Even further to this if the bank continue to spend huge amounts on the career development and training, it cannot justify the expense since there will not be any improvement in the performance of the employees.
The aim of the project is to analyze whether there is career development after training, the obstacles to career development after training and how the motivation of the employee is affected. The main area of concern for human resource is to look for the development of the staff, their abilities and the process of overall progress of the company. (Parikh and Rao, 1992).
1.3 Consequence of the Study
The project gives knowledge on the career development with its obstacles and ways to overcome the obstacles and how its effect on motivation of employees. The beneficiary in this case is National Bank of Oman (NBO). It is prepared with the intention that the output of this project will make policy makers understand the effect of lack of career development after training session. Other institutions like Central Bank in the given region, might face the same issue, will learn from National Bank of Oman (NBO)’s experience as a result they will focus more on their career development policies. Researcher uses the study as reference material. (Bernardin, Russel, 1993, 9.341).
The senior managers or supervisor in banks who are keen in manpower planning and their career advancement will use the finding available in the project to assess feasible action that will highlight the lack of career advancement after training in banks. In National Bank of Oman (NBO) training are not leading to career advancement and this is what is being focused in this project. Training is such activity that will develop a person’s professionally and also its managerial skill, faith and eligibility which will help in career advancement. This is with context that the objectives of National Bank of Oman (NBO) ‘s Training Policy which aims at other things such as employee performance, developing the staff professionally, preparing the employee for greater responsibility and communicating required ability, attitudes, skill and knowledge required for improving the performance. The motive behind NBO’s Training Policy identifies that after training the employees are self-enhanced, professionally developed and also develops career which will help in career advancement. Mullins (2005) reveals that training is conducted to ensure that the employees are given a push in their career.
The research study was done at National Bank of Oman (NBO) at their Central Business District branch. National Bank of Oman (NBO) was selected for this project since it is a banking institution and also due its large number of employees have been trained at the headquarters of the Bank.
1.4 Career plateau
A career plateau is the point that comes in career of every employee where the chance of getting promotion is minimized. When this situation occurs in an employees’ career he find himself to be blocked and is not able to get any advancement. If an employee try’s to avoid career plateau, it is doubtful that the employee has the power to adapt and develop himself in the changing atmosphere. In the recent time the employees’ are reaching the career plateau point early than their predecessors and apart from this it is also early than what the employees expect. Hence it is crucial for the company and person to get ready to cope with the phenomenon successfully, particularly when the signs of an impending plateau are observed. The chances of obsolescence becomes less if the company takes responsibility for development of employee and also on the other side the employees should be are ready to put their time in their advancement.
1.5 Factors in career development
All employees must be prepared to take responsibility of their career development. If they fail to do so, they cannot have smooth and optimal career progress. There are factors that are crucial for growth and success in career development. That is: Performance ‘The employees whose performance is poor are not considered for any sort of training and development aspect, or given international projects or promotion. Exposure ‘ One of the most important factor for an employee to succeed is he must become known to his supervisor or manager. He can do by performing extremely well in report writing, presentations; and involve himself in any training and development programs and other social and curricular activities. Qualifications: According to the U.S. research study a strong correlation exists between graduate earnings and the quality of the university they attended. Reputation of an employer ‘Another important factor is getting the right job in the right company. As it helps in developing career success and long-term stability. Development ‘With regular growth in skill and knowledge will make an employee more valuable and, therefore, will be more beneficial to the company. International experience -International experience plays crucial role in developing career success. Language skills- Todays world where the business has become international as a result business centers are developing world wide which needs that managers/supervisors have not only English skills but also should possess good skill in a second or sometimes even third language. Computer skills ‘ For a competitive advantage, one must possess computer knowledge. More knowledge of technology more is the employees’ skilled. Networking ‘ In todays’ world it is very important to have a network of contacts for an employee to develop his career. Setting up goal- To be successful in life one has to be self-motivated and at the same time hardworking and most importantly should be goal oriented. Skill of financial Planning – Today the employees have become more practical and they know that no one guarantees lifelong employment. Appearance- Also one can say that there is many evidence that shows appearance plays a crucial role in development of a career.
Every employee should know and work for his own career success and planning. But the sad part is that many employees do not think of their career planning. They think the company will decide their career which is not correct. By such thinking, the employees are giving remote control of their own career to the company and reducing their chances of getting their career objectives or goals. Even though some company like National Bank of Oman (NBO) have in-house career planning, which is done to meet the bank’s goals or needs. The employee must focus on their individual career planning which they must perform depending on his personal interest and vocational interest, personal goals and career goal and his present skills.
The importance of initiatives of employee development can help in finding out the employee that has hidden managerial qualities and after giving necessary training to them and more job responsibility that can make them ready for a promotion in near future. In National Bank of Oman (NBO) employees have been given the freedom to talk to their management about their goals or ambitions and their way to grow in their career.
To have success in the career the employees must be in positive minds when going through employee development programs that are organized by the bank. If any extra responsibilities is given by an employer to its employee, it is to take up by the employee as a challenge and with a view of learning new things rather than thinking that extra burden is forced on them. The employees must make the most from the training sessions offered by the bank and stop complaining that training is waste of time.
1.6Objectives of the study
1.6.1 General objective
The main purpose of this project is to assess the feature of career development and motivation of staff in the banking industry particularly of National bank of Oman (NBO).
1.6.2 Specific objectives
1) To identify the involvement of employees at National bank of Oman (NBO) in career planning and development process.
2) To determine the level of awareness among the employees of their career planning and development requirement.
3) To investigate obstacles to career development in National bank of Oman (NBO).
4) To discuss strategies to reduces obstacles to career development among the employees of National bank of Oman (NBO).
1.6.3 Research Questions
1) What is the level of involvement of employees in career development and planning?
2) Are the employees aware of the stages of career development programs?
3) Whether the employees are aware of the obstacles to career development?
4) What are the responsibilities of employees in their career development & planning?
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