A

Synopsis
ON
“CAREER SUCCESSION PLANNING”
AT
“MOTHER DAIRY”
Submitted in partial fulfillment of the requirement for the award of
the degree of
"MASTER OF BUSINESS ADMINISTRATION",
BY
BANSI SAI KIRAN SINGH
Roll No: 1251-21-672-091

Under the guidance of

Wesley Post Graduate College

What is career success planning?

career success planning is a continuous process of setting individual professional goals and
exploring ways to achieve them through self-evaluation, market research, and continuous
learning. It is an important exercise to successfully manage your career.

Benefits of career success planning

career success planning can help you in the following ways:

 Figure out your goals: It becomes easier to figure out personal objectives and goals through
career planning. It is always better to chase your goals instead of working aimlessly.
 Save time and energy: Career planning helps you avoid going after a profession that does
not align with personal goals and abilities. The earlier you plan, the better it is.
 Make confident choices: Career planning puts you in the driver’s seat in your career journey
and lets you make confident choices for your future endeavors.
 Focus: You will be able to determine a clear path to follow with the help of career planning.
It helps you avoid feeling lost and lets you focus on the right aspects.

"When it comes to succession planning for our son, the only certainty we have at present is
the fact we are going to grow old and in our declining years our son is going to become more
and more vulnerable."
Career Planning and development
Career Planning and development enables your organization to identify talented employees
and provide education to develop them for future higher level and broader responsibilities.
Succession planning helps you "build bench strength."
Long-term success is built on the future expertise of your people. Great career and succession
planning lets you generate career development plans that compare your current and future
talent needs with internal and external candidates. It helps you plan strategically, aligning
individual aspirations with your organization’s needs and goals.
Career (UK, NZ, Australian usage) and caregiver (US, Canadian usage) are words normally
used to refer to unpaid relatives or friends of a disabled individual who help that individual
with his or her activities of daily living.
The words may be prefixed with "family" "spousal", "child" to distinguish between different
care situations, and also to distinguish them definitively from the paid version of a caregiver,
a Personal Care Assistant or Personal Care Attendant (PCA). Around half of all careers are
effectively excluded from other, paid employment through the heavy demands and
responsibilities of caring for a vulnerable relative or friend. The term "career" may also be
used to refer to a paid, employed, contracted PCA.
The general term dependent care (i.e., care of a dependant) is also used for the provided help.
Terms such as "voluntary caregiver" and "informal career" are also used occasionally, but
these terms have been criticized by careers as misnomers because they are perceived as
belittling the huge impact that caring may have on an individual's life, the lack of realistic
alternatives, and the degree of perceived duty of care felt by many relatives.
More recently, Careers UK has defined careers as people who "provide unpaid care by
looking after an ill, frail or disabled family member, friend or partner". Adults who act as
careers for both their children and their parents are frequently called the Sandwich
generation.
A general definition of a career/caregiver is someone who is responsible for the care of
someone who is mentally ill, mentally handicapped, physically disabled or whose health is
impaired by sickness or old age. To help caregivers understand the role they have taken on,
Our Career and Succession Planning solution helps you address skills gaps, manage talent
pools, find future leaders, plan for their development and identify opportunities for internal
mobility.
 Manage risk: Identify key positions or areas of the business vulnerable to future skill
gaps and work towards low attrition to ensure minimum disruption and risk.
 Increase visibility: Support management decision-making by supplying detailed
information on key positions and potential successors. Build a complete picture of
your global talent pool across critical functions, countries and regions.
 An internal view: Reduce your dependence on hiring external talent by identifying
and developing internal successors.
 A simpler process: Maintain a real-time organizational view of individual career
histories and current readiness, and proactively identify potential gaps in bench
strength.
 Empower and engage: Keep your people motivated and challenged through their
personal development and individual career plans.
 Improve your options: Test out 'what-if' succession scenarios which support
development of effective, agreed succession plans.
NEED & IMPORTANCE OF STUDY
Every employee has a desire to grow and scale new heights in his workplace continuously. If
there are enough opportunities, he can pursue his career goals and exploit his potential fully.
He feels highly motivated when the organization shows him a clear path as to how he can
meet his personal ambitions while trying to realize corporate goals. Organizations do not pay
adequate attention to this aspect in actual practice for a variety of reasons. The demands of
employees are not matched with organizational needs; no effort is made to show how the
employees can grow within certain limits, what happens to an employee five years down the
line if he does well, whether the organization is trying to offer mere jobs or long-lasting
careers, etc. The absence of a career plan is going to make a big difference to both the
employees and the organization Organizations, therefore, try to put their career plans in place
and educate employees about the opportunities that exist internally for talented people.
SCOPE OF STUDY
This study is made to know the career success planning in mother dairy pvt ltd, that may have
planned and implemented for the betterment of employees. It also attempts to analyze the
views and attitudes of Executives on such programs.

To identify those who are performing their assigned task well and those who are not and the
reason for such performance. It also provides information about the career planning process
as management basing on which decisions regarded conformation, promotion, demotion and
transfer are taken. It also provides feedback information about the level of achievements and
behavior of an employee. It also provides information and counsel the employee. It also
compares actual performance with the standards and in out deviations (positive and
negative).It creates and maintains satisfactory level of performance. It prevent grievance and
in disciplinary activity. It facilitates fair and equitable compensation.
STATEMENT OF THE PROBLEM
Guaranteeing or creating an agreement with the employee by promising that the company

will include certain programs/training or any other promised rewards or incentives. The
manager acknowledging or having responsibility for carrying out the plan. The career

development plan is for the employee to own. The manager acknowledging or having
responsibility for carrying out the plan. The career development plan is for the employee to
own.
OBJECTIVES OF THE STUDY
 To analyze and examine the effectiveness of Career planning programs in
MOTHER DAIRY.
 To assess the employee growth opportunities and career planning programs are
conducted.
 To study the extent of employee growth opportunities and career planning
programs are applicable to their jobs.
 To study the employee’s opinion on the employee growth opportunities and career
planning at MOTHER DAIRY.
 To study the employee satisfaction in MOTHER DAIRY.
RESEARCH METHODOLOGY
The basic principle in the research has been adopted in the overall methodology. The
following methodology has been used for meeting the requirements,
 Defining objectives
 Developing the information sources
 Collection of information
 Analysis of information
 Suggestion
The methodology followed for collection, analysis under interpretation of data in
explained below.
1. RESEARCH DESIGNS
There are generally three categories of research based on the type of information required,
they are
1. Exploratory research
2. Descriptive research
3. Casual research
The research category used in this project in descriptive research, which is focused on
the accurate description of the variable in the problem model. Consumer profile studies,
market potential studies, product usage studies, Attitude surveys, sales analysis, media
research and prove survey s are the, Examples of this research. Any source of information
can be used in this study although most studies of this nature rely heavily on secondary data
sources and survey research.
2. DATA COLLECTION METHOD
Primary data
It is collected through the questionnaire, a formalized instrument of asking
information directly from respondent demographic characteristics, attitude, belief and
feelings through personal contracts. Structured and on disguised from of questionnaire is used
and consists of multiple choice questions.
Secondary data
Internal secondary data about the included formal data, which is generated within the
organization itself, were obtained through concerned head in the organization
 External secondary data generated by source the organization was used such as public
available data provided by the reports of the companies. All this information is of great
importance and conceptualizes and illuminates the core of the study.

1.6 TOOLS AND TECHNIQUES

Percentage method
Percentage method is used in making comparison between two or more series of data. This is
used to describe relationship.
No . ofrespondents ×100
Percentage of respondents =
Totalrespondents
The method of study followed in this project (in brief)
Sample size : 100
Data collection method : Primary and Secondary.
Duration of study : 45 days.
Analysis : Through percentage method.
LIMITATIONS OF THE STUDY
However I shall try my best in collecting the relevant information for my research report, yet
there are always some problems faced by the researcher .The prime difficulties which I face
in collection of information are discussed below:
 Short time period: The time period for carrying out the researcher was short as a result
of which many facts have been left unexplored.
 Lack of resources: Lack of time and other resources made it impossible to conduct
survey at large level.
 Small number of respondents: Only 100 employees have been chosen which is a small
number to represent the whole of the population.
 Unwillingness of respondents: While collection of the data most of the employees
were not willing to fill the questionnaire and felt it is their waste of time.