a topic on hr presentation

1. MAPPING CAREER ANCHORS IN A LARGE
ENGINEERING COMPANY:
A STUDY
PRESENTED BY:
SALONI BADAPANDA (14DM051)
GEETI GOURAV PATI (14DM022)

2. CAREER ANCHOR - AN INTRO :
DEFINED AS A ELEMENT IN A PERSON’S SELF CONCEPT , WHICH HE/SHE WOULD
NOT GIVE UP IN THE DIFFICULTIES .
GUIDES PEOPLE CAREER DECISION AND CLARIFY SOME OF THE INDIVIDUAL
APPROACH TO CAREERS .
CONSISTS OF SELF PERCEIVED TALENTS, ABILITIES OF BASIC VALUES ,EVOLVED
SENSE OF MOTIVES AND NEED AS THEY PERTAIN TO CAREER .

3. DEVELOPMENT OF CAREER ANCHOR
 Basically it identify 8- career anchor guide to guide an employee's career decision.
I. Security/stability : deals with job security and long term attachment with one organization .
II. Autonomy : Here an individual seek work situation in which they maximally free of organization constraints .
III. Managerial competence : They wish to supervise and lead others to seek promotion to general manager ,as a
vehicle to achieve success .
IV. Creativity and Entrepreneurship : Individual are creative, creat new business /product through financial
manipulation .
V. Sense of service : Dedicated and concentrated towards service and make the world better place to work on.
VI. Pure challenge : Anchor solves the unsolved problem and wins against extreme capable opponents .
VII. Technical Competence :Employees focus primarily on the inside technical content of the work and the
functional area represented by the work.
VIII. Life style : Those individuals having high score generally desire to develop a better life style which includes
family and career .

4. METHODOLOGY :
 A QUESTIONNAIRE OF 40 STATEMENT ALONG WITH DEMOGRAPHIC VARIABLE WAS PREPARED AND THE
SURVEY WAS OPENED FOR 45 DAYS .
 IT WAS CIRCULATED IN ALL EXECUTIVES IN THE COMPANIES FROM ITS HEAD QUARTERS .
RESPONSE :

5. FINDINGS IN THE NUTSHELL
CHALLENGERS : SHOWS THE MAJORITY LIKE CHALLENGES AND WORK . SITUATION
PROVIDE THEM OPPORTUNITY WHERE THEY ABLE TO REALIZE CHALLENGES AS THEIR
DOMINANT CAREER .THIS MAKES THEM MORE SUCCESS ORIENTED .
SERVICE ORIENTATION :LARGE NO. OF RESPONDENT ARE ORIENTED TOWARDS
CENTRAL VALUE OF SERVICE AND GET EMBODY ON THEIR WORK .
TECHNICAL COMPETENCE : FOUNDED LARGE NO. OF COMPETENT ,BUILT
IDENTITYAROUND THE CONTENTS OF THEIR WORK AND KEEPING ON SUCCEEDING . IF THEY
ARE TRANSFERRED TO OTHER DEPARTMENT THEY FEEL LESS SATISFIED AND PULL BACK THEIR
AREA OF COMPETANCE .
LIFESTYLE :ANCHOERED PEOPLE SHOWS MORE FOR AN ORGANISED ATTITUDE THAN A
SPECIFIC PROGRAMME IN LIFESTYLE ,WHICH SHOWS RESPECT FOR BOTH PERSONAL LIFE AND
FAMILY CONCERNS .

6. FUNCTIONAL ANALYSIS
o THE INDIVISUALS SEEKWORK SITUATIONS IN WHICH THEY ARE COMFERTABLE
IN MAKING INDEPENDENT PLAN AND IMPLEMENT THEIR PROG., PROJECTS .
o DOCTORATES AND M.TECH EXECUTIVES EMERED AS PRIMARY AND
SECONDARY ORIENTATION .
o FEMALE RESPONDENT SHOWS TO DEVOLPOPE A COMPOSITE LIFE STYLE WHICH
INTEGRATES CAREERS AND FAMILY CONCERN . BASICALLY THEY LOOK
ORGANISATION ATTITUDE WHICH SHOWS RESPCT FOR BOTH PERSONAL LIFE
AND FAMILY .

7. MANEGERIAL IMPLICATION
FINDING HAVE IMPORTANT IMPLICATION FOR SELECTION ,PLACEMENT ,
CARRER DEVOLOPMENT AND RETAINTION OF EMPLOYES.
FOR THE EMPLOYES :
AN EMPLOYE SHOULD DISCUSS HIS/HER VALUES , CAREER
ORIENTATION WITH THEIR BOSSES ,SO THAT MEANING FULL CARRER GOAL CAN
BE ESTABLISED ,WHICH PLACED BOSSES AS CARRER DEVOLOPER AND ACT MORE
AS A MENTOR .
RESEARCH SHOWS THAT EMPOLYES WHO ARE ORIENTED , ARE COMPATABLE
WITH JOBS ,COMMITED TO ORGANISATION AND LOWER INTENTION TO LEAVE
THE ORGANISATION .

8. CONCLUSION :
 THIS STUDY SHOWS A RICH DIVERSITY OF CAREER ORIENTATION HELD BY ENGEERING
ENTERPRISES ,WHICH SPREAD ALL ACROSS THE COMPANY .
 IT ALSO SUGGEST HUMAN RESOURCE PLANNING SHOULD INVOLVES IN BOTH
ORGANISATIONALAND INDIVISUAL INTREST .
 IT GIVES IDEAS ABOUT RESTRUCTRING JOBS TO RESPOND EMPLOYEE NEEDS .
 ADDIONALLY FEEDBACK ALSO HELPS TO GAIN A CLEAR AND STABLE SELF CONCEPT .