This study mapped the career anchors of employees at a large engineering company in India. It identified the 8 main career anchors and administered a questionnaire to executives. The findings showed that challenges, service orientation, and technical competence were the dominant career anchors. Managers with doctorate or master's degrees primarily sought autonomy. The study concluded that understanding career anchors can help with selection, placement, career development, and retention by aligning employees' orientations with their roles.

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 .