Skip to main content
UploadLanguage (EN)Support
BusinessMobileSocial MediaMarketingTechnologyArt & PhotosCareerDesignEducationPresentations & Public SpeakingGovernment & NonprofitHealthcareInternetLawLeadership & ManagementAutomotiveEngineeringSoftwareRecruiting & HRRetailSalesServicesScienceSmall Business & EntrepreneurshipFoodEnvironmentEconomy & FinanceData & AnalyticsInvestor RelationsSportsSpiritualNews & PoliticsTravelSelf ImprovementReal EstateEntertainment & HumorHealth & MedicineDevices & HardwareLifestyle
HP
Uploaded byHimani Panwar
19,873 views

Career planning and career anchors

This document discusses career planning and career anchors. It defines career planning as enhancing an employee's future value. Responsibility for career planning is shared by the organization, HR, employees, and managers. The document outlines the roles and responsibilities of each. It then defines career anchors as motivators that keep employees committed to their jobs, introduced by Edgar Schein. Career anchors represent talents, motives, and values that stabilize a person's career. The document lists and describes the main types of career anchors: technical/functional competence, managerial competence, autonomy/independence, security/stability, entrepreneurial creativity, service/dedication to a cause, pure challenge, and lifestyle.

Education◦
Related topics:
Career Planning•
Career Planning Career Anchors
Contents : • Definition of Career Planning • Responsibility for Career Planning • Organization • HRM • Employee • Manager • Career Anchors • Meaning • Types
Definition of Career Planning • Career planning is the process of enhancing an employee’s future value.
Responsibility for Career Planning Organization HRM Employee Manger
Organization • Instigating and ensuring that career planning takes place. • The organization must carefully advice an employee concerning possible career paths to achieve that employee’s career goals. • The organization must supply information about its mission, policies and plans and provide support for employee self-assessment, training and development. • Organizational needs should be linked with individual career needs in a way that joins personal effectiveness and satisfaction of employees with the achievement of organization’s strategic objectives.
HRM • HRM personnel are generally responsible for ensuring that this information is kept current as new jobs are created and old ones are phased out. • HRM specialists should see that accurate information is conveyed and that inter-relationships among different career paths are understood. • Specialists provide career counseling, training and help in understanding the performance review process.
Employee Career Planning requires a conscious effort on the part of the employee: • Employee must identify his/her knowledge, skills, abilities, interests and values and seek out career options accordingly. • Should use performance reviews and evaluation conferences to gather information to make career plans. He can then schedule assessments, counseling and training to prepare for career advancement. • Before engaging in meaningful career planning, he must not only have an awareness of the organization’s philosophy but must also have a good understanding of the organization’s more immediate goals.
Manager • It has been said that,” The critical battleground in career development is inside the mind of the persons charged with supervisory responsibility”. • Managers should encourage employees to take responsibilities for their own careers, they should show the employee how to go about the process and then help the employee to evaluate the conclusion. • Many organizations have designed training programs to help their managers to develop the necessary skills in career counseling area.
CAREER ANCHORS Motivators that make employees held on their jobs.
introduction • The term was introduced by U.S. organizational theorist Edgar H. Scheint. • These are strong non- monetary factors, which affect work and career satisfaction and provide away of understanding these motivators of career decisions.
Meaning According to Schein,” A career anchor consists of the individual’s talents, motives and values, as perceived by himself/ herself, which the individual uses to for motives and stabilise his/ her career. 1. If an employee is not aware of his/ her career anchors, he/she could land-up in a work situation in which he/ she lacks job satisfaction. 2. As an individual is likely to make job selections that are consistent with his/ her self image, career anchors can serve as a basis for career choices.”
Types of Career Anchors • Technical/ Functional Competence These kind of people like being good at something and work to become a guru or expert. They like to be challenged and then use their skills to meet the challenge, doing the job properly and better than almost anyone else.
Types of Career Anchors • Managerial Competence These people want to be managers they like problem solving and dealing with other people. They thrive on responsibility to be successful, they also need emotional competence.
Types of Career Anchors • Autonomy/independence These people have a primary need to work under their own rules and regulations. They avoid standards and prefer to work alone.
Types of Career Anchors • Security/stability These people seek stability and continuity as primary factors of their lives. They avoid risk and are generally ‘lifers’ in their job.
Types of Career Anchors • Entrepreneurial Creativity These people like to invent things, be creative and to run their own businesses. They differ from those who seek autonomy. They find ownership very important. They get easily bored. For them, wealth is a sign of success.
Types of Career Anchors • Service/Dedication to a cause Service oriented people are driven more by how they can help other people by using their talents. They may work in public services or in areas such as human resources.
Types of Career Anchors • Pure Challenge People driven by challenge seek constant stimulation and difficult problems that they can tackle. Such people change jobs when the current one gets boring, and their career can be varied.
Types of Career Anchors • Lifestyle In this type of career anchors, people are keen to integrate the needs of the self, the family and the career. They seek flexibility and an organization which understands their desire for balance.
Special Thanks to - http://www.hrdqu.com/webinars/career- anchors-tapping-power-talents-motives-values/ https://rapidbi.com/careeranchors/ https://www.careeranchorsonline.com/SCA/abou t.do?open=prod Career anchors Book by Edgar Schein https://en.wikipedia.org/wiki/Edgar_Schein