UNIT – I Lesson 1 HRM – AN OVERVIEW Lesson Outline Nature of ...

their career. An individual could also shape one’s own career by planning for it and
reviewing, renewing and adapting the plan during the entire work life. A dependable
Career Strategy from an individual’s perspective involves the following steps:
a. Preparing a personal profile based on introspection and psychometric testing such
as Vocational Interest tests and personality tests
b. Developing professional goals in the form of a mission statement
c. Analyzing the external and internal environment influencing careers
d. Developing strategic career alternatives based on the analyses
e. Evaluating alternatives and selection of the one that is most attractive
f. Preparing a set of guidelines and milestones for the career plan as it is set into
action.
3.13 CAREER STRATEGIES
The procedure of making the most out of one’s career begins at the very beginning stage
when a person selects the right company to work for. Identifying a dependable adviser,
being continually exceptional in one’s job and constantly improving skills by reading and
learning from others would be crucial in the early years of work life. Coping with
challenges arising out of jealousy and power games within organizations and with the fast
changing external environment call for a great deal of attention in the years that follow
one’s training period. Negotiating intelligently by making beneficial trade-offs, improving
one’s qualifications and credentials, building visibility and forging alliances with well
wishers, creating a favorable impression in the top levels of management would be of help
in the middle stage of career. Taking independent charge, picking a winning team,
shaping lives of team members, managing stress, and striving to stay on top are the
sequential tasks of the final stage of an individuals’ career.
3.14 Career Anchors: There are distinct patterns of self-perceived talents, attitudes,
motives and values that guide and stabilize a person’s career after the initial years of
earning real-world work experience and feedback. These patterns are called as Career
Anchors. These anchors provide a growing area of stability within the individual’s
attitudes, which anchors the interpretation of career and life options. Typical career
anchors include those of technical competence, managerial competence, security and
autonomy. These anchors affect considerably the way individuals see themselves, their
jobs and their organizations. For example, some employees using a technical competence
anchor get concerned mainly with technical tasks. They refuse to become involved in
aspects of managerial tasks.