The career anchor model describes one's self-perceived needs, values, and talents and has the potential to serve as an information base for individuals contemplating a career change or for organizations seeking to aid individuals in career planning. Five career anchors or central areas are seen as guiding individuals' career decisions: security, technical/functional competence, managerial competence, creativity, and autonomy. Less common career variables are identity, service, and variety. A questionnaire using four-point Likert-type scale items has been developed to measure the career anchors and variables. Analysis of data from a study using the questionnaire determined that the instrument did not collect information regarding self-perceived talents of the respondents. It more accurately measured career orientations--career attitudes, values, and needs. The career anchor is therefore a composite of one's career orientations and self-perceived talents. Identifying one's career anchor can be accomplished through use of the Career Orientations Inventory along with an interviewing or self-diagnostic process. Human resource planning must take into account an individual's career anchor and provide for encouragement of career decision making. (YLB)