Also, they need to be informed on what type of organization they may join and if it will suit them. Secondly, using too much the person-organization fit concept can lead to some deviations.
One is not a substitute for the other; they are complimentary measures that they should take into account for different aspects of the job. However, these two models contain some limits in their use and efficiency. Organizations need potential, and some individuals can add value to the company beyond boundaries of their own job.
Conclusion The person-job fit and the person-organization fit can be very valuable for the company in making selection decision, because they provide a lot of benefits such as worker satisfaction or organizational identification.
Companies should not think this way: Then, we will evaluate their efficiency and their repercussions on the company. First, it can be an efficient way to send a clear message to those sharing the same values.
Needless to say that companies need to furnish accurate and realistic information about the job, so that the applicant can analyse the degree of match between there KSAOs and the job requirements.
For example, if a person is very logical, good in mathematics and likes physics, he is fitted to be an engineer. For example, the person-job fit will be more weighted for a fixed-term employment and a knowledge-intensive position, because this model is focusing especially on the knowledge and skills of the applicant for a specific number of tasks requested.
By matching the right personality with the right company, the company will observe a decrease in the turnover, because the greater the person-organization fit is, the more likely Staffing and selection essay will want to stay in that company.
When a company issues a job advertisement, it characterizes the job with its requirements and rewards whereas the applicant is characterized with his qualifications and motivation. Then, during the hiring process, a list of values should be given to the applicant, in which he will have to rank their own personal values in terms of their work environment preferences.
Generally speaking, we can assume in a first place that they contain a lot of advantages for the organization in terms of selection, but there is a way to use them.
Usually, organizations have a large number of groups and each do not share the same values all the time. Get Full Essay Get access to this section to get all help you need with your essay and educational issues.
First, when companies are in a hiring process, they should not be too focused on the person-job fit concept. They are very useful for the company to find the right person for the job, but organizations should not use only these measures when making hiring decisions; the process has to be based on multiple sources of information and assessments.
There are many different types of match in staffing, but in the perspective of a Staffing Quality Model, human resource managers use mainly two different ways, among others, to asses the suitability for a job: However, the person-organization fit will be more weighted for a permanent position.This essay will examine the notion of ‘person – organisation fit’ and its relevance in the recruitment and selection process.
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