Selection and recruitment of individuals and organizational fit
In the selection and recruitment of individuals and organizational fit focus, that is, the overall evaluation of people. The selection process will be placed in the full interaction between the person and the organization in the link, to find employees who agree with the values of the company and the company's overall objectives, at least with <SPAN id=link3 class=intellitextLink corporate culture integration, can communicate with the organization, in the company's dynamic changes can always keep their personal and work fit. First, train the recruiter. There is an improvement in the accuracy of the recruiter's perception of the main characteristics of their own organization and the characteristics of the candidate. Including the ability to grasp and express the core part of the organization's culture to the candidates must be strong, so that the candidates can obtain the main information of the organization in a short period of time, to establish a kind of fit with the organization's initial perceptual judgment.
Recruiters should also learn to use individual values profile personality tests and other evaluation methods to correctly understand and reflect the candidate's fit with the organization's characteristics, in order to achieve the desired results of the organization's recruitment. In terms of evaluation methods for candidates, different evaluation methods are applied to positions of different natures, so as to objectively reflect specific competencies that are closely related to the job and are valid within the organization. At the same time, the assessment methods can be flexibly changed according to the changes in the positions. Of course, the test should not be taken as the only way, such as interviews, real work previews can be supplemented. Enterprises to candidates real introduction of enterprise-related situations, candidates real show their own strengths and weaknesses, at the same time in the staff to enter the enterprise and reach the normal working condition of the adjustment process, will not let the excitement and enthusiasm fade too quickly. In order to make personal understanding and assessment in the direction of the organization's expectations, arrange a new employee position related to the middle level employees to participate in the interview panel, by him and the new employee through negotiation, consultation, timely correction and maintenance of the establishment of the fit, so that the formation of the individual and the organization's fit is more clear and reasonable, to shorten the employee's adaptation stage, so that it as soon as possible to enter the normal state of work.
The training process of personal and organizational fit
The training of the organization as a whole can be designed by the individual and the organization *** with the training content. Training content should be closely integrated with the direction of business development, and the second should be closely related to the work that employees are engaged in or will be engaged in. From the overall development of the enterprise to analyze and determine its needs, while analyzing the staff to achieve the ideal work<SPAN id=link1 class=intellitextLink performance of the skills and abilities that must be mastered, and each employee's work standards, by the work standards to analyze the staff to complete the work of these knowledge, technology must be mastered; on this basis, to look for staff and On this basis, to find the gap between the employees and the standard of work performance required by the enterprise, according to the different needs of the employees, ability and emotional characteristics, etc. will be divided into different groups, and then on the different subdivided groups, according to the characteristics of their positions, respectively, to carry out purposeful training. Finally, the evaluation of the training effect, timely training effect and demand changes, development strategy to make newer and more suitable training content adjustments to form a high degree of compliance with the needs of both employees and enterprises. Completed such a beyond, I believe that the enterprise and its employees' satisfaction, sense of achievement and loyalty will have a great leap forward, to maintain a good fit between individuals and organizations.
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Personal and Organizational Fit under Incentive Mechanisms
For the retention of the core talent of the enterprise and the enhancement of the enterprise's performance, the comprehensive incentive mechanism in place is undoubtedly a good method of nearly complete. In the incentive mechanism, the individual and the organization if you can achieve fit, the enterprise must have reached the highest level of incentive mechanism, the principle is that it must be oriented to the value of employees. Each set of incentive programs in addition to the overall systematic design, members of the organization has the unity, but also according to the needs of different employees, to provide personalized human resources solutions, for example, enterprises to consider the implementation of the buffet welfare program to meet the needs of different employees at different levels of different stages of the work; timely publication of the organization to develop the promotion of personnel within the organization's promotion plan, to inform each employee in detail about the reality of the prospect of promotion In order to ensure that the promotion of employees in the organization can achieve a greater stimulus effect; the establishment of a reasonable job design and division of labor, in addition<SPAN id=link2 class=intellitextLink The design of the pay should be in the employee satisfaction and organizational retention of core talent and performance enhancement in the search for a point of equilibrium, and correctly deal with the monetary compensation and non-monetary compensation, material compensation, long-term compensation and non-material compensation, long-term compensation and performance enhancement. It should correctly deal with the contradictions between monetary and non-monetary compensation, material compensation and non-material compensation, and long-term compensation and short-term compensation. The establishment of incentive mechanism is closely related to the career planning of employees. A clear career path is the greatest incentive for employees, and it is the key factor of employee self-motivation. And if we can achieve employee self-motivation and organizational incentives to interact, this form of personal and organizational fit must be perfect.
Employee career development under the personal and organizational fit
Individual career development and organizational development is a dynamic and continuous fit process. Career development is a dynamic process of finding a balance point - the balance point is broken - re-select - find a new balance point. The career development of personal and organizational fit is to help employees carry out personal development planning and other career-related activities to maximize the development of personal potential, so that it fits with the enterprise's career needs, to obtain win-win results. Enterprises for employees' career design should be systematic consideration, according to the characteristics of the organization, the use of systematic methods, the employee's career planning and the development of the enterprise track, human resources related functions combined with the needs of employees and the needs of the enterprise; the enterprise must be based on the environmental conditions, tasks, goals, staff quality and requirements of the changes at any time to adjust and innovate; in the design of the development of the track, to be Fully take into account both the development of the enterprise and the development of employees. To implement a multi-track system of career development, and to have a certain degree of flexibility to meet the needs of employees; in all aspects of employee career planning, the enterprise should provide timely consultation. Through talks, employees are helped to summarize their past work and the current status of their work, evaluate various work results and abilities, discuss their aspirations and potentials, and discuss career changes, modifications, and other development plans. With the assurance of basic portfolios, such as: internal job vacancy posting and lateral mobility, retirement preparation programs and formal education and training, then, with increased employee participation, active planning portfolios and active management portfolio activities are further employed. For example, the establishment of assessment centers, formal specialized coaching, and career workshops focus on understanding employees and their development prospects, and clarifying how the organization's career system works. Companies use the activities of the proactive planning portfolio to try to turn information into action through specific plans for employee careers and corporate succession plans. Employees feel that their careers are valued at the highest level, and that the organization and the individual have reached the best possible career fit, which is beneficial to both the organization and the individual. Consider the extent to which HR and frontline managers are involved in this process to make the practice work more effectively.
Individual-Organization Fit in Employee Relations
Individual-Organization Fit in Employee Relations Employee relations place a strong emphasis on communication, and effective communication improves employee satisfaction and supports the achievement of organizational goals. Through good communication can help individuals and organizations to better understand each other's expectations and obligations, according to changes in the expectations of both sides constantly revised and adjusted, so that employees are respected, increase self-confidence at the same time, many of the organization's problems believed to be solved. At the same time, to solve the vertical communication gap, the implementation of "walking management", to understand the real state of work of the staff, the psychological state, timely adjustments to the management strategy, targeted to the maintenance of the fit. Line managers and human resource managers lead the establishment of employee relations with each other. Line manager to spend time and energy with the understanding of employees, know what he is good, worried, need. This is based on the employee's trust and respect for the line manager; while the human resources manager plays the role of a bridge between the manager and the employee, to help the line manager to understand the depth of the employee. Managers only fully respect, cherish and listen to the organization members of the emotional appeal, the expression of desire to help members of the organization to maintain a strong psychological ties, to play the potential for organizational mobilization, so that each member of the enthusiasm to continue to work.
In order to meet the expectations of the members of the organization for the correct behavior of the leader, it is important to emphasize that each person should have the spirit of self-dedication, voluntarily follow the norms of the organization's behavior to participate in the activities of the whole organization, so that the orientation of the individual values and the conditions of the activity are reasonably coordinated to bring into play the effective induction capacity of each person and to arouse the enthusiasm for the work. In any case, the important purpose of managers using motivational incentives is to positively influence each member's work results and job satisfaction. Job satisfaction, in turn, will encourage each individual to be more productive and to positively reinforce the enthusiastic work ethic that is part of the motivation factor. An organization by using the motivational incentives to maintain internal activities to improve the psychological coordination between the leader and the leader and the ability to adapt to the organizational environment, can achieve the best combination of people and things, can promote the efficiency of the work and the organic unity of the organizational order.
Creating a corporate culture of personal and organizational fit
The corporate culture of personal and organizational fit is not only recognized by employees, but also reflects the core competitiveness of the enterprise's culture. The center of gravity is the formation of employees believe in corporate values, employees trust the organization, employees aspire to the cause. Individual and organizational fit theory design questionnaire for employees to identify the corporate culture of the rough measurements, enterprises and according to their own characteristics, to refine the advanced concept of the enterprise, the formation of the core corporate culture. Let employees participate in the design of corporate culture, the spirit of enterprise, business philosophy, the core values of the refinement of activities; employees can become a corporate culture disseminator, the formation of a widely recognized corporate culture within and outside the enterprise. To establish a learning organization, strengthen the function of corporate culture, the organization and individuals *** together to improve the understanding and awareness of corporate culture, and strive to incorporate the good will of employees into the development goals of the enterprise. Individuals and organizations in line with the construction of corporate culture requires business managers to provide more for the ability of employees to play a good system to ensure that the effective mechanism, the right policy and relaxed corporate working atmosphere. The purpose is to establish the enterprise economic system and operation mechanism which takes the development of ability as the direction; strive to let every employee take the ability to maximize the correct play as the main goal of their own value pursuit, and actively work for it. Under this culture, enterprise managers and employees up and down the same desire, so that the business philosophy can be implemented, *** knowledge can be established, the goal can be achieved, to achieve personal and organizational fit. Enterprises can reach and maintain a dynamic balance with the staff of the fit, then the organization and personal fit will be more lively.
Through the establishment of personal and organizational fit to achieve the independent dynamic development of human resources, is the goal of modern human resource management activities. Based on the personal and organizational fit of the corporate culture itself is an effective incentive resources for personal non-material needs, not only can attract a large number of talented people in the market, but also increase the personal utility, to fully meet the needs of individuals and enterprises, the formation of a sense of stability, a sense of honor, and reduce the rate of departure.
Personal and organizational fit of the enterprise human resources management application is a complex and integrated problem, personal and organizational fit is not a layer of invariance, it will change with the organizational environment, the social environment, so personal and organizational fit, requiring business managers and human resources practitioners to develop, open to the evaluation of personal and organizational fit, to adapt to changes and development of human resources management methods, according to the changes and the development of human resources management methods, and the development of human resources management methods. development of human resource management, according to the changes and development to change the way of human resource management.