Establishing and maintaining person-organization fit
Establishing and maintaining person-organization fit
This chapter provides an overview of the Person-Environment Fit (PEF) theory and its application in the workplace through the Person-Organization Fit (POF) theory. The Graduate Recruitment Selection Process (GRSP) model outlines a typical selection process, followed by a discussion of sustainable talent pipelines and the Early Career Talent Pipeline (ECTP) conceptual framework. Next, the chapter addresses challenges and strategies in assessing POF, focusing on four themes: (i) volume of applicants, (ii) selection stage choices, (iii) use of technology, and (iv) bias in the selection process. The chapter also examines how POF can evolve over time from either the employee perspective, the employer perspective, or both, by introducing the Early Career Attraction and Retention (ECAR) model and the POF Assessment Matrix (POFAM). The chapter concludes with four lived experience insights that offer real-world examples of assessing POF during the selection process for early career talent.
171-201
Donald, William E.
0b3cb4ca-8ed9-4a5f-9c10-359923469eec
17 January 2024
Donald, William E.
0b3cb4ca-8ed9-4a5f-9c10-359923469eec
Donald, William E.
(2024)
Establishing and maintaining person-organization fit.
In,
Donald, William E.
(ed.)
Strategic Opportunities for Bridging the University-Employer Divide.
Hershey, Pennsylvania.
IGI Global, .
(doi:10.4018/978-1-6684-9827-9.ch007).
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Abstract
This chapter provides an overview of the Person-Environment Fit (PEF) theory and its application in the workplace through the Person-Organization Fit (POF) theory. The Graduate Recruitment Selection Process (GRSP) model outlines a typical selection process, followed by a discussion of sustainable talent pipelines and the Early Career Talent Pipeline (ECTP) conceptual framework. Next, the chapter addresses challenges and strategies in assessing POF, focusing on four themes: (i) volume of applicants, (ii) selection stage choices, (iii) use of technology, and (iv) bias in the selection process. The chapter also examines how POF can evolve over time from either the employee perspective, the employer perspective, or both, by introducing the Early Career Attraction and Retention (ECAR) model and the POF Assessment Matrix (POFAM). The chapter concludes with four lived experience insights that offer real-world examples of assessing POF during the selection process for early career talent.
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Ch7 Person-Organization Fit
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Published date: 17 January 2024
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Local EPrints ID: 487062
URI: http://eprints.soton.ac.uk/id/eprint/487062
PURE UUID: 9ed932e2-5137-406f-b656-30473ba9e7ef
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Date deposited: 13 Feb 2024 17:30
Last modified: 25 Jul 2024 02:08
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Author:
William E. Donald
Editor:
William E. Donald
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