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1、New Trend of Assessment in HRManagementPerson-Organization Fit1.LI Yuan 2.LI Li-MeiSchool of Political Science and Public Administration University of Electronic Science and Technology of China, Chengdu, P.R China, 610054Abstract Person-organization fit, short for P-O fit, mainly probe into compatib
2、ility between basic features of organization individuals such as organizational culture, atmosphere, values, goal, standard and individual personality, values, goal, attitude and so on, as well as the possible result and the premise to realize such a compatibility. Researches show that P-O fit could
3、 not only enable organization to better attract, pick out and detain talented staff, but also help improve personal performance and their satisfaction. Although present researchers hold different opinions on the choice of P-O fit operation index, all results reveal theorys great application value in
4、 HR assessment. On one hand, according to P-O fit, in employment organization could adopt some tactics to increase reliability and accuracy of the assessment on the fit between the candidate and organization, thus to improve recruiting quality; on the other hand, the application of fitting index in
5、organization assessment provides a new methods to perfect assessing system, which is also positive to staff performance.Key words HR management, Person-organization fit, assessment1 IntroductionAs the premise and criteria of an accurate HR decision-making, assessing is the core job of HR management.
6、 In organization, there are two kinds of assessments. One is for selection and promotion, namely, personnel recruitment and selection; the other is performance assessment deciding salary and bonus distribution.Traditionally, no matter the assessment is carried out before employment or after, it focu
7、sed on the fit degree between the post and personal capability. That is to say, the employed staff fit for the post would be assessed afterward to see how this fit realized and hence to scale their contribution. This kind of assessment takes effect to some extent in practice of HR management, but it
8、 is also marked with some limitations. It fails to estimate the fit of personnel and organization between their values, goals, and characters. The result would be personnel working for interests instead of the organization, which easily lead to lower commitment and satisfaction, and a higher dismiss
9、ion.In recent years, concerning the shortcomings of traditional assessment, western researchers and administers put forward a new mode of Person-Organization fit. This new mode offers a new perspective to the assessment, emphasizing on the integral fit between staff and organization. Through this ne
10、w pattern angle organization could perfect its assessing system, tackle with drastic talent competition, attract and detain the talented and therefore enhance organization potency. 2 Definition of P-O fitMore than 100 years ago, management master Taylor, in the set of his elaborately summarized scie
11、ntific management principles, put forward that the first-class worker should be picked out, with qualification of his competence and willingness. Taylor emphasized that personal ability unilaterally meet the demand of job. However, along with further management research and practice, the unilateral
12、fit which failed to put into consideration of other organizational factors besides staff and organization, could not well meet the need of HR exercise and theory development. Thus, more and more researchers and administers turned to Person-Organization fit.In the past researching, there were two com
13、prehensions to P-O fit. One is supplementary and complementary fit, proposed by Muchinsky and Monahan. Supplementary fit means that individual and organization possess the same or the fitted features. While the complementary fit means that individual and organization could meet the need of each othe
14、r. The latter emphasizes on whether the individual would be provided with some unique resources, making up for organization deficiency. To be detailed, the need of organization could be realized through fruitful works of the staff, and vice versa. 1 The other is needs-supplies and demands-abilities,
15、 proposed by Edwards. From the angle of needs-supplies, when organization satisfies personal need, desire or preference, P-O fit comes into realization. While seeing through demands-abilities, if personal ability well meets the demand of organization, the fit realizes as well 2.Although these two vi
16、ewpoints have obtained thorough research, they are seldom considered together. Kristof(1996) believes that although the fit in values between personnel and organization is important, integration of all P-O fit concepts is rather necessary for a thorough comprehension of it. Having summarized the past researches, Kristof proposed integral mode of P-O fit. In such a mode, P-O fit is compatibility between personnel and organization, which means that th
