11/20/2018 Person Job Fit Person Profiling

Person Job Fit Concept Importance Process Matching of personal characteristics with the requirements of job. Importance Positive performance/behavioral outcomes (higher performance, greater satisfaction, lower absenteeism and turnover, more OCB) Process Person profiling and job profiling.

The What & The Why Can assist employers with the information needed to make better hiring, placement and promotion decisions. With a variety of employee assessments, employers get results; lower absences, lower turnover and lower recruitment costs. Employers believe they can achieve greater productivity and customer satisfaction. A person profile is a type of assessment and usually focuses on a single person. Profiles are usually conducted objectively, using quantitative techniques, such as ‘tests’.

Person profiling Major dimensions Personal/ biographical characteristics (age, gender, marital status, tenure) Ability Values Personality Perception and attribution Attitudes Learning Motivation

Ability Knowing how people differ in abilities; An individual’s capacity to perform the various tasks in a job. Fact is that individuals are not equal in all abilities Issues from management point: Knowing how people differ in abilities; Using that knowledge to increase the likelihood that an employee will perform in his/her job well

Types of ability An individuals overall abilities are made up of two set of factors: Types of ability Intellectual: cognitive, practical and emotional intelligence Physical

Ability-Job fit Individual and job differences in abilities A high ability-job fit necessary for improved job performance Need for identifying abilities requirements of the job for adequate performance and for measuring those abilities in individuals to establish the fit Lack of fit leads to performance problems If, Ability < Job Requirements basic cause of poor performance Ability > Job Requirements organizational inefficiency & job dissatisfaction

Research Findings the two most critical individual differences determinants of job performance are general mental ability and amount of job experience Cognitive ability is the most important cause of job performance and the relationship between ability and performance is stable over time

Personality Popular notion Adjective approach (e.g. external appearance and social success) Only a partial explanation Differences and similarities in individuals (different and similar ways of thinking, feeling, and behaving) Personality account for and explain these similarities and differences in people The way individual reacts and interacts with others Nature or Nurture?

Personality assessment (The Big Five) Research supports that five basic personality dimensions underlie all others: surgency: outgoing, extroverted, self- confidence, sociable Agreeableness: good-natured, cooperative, trusting Adjustment: balancing, emotional stability Conscientiousness: responsible, careful, persistent, achievement oriented Open to experience: imaginative, preference to variety, intellectual curiosity

Research Findings The way most organizations operate has changed significantly the last 30 years. The effects of these changes means that your personality is seen by a potential employer as more important now than it was in the past. Initially developed for the workplace in the 1940s and 1950s by research teams at industrial companies like AT&T Inc to screen candidates for management jobs. Today,  about 80% of the Fortune 500 and 89 of Fortune 100 companies use it to analyze the personalities of employees, in an effort to find them in the right roles and help them succeed

Values The most stable or enduring human characteristic It exists whether we recognize them or not When we know our own values, we can use them to make decisions about how to live our life and can answer questions like What job should I pursue? Should I accept this promotion? Should I start my own business? Should I compromise, or be firm with my position? Should I follow tradition, or travel down a new path?

Values A significant portion of the values we hold is established in our early years from parents, teachers, friends, and others. A person’s value develop as a product of learning and experience in the cultural setting he/she lives. learning & experience differ from person to person so value difference is unavoidable. Drives, motivates and governs the way people think, behave, and relate to other people and the society Basis for understanding attitudes, motivation and perception

Rokeach’s values types Terminal values Desirable end-states of existence Instrumental values Preferable modes of behaviors (means of achieving terminal values)

Terminal & Instrumental A comfortable life An exciting life A sense of accomplishment A world at peace A world of beauty Equality Family security Freedom Happiness Inner harmony Mature love Ambitious Broad minded Capable Cheerful Clean Courageous Forgiving Helpful Honest Imaginative Independent

Values in practice Personal values Work values Organizational values Principles on which we build our life and guide us to relate with other people and Influence individuals’ ethical decisions Examples: ‘family’, ‘courage’, ‘trust’, ‘accountability’, ‘power’, ‘recognition’, ‘wealth’, and so on Work values Help in setting one’s principles, standards of judging and dealing with work related problems and choosing Impact employee’s job satisfaction, commitment , organizational performance and strategy Organizational values Can be classified into task-oriented values, change-related values, status-quo values and relationship-oriented values The relative significance of these value groups vary across different organizations Examples: ‘adaptability’, ‘cooperation’, ‘creativity’, ‘diligence’, ‘initiative’, ‘openness’, ‘social equality’

DEFINING YOUR VALUES Step 1: identify the times when you were happiest What factors contributed to your happiness? Step 2: identify the times when you were most proud What factors contributed to your feelings of pride? Step 3: identify the times when you were most fulfilled and satisfied What factors contributed to your feelings of fulfillment? Step 4: determine your top values, based on your experience of happiness, pride, and fulfillment list down three top factors for each category Step 5: Prioritize your top values Work on the list to know which value is more important to you Step 6: reaffirm your values Check if your top priority values fit with your life & vision for yourself