Aligning Person-Organization Fit With the Practice of Human Resource Management

Abstract

The rapid pace of technological change, deepened globalization, internationalization of business, and drive for quality and shifting social and demographic trends have challenged organizations. The complexity of todays organization demands for flexible workforce which can readily switch tasks and move easily between teams. In embarking upon these responses, the most powerful force is the person - organization fit. Businesses have shown increasing interest in PO fit over recent years. The importance of P-O fit for the organizations is indicated by the significant relationships between P-O fit and turnover. By aligning the persons personality, goals and values with those of the organization rapid changes can be brought about. Thus organizations attempt to bring about a fit between the individual and organizational characteristics. Organizations grow and prosper when person - organization fit is strong. Since person - organization fit is a concept of organizational behaviour domain; its implementation can be connected with human resource management firmly. Consequently, this paper aims at discussing the alignment of person-organization fit with the human resource practices such as recruitment and selection, training, socialization, performance appraisal and compensation etc. The present study adds to an already substantial literature on person-organization fit by proposing a two stage model on personorganization fit and employee selection.

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