Job fit Vs Organizational fit

 

PEOPLE AND ORGANIZATIONS : PRINCIPLES AND PRACTICE IN GLOBAL CONTEXTS. 

( by M.D.E.I.M.Muthugalage - 23042637)

"Job fit" Vs "Organizational fit"

“Job fit” and “organizational fit” are concepts widely used in the context of talent acquisition in order to assess the compatibility between individuals and the role that is assigned to them or the organization they work for.

Person – organization fit refers to the degree to which a person’s personality, values, goals and the other characteristics match those of the organization. Person-job fit is the degree to which a person’s knowledge, skills, abilities and other characteristics match the job demands. 

Why should you care about job fit?

We need to ensure that a candidate should have the necessary skills, experience and motivation to perform well in the given job role. Otherwise, it would have a great negative impact on employee’s level of performance in future and will let even the organizational output being put in a lower level than expected. Eventually the unhappy employee will leave the organization prematurely without optimizing the objective of the recruitment. 

How to conduct a “Job Fit” assessment

• Have a thorough understanding of the role
• Make a right pre-employment assessment
• Develop a good interview process
• Evaluate candidate’s motivation
• Focus on long-term perspective.
• Make sure job fit and organizational fit complement each  other
• Make an effective job fit assessment having a two-way                process.

 

In contrast, what is organizational fit?

When an employee’s personal and professional values and beliefs align with and complement those of the company they work for, called as organizational or culture 

Why need to be concerned on “Organizational Fit”.

Enhanced job satisfaction

Employees who align with organizational culture, it’s values and goals are more likely to find their work constructive and meaningful. It leads to build lower turnover rate and increased commitment to the organization. Eventually help to boost the overall performance of the employees

 

Enhanced adaptability

Constant changes are taken placed in today’s dynamic business environment.

Employees who well fit have capability of adapting to the changing environment.

 

Innovation and creativity

An environment where employees feel they belong and aligned with the organizational culture, tends to deliver innovation and creativity. Diverse perspective within the context of organizational fit can lead to novel solutions and ideas.

 

Reduced turnover rates

Employees who feel a strong connection with organization are less likely to leave their positions. A good fit reduces cost and the disruptions connected to employee turnover.

 

Better recruitment and selection

Organizations who prioritize organizational fit during the recruitment process are more likely to attract candidates who align with their values and goals. It develop a selection process in a organization that well suited to it’s own culture.

 

Conclusion

Both job fit and organizational fit looks very important in developing a vibrant team to the organization. It helps to sustain organizational values, ethics and culture, whilst the employees contribute to the organizational growth with their own competencies in great height. A good fit in both ends build a positive and productive work environment.

References

Books:

Organizational Fit by Amy L.Kristof – Brown and Jon billsberg

Perspective on Organizational Fit by Cheri Ostroff & Timothy A.Judge.

Others:

https://80000hours.org/key-ideas-2023/personal-fit/

https://peoplespheres.com/how-to-find-and-develop-a-true-person-organization-fit/

https://www.adaface.com/blog/person-organization-fit/