2. Person/Job Fit
Now the book lays out two different models in regard to staffing quality. Neither person job fit nor person organization fit. So first we're going to look a person job fit and then person organization fit. Now the graphic here is small intentionally, I just want to call your attention to what's in the book. So go ahead and look for the person job fit section in the book and pull up the diagram there. It will match what you see on your screen. A person job fit is really just what it sounds. It's looking to see if an individual matches that job. Now make it a bit more detailed, we would want to look at KSAO's. I don't believe the book in this chapter breaks apart that acronym for you so I've used the term already I believe it's knowledge, skills, abilities and other characteristics. So this is really what the individual brings to the table. So we look at KSAO's and we match those to the KSAO's necessary for performance of the job. And the way that we establish which KSAO's are necessary is something we cover in one of the support activities of the book, job analysis. So we match KSAO's of that person to those required by the job and we also look at motivation and we are say okay how's this person motivated we tie that to the rewards. So that's the compensation and benefits and perhaps other things that are not monetary. So we're going to match on a few different things here ideally. Again job analysis is important here to establish what the job requires.