Details

Autor(en) / Beteiligte

• Juhász, Márta

Titel

The analysis of person-job fit in the public inquiry service at the Hungarian telecom organization Experiences of a validation process

Ist Teil von

• Periodica polytechnica. Social and management sciences, 1999-07, Vol.7 (2), p.151

Ort / Verlag

Budapest: Periodica Polytechnica, Budapest University of Technology and Economics

Erscheinungsjahr

1999

Quelle

EZB Electronic Journals Library

Beschreibungen/Notizen

• Models of person-job fit reflect well the economic andsocial attitude of a certain era and give guidingprinciples to the companies for the selecting process. The practical interpretation of the beginning of thecentury is very one-sided contemplation of the function only, which means`suitable person for suitablejob´. Nowadays the person-job fit models consider the possibilities offered bythe job and also themotivation and the demand of the person towards the job (Robertson,1994). Fitting between theperson and the job is an adaptation process which is a dynamically changing interactive process helped bythe selection and the socialisation. (Semmer, Schallberger, 1996).The validity analysis of the predictors (different methods of selection ) isrelated to the work achievement ofthe employees employed already. The analysis of their work helps to define thecriteria of the selection. Aperson who suited the criteria and reached a required level during the assessment process is not surehaving an appropriate way of working and achievement. This is true inversely too. In spite of the fact thatthe results of predictors of a nominee are low he or she is still able to achieve a sufficient work. It meansin the practice that making a selection based only on the results ofthe predictor is not sufficient, the validation process is needed to be usedtoo.In the followings I would like to present a working process which we started in1996 at the public inquiryservice of a Hungarian telecom organization on the occasion of the introductionof a new technology(Antalovits et al., 1997). The process started with job analysis andthen we worked out a specialpsychological selection methodology. In the fall of 1997 half a year after the selection we wanted toprove the validity of our selection methodology using the validation processfor measuring different parameters of achievement (Antalovits et al.,1998).