Integral Systems_Selecting Employees for Organizational Performance
Integral Systems: Selecting Employees for Organizational Performance
Jay Partin, PhD
Selecting an individual to assume a position within the organization is a decision that affects its future performance.
Whether it’s a new hire or an internal placement, an entry level job or a senior executive, the chosen individual will have an effect on the organization’s capacity to perform. Therefore, selection criteria, methods and results are more than a decision about an individual. They need to be viewed in the larger context of the organization, its goals, performance requirements and essential capabilities.
Organizations are systems and organization members are components of that system. The collective attributes of organization members determine the nature and ability of the entire organization to meets its demands. Organization demands vary with the nature of the environment in which the organization exists (e.g. manufacturing, financial services, government services). The expectations are always the same: the organization must meet its demands and its members are expected to perform their duties well.
The context for determining which selection methods to use needs to be made based on what role the individual is to play and how best to determine the degree of fit between the individual and the demands of the job. The nexus between the individual and the organization can be illustrated in the organization system model below.
Page 1 of 4
In this illustration, the organization is construed as a system that exists in an environment that places demands on the organization to perform. The organization responds to the demands and processes the requested tasks in the form of an organizational output. In a human system the work performed by the organization is done by a person that is assigned certain duties to perform on demand. As the units of work move throughout the organization, the individual actions and handoffs from one person to another
Jay Partin, PhD
Selecting an individual to assume a position within the organization is a decision that affects its future performance.
Whether it’s a new hire or an internal placement, an entry level job or a senior executive, the chosen individual will have an effect on the organization’s capacity to perform. Therefore, selection criteria, methods and results are more than a decision about an individual. They need to be viewed in the larger context of the organization, its goals, performance requirements and essential capabilities.
Organizations are systems and organization members are components of that system. The collective attributes of organization members determine the nature and ability of the entire organization to meets its demands. Organization demands vary with the nature of the environment in which the organization exists (e.g. manufacturing, financial services, government services). The expectations are always the same: the organization must meet its demands and its members are expected to perform their duties well.
The context for determining which selection methods to use needs to be made based on what role the individual is to play and how best to determine the degree of fit between the individual and the demands of the job. The nexus between the individual and the organization can be illustrated in the organization system model below.
Page 1 of 4
In this illustration, the organization is construed as a system that exists in an environment that places demands on the organization to perform. The organization responds to the demands and processes the requested tasks in the form of an organizational output. In a human system the work performed by the organization is done by a person that is assigned certain duties to perform on demand. As the units of work move throughout the organization, the individual actions and handoffs from one person to another