. "RIV/70883521:28120/08:63507531!RIV09-MSM-28120___" . "978-80-87222-03-4" . . "Ambagahakande Gamaralalage, Kusuma Wijeshinghe" . "2"^^ . . "[7C13FEE3B45B]" . "Matching People and Organization for Profit"@en . "2"^^ . "Slad\u011Bn\u00ED lid\u00ED a organizace za \u00FA\u010Delem dosa\u017Een\u00ED zisku"@cs . . "28120" . . "Hurta, Josef" . "Slad\u011Bn\u00ED lid\u00ED a organizace za \u00FA\u010Delem dosa\u017Een\u00ED zisku"@cs . "Ambagahakande Gamaralalage, Kusuma Wijeshinghe" . . "377860" . "Matching People and Organization for Profit" . . "Konven\u010Dn\u00ED v\u00FDb\u011Brov\u00E9 postupy jsou zam\u011B\u0159eny sm\u011Brem k naj\u00EDm\u00E1n\u00ED zam\u011Bstnanc\u016F, jejich\u017E znalosti, dovednosti a schopnosti poskytovat odpov\u00EDdaj\u00ED jasn\u011B definovan\u00FDm po\u017Eadavk\u016Fm na konkr\u00E9tn\u00ED pracovn\u00ED m\u00EDsta. Ale porozum\u011Bn\u00ED a p\u0159edpov\u00EDd\u00E1n\u00ED chov\u00E1n\u00ED v organizac\u00ED vy\u017Eaduje zv\u00E1\u017Een\u00ED osobn\u00ED situace a faktor\u016F, a jak jsou tyto faktory v interakci k vy\u0161\u0161\u00ED produktivit\u011B. Nov\u00E9 modely v\u00FDb\u011Bru daly najevo, \u017Ee se zam\u011B\u0159ujeme na pron\u00E1jem a %22celku%22, kdo se vejde i do konkr\u00E9tn\u00ED organizace kultury, kter\u00E1 je osobnost\u00ED organizace. Osoba-organizace se zam\u011B\u0159uje na hodnoty vhodn\u00E9 pro osoby v organizac\u00ED sp\u00ED\u0161e ne\u017E na konkr\u00E9tn\u00ED pracovn\u00ED m\u00EDsto, skupinu, nebo posl\u00E1n\u00ED. Tento p\u0159\u00EDsp\u011Bvek p\u0159edstavuje, jak velk\u00E1 firma si m\u016F\u017Ee vytv\u00E1\u0159et zisk prost\u0159ednictv\u00EDm osoby-organizaci, jak hodnoty zapadaj\u00ED a jak osoba-organizace vhodn\u00E9 modely mohou b\u00FDt pou\u017Eity v organiza\u010Dn\u00EDm procesu."@cs . "RIV/70883521:28120/08:63507531" . "Matching People and Organization for Profit" . . . "Conventional selection practices are geared towards hiring employees whose knowledge, skills, and abilities provide the greatest fit with clearly defined requirements of specific jobs. But understanding and predicting behavior in organizations requires a consideration of person and situation factors, and how these factors interact for higher productivity. New models of selection have been emerged that is geared towards hiring a ?whole? person who will fit well into the specific organization?s culture that is the personality of the organization. Person?organization value fit focuses on fit of the person with the organization rather than fit with a specific job, group, or vocation. This paper presents how firm can generate big profit through person-organization value fit and how person-organization fit models can be used in organizational hiring process." . . . "Person-organization value fit; employee selection; outcome"@en . . "2008-11-20+01:00"^^ . . "S" . "7"^^ . "Conventional selection practices are geared towards hiring employees whose knowledge, skills, and abilities provide the greatest fit with clearly defined requirements of specific jobs. But understanding and predicting behavior in organizations requires a consideration of person and situation factors, and how these factors interact for higher productivity. New models of selection have been emerged that is geared towards hiring a ?whole? person who will fit well into the specific organization?s culture that is the personality of the organization. Person?organization value fit focuses on fit of the person with the organization rather than fit with a specific job, group, or vocation. This paper presents how firm can generate big profit through person-organization value fit and how person-organization fit models can be used in organizational hiring process."@en . "MendelNet PEF 2008" . "Mendelova zem\u011Bd\u011Blsk\u00E1 a lesnick\u00E1 univerzita v Brn\u011B" . "Matching People and Organization for Profit"@en . "Brno" . . . "Brno" .