Study On Person-Organization Fit In Project Engineer Recruitment Of U Company

With the coming of the era of the globalization economy and the knowledge-economy, the market competition among the enterprises eventually becomes the competition among human resource which the enterprises have. How to attract and retain competitive human resource has become a key to survival and development of every enterprise. Recruitment not only is the main way to obtain the needed human resource, but also, the efficiency of the recruitment directly affects the success or failure of enterprise operation effectiveness and the development of the strategy. Traditional recruitment was based on the demands of jobs, the recruiters always focus on that the knowledge, skills, and abilities of the candidates meet the requirements or demands of the available jobs. The new employees by this way may be unable to agree with the enterprise's organizational characteristics, such as core values, organizational goals and working environment, and leave the company. It means the waste of enterprise resource and the huge loss of human resource, at the same time, it also destroyed the organization atmosphere and group cohesion seriously. More and more enterprises realize that a new recruitment model based on'person-organization fit' can avoid these problems.U company (Shanghai) is a global leader in the design, engineering and manufacture of critical subsystems and turnkey solutions for a variety of industries. All the business activities are implemented by the project management way. The project engineer is responsible for the quality and work efficiency of all the projects. As a result, the cost of project engineer recruitment is so high. But out of the high costs, there does not have a higher job satisfaction and a better job performance. This article is based on my working experience in U company's human resource office, observing the process of project engineer recruitment and comparing of work performance of project engineers, finding out the problems and deficiencies in this post recruitment process, analyzing the rooted reason, rethinking U company's current recruitment system and recruitment methods, further exploring how to innovate and change some recruitment measures to implement the person-organization fit. On this basis, this paper designs the basic process of'people-organization fit' recruitment:working environment analysis, project engineer characteristic analysis, person-organization fit scales test, realistic job preview, structured interview based on person-organization fit. The goal of this study is to provide the human resource guarantee of U company's project operations to get the higher benefit. Finally, I also hope this paper can provide some good advices and enlightenment to help other similar enterprises to construct and improve their recruitment systems.