A Study of Selection Tools for High-turnover Positions: A Case Study of Taiwan Life Insurance Company
碩士 === 國立中央大學 === 人力資源管理研究所 === 97 === Although the person -organization fit is a common tool to build organizational culture, it is scarcely used for the selection of employees. In order to reduce the turnover rate of certain position and thus to keep good employees, person – organization fit can b...
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| Format: | Others |
| Language: | zh-TW |
| Published: |
2009
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| Online Access: | http://ndltd.ncl.edu.tw/handle/20910791177713905542 |
| Summary: | 碩士 === 國立中央大學 === 人力資源管理研究所 === 97 === Although the person -organization fit is a common tool to build organizational culture, it is scarcely used for the selection of employees. In order to reduce the turnover rate of certain position and thus to keep good employees, person – organization fit can be used as a selection tool in recruiting processes. It is the purpose of this study to investigate the feasibility of using person-organization fit as a tool in selecting potential employee for certain positions. In this study we use Taiwan Life Insurance Company as a case study. In this case we divided the selection process of job applicants into four phases. In the first phase we use intelligence test to find out the learning and adjustment ability of the applicants. In the second phase we use some measurement tools to find out the personal value of the applicants and see if they match the value of the organization. In this process we also find out the applicants’ sociability and willingness to work with others and especially to work as a team. In the third phase we created a projection model in which to predict the future performance of the job applicants, by using the scores of intelligence test, person – organization fit and other related information as predicators. Our findings are that these predicators are reliable variables in predicting the turnover tendency of the applicants.
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