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How can we assess if an employee fits the organizational values?

Shoug

| 17 Posts

Associate

8 Oct, 2017 09:46

How can we assess if an employee fits the organizational values?

Any tool that anyone could share..

  • David

    | 20699 Posts

    Chartered Member

    8 Oct, 2017 13:50

    Hi Shoug

    Just like the good old person-spec, you have to determine the essential and desirable traits involved. And values from whose perspective? - potential colleagues or the aspirations of those who command the organisation. Ideally of course the two things should match, but..........

    Then, I suppose, you have to get some kind of measure of such things - you can dream up some of the usual oversimplistic 'competency-based' type questions which the glib Blarneystone kissers will excel at answering or you can try some more realistic, situational assessments - such as putting them to sit and interact socially / informally with colleagues / 'the management' for a spell and noting afterwards carefully and in detail what happened

  • Shoug

    | 17 Posts

    Associate

    9 Oct, 2017 05:11

    In reply to David:

    Thank you David, Appreciate your feedback. but isn't there any sort of assessment or evaluation other than interaction? coz even interactions will be based on perceptions or personal opinions which may not be realistic.
  • David

    | 20699 Posts

    Chartered Member

    9 Oct, 2017 08:38

    In reply to Shoug:

    Hi again Shoug

    There are of course many psychometric assessments that seek to measure personality traits such as introversion / extroversion and even I think others that probe value systems such as integrity and honesty.

    But one organisation's ideal employee is probably going to differ significantly from all others, so there will usually be a big element of bespokeness and subjectivity. However, I'm of the belief that all of social psychology / indeed most of philosophy is inevitably subjective: reality or objectivity or 'the realism to which you refer is just a construct of someone's brain: there is no such thing as reality (except, as my friend used to define it as a 'condition arising from an insufficiency of alcohol intake')

    So, a multi-pronged / blended approach to your problem might be appropriate - one that combines various measures and methods of evaluation, ranging from such as psychometric assessments to (hopefully) expert yet subjective opinions and even if appropriate gut feelings.

    You could always try some workplace experimentation as you go along by trying to measure eg employee effectiveness and to correlate it with the results of the various selection methods used to pick them
  • Ray

    | 2529 Posts

    Chartered Member

    9 Oct, 2017 09:27

    In reply to Shoug:

    Hi Shoug,

    As many have discovered, measuring observable, objective "values" is an impossibility.  Since values are inside people, they cannot be directly observed or measured - they can only be implied by the ways that people act and expess themselves.

    These two latter things can be observed, giving an opportunity to establiish whether what a person actually does or says, is in support (or not) of the values that the company wishes to promote.

    It's a hard road to get there, but when a company wants to take this particular route it means that someone in each activity has to clearly define example those types of acts (behaviours) for each activity. This assumes that management not only knows what the values really mean, but that they buy into them.

    As an illustration, if the "value" is "having an innovative mindset", and the job family is "purchasing", then it is necessary to get the purchasing team to develop and agree clear examples of what this means in practice. How people undertake their day to day activities can then be objectively assessed in the light of these reference examples.

    There are no magic tools in this area and utimately it is down to clear definition and guidance, objective observation - and managerial utimately judgement.

    I what context do you want to assess peoples' "values"? development? change management? performance? bonus?

  • Shoug

    | 17 Posts

    Associate

    9 Oct, 2017 09:32

    In reply to Ray:

    Thank you Ray, it seems convincing now that an organizational cultural fit can only be measured through observing acts and reaction towards related situation.
  • Shoug

    | 17 Posts

    Associate

    9 Oct, 2017 09:32

    In reply to David:

    Thank you Ray, Appreciate your feedback once again.
    It seems convincing to me now...
  • Robey

    | 1513 Posts

    Chartered Member

    9 Oct, 2017 09:56

    There are plenty of people who will tell you that their tool will do the job. But whether they are right depends on a lot of variables:

    Do you have a very clear understanding of what those values are?
    Have you matched those values with confidence against the results your tool delivers?
    Are your internal recruiters competent at using the tool?
    Are your internal recruiters fully committed to recruiting on the basis of the tool (as opposed to other variables like, say, competence and qualification)?

    In short, there is no simple solution to values-based recruitment. It's one of those things behind which an entire organization has to align. If you are a small-scale tech start-up that just fills its ranks with people who were in your fraternity/hacker group, then you can be relatively confident that you'll have a values-aligned organization - But are they the right values? Eh, Uber?

    But if you're starting from the position of being a mature organization that has now decided that it needs to recruit on the basis of shared values, then forget the hope of a "quick fix". There will need to be top-level departures and a major project (led at Director level) to re-align the organization wholesale.

    And even then - as Punit Renjen of Deloitte discovered a couple of years ago - you may still find that your message just doesn't reach the front line where it actually matters.
  • David Perry

    | 5015 Posts

    Chartered Member

    10 Oct, 2017 05:58

    You can measure all you want. But first you need to know your own company values and who in the company has them?
    Are these simply aspirational values, that are written down, practiced by a few at the top and one or two in between?
    Are these values impossible to learn, or quickly learn to comply with once employed?

    Does the organisation actually practise them? I remember one big company which amongst its values stated it appreciated, 'honesty and integrity'. I can't recall the exact details, but one of the staff owned up to accidentally damaging some equipment and did the honest thing and reported it. After being disciplined he dismissed for gross misconduct........Mmmmm?
  • Steve Bridger

    | 7358 Posts

    Community Manager

    10 Oct, 2017 06:54

    In reply to David Perry:

    David Perry

    "Does the organisation actually practise [these values]?"

    I was thinking the same, David.

    I also wasn't sure from Shoug's question whether this was all in a recruitment context... or further down the line, with employees. If the former, you'd hope that the recruitment / interview process would 'shake some of this out'. On the other hand, we don't want to surround ourselves with clones or 'yes' men & women who will not challenge the organisation to innovate.

  • Shoug

    | 17 Posts

    Associate

    10 Oct, 2017 06:54

    In reply to Robey:

    Thank you Robey, appreciate your feedback..
  • Shoug

    | 17 Posts

    Associate

    10 Oct, 2017 06:57

    In reply to David Perry:

    The values are our own organizational values and we wanted to assess the candidates we are looking forward to recruit to see if they fit as requested by the top management.
  • David

    | 20699 Posts

    Chartered Member

    10 Oct, 2017 07:31

    In reply to Shoug:

    But, Shoug, how can'the top management' be so certain that clones of themselves or even sets of values they happen to think are best are really best for the organisation?

    Evidence-based HR come in please!!
  • Shoug

    | 17 Posts

    Associate

    10 Oct, 2017 07:46

    In reply to David:

    Dear David,

    our organizational values were set on an inside out basis and all our employees have been through the whole process of exploring the organizational values. Moreover, we have continuous awareness activities that reflect our values, but in case of new recruits we want to know if they will fit our organizational culture...
  • David Perry

    | 5015 Posts

    Chartered Member

    10 Oct, 2017 07:51

    In reply to Shoug:

    But are you/your organisation then saying that a person's values are fixed? Unalterable, non negotiable, inflexible? Incapable of change?
  • Shoug

    | 17 Posts

    Associate

    10 Oct, 2017 08:02

    In reply to David Perry:

    No off course not, its just the whole organization agreed to those values since the values reflect the family culture we have in the organization, but for sure every employee has his own personal values.
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