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The professional standards of industrial-organizational psychologists (I-O psychologists) require that any selection system be based on a job analysis to ensure that the selection criteria are job-related. The requirements for a selection system are characteristics known as KSAOs – knowledge, skills, ability, and other characteristics.
The Knowledge, Skills, and Abilities (KSA) framework, is a series of narrative statements that, along with résumés, determines who the best applicants are when several candidates qualify for a job. The knowledge, skills, and abilities (KSAs) necessary for the successful performance of a position are contained on each job vacancy announcement ...
A résumé or resume (or alternatively resumé), [a] [1] is a document created and used by a person to present their background, skills, and accomplishments. Résumés can be used for a variety of reasons, but most often are used to secure new jobs, whether in the same organization or another.
Industrial Development Organization of United States (2002): Competence is a collection of personal skills related to knowledge and personal specifications which can create competence in people without having practice and other specialized knowledge.
The skills involved can be defined by the organization or by third party institutions. They are usually defined in terms of a skills framework, also known as a competency framework or skills matrix. This consists of a list of skills, and a grading system, with a definition of what it means to be at particular level for a given skill. [1]
Person–organization fit (P–O fit) is the most widely studied area of person–environment fit, and is defined by Kristof (1996) as, "the compatibility between people and organizations that occurs when (a) at least one entity provides what the other needs, (b) they share similar fundamental characteristics, or (c) both". [10]