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Rebecca R. Kehoe and F. Scott Bentley

We aim to advance research on building human capital resources in two ways: by considering a broader array of attributes through which employees might create value in organizations; and by proposing the more explicit assessment of fit of prospective employee attributes relative to other organizational characteristics in the hiring process. First, we explicate three broad categories of employee attributes – knowledge, skills, and abilities (KSAs); personality, values, and interests; and status and social capital – that represent potential sources of value creation for organizations, either at the individual level or the collective level. Next, we highlight the importance of how employee attributes fit with other resources and organizational characteristics in determining the likelihood of actual value creation. We review work on resource complementarities and redundancies in the strategy literature as well as the concepts of horizontal and vertical fit in the SHRM literature.