go on eat besuc cuplayas filthe organisational values when hicy are find selected and recruited ,and had these values are reinforced dinouch fewand management and die use of myla (cultural shinies ]. The approach of seeding shall uil not only have the sulbible motivation , knowledge , skills and chililies (and pole lid for further development or jela ),but also section binod anew one . However peasring that the job applicat has the required values that fil the organisation 's values adds a further Simercion to the sail of applicant that should be chicken for aparticular position . This gives no the following model If the Gilis achieved then ,so we have fond babe the cox al Husky . fitresultsin heller iconlion , cuplane sibidion , pafennince and allendance . Thus , the impact ofhaving in calive workforce that Gi de organisational vibes shing with other moopiemets ,can lead Insigni Gord compaiht advantage Figure 2 (below) includes departmentd wahes innegation of larger complex onparisilius having Jul sobadones are divided by department , this is has been given in the figure In highlight that organisationd values are the desired of "espoused values Jail hic top minuponcal desire , whereis subculland (departmental )values may differ insane necessarily mean that this is the case . HK recruiters meal boucida that what In The cue whe is a pianny for job applicants . infomul Subcalland value soicialal with the colleagues with when the applicant will work , but meal