Assessment and Selection Procedure for Managers and Administrative Officers in a Startup Enterprise

The present study highlights on the assessment -selection procedure of the startup enterprise that is going to be developed in the remote place in India. This study describes about the assessment- selection system while hiring the individuals for the position of managers and administrative officer. Furthermore, the selection procedure for each of this position is also elucidated in this report. The KSAO requirement for these two positions for which the selection process is going to be held. This report also focuses on the problems that might be envisaged while carrying out assessment and selection methods. The recommendations on the assessment-selection system are also given in the last part of the report.

Running head: ASSESSMENT AND SELECTION
ASSESSMENT AND SELECTION
Name of the Student
Name of the University
Author’s Note

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Executive Summary
The present study highlights on the assessment -selection procedure of the startup enterprise that
is going to be developed in the remote place in India. From the given case study, it has been
reflected that the aim of this research institute is to conduct quality scientific research on
agribusiness. The research station being located in the remote part of the local community from
the city of Kurnool, the assessment -selection procedure will be done via online mode. As the
people working in this research station might have residential and non residential status, online
mode of selection will help to attract Indian national as well as foreigners. This study describes
about the assessment- selection system while hiring the individuals for the position of managers
and administrative officer. Furthermore, the selection procedure for each of this position is also
elucidated in this report. The key points that are discussed under this selection procedure
includes- advertising, managing the application procedure, online selection test, shortlisting of
candidates, assessment of candidates, personal interview, background analysis of the candidate,
physical test, final selection. In addition, this report also analyzes about the KSAO requirement
for these two positions for which the selection process is going to be held. This report also
focuses on the problems that might be envisaged while carrying out assessment and selection
methods. The recommendations on the assessment-selection system are also given in the last part
of the report.

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Table of Contents
Introduction......................................................................................................................................4
Q1- Answer......................................................................................................................................4
Selection criteria for manager positions......................................................................................4
Selection criteria for administrative positions.............................................................................5
Selection process for each position..............................................................................................5
Assessment weight.......................................................................................................................7
Q2- Answer......................................................................................................................................7
Skills needed and factors to consider for the position of manager and administrative officer....7
Q3- Answer....................................................................................................................................10
KSAO’s required for each of the positions................................................................................10
Q4- Answer....................................................................................................................................12
Problems envisaged in carrying out assessment and selection procedures...............................12
Recommendation of each of the selection system.....................................................................12
Conclusion.....................................................................................................................................13
References......................................................................................................................................14

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Introduction
The report provides an overview about the assessment selection procedure of the start-up
enterprise for bringing the best staffs for the job. Selection assessment methods refer to the guide
to implementation of formal assessment for building high-quality workforce. This method is
usually implemented by the organization to accurately measure capability levels of the candidate
against the levels of capability that is required for this role. In addition, it also helps to
consistently administer as well as measure the performance of a candidate on their capabilities.
Different assessment selection procedure is used by the human resource management of this
organization to assess the personality, knowledge, attitude, adaptability, managerial and
communication skills of the candidates (Bhoganadam & Rao, 2014). This start-up company is
going to adopt valuable assessment selection methods for recruiting managers and administrative
officers in order to achieve success in the long term. This report highlights on the skills needed
as well as factors to be considered for the position of administrative officer and manager. The
KASO requirement for each of these positions is also discussed in this study. Furthermore, the
selection procedure for each of this position is also elucidated in this report. This report also
focuses on the problems that might be envisaged while carrying out assessment and selection
methods. In the last section, recommendation on the selection system is also given in this study.
Q1- Answer
Selection criteria for manager positions
 Having experience in administering employees
 Demonstrated knowledge in developing as well as implementing policies
 Having strong communication as well as negotiation skills

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 Good computer skills
 Experience to manage operations of company including incorporated associations, proper
knowledge regarding compliance issues
 Demonstrated skills in time management
 Capability to create short term plans
Selection criteria for administrative positions
 String administrative as well as interpersonal skills
 Knowledge of communication technology
 Well-developed skills in solving any kind of problems
 Ability to administer workloads within deadlines
 Tertiary qualifications such as technical certification degree
Selection process for each position
As the research station for the agribusiness is located in the remote area, the selection
procedure for the position of manager and administrative officer will be taken through online
mode. This recruitment procedure for these two positions is illustrated below:
 Online Advertisement for the position- The range of online advertisement options to be
considered for these two positions are- on-line job boards and social media platforms for
attracting talented and skilled candidates (Madera, 2012).
 Managing the application procedure- The application form of the candidates will be
received through online mode. This will help to assess the suitability of candidate for this
specific position (Kumari, 2012). Based on the education qualification and experience,
the candidate’s form will be screened.

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 Online selection test- Both preliminary and main test will be held for selecting the
candidates through online mode. This will help to attract individuals with diverse
nationality, minorities and ethnicity. The cut off marks of preliminary exam will be 40
out of 100. The candidates passing this test will be selected for the main test.
 Shortlisting of candidates-The candidates will be shortlisted for the main test based on
the cut off marks attained in the preliminary exam. Moreover, based on the availability on
number of total vacancies, the cut offs marks for the main examination will be decided.
In addition, final merit list will be made based on the consolidated marks that is secured
by these candidates.
 Assessment of candidates- The selection committee will be held for assessing the
shortlisted candidates. The members of this committee will also assess the candidates
based on the marks obtained by them in both preliminary and main exam. The cut off
marks for the total test is 150 out of 300. If the candidate does not qualify this cut off
marks although qualifying in all subjects, then these candidates will be eliminated.
 Personal interview- This interview process will help to weed out several applicants. The
interview question will be prepared by the assessment committee, which will be asked to
these shortlisted candidates. In addition, this interview will be taken over phone or vedio
calling as the project is going to be developed in remote place (Dineen & Williamson,
2012). If the candidates can answer 15 out 20 questions, they will be selected for the
next round and others will be eliminated.
 Background analysis of the candidate- The candidates selected will be checked based
on their past records. This will help to provide clear image of the character of the

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candidate. Furthermore, it will also help to eliminate those candidates who will not meet
the above selection criteria.
 Physical test- The psychometric test of the selected candidates will also be held through
online mode, which in turn will help to ascertain their mental and psychological
capabilities.
 Final Selection- The candidates are finally selected after all this verification test.
Assessment weight
The assessment weight for selecting the candidates for these two positions is given as- 60% or 60
points to the online test and 40% to the interview. The total assessment weight should be equal to
100 points or 100%. For estimating the candidate score-
 Firstly, divide the score by total marks that is available for assignment
 Multiplying each score with its weight
 Summing up weighted score for obtaining the final marks.
The online preliminary as well as main exam test and personal interview of candidates over
phone are the two selection tools that have highest weightage. This is because the total marks
obtained by the candidates through these selection tools will help to make right decision in
eliminating candidates in these two stages and thereby hire the right personnel.
Q2- Answer
Skills needed and factors to consider for the position of manager and administrative officer
The given case study reflects that agriculture being the vital industry in India, the
government of this nation has put in strategic plans to develop research institute in the Kurnool

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district in Andhra Pradesh. Being the HR consultant of this project, the assessment- selection
system for hiring managers and administrative officers has been developed depending on their
skills and other factors (Highhouse, Doverspike & Guion, 2015). The skills required for the
position of the mangers are given below:
 Communication skill- The managers are required to have proper communication skills
as they plays vital role in coordinating the project and assign task to the individual team
member. As they also have the responsibility to understand the requirement of employees
and stay in line of contact with their staff and clients, good communication skill is
required for the mangers to be hired in this project.
 Team management ability- The managers required for this project must have the skill of
administering as well as coordinating the team by delegating task, setting goals and
resolving conflict. The managers must have team management ability as they are required
to boost the morale of workers so that they contribute their best efforts in developing the
research institute.
 Leadership skill-The managers to be hired must have the leadership skill so that they
effectively handle the workers of this project (Lin, Hu & Wu, 2014) Moreover, this skill
is also needed as the managers will have to effectively assign responsibility to different
workers of the project. This skill of the managers will help them to achieve the target
within the specified time period.
 Decision making skill- Decisions are mainly classified as strategic, operational and
regular. This skill is required as the managers hired will have to set various criteria while
making judgment based on this decision. Managers with effective decision making skill

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will help in bringing together the workers to implement different solution regarding
development of research institute.
 Administrative as well as financial skill- This skill is needed for the managers to be
hired as they will set the budget relating to development of research institute and carry
out other administrative works. However, this skill will increase the efficiency of the
managers and achieve success in this project.
Other factors to be considered while recruiting the managers for this project are their
personality, attitude and work experience. Similarly, the skills needed for the position of
administrative officers are given below:
 Planning skill- The administrative officer to be hired is required to have planning
skills so that they can complete the project within the specified time limit. Moreover,
this skill of administrative officer will also lead to proper utilization of resources.
 Organization skill- The role of administrative officer involves several paper works
such as -sourcing, experimenting, accounting and filing (Schmitt, 2012). However,
the administrative officer to be hired for this project is required to have organization
skill so that they can handle the work effectively. Another vital requirement for this
skill is efficiency in meeting the target setting.
 Technological skills- As the administrative officer operates with different
technological tools for scheduling programs of this project, it is necessary for the
individual to have proper technological skills (Miller & Guo, 2013). However, this
skill of administrative officer will lead to increase in total productivity of the work to
be done for completing the project.

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 Time management skill- This skill is required for this post so that the administrative
officer helps in completing the project within the specified time limit.
 Interpersonal skills- As the role of the administrative officers is to build relationship
with the individuals in various circumstances, it is necessary for them to have proper
interpersonal skills (Ployhart & Kim, 2014). In this case, the administrative officer
must have this skill as they are required to reach across the various audiences.
Moreover, this skill also helps in keeping good relationship with the staffs as well as
manages their time in efficient way.
Other factors to be considered for the position of administrative officer are- written as
well as verbal communication skills, capability to support external as well as internal
stakeholders, management skills and technical technique.
Q3- Answer
KSAO’s required for each of the positions
The acronym of KSAO is knowledge, skill, abilities and other features. It is one of the
vital tools used by the HR managers for recruiting the personnel. This mainly describes about the
attributes as well as skills needed for as specific position in the organization. Knowledge
involves the body of information which mainly consists of procedures as well as facts. Skills
basically involve the abilities that are related to manual, mental and verbal processing of
information. Ability signifies the total capacity for effectively engaging in the activities. Other
features mainly include attributes which do not lie under skills, ability and knowledge but are
important for the position including proper listening skills, politeness and courteousness.
The KSAO needed for the administrative officer position are given below:

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Knowledge- The requirement of knowledge for this position involves- secondary training in
agricultural field, work experience in this field and technical training relating to the department
where they will work.
Skills- The skills required for this position involves- planning skills for establishing work
priorities and ensuring that deadlines are met, organization skills for reviewing and evaluating
new administrative procedures, technological skills for preparing the departmental budgets and
demonstrating working knowledge, time managements kill for preparing periodic reports within
particular time limit (Swider, Zimmerman & Barrick, 2015).
Ability- This includes- ability to prioritize as well as manage multiple work, ability to monitor
relevant activities, ability to evaluate the effectiveness of policies and programs, ability to
recognize resources for completing the project.
Other characteristics- This involves- ability to provide subordinates with good leadership,
ability to align with mission as well as values of company, ability to deal with stress, ability to
create positive environment in workplace by interacting with workers.
The ability of the managers to identify the resources for completing the project successfully
within specified time and their ability in dealing with stress are the two critical ones identified in
KSAO for this personnel level position.
Similarly, the KSAO required for the position of manager involves-
 Knowledge- The knowledge required for this post are- the degree in management as well
as analytics, education in computer programs and other knowledge of hardware as well as
software system.

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 Skill- The skill required or this position involves technical and social processing skills.
Both these skills help to effectively complete the project with the specified time limit.
Moreover, forward planning skill is also required for this post so that they have the ability
to plan resource utilization beforehand.
 Ability-The manager are required to have the ability to delegate with easiness, leadership
competence, ability in building a team and so on.
 Other characteristics- This involves money management ability, ability in building
good relationship with subordinates, flexibility and integrity ability optimism attitude and
so on.
The forward planning skill and leadership competence are the two critical ones that have
been identified in KASO required for the position of personnel level.
The online exam selection method and personal interview over phone or video calling
method are the two selection tests, which reflect that these selection tools do not include any
biasness. Although biasness can occur during background analysis of candidates, the
psychometric test will help to ensure fairness of plan while selecting these candidates.
Q4- Answer
Problems envisaged in carrying out assessment and selection procedures
Several problems can be envisaged in carrying out assessment and selection procedures
of hiring candidates for these two positions. As the candidates will be hired via online test, this
will increase overall expense cost of this project. Increase in expenditure will occur due to
implementation of advanced technology including new software and hardware system in
computer. In addition, bringing the employees to work in this remote place will also add to cost

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of expenditure. Furthermore, communicating with the applicants will create problem during the
selection procedure as it is going to be held via online mode.
Recommendation of each of the selection system
The recommendation given below will help to improve the assessment – selection procedure
of hiring managers and administrative officers. These includes-
 The job descriptions for these two posts should be provided in detail, so that it becomes
easier for the foreign candidates to understand about this post (Uggerslev, Fassina, &
Kraichy, 2012)
 Psychometric test should be included while recruiting the candidates for these two
specific posts.
 Proper recruitment strategy should be implemented in order to reduce the total
expenditure cost of the selection process.
 New technology should be adopted while recruiting and selecting the individuals.
However, Applicant tracking system (ATS) will help to sort as well as manage the
individuals for this post.
Conclusion
The conclusion that can be drawn from the above report is that effective recruitment
strategy is vital for hiring the candidates from the global market. In addition, proper
implementation of new technology will help to improve the selection procedure especially for
the startup enterprise. This enterprise should also adopt different selection procedure while hiring
the applicants for this post. As the research station is located in the remote area in India, the hire-
select assessment tool will be used for selecting the individuals for this position. For these two

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positions, the focus will be mainly on testing the leadership qualities and communication skills
of the candidates.

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