Employee Selection Report: Nisha Manufacturing's HR Strategies

This report, prepared for Nisha Manufacturing Pvt Ltd., a newly established herbal soap company, addresses crucial aspects of human resource management. It begins by defining employee selection and its significance, followed by an analysis of effective work group characteristics, including clear direction, communication, and collaboration. The report then delves into retention strategies, such as orientation programs, compensation, recognition systems, work-life balance, training, and feedback mechanisms. Furthermore, it examines the importance of performance appraisal, outlining its objectives and impact on employee promotion, compensation, training, and motivation. Finally, the report explores various organizational culture types, recommending the adoption of a market culture for Nisha Manufacturing to gain a competitive edge. The report also includes reflections on an interview process conducted by the author and their team, and it offers insights into improving the process. The report is a valuable resource for students seeking to understand the complexities of employee selection and organizational dynamics.

EMPLOYEE SELECTION

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
Characteristics of effective work group. ....................................................................................3
TASK 2............................................................................................................................................5
Retention strategies that can be used by organization................................................................5
TASK 3............................................................................................................................................6
Importance of performance appraisal..........................................................................................6
TASK 4............................................................................................................................................7
Types of organizational cultures.................................................................................................7
CONCLUSION ...............................................................................................................................8
REFERENCES................................................................................................................................9
Appendix-......................................................................................................................................10

INTRODUCTION
Employee selection refers to a detail procedure of finding right employee for the right
job. Employee selection includes recruitment process for recruiting the candidate for filling the
vacant job position. The process helps to selecting suitable employees that can perform the job in
the organisation effectively(Abernethy, 2015).
Nisha manufacturing Pvt Ltd. is a newly start up company that manufactures and offers herbal
soap. The company wants to hire an accountant for performing the accounting functions. The
Report will outline job description, job specification and interview questions. The Report will
describe features of effective work group, retention strategies that can be used by organisation,
importance of performance appraisal and types of organisational cultures etc.
TASK 1
Characteristics of effective work group.
Team work refers to working in a team with other members for achieving a particular
objective of the organisation. Effective team work is possible only when all the independent
individuals make efforts for achieving the objective, proper resources must be available for
working in a team(Burt, 2015).
There are various characteristics of an effective work group. They are as follows-
Clear direction-
For an effective group performance, every team member must have clarity of the
objective to be achieved. Firstly, every individual must know that why the work group is
existing. After having clarity of the objectives, team should have a clear direction.
Clear communication-
There must be transparency in the communication between the team members of the
group. There should be clarity in communication between the group members so that, all the
issues can be resolved on time.
Collaboration –
There should be proper collaboration in the work group. This will help the company to
achieve its objectives. Team must have a strong leader who can manage the group(Highhouse,
2015).
Defined roles-

Group members must have clarity of the roles that they have to play. Role should be
given according to the skills of team members.
Difference in views-
Difference in opinion of group members is common. Ideas of individual members should
not be suppressed for effective performance of the team.
Team trust-
If, group members does not trust each other then, they cannot achieve the goals of the
team.
Accountability-
Members of the team should not blame each other for the failures. Team members
should accept responsibilities and mutual accountability for high performance of the
group(Roberson, 2017).
Decision making-
Every group member should be given authority of participating in group decision-
making. This will help the group to face every type of situation.
Reflection of the experience-
Before conducting the interview I and my other team members have decided the overall
objective of conducting the interview process. Next, we have prepared different types of
interview questions. We have randomly selected the subjects from which the questions were
asked from interviewees.
I have get a positive experience of conducting the interview for the role of accountant because
we all are well prepared in advance. We have divided the whole work among group members
and also provided authority of decision-making. During the interview process, I have felt that we
should provide the list of interview questions to the candidates before starting the interview
process. This will provide some time to interviewees for answering the questions. Another
important thing that I have observed during interview process is that, some of the candidates has
not properly understand the question asked by the team. Therefore, before conducting the
interview, interviewer must ensure that, the candidates have not misinterpreted the questions.
While other candidates have answered all the questions correctly.

TASK 2
Retention strategies that can be used by organization.
Retention strategies refers to the different types of strategies that are used by
organizations for retaining the employees for a long period. Company can retain its loyal
employees by providing adequate training and development opportunities, proper rewards and
incentives.
There are various types of retention strategies that can be used by small organization for
retaining the new employee for the role of accountant.
Orientation-
Company should develop an orientation programme for newly recruited accountant.
Orientation programme for new employee will help the company to describe the method of
working in the company and also help to address the queries of the new employee.
Employee compensation-
It is very important for the companies to provide attractive package to the staff. Company
should offer attractive salary, perks, bonus and health benefits for retaining the new employee in
the organization. Company should provide all the details regarding the compensation to the
accountant(Nolan, 2016).
Recognition and incentive system-
Company should appreciate their employees for high performance because, every
employee wants recognition and appreciation for the work they are performing. Newly start up
company should develop a policy of providing rewards to the newly appointed accountant of the
company.
Recognition and incentive system will help to retain the employee of small organizations for
long period.
Work- life balance-
Companies should provide a better work-life balance to their employees. For providing a
healthy work-life balance to the new employee, company should offer flexible working
schedules or telecommuting , vacation time etc. This will help small organization to improve the
job satisfaction level of new employee.
Training and development-

Companies should provide training and development opportunities to the employees for
the advancement of their existing skills. Human Resource Manager of the organization should
invest funds for providing opportunities of professional development of the new employee.
Small organization should organize events and conferences every month for the development of
newly appointed accountant.
Feedback-
There must be transparency in the communication between supervisors and employees of
the organization. Small organizations should develop a policy of collecting feedbacks from new
employee in respect of their performance. This will help to resolve the issues that are happening
at the workplace(Hensvik,2019).
TASK 3
Importance of performance appraisal.
Performance appraisal refers to the process of evaluating the performance of the workers of the
organization. It also helps the companies to determine the need of training and development of
the employees in future.
There are various objectives of a company behind evaluating the performance of the workers.
They are as follows-
 Performance appraisal helps to maintain the detail records in respect of the performance
of staff that will help to develop compensation package of the employees(El Ouirdi,
2016).
 It also helps the small organisations to evaluate the strengths and weaknesses of workers
so that, right employee can be appointed at right job position.
 Performance appraisal helps to determine the current performance of the employees.
 It helps in determining the need of future training and development needs of the
employees.
Importance of performance appraisal for the performance of new employee- Performance
appraisal system of the company will play an important role in managing the performance of
newly appointed accountant in different ways-
Promotion-

Performance appraisal programme for the new employee will help Human Resource
Manager of the company to develop the programme of promotion of newly appointed employee
for the post of accountant.
Compensation-
Performance appraisal programmes helps the companies in developing the compensation
package for existing as well as new employees. Human Resource Manager of newly start up
company should develop performance appraisal policy for developing the compensation package
for new employee that will include salary, perks, bonus etc. This will motivate the accountant to
perform better.
Training and development-
Performance appraisal helps the manager of the companies to develop training and
development programmes for the employees of the organization. Newly start up company should
develop a performance appraisal system for evaluating the strengths and weaknesses of the new
employee. This will help the company to manage the performance of the new accountant.
Communication-
Through performance appraisal, communication between the employees and supervisors
improves. Performance appraisal of the new employee will help the company to gain knowledge
of the current skills of the new employee. This will help the company to manage the performance
of new accountant(Cohen, 2017).
Motivation-
Performance appraisal system helps the employer to determine the performance of the
employees. The system will help the newly start up company to evaluate the efficiency of new
employee. This will motivate the accountant to perform better.
TASK 4
Types of organizational cultures.
Culture of the organization includes the norms, values, beliefs of the persons that are working in
the organisation. Organisation culture is different for different types of companies. The culture of
organisation is very important for managing any type of change in the organisation. Different
peoples working in the company will have different opinion regarding the culture of the
organisation(Cathcart, 2016).

There are four different types of organisation cultures they are as follows-
Clan culture-
Under clan organizational culture, the environment of the company will be friendly. People that
are working in the firm will have more similarity in their beliefs and values. The leader of the
organisation will act as a mentor, facilitator etc. The company will focus on satisfying the needs
of customers through team building, open communication etc.
Adhocracy culture-
In case of Adhocracy organisational culture, the company will have creative and dynamic
environment for working. Employees of the company takes huge risks. Leader of company acts
as a innovator. Long term objective of firm is to develop resources(Caligiuri, 2017).
Market culture-
Figure 1 : 4 types of organisation cultures
Source : (4 types of organizational cultures, 2017)

In Market culture, company focuses on completing the work. Employees of the organisation
focuses on achieving the goals. Company focuses on the activities of competitors to gain
competitive advantages. Company uses pricing and leadership strategies to achieve success.
Hierarchy culture-
In Hierarchy culture, formal structure of working is followed. There is a hierarchy of different
job positions. The long term goal of firm is t achieve stability. Leader acts as a coordinator and
organizer.
Newly start up company that is Nisha manufacturing Pvt Ltd. should adopt Market culture
because, this will help the organisation to gain competitive advantage over other companies that
are operating in the same industry. This will help the company to achieve success and to improve
the reputation(Burt, 2015).
CONCLUSION
The above Report has described the different features of effective work group that helps a firm to
achieve its objectives and the experience of conducting interview in a group. The Report has
outlined the role of retention strategies such as compensation, rewards etc. in retaining new
employee in the company. Further, the Report has explained the importance of performance
appraisal in managing the performance of new employee through communication, rewards
system etc. Moreover, the Report has described the type of organisation culture that will be
suitable for new company.
REFERENCES
Books and Journals-
Abernethy, M.A., Dekker, H.C. and SCHULZ, A.K.D., 2015. Are employee selection and
incentive contracts complements or substitutes?. Journal of Accounting Research.
53(4).pp.633-668.
Burt, C.D., 2015. The Influences of Recruitment Processes and Selection Predictors on New
Employee Safety. In New Employee Safety (pp. 55-73). Springer, Cham.
Caligiuri, P. and Paul, K.B., 2017. Selection in multinational organizations. In Handbook of
employee selection (pp. 797-811). Routledge.

Cathcart, S.M., 2016. A Case Study of Human Resource Development Professionals' Decision
Making in Vendor Selection for Employee Development: A Degrees-of-Freedom
Analysis.
Cohen, E., 2017. Employee training and development. In CSR for HR (pp. 153-162). Routledge.
El Ouirdi, M., El Ouirdi, A., Segers, J. and Pais, I., 2016. Technology adoption in employee
recruitment: The case of social media in Central and Eastern Europe. Computers in
Human Behavior.57. pp.240-249.
Hensvik, L. and Rosenqvist, O., 2019. Keeping the Production Line Running Internal
Substitution and Employee Absence. Journal of Human Resources. 54(1). pp.200-224.
Hensvik, L. and Skans, O.N., 2016. Social networks, employee selection, and labor market
outcomes. Journal of Labor Economics. 34(4). pp.825-867.
Highhouse, S., Doverspike, D. and Guion, R.M., 2015. Essentials of personnel assessment and
selection. Routledge
Landers, R.N. and Schmidt, G.B., 2016. Social Media in Employee Selection and Recruitment:
Current Knowledge, Unanswered Questions, and Future Directions. In Social Media in
Employee Selection and Recruitment (pp. 343-367). Springer, Cham.
Nolan, K.P., Carter, N.T. and Dalal, D.K., 2016. Threat of Technological Unemployment: Are
Hiring Managers Discounted for Using Standardized Employee Selection
Practices?. Personnel Assessment and Decisions. 2(1). p.4.
Roberson, L., Buonocore, F. and Yearwood, S.M., 2017. Hiring for diversity: The challenges
faced by American and European companies in employee selection. In Corporate social
responsibility and diversity management (pp. 151-171). Springer, Cham.
Online-
4 types of organizational cultures. 2017. [Online] Available Through :
<https://www.popinnow.com/four-types-organizational-culture/>

Appendix-
Job Description
ACCOUNTANT
Reports To:
Accountant will report to Accounts Officer.
Job Summary:
Accountant is responsible for the full charge of the bookkeeping of organisation. It includes
maintenance of financial records of company, maintaining accounting standards and principles.
Roles and Responsibilities:
 Need to prepare various accounts entries such as asset, liability and capital by
effectively compiling and analysis of accounting information.
 Documentation of financial transaction.
 Recommending financial actions by effectively analysing accounting options.
 Summarising current financial status of company by gathering important information.
 Maintaining accounting controls by focusing on preparation and recommendation of
required policy and procedure.
 Providing guidance to accounting and clerical staff and coordinating activities.
 Ensuring complete database backup for securing important financial information.
 Communicating effectively with the staff and clients.
Job requirements:
 Bachelor's degree in the appropriate accounting field or equivalent courses.
 Through knowledge in the field of accounting principles and procedures.
 Complete awareness about business standards and trends.
 Experience in creation of financial statements.
 Experience of various general ledger functions.
 Attention to details and need to have accuracy as well.
 Excellent knowledge for using accounting software.
 Administration and quantitative skills.
 Understanding about accounting and reporting standards.