Solution

Employee Selection Impact on Culture

Adopting definition of CIPD (2024c), organisation culture is “shared belief, values and assumptions shaping individuals’ behaviours and interactions in an organisation”.

There is a direct correlation of the employee’s selection and successful organisation culture. The selection process guides the employees’ cultural tendencies or how they would relate with their organisation and also employees.

Further, as part of the employee’s selection, inappropriate selection would mean that the selected employees do not align with their culture. As such, high-level turnover would be achieved. This is specifically the phenomenon in an event culture is inappropriate and do not align with value of organisation and expectations.

The strengths/advantages include employee’s selection informing establishing an appropriate culture which best align with the employees’ qualifications. This is while managing any dysfunctional turnover. According to CIPD (2024d), to manage dysfunctional turnover, adhering to organisation culture successfully is essential. This increases the gains in regard to relevance of culture guiding collaboration, successful communication and inclusion/diversity.

For weaknesses/disadvantages, employee’s selection is often hindrance to ability of enhancing employee’s attraction in an organisation. This end up reducing how creative and innovative the employees are.

Employee Selection Impact on Behaviours

The selection strategy impact behaviours in that fairness and objectivity in the process is pursued. This is cascaded to the entire organisation hierarchy ensuring all employees work in active collaboration. Also, selecting highly qualified employees introduces a behaviour of commitment in their assigned functions with inefficiency reduced. For strengths/advantages,

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