ABSTRACT
Human resources management encourages systematic strategic planning, non
union frame of reference and humanistic self-renewal through great investment
on training and human development. This aspect concerns personnel recruitment
and selection in relation to cultural beliefs and practices. The aim of this is to
determine the extent culture had influence personnel recruitment and selection
among public organization. The research methodology adopted was the survey
method in which questionnaires designed and distributed among the respondents
that form the sample size. The findings of the study includes cultures greatly
influence the process of personnel recruitment and selection in public
organization especially the case of favouring female candidates in
recruitment/selection exercise. Secondly, selection process has been based on
educational qualification and experience and test performance.
In most public
organizations, assessment centre or third partly recruitment agency have been
assigned the whole process of personnel recruitment and selection while the
firms does the placement of the selected candidates, because this was adjudge
to be the best and modern method in personnel recruitment and selection. It is
now recommended that both private and public organizations should adopt the
assessment centre in their personnel recruitment, selection and placement.
Thirdly, human resource department in most organization should imbibe the
virtue of meritocracy and educational qualification with regards to promotions
and placement. In conclusion, the influence of culture on the functional elements
of the management processes has manifested in their effective recognition,
analysis and adaptation by management. The assessment centres’ is a
standardized evaluation process that allow for better predictability of the
performance and future progress of selected staff in their work environment.
