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.
