Thesis 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 recruitment and selection process on organizational performance. The aim of this is to determine the impact of recruitment and selection process 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 and selection exercise. Secondly, lack of equity and transparency are the problems of recruitment and selection in Nigeria civil service. Personnel recruitment and selection criteria should be given to third party human resources consulting firm who will deliver the best and qualified candidates in the recruitment exercise devoid of sentiments and biases. 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 centers is a standardized evaluation process that allow for better predictability of the performance and future progress of selected staff in their work environment.

Thesis Overview