The impact of organizational culture on human resources management practices

Abstract

The study was intended to assess the impact of organizational culture on human resource management practices with a case study of Rural Electrification Agency. The study was guided with a number of objectives that is to say; to determine the influence of organizational culture on the recruitment and selection activity in Rural Electrification Agency; to determine how training and development programs are affected by organizational culture, to investigate the relationship between organizational culture and compensation administration and to find out how performance functions of an organization are directly related to the organizational culture. The study took a case study design where both qualitative and quantitative data as used from both primary and secondary data sources in regard to specific descriptive characteristic of certain events were considered in the study. The study involved 65 respondents that comprised of employees from Rural Electrification Agency and the study used self-administered questionnaires which were administered respectively to the respondents of the study. The study findings revealed that organizational culture has great influence in the conduct of recruitment and selection processes in the Rural Electrification Agency thus its proper establishment provides attainment of right individuals to serve the organization where the study revealed a positive relation of r=0.648 between organizational culture and recruitment and selection. Findings also revealed that training and development programs are affected by organizational culture in Rural Electrification Agency whereby it was revealed that organizational culture affects the conduct of training and development programs as employees hold good perception and feeling about the agency and compound knowledgeableness is attained from existence of different cultural backgrounds where a positive relationship of r = 0.582 was revealed between training and development with organizational culture. The study established the relationship between organizational culture and compensation administration and it was revealed that different compensation rates and standards are set with the general overview to competitors’ rates, organizational corporate image in that different job and skill levels are used to reflect the culture of the agency as a positive relationship of r = 0.601 was revealed. The study also revealed that performance management function of an organization is related to the organizational culture and it was revealed that performance management activities applied are set in line with the organizational set objectives, goals and values which as furthered with the organizational culture and a positive relationship of r = 0.658 was revealed. The study suggested different recommendations of the study that involved the necessity of employee training, increase on supervision levels, thorough recruitment assessment and selection in order to ensure a competent work force to support organization operation progress and effective service delivery.