Influence of Organizational Culture to Working Position Analysis, Hiring of Employees, Adaptation and Knowledge Transfer in Organizations

Abstract

Purpose of the article: Recruitment and selection of employees are processes that directly precede the adoption of the best employees for the job in the organization during which the employee is evaluated against to the requirements of the organization. In order to have these requirements properly set, it is needed to define them on the basis of a job analysis so that „the most suitable“ candidate is can be selected and well adapted to the job. The effectivity of adaptation influenced by the length and quality of knowledge transfer. Methodology/methods: The article has been prepared based on the analysis of primary and secondary sources, outcome synthesis and the evaluation of results of a questionnaire survey in organizations in the Slovak (n = 340) and the Czech Republic (n = 109). Scientific aim: The aim of the article is to identify the relationship between organizational culture and individual functions of human resource management in organizations in the Slovak and Czech Republic. Findings: The results revealed that the management of organizations is not yet sufficiently aware of the influence of organizational culture on the individual functions of human resource management. The organizational analysis is performed by one third of the monitored organizations. There are not important statistical differences between the states. Conclusions: Organizational culture is an internal factor spreading through the organization, which affects all areas of human resources functions. It also affects the knowledge continuity, which is currently considered as one of the ways to be competitive.