The Impact of Cultural Factors on Human Resource Management Practices: The Case of Addis Ababa City Administration Revenue Authority
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Date
2020-06
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Addis Ababa University
Abstract
This study attempts to address the relationship between cultural factors and human resource management practices and assess the impact of culture on recruitment and selection, training and development, performance management and compensation administration. In ordered to achieve the above objectives, quantitative research designs where used in determining relationship between cultural factors and human resource management practices. Primary data was collected through questionnaire. The research relied on the case of Addis Ababa City Administration Revenue Authority three small tax payer branch offices which is Lideta, Arada and Adisketema. The three branches were chosen based on the fact that they compass different social groups from all around the country and accessible to collect data. In order to collect the required data the target population of this research was 958 employees out of which 282 employees were taken as a sample using simple random sampling. The gathered data was analyzed using descriptive and inferential statistics. Pearson Correlation and regression analysis were conducted to determine the relationship and the effect of two variables by using SPSS. Finally, this thesis concludes that all of the cultural traits that are in the model have a positive relationship with HRM practices in AACARA. The four HRM practices are influenced by all cultural dimensions mentioned in the model except Masculinity that has small association with recruitment & selection and Compensation administration and no association with Training & development and performance management and need to be taken into account when developing HRM policies and programs
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cultural factors, recruitment and selection, training and development