Influence of Organizational Culture to WorkingPosition Analysis, Hiring of Employees, Adaptation andKnowledge Transfer in Organizations

摘要

Purpose of the article: Recruitment and selection of employees are processes that directly precede theadoption of the best employees for the job in the organization during which the employee is evaluated againstto the requirements of the organization. In order to have these requirements properly set, it is needed to definethem on the basis of a job analysis so that „the most suitable“ candidate is can be selected and well adapted tothe 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 secondarysources, outcome synthesis and the evaluation of results of a questionnaire survey in organizations in theSlovak (n = 340) and the Czech Republic (n = 109).Scientific aim: The aim of the article is to identify the relationship between organizational culture andindividual 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 ofthe influence of organizational culture on the individual functions of human resource management. Theorganizational analysis is performed by one third of the monitored organizations. There are not importantstatistical differences between the states.Conclusions: Organizational culture is an internal factor spreading through the organization, which affects allareas of human resources functions. It also affects the knowledge continuity, which is currently considered asone of the ways to be competitive.