IMPACT OF ORGANISATIONAL CULTURE ON RECRUITMENT AND SELECTION PRACTICES IN THE OIL AND GAS CONSTRUCTION INDUSTRY IN NIGERIA: SAIPEM IN FOCUS

Abstract

This paper examined the impact of organisational culture in recruitment and selection practices in oil and gas construction industry in Nigeria. Saipem contracting Nigeria limited (SCNL) is chosen with its four on-going projects. Three pertinent research questions were raised and addressed of which one is: how often do you recruit and select employees in your Project? Descriptive statistics was used to analyse the data collected from 35 human resource practitioners in each of the three project sites and the operational Asset/Logistic Base of Saipem. This work covered three ongoing projects carried by Saipem together with its operational asset/logistics base. The results showed that there are unique similarities and differences in the impact of organisational culture in the projects recruitment and selection practices. However, the impact is more on Saipem operational asset/logistics base than on the project base because recruitment and selection practices and the number of workforce are more in number than that of project base. SCNL recruitment practices are directly regulated and controlled by both the government and organisational culture. Its recruitment patterns are also contingent upon the perceived needs of the company more than the cultural influence. The findings revealed that the recruitment approaches and orientation of Saipem Contracting Nigeria Limited are impacted by the host communities’ culture and external culture influence that are practiced in Nigeria. The study is relevant to every employer of labour as it highlights key areas they can improve upon to be able to reduce the impact of organisational cultural on recruitment and selection. Policy makers will benefit tremendously from the findings and recommendations of the study since it provides a well-grounded approach of addressing cultural influence on recruitment and selection practices in Nigeria.