Assessing the Impact of Cultural Diversity on Human Resource Functions in Public Service Organizations: A Comparative Analysis of Office of the Secretary to the Government of the Federation of Nigeria (OSGF), a Public Service Organization and the Office t

Abstract

The study aimed at Assessing the Impact of Cultural Diversity on Human Resource Functions in Public Service Organizations: A Comparative Analysis of Office of the Secretary to the Government of the Federation of Nigeria (OSGF), a public service organization and the office the Secretary of state of America.  This study employed a correlational research design to investigate the connections between variables, adopting 200 samples Staff of the Department of Human Resources were selected using Yamane formula. Questionnaires were administered to generate primary data that was used for this study. Pearson Product Moment Correlation is used testing the hypotheses. This will be done with the aid of IBM Statistical Package for Social Sciences (IBM SPSS Statistics) version 23.0 software. The results of the finding show that (r = 0.832) indicates a powerful relationship between differences in HR practices and diversity levels. This suggests that as diversity levels vary between offices, so do the HR practices adapted to fit those levels. The high r-value aligns with the hypothesis of a strong positive correlation between HR practice differences and diversity variations. The low p-value (<0.05) confirms this relationship is extremely statistically significant and not chance. The study recommends that localized adaptation in recruiting, nuanced performance systems, egalitarian promotion protocols, cultural training, and policies fostering inclusion. Strategic advice involves quantifying diversity, analyzing cultural impacts on HR, and optimizing policies accordingly will enhance Cultural Diversity practice on Human Resource Functions in Public Service Organizations.