IMPACT OF HUMAN RESOURCES PLANNING ON THE ACTUALIZATION OF ORGANIZATIONAL GOAL

Abstract

This research focuses on the effects that Human Resources Planning (HRP) has on achieving organizational objectives. It discusses how strategic HRP integrates the capabilities of the workforce with business goals and responds to fluctuating market requirements. The study summarizes the development of HRP theories and models, outlining the strategic significance of an effective alignment between HR strategies and business demands. It outlines different HRP models including Contingency Model and Resource-Based View, emphasizing their contribution towards improving organizational performance. Using a secondary data analysis method, the study relies on available datasets and SPSS for quantitative data analysis. It evaluates such variables as Employee Turnover Rate, Training Hours, Employee Satisfaction Score, HR Investment and Organizational Performance Score in various organizations. The results show that there are quite high differences in HRP metrics between different organizations hence the need for tailor-made HR strategies. Poor relationships between these variables and organizational performance suggest that the direct effect of HRP elements is complicated, and not always straightforward. The research concludes that while HRP elements are key, there is not a direct relationship between them and organizational success. This emphasizes the requirement for HRP to be more comprehensive, looking into aspects beyond standard indicators.