THE IMPACT OF HUMAN RESOURCE PLANNING ON ORGANIZATIONAL PERFORMANCE

CHAPTER ONE

INTRODUCTION

1.1 Background to the Study Planning is a basic function of management thus therefore means that planning pervades all the functional area of management which include personnel, production, research and development, marketing and finance Through planning organization goals and objective are determined; the resources available must be strategies to achieve the goals and objectives.

Planning provide answers to what? How? When? And their relationship to organization activities (C.K Gomathy et al, 2022). .
In personnel management function, human resources panel is a basic function. Human resources planning is sometime referred to as workforce planning, which is defined as the process of the right number of qualified people into the right job at the right time.
To ensure adequate workforce in the organization, management must plan properly, proper planning in this respect involves accurate projection of the future, taking inventory of existing workforce, comparing the force with the existing one and take corrective measure.

Globally, there is now a general realization that effective management of human resources (HR) can enable an organization to gain as well as maintain a competitive advantage (Tarique I & Schuler RS, 2010).
It incorporates various cultural, organizational and personnel techniques (Perry-Smith, J.E. and Blum, T.C., 2000).

While stressing the significance of HR, Elnaga and Imran (2013) have argued that employees are a critical resource in an organization as they can affect the corporate image and consequently, determine the success or failure of the organization. Effective HRM enables managers to make plans and hire skilled staff, at the same time it helps employees find meaningful work with avenues for career development.
This project is designed to cover Human Resources Planning in relation to Performance in Private Sector.

As a Human Resource Manager, HRP is a relevant function of management in an organization for the purpose of actualizing set goals and objectives. Human Resources Planning is
a process of analyzing an organization Human Resources needs under changing condition and developing the activities necessary to satisfy this needs, Good human resources planning is responsible for higher productivity in the private section.

There should be regular and adequate personnel planning in organization to cater for lapses or inadequacies were they exist.
HRP aims to ensure a suitable workforce is accessible to the organization to facilitate and improve organizational performance (Mathias & Lalika Severine, 2015). Through HRP organizations are able to maintain a desirable human resource position while projecting future needs so as to have the correct quantities and qualities of employees as needed.

HRP is therefore a strategy for the organization to acquire, utilize, development and retain its workforce by forecasting prospective work force needs, reviewing current human resource needs and making plans to fill any anticipated manpower gaps (Roberts, Philip, and Natalie Downes, 2016). Reilly (2003) argues that the HRP function enables an organization to approximate its need for labour, calculate the numbers and supply source that will satisfy the demand.
Lack of proper HRP resulted in over-employment leading to a bloated Civil service.

Consequently, it became imperative to institutionalize HRP in the public sector as part of reforms in the Civil Service, and each Ministries, Departments and Agencies (MDAs) was required to develop strategic human resource plans to regulate and rationalize recruitment, eliminate stagnation, link development of staff to their career progression as well as skills requirements in the organizations (Republic of Kenya, 2006).
Further the Human Resource Development Policy (Mutua, Anne M., 2019) requires that all MDAs develop, update, analyse and maintain skills inventories for all staff. This will assist to establish the available competencies and to check if there are any existing gaps so as to recommend appropriate interventions. This is geared towards improving organizational performance.
1.2 Statement of the problem