scholarly journals Examining the effect of human resource planning on the performance of public sector organizations

2021 ◽  
Vol 10 (5) ◽  
pp. 72-82
Author(s):  
Chizomam Ubah ◽  
Umar Abbas Ibrahim
Keyword(s):  
Public Sector ◽  
Human Resource ◽  
Selection Process ◽  
Pearson Correlation ◽  
Resource Planning ◽  
Organization Performance ◽  
Human Resource Planning ◽  
Public Sector Organizations ◽  
Recruitment And Selection ◽  
The Right

The study examines the effect human resource planning has on the performance of public sector organizations in Nigeria. The study adopted a cross-sectional survey research design with the collection of primary data using a questionnaire that was administered to 100 employees in the human resource department of the Ministry of Works and housing in Abuja, Nigeria. Correlation analysis using Pearson correlation was employed to determine the relationship between the variables and regression analysis was used to analyze the hypotheses with the aid of the IBM statistical package for social sciences. The result findings revealed that the multiple correlation coefficient indicates a strong correlation between the variables (R= 0.779). and that projected demand for workforce and recruitment and selection account for 60.7% of the total variation in organization performance. Of the two variables used, the recruitment and selection process account for the highest contribution to organization performance. Effective human resource planning in terms of projected demand for workforce and recruitment and selection will enable institutions to attract the right kind of people in the right numbers, improve employees' expertise, talents, and abilities, and keep them in the business. The study recommends that the recruitment and selection process should be open and transparent with little or no political interference to allow for the selection of applicants with the right expertise and skills into the workforce.

Personnel Practices in Smaller Firms: A Survey and Recommendations

1983 ◽  
Vol 8 (2) ◽  
pp. 32-46 ◽  
Author(s):  
Glenn M. McEvoy
Keyword(s):  
Human Resource ◽  
Cost Effective ◽  
Resource Planning ◽  
Job Descriptions ◽  
Human Resource Planning ◽  
Personnel Practices ◽  
Interview Survey ◽  
Recruitment And Selection ◽  
Personnel Policies ◽  
Resource Function

An interview survey of 54 businesses with between 25 and 250 employees was carried out in an effort to discover the strengths and weaknesses of current personnel practices in smaller firms. Most firms seemed to do reasonably well in terms of written personnel policies, providing praise and recognition for employees, and in carrying out informal job analyses. Areas needing improvement were human resource planning, job descriptions, performance evaluation, motivation and satisfaction of employees, creative recruitment and selection methods, pension planning, and upgrading the overall knowledge about personnel by those responsible for the human resource function. Recommendations for cost effective ways of addressing these shortcomings are made.

Dilemma in hiring

2012 ◽  
Vol 2 (8) ◽  
pp. 1-5
Author(s):  
Seema Bhatt
Keyword(s):  
Manufacturing Sector ◽  
Selection Process ◽  
Resource Planning ◽  
Subject Area ◽  
Content Type ◽  
Manufacturing Organization ◽  
Set Up ◽  
Recruitment And Selection ◽  
The Right ◽  
Management Students

Subject area The recruitment and selection process, human resource planning, talent management and succession planning. Study level/applicability The case has been tried and tested in the classroom setting with management students pursuing a Post Graduate Diploma in Business Management (PGDBM). Case overview The case is set in the southern part of India in a manufacturing organization, Plomsom Ltd (a disguised organisation). Plomsom Ltd manufactures tractors and has a pan-India presence. The sale of tractors in India fluctuates over time. Sales are largely dependent on the seasonal harvests which in turn are heavily dependent on the monsoon rains. The case is designed for understanding the importance and necessity of finding the right man at the right time with the right skills in a manufacturing set up where production output is a factor of many interdependent variables. Expected learning outcomes The learning objectives of the case are: critical analysis of recruitment and selection; importance of job analysis in recruitment and selection; understanding the role of HR planning in running the operations; understanding problems in the manufacturing sector in an Indian context. Supplementary materials Teaching notes are available. Consult your librarian for access.

scholarly journals Manajemen Pengembangan Dosen sebagai Upaya Meningkatkan Mutu Sekolah Tinggi Pariwisata Ampta Yogyakarta

Media Wisata ◽  
2021 ◽  
Vol 12 (2) ◽  
Author(s):  
Siti Rokhmi Lestari
Keyword(s):  
Quality Assurance ◽  
Human Resources ◽  
Human Resource ◽  
Resource Planning ◽  
Human Resources Development ◽  
Human Resource Planning ◽  
External Stakeholders ◽  
The Right ◽  
Resources Development

The aim of this study is to describe the planning and development of lecturers human resources in AMPTA Tourism School as well as to know the professionalism of lecturers and quality assurance in the AMPTA Tourism School of Yogyakarta. From this study, it can be concluded that, in general, the human resource planning and development of lecturers, as well as quality assurance in AMPTA Tourism School, have not been fully implemented in accordance with the existing regulations and legislation.However, AMPTA Tourism School is on the right track in terms of lecturers professionalism development and networking establishment with external stakeholders. Implementation of human resources development is carried out through formal and informal ways.

scholarly journals Human Resource Planning and Audit - A Case Study of HEG Limited

2013 ◽  
Vol 16 ◽  
pp. 44-62 ◽  
Author(s):  
Rajesh K. Yadav ◽  
Nishant Dabhade
Keyword(s):  
Human Resource ◽  
Resource Planning ◽  
Service Industries ◽  
Process Technology ◽  
Chi Square ◽  
Human Resource Planning ◽  
Significance Level ◽  
Course Of Action ◽  
Depth Analysis ◽  
The Right

Prompt advancement in product / service and process technology, many operations in the manufacturing and service industries in recent years require competitive HR practices. So this research study stresses on HR planning and audit practices. HR planning is all about good management; good strategic management; good business management and particularly good people management. It is important that you put thought and careful planning into your human resource practices. And the purpose of the HR Audit is to conduct a more in-depth analysis of the HR function to identify areas of strength and weakness and where improvements may be needed. Conducting an audit involves a review of current practices, policies, and procedures, and may include benchmarking against organizations of similar size and/or industry. This research aims to figure out the practices, employee perception and measures adopted by HEG limited for Human resource planning and audit. Chi square test is applied at (.05 or 5 %) significance level in this paper to check the authenticity of data given by the respondents. Findings suggests that it is difficult to assess accurate HR planning and adopting accurate audit practices because practices itself does not produce right or wrong answers, but it produces a series of alternatives from which the right course of action can be chosen.

scholarly journals Obstacles of human resource planning that affect workers in delivering quality services

2019 ◽  
Vol 17 (2) ◽  
pp. 114-123
Author(s):  
Njabulo Khumalo
Keyword(s):  
Human Resource ◽  
Quantitative Methods ◽  
Resource Planning ◽  
Working Environment ◽  
Human Resource Planning ◽  
Qualitative And Quantitative ◽  
Qualitative And Quantitative Methods ◽  
Career Growth ◽  
The Right ◽  
Internal And External Factors

The paper aimed to identify the obstacles of Human Resource Planning (HRP) that affect workers in delivering quality services to public within the customer centres of the municipality located in South Africa (SA). Since, HRP is well known as a tool that resolves the existing and future organization obstacles by confirming that the right employees are placed in the right positions at the right time. The investigation of the paper used mixed methods, which encompasses both qualitative and quantitative methods in its data collection. From the target, only 45 workers completed a questionnaire and only seven supervisors participated in one-on-one interviews. Results reveal the lack of both internal and external factors, which include a shortage of workers to perform the duties of the municipal in the customer centres. This includes demographic issues, lack of education qualifications, recruitment policies, insufficient working tools, working environment and career growth. The recommendation is to implement a strategical recognition for good performance to workers and to look for other venues with enough space to deliver quality services. Lastly, there is a need to establish and implement strategies of promotion and growth within the municipality.

scholarly journals The Consequence of Human Resource Planning on Organizational Performance: An Ephemeral Review

2019 ◽  
Vol 1 (2) ◽  
pp. 50-61
Author(s):  
Hasan Elsan Mansaray
Keyword(s):  
Organizational Performance ◽  
Human Resource ◽  
Resource Planning ◽  
Global Market ◽  
Human Resource Planning ◽  
Resource Needs ◽  
Knowledge Requirements ◽  
High Knowledge ◽  
The Right ◽  
Business Requirements

The drive for human resource planning in every single organization is to necessitate perfect use of human resource currently employed as well as, making provision for the future human resource needs regarding skills, quantities and ages. The purpose of this review is to ascertain the practices of HRP that can increase organizational performance. Consequently, the review discovered that HR planning ensures that organizations at all times have the right number of people, with the correct level of skills to do the right activities at the right time for the achievement of organizational objectives. Besides, human resource planning determines the right numerical strength of individuals that own these skills that are needed by organisations to meet the present and future business requirements. Based on this reality, organisations nowadays need to have employees that possess the right skills that could be place in the right places and at the right time they would be needed in organizations. In order to fulfill this condition, the study found out that HR planning ought to be part of any organization’s objective. Incredibly, many organizations have the tendency of overlooking the side of HR planning and more or less, organizations are even not totally conscious of it. Hence, it is essential to recognize that because of the high knowledge requirements in the global market, most organizations are determine to stimulate performance, which can engender surplus profit through the application of HRP philosophy.

scholarly journals OPEN SELECTION OF STATE CIVIL APPARATUS IN THE MINISTRY OF ADMINISTRATIVE AND BUREAUCRATIC REFORM

2019 ◽  
Vol 9 (2) ◽  
pp. 344
Author(s):  
Rizki Amalia ◽  
Sadu Wasistiono ◽  
Ella Lesmanawati Wargadinata ◽  
Rossy Lambelanova
Keyword(s):  
Human Resource ◽  
Selection Process ◽  
Resource Planning ◽  
The State ◽  
Human Resource Planning ◽  
Position Analysis ◽  
Descriptive Research ◽  
Bureaucratic Reform ◽  
Selection Of ◽  
Probationary Period

This research aims, firstly, to analyze the open selection of the State Civil Apparatus (ASN) in the Ministry of Administrative And Bureaucratic Reform. Secondly, it purposes to formulate an open selection model of the State Civil Apparatus (ASN) in the Ministry of Administrative And Bureaucratic Reform. This research used a descriptive research method with a qualitative approach. The analytical tool in this study uses the concept of the selection process from Dresang (2002:192-194), which are: (1) Complete Human Resource Planning and Position Analysis, (2) Identify Necessary Knowledge, Skill, and Abilities, (3) Develop Indicators of Required Knowledge, Skill, and Abilities, (4) Design a Recruitment Plan, (5) Screen Applicants for Minimum Qualification, (6) Construction and Administrative Examination (s), (7) Apply Laws and Rules for Certification and Veterans' Preference Points, (8) Make a Selection, (9) Evaluate Performance During Probationary Period. In order to find a new model or concept of open selection of the State Civil Apparatus (ASN) in the Ministry of Administrative And Bureaucratic Reform, researcher used the Soft System Methodology (SSM) which is a system based approach through the learning process.The results showed that the open selection of the State Civil Apparatus (ASN) in the Ministry of Administrative And Bureaucratic Reform was good enough, but not yet optimal in the process:(1) Complete Human Resource Planning and Position Analysis,(2) Identify Necessary Knowledge, Skill, and Abilities,(3)Develop Indicators of Required Knowledge, Skill, and Abilities,(4) Construct and Administer Examination(s), (5) Apply Laws and Rules for Certification and Veteran’s Preference Points,(6) Make a Selection,(7) Evaluate Performance During Probationary Period. The Ministry of Administrative and Bureaucratic Reform is currently gradually implementing the selection process optimally. Selection process presented by Dresang to be applied to an open selection process in the Ministry of Administrative and Bureaucratic Reform not yet applicable because the principle of "Public Service Neutrality" has not been implemented in Indonesia. Therefore it is necessary to develop in the form of a strict separation between the selection process of the selection process is technically and politically, this strict separation is a new driving factor in providing solutions to create an open selection process in the Ministry of Administrative and Bureaucratic Reform to be optimal.

scholarly journals The role of human resource planning in producing well-resourced employees to public

2018 ◽  
Vol 16 (4) ◽  
pp. 117-125
Author(s):  
Njabulo Khumalo
Keyword(s):  
Human Resource ◽  
Resource Planning ◽  
Public Institution ◽  
Current Profile ◽  
Human Resource Planning ◽  
Promotion Policy ◽  
The Public ◽  
The Right

The term Human Resource Planning (HRP) can be used to achieve organizational objectives by understanding and planning for employees’ needs in the short, medium and long term in order to deliver desired results. Little research that has been conducted on HRP and most are from the private sector and none to be found in the public sector. This study was conducted in the public institution in South Africa. The literature consulted provides an overview that HRP solves current and future organizational problems by ensuring that the right people are in the right place at the right time. This is achieved by analyzing the current profile of the workforce and comparing it with future needs so that gaps, which need to be filled, can be identified. The paper intended to investigate the extent to which employees are well-resourced to perform their duties in centres of the municipality to the community. The investigation used mixed methods in its data collection. 45 participants participated in responding the self-administered questionnaire and seven participated in one-on-one interviews. The study found that half of employees who are working for the centres of the municipality includes supervisors who lack educational attainments, as they hold only grade 12 and no development was initiated. The study recommended the whole the municipality to establish and implement a promotion policy. All necessary equipment and tools provided were insufficient, as required by the Act, to provide all services to the public.

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