Strategic Human Resource Planning Research Articles

The Urgency of Strategic Human Resources Planning for the Transformation of the Indonesian National Army Command and Staff College

Organizational transformation seems to be a trend amidst the current developments in various organizational strategic environments. Demands for organizational transformation also occur in military organizations. With Indonesia's military capabilities needing to continue to be improved, the transformation of Sesko TNI into a Military Strategy School is one of the areas of focus. In the context of this transformation, the role of human resource management is highly expected. Considering that the Sesko TNI will be transformed into the Military Strategy School, strategic human resource planning for the future has an important position. Therefore, this journal article proposes to analyze the urgency of strategic human resource planning so that it can contribute to the Sesko TNI organization being competitively superior in the future. Apart from that, competency variables that influence the quality of strategic human resource planning are also discussed. By applying literature studies, this article shows the results that it is important for Sesko TNI to implement strategic human resource planning considering the great urgency in the process of implementing strategic human resource planning, Sesko TNI is required to pay serious attention to the competence of planners so that quality of planning can be presented.

ASSESSMENT OF THE COMPETENCE APPROACH IN THE TRAINING OF CIVIL SERVANTS: THE EXPERIENCE OF THE ACADEMY OF PUBLIC ADMINISTRATION OF KAZAKHSTAN

The purpose of the study: The study is aimed at assessing how the competence-based approach implemented in the personnel training system at the Academy of Public Administration contributes to the eff ectiveness and adaptation of future civil servants to modern challenges and requirements of the service in conditions of uncertainty.Methodology: The methodology includes an analysis of educational programs and practices implemented by the Academy, with a focus on the competence approach. The assessment includes the study of the application of the approach in the selection, training, and development of personnel, taking into account the requirements of the civil service.Originality / value of the research: The article is a primary study devoted to the analysis of the experience of the Academy of Public Administration in the context of the application of a competence-based approach in the process of training personnel for public service. The results of the study can serve as a basis for further improvements in the system of training civil servants.Findings: The study emphasizes that the competence approach and competence management in Kazakhstan are aimed at strategic planning of human resources and improvement of public service. However, despite the improvements, there is insuffi cient use of competencies, which requires a wider introduction of information about competencies in government agencies and educational institutions to attract young talents.

Strategic Human Resource Planning and Service Delivery in County Governments in Kenya

Strategic human resource management in public sector organizations enables governance arrangements that promote efficient service delivery. However, service delivery in county governments in Kenya gets stymied by both human resource and funding constraints. Due to contextual gaps in the strategic human resource management practises in county governments in Kenya, the study evaluated the role played by strategic human resource planning on service delivery in Kenya. The study adopted a descriptive design and systematically examined the HRM practises by sampling 140 respondents (47 county secretaries, 47 county directors of HRM and 46 municipality managers from municipalities based at the county headquarters of 46 counties) through interviews and questionnaires. The respondents were selected based on their operational and functional human resource management roles in various units in the 47 counties. The research instrument was validated through a review by a panel of supervisors and a pilot testing exercise. The qualitative reports indicated that the county governments can attract qualified and competent persons with critical skill sets to match the various job descriptions and optimally sustain service provisions at the county level. The correlation analysis indicated that service delivery positively correlated with strategic HR planning practises (r = 0.6510, p< 0.05) at 0.05 significance levels, while the regression analysis indicated that strategic HR planning practises explains about 41.61 % variance in service delivery with an effect size (β1 = 0.6451 (t = 8.97, p< 0.05). Based on the findings, the study concludes that strategic human resource planning practises hold a positive and significant potential impact on service delivery in county governments in Kenya. The study recommends proactive planning and proper structuring of the county workforce based on knowledge, skills, abilities, and other characteristics

The Nexus between Strategic Human Resource Planning and Performance of State Corporations: Perspectives from Kenya

Despite the critical role that strategic human resource planning plays in organizational performance, little is known, particularly with regard to Kenya’s State corporations. This study looked into how well-being of State enterprises in Kenya is affected by strategic human resource planning. The foundation of this investigation was empowerment theory. It was decided to use a cross-sectional study strategy to gather information from respondents. 13 State corporations in Kenya were the study’s target population. The study’s respondents were chosen from middle- and lower-level workers. The target demographic for the study consisted of 304 employees from 13 State Corporations in Kenya. 185 respondents made up the study’s sample size. To choose respondents, a stratified sample strategy was utilized. Structured questionnaires with both open-ended and closed-ended questions were used to gather primary data. Acts of Parliament, service delivery charters, Vision 2030, session papers on public service delivery, and yearly performance reports were used to gather secondary data. Using experts in human resource management, the validity of the study instrument was assessed. The Cronbach Alpha formula, which adopted reliability coefficients of 0.7 as advised in literature was used to assess reliability. Using the content analysis method, major themes from both written and spoken word were examined, and deductive arguments were produced based on the fundamental assumptions of the theories. Statistical Package for Social Sciences version 24 was used to perform the descriptive statistics, correlation, and regression analyses on the quantitative data. At a 95% confidence level and a 5% significance level, mean scores, standard deviations, percentages, and frequencies were utilized to define the components of each variable. The findings disclosed a significant and positive link between strategic human resource planning and performance of State corporations. The study concludes that for improved performance of State corporations in Kenya, embracing strategic human resource planning in inevitable. According to this report, top leadership in State corporations should make sure that strategic human resource planning strategies are updated to consider the shifting dynamics of the labour market if they want to remain competitive.

Estimation of service length with the machine learning algorithms and neural networks for patients who receiving home health care

The main purpose of the study is to develop an estimation model using machine learning algorithms and to ensure the effective and efficient implementation of home health care service planning in hospitals with these algorithms. The necessary approvals for the study were obtained. The data set was created by obtaining patient data (except for data such as Turkish Republic identification number) from 14 hospitals providing Home Health Care Services in the city of Diyarbakır. The data set was subjected to necessary pre-processing and descriptive statistics were applied. For the estimation model, Decision Tree, Random Forest and Multi-layer Perceptron Neural Network algorithms were used. It was found that the number of days of home health care service, which the patients received, varied depending on their age and gender. It was observed that the patients were generally in the disease groups that required Physiotherapy and Rehabilitation treatments. It was determined that the length of service for patients can be predicted with a high reliability rate (Multi-Layer Model Acc: 90.4%, Decision Tree Model Acc: 86.4%, Random Forest Model Acc: 88.5%) using machine learning algorithms. In the light of the findings and data patterns obtained in the study, it is thought that effective and efficient planning will be made in terms of health management. In addition, it is believed that estimating the average length of service for patients will contribute to strategic planning of human resources for health, and to reducing medical consumables, drugs and hospital expenses.

Approach to Remote Working: Perceptions, Visibility at Workplace, and the Impact on the Career Progression

In this present day, remote work arrangements are seen as having a new future ahead as another emergent trend in strategic human resource planning. Despite the increasing popularity of remote working among employees and employers even before COVID-19 hits the globe, there are also increasing concerns that are being expressed by both employers and employees about their presence at the workplace and how this will affect their future career progression. Prior to the COVID-19 pandemic, the issue of workplace visibility had already been a topic of discussion. However, the current situation has brought about significant changes and is anticipated to result in varying perspectives on the importance of visibility in the workplace, particularly in light of the potential for remote work arrangements in the foreseeable future. This, in turn, may have implications for the career advancement of employees. This pre-planned study adopts the exploratory qualitative research design, where the respondents are from financial sectors in Klang Valley, Malaysia, who previously or are still working remotely, either in hybrid or full-time modes. The data collected from the interview’s session will be processed and analysed using reflexive thematic analysis.

Strategic planning of human resources as an entrance to enhance marketing capabilities: A case study of King Abdullah II Center for Design and Development (KADDB)

The study aims to identify the impact of strategic planning of human resources in enhancing marketing capabilities at the King Abdullah II Center for Design and Development (KADDB). The descriptive and analytical methods were used to understand the effect of human resource planning in enhancing marketing capabilities. The research population includes all departments in the respective center. As for the sample, it consisted of 65 marketing and sales managers and workers in the marketing departments. A self-administered questionnaire was used to collect the research data. The results showed a significant effect of strategic planning for human resources in enhancing marketing capabilities at KADDB (R2 = 0.619, sig < 0.05). It was also found that strategic planning for human resources contributes to increasing the leader ability to do their work diligently and proficiently and improving the ability to organize work, distribute duties to subordinates, and coordinate efforts. Therefore, this study recommends giving strategic planning to human resources the importance it deserves for its active role in enhancing marketing capabilities at KADDB.

Strategic Human Resource Planning The Case Study of Intercontinental Hotel and Resorts and the Laying-Off Of Workers during Covid-19

Strategic Human Resource Planning The Case Study of Intercontinental Hotel and Resorts and the Laying-Off Of Workers during Covid-19

Effect of Strategic Planning of Human Resources in Management Performance

Strategic planning is an important stage in the administrative process, as it is considered a specific thinking process and style of work that enables the company to choose the best alternatives that correspond to the company's capabilities and the goals it seeks to achieve. This study aimed to find out the impact of strategic planning for human resources with its dimensions (environmental variables, needs assessment, dealing with results, human resources plan) on the performance of project management with its dimensions (time, cost, safety, quality), and to determine the strategic interaction between (HRP) on the performance of project management in infrastructure contracting companies and its role in facing external challenges. The study used the descriptive approach, through which the researcher developed a scale to answer the questions of the study. The study sample consisted of 120 employees in infrastructure contracting companies, they were divided into non-overlapping groups. The results showed the impact of strategic planning for human resources on the performance of construction project management and its contribution to raising the level of readiness of construction companies in facing external challenges and enabling them to compete with international companies, in addition to the contribution of strategic planning in facing the negative effects resulting from the Corona pandemic. The results are according to the company's age, capital, and the size of the company's project. The results of the study also showed that strategic human resource planning helps project management officials in the early detection of expected danger areas and attracts well-equipped workers with the appropriate skills to work efficiently. Doi: 10.28991/CEJ-2022-08-08-014 Full Text: PDF

The Effect of Strategic Service Quality Management and Strategic Human Resources Planning & Budgeting on the Effectiveness of Organizational Performance Mediated by Work Climate at the Main Base of the Indonesian Navy III Jakarta

The purpose of this study was to analyze the direct effect of Strategic Service Quality Management on Good Work Climate; Strategic Human Resources Planning & Budgeting on Work Climate; Strategic Service Quality Management on Organizational Effectiveness Performance; Strategic Human Resources Planning & Budgeting on Organizational Performance Effectiveness; Work Climate on Organizational Performance; indirect influence of Strategic Service Quality Management on Organizational Performance Effectiveness mediated by Work Climate and Strategic Planning Human Resources & Budgeting on Organizational Performance Effectiveness mediated by Work Climate. The population in this study were employees of Lantamal III Jakarta with a population sample of 172 respondents. The findings of this study are that there is an influence of strategic service quality management and strategic planning of human resources & budgeting on the effectiveness of organizational performance mediated by the good work climate and the seven hypotheses proposed are all proven to be accepted. Good Work Climate plays a very important role as mediation in improving Strategic Service Quality Management and Strategic Human Resources Planning & Budgeting on Organizational Performance Effectiveness.

Job satisfaction and its associated factors among optometrists in Ghana: a cross-sectional study

BackgroundJob satisfaction describes an employee’s motivation and/or feeling of satisfaction towards his/her work. Globally, healthcare professionals’ turnover and retention play a critical role in the delivery of essential health services. In Ghana, however, little has been done to ascertain job satisfaction levels among human resources for eye-health. The objective of this study therefore was to assess job satisfaction and its associated factors among optometrists in Ghana.MethodsA cross-sectional survey was conducted among 304 registered and licensed optometrists of the Ghana Optometric Association between September 2018 and June 2019. A validated, well-structured questionnaire was used to elicit information on socio-demographic characteristics of participants and measures on job satisfaction. Scores from a five-point Likert scale was employed to examine job satisfaction and its associated factors. Linear regression analyses were used to evaluate the association between overall job satisfaction and its associated factors using Rasch logit scores.ResultsA total of 214 optometrists gave valid responses to the questionnaires used for the final analysis. The mean (± SD) score of the overall perception of job satisfaction among optometrists was 3.36 (± 1.00), with 74.3% of them being satisfied with their jobs. After statistical adjustment, Good work-life balance (Unstandardized co-efficient (β) = 0.288, p = 0.001), Salary (β = 0.222, p < 0.0005), Supervision (β = 0.117, p = 0.044), and Continuing Education Opportunities (β = 0.138, p = 0.017) were all significantly associated with higher levels of overall job satisfaction.ConclusionsMost optometrists were satisfied with their jobs. Effective strategic planning and management of human resources for eye-health in Ghana are essential in the development of quality eye-health systems and the provision of high-quality eyecare services.

Genel Sinizm ve Z Kuşağı: İşletmeler için Bir Öngörü

In this study, it is aimed to create predictions that will guide the strategic human resource planning of enterprises by revealing the general cynicism characteristics of Generation Z, who have not yet been employed in enterprises or have just started to be employed. In this context, the general cynicism level of generation Z was determined and the affect of gender and the differences between universities were investigated in accordance with the selected sample. In addition, it is aimed to guide the managers about how to manage the Z generation in businesses and how they can work in adaptation with other generations. Accordingly, a questionnaire was conducted to 3rd and 4th year students in the Faculty of Economics and Administrative Sciences of two state universities. According to the results of the survey, 55.4% of the students had a cynical attitude. The cynicism level of the students in the two universities where the survey was conducted, was found to be quite close to each other, and it was found that female had a higher level of cynicism than male.

The impact of strategic human resources planning on the organizational performance of public shareholding companies in Jordan

Performance management (PM) is a common practice used by organizations to assess and manage employees’ work. Much of PM research is closely related to management practices. Corporations in the public and nonprofit sector continuously develop PM programs to ensure the sustainability of their organizations. The study aims to analyze the impact of strategic human resources planning on the organizational performance of Jordanian public shareholding companies for senior management and functional unit managers (human resources, marketing, finance, and accounting). The researchers surveyed all the public shareholding companies registered with the Jordan Securities Commission (JSC) in 2019, wherein they found that only 60 companies applied strategic planning and human resources planning (HRP) together. Two hundred and twenty questionnaires were distributed in 52 companies surveyed, and 203 were adopted for statistical analysis. Several statistical methods were used, most notably the multiple regression analysis. The researchers found out a statistically significant impact of the strategic human resources planning (integration of HRP and strategic planning; strategic participation) on organizational performance. The results showed that adopting the strategic HRP dimensions leads to an increase in an organization’s overall productivity, employee satisfaction and reputation, as well as reduced operating costs. HR managers must understand the effectiveness of strategically designed HR practices across functions.

Urgensitas perencanaan strategis dan pengelolaan sumber daya manusia madrasah era revolusi industri 4.0

Madrasah managers must manage the human resources of their institutions as a strategic step to make the task and link in a match to avoid mistakes strategic steps as effective, professional, and as prospective as possible. The urgency of human resource management is a very important aspect of the madrasah education process in general. This paper examines the study of the urgency of strategic planning and management of human resources in madrasah. This paper is the result of a literature review with data obtained from document study activities, both from reference books and international and national journals. This study proposes findings that the urgency of strategic planning and human resource management in the industrial revolution era 4.0 at the current madrasah is essential to avoid disaster or madrasa collapse, madrasa managers are expected to be able to manage their madrasah in accordance with the basic needs and management systems required by each stage of the cycle his life. One of the management functions that must be properly managed is strategic planning, which is planning that is able to predict the life, resilience, and progress of madrasah in the future by improving functions in the management of human resources must be carried out optimally, by focusing on achieving madrasah goals that have been set and implementing them on programs and activities, which then develop, including in terms of data collection to evaluate the effectiveness of the program.

STRATEGIC PLANNING FOR HUMAN RESOURCES IN HOTELS: A FIELD STUDY ON A SAMPLE OF FIVE STAR HOTELS IN GREATER CAIRO

This study was designed to explore the extent of applying strategic human resource planning process in five star Cairo hotels and its impact of on employee performance. In order to achieve this aim, a questionnaire form was developed and directed to a random sample of human resources officials in a five star Cairo hotels. A total of 100 questionnaires were distributed; only 94 forms (94%) were valid. The extracted results indicated that the all hotels have a strategic plan to determine HR needs at the investigated hotels. There are managers in investigated hotel who have efficiency and high skill to accommodating strategic thinking. Applying one strategic plan on all departments is difficult. laws and legislation which relates on work law inside the country is stable. HR officials classified political and economic crisis which non setting in consideration during the strategic plan are the main threat in applying. Based upon the findings, some recommendations were suggested and directed to hotel managers.

How Strategic Human Resource Planning Influence Performance of Agricultural Research Institutes in Kenya

Strategic planning is a tool that determines the destiny of an individual, institution or organization. Globally, competition defines strategies encompassed by institutions due to industrial economy that had been experienced to pass toward knowledge resource. Efficiency is achieved by successful utilization of resources. Organisations seek a more competitive edge at all costs and turn to more innovations in information technology. Effective measures provide decision makers with feedback on the effect of deliberate actions and influence critical decisions such as resources allocations, as well as appropriate action as may be necessary. This study was carried out in Kenya Agricultural and Livestock Research Organisation (KALRO) to determine how strategic human resource influence the performance of agricultural research organisations. It was anchored on the theory of transformational leadership theory. Information on whether research organisations apply strategic human resource planning in management was scarce. This was partly due to the little attention that was drawn on quality of services offered and feedback. Although there had been previous international studies in this field, no similar work had been conducted in agricultural-based research organisations in Kenya. This study therefore sought to establish whether strategic human resource planning could influence performance in agricultural research organizations. Survey research design was used. The study comprised of four agricultural research institutes. The Institutes had a total of 2922 employees in 2016. A structured questionnaire was administered to collect primary data. A pilot test was conducted on 10% of the total respondents to test reliability and validity. Reliability of the instrument was determined by use of Cronbach&amp;rsquo;s alpha coefficient. The Pearson&amp;rsquo;s product moment correlation was used to establish test for linearity using Statistical Package for Social Sciences, (SPSS 2018), while Analysis of Variance was used to test hypothesis. Results showed that strategic human resource management contributes to increased agricultural research performance in KALRO institutes. It is recommended that the findings of this study be embraced by other agricultural research institutions in Kenya.

Study the relationship between organizational change and strategic planning of human resources

Study the relationship between organizational change and strategic planning of human resources

Strategic Human Resource Planning: Responding to Changes Dynamic Business Environment and Effective to Achieve Competitive Advantage

This article discusses human resource planning issues as strategy to response dynamic and competitive business environment changes to gain sustainable competitive advantage. Also this article discusses how the stages and human resource planning process in short term, intermediate term and long term, and discusses about how long the linkage between humen resource and strategic business planning are administrative linkage, one-way linkage, two-way linkage, and integrative linkage. The last section in this article discusses the importance gaining competitive advantage sources and human resource concentration related with business issues as the action to integrate human resource fuction in the strategic business.

An Empirical Research on the Correlation between Human Capital and Career Success: Serbian and Macedonian Banking Sector

Abstract Understanding the impact of human capital on the achievement of career success is essential for each individual in turbulent times on the labor market. Banking sector also is human capital intensive and plays a critical role for the banks in meeting their goals and offering services to its clients. In the current era of technology, globalization and the general progress principles of "knowledge economy" are ruling. So, each individual in the labor market who wants to build own career, should work on continuous improvement of human capital. This helps their recognition in the increasingly competitive labor market, which eliminates "weak players" since their inability to adapt the modern trends and staff needs. The paper determines that human resource management (HRM) in banking sector must embrace strategic human resource planning programs with all banks strategy. This underlines the essential meaning of designing an effective recruitment policy with these strategies as formulation and implementation of active reward policy. Also, banks should include more active training and development for employees. This paper presents a statistical analysis of the correlation mentioned categories, based on 474 employees, in Serbian and Macedonian banking sector. Analyses such as Chi-square test, Mann-Whitney U, Kolmogorov-Smirnov Z test and linear regression, proving the significance impact of the development of employees' human capital on career success, viewed through different hierarchical positions in a particular sector.

Scientific Authority in Health Sciences; Challenges and Solutions

Background: The perspective of scientific authority in Iran, by the year 1435, requires a growing strong generation with a sense of self-esteem, academic endeavor and responsible in today's competitive world. Strategic planning of human resources and education of youth with talent, commitment, vitality and hope requires a national will along with adequate resources. The aim of this study was to gain a deep understanding of the challenges and solutions for achieving scientific authority in Iran by the next fifty years. Methods: In this narrative review, the following items were surveyed: The strategies for scientific authority stated by our Supreme Leader (since Mordad 85 to 94), The study of governmental documents such as the perspective by the year 1404 (since77 to 82.), a comprehensive scientific map for health system (since 89 to 93.), the general policy of science and technology (since 86 to 87), and the comments given by health authorities, faculty members and students. Results: access to the scientific authority requires a national commitment and the development of human resources proportional to the aims. The pathology of health activities requires a good understanding of the strengths, weaknesses and threats to define priorities and establishing structures for our goals. In this study the challenges were investigated and the possible solutions have been proposed. Conclusions: Spanning foresight in the field of health in Iran and the world demands the cooperation of our professors with the young innovative scientists. Standardization not only promotes the quality of research projects but also increases the exploitative activities.