Articulating the value of human resource planning (HRP) activities in augmenting organizational performance toward a sustained competitive firm
Articulating the value of human resource planning (HRP) activities in augmenting organizational performance toward a sustained competitive firm
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DOI：
10.1108/jabs-01-2019-0025
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发表时间：
2020-01-06
影响因子：
2.9
通讯作者：
Biswas, Wendrila
中科院分区：
文献类型：
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作者：
Chakraborty, Debarun;Biswas, Wendrila
目的 全球化的势头帮助组织获得了对人力资源 (HR) 领域的新见解。工作性质的变化影响了工作场所的一致性。如今，必须保护和培养多元化员工群体的认知和创造力，以便实现具体的成果和行动。人力资源规划 (HRP) 是促进员工发展以及将个人目标与业务计划相结合的流程之一。本文旨在提供有用的预测和前所未有的方向，以在周期性业务波动中提高组织绩效。创新的 HRP 计划通过对员工的技能和能力进行适当的评估，最大限度地减少员工处理中的功能障碍。这种包容性的方法为公司开启了可持续发展之旅，并增强了其竞争优势。设计/方法/途径 通过结构化调查问卷进行了描述性研究。主要数据是从印度西孟加拉邦不同制造公司人力资源部门工作的受访者收集的。使用了多级采样技术。通过探索性和验证性因素分析进行数据分析。通过结构方程建模，研究人员同时检查了一系列依赖关系并表示了未观察到的概念。结果 当前的研究认可了整体模型，并反映出 HRP 活动，即保留计划、专业培训和发展、工作分析和设计、继任计划和重新部署计划，可以激发公司的绩效。招聘计划对组织的职能绩效具有负面且非重大影响。继任计划实践极大地影响了公司的竞争优势以及保留计划。结果还表明，公司的有效绩效为其带来了战略可持续性。原创性/价值 该研究揭示了这样一个事实：在这个复杂而动态的商业系统中，作者发现了多代劳动力，培养员工的微妙方面而不是持续监视和控制他们至关重要。 HRP 活动提供了这样一个平台，可以最大限度地发挥员工的潜力和意愿，以适应公司的业务战略并将战略计划转化为行动。此类实践能够强化组织中的积极方面和想法。
Purpose The momentum of globalization has helped the organization to gain new insights into the domain of human resources (HRs). The changing nature of work has affected the coherence of the workplaces. Today, it is essential to preserve and nurture the cognitive and creative abilities of the diverse group of employees so that concrete outcomes and actions can be achieved. Human resource planning (HRP) is one of the processes that facilitate the development of employees and the integration of their individual goals with the business plans. This paper aims to produce useful predictions and unprecedented direction to boost organizational performance amidst cyclical business fluctuations. The innovative HRP programs minimize the dysfunctional aspects of employee handling through proper assessment of their skills and abilities. This inclusive approach initiates a sustainable journey for the firm and heightens its competitive edge. Design/methodology/approach A descriptive study has been conducted through a structured questionnaire. Primary data were collected from respondents working in the HR department of different manufacturing companies in the state of West Bengal, India. A multistage sampling technique has been used. Data analysis has been conducted through exploratory and confirmatory factor analysis. Through structural equation modeling, the researchers examined a series of dependence relationships simultaneously and represented unobserved concepts. Findings The current study ratifies the overall model and reflects that the HRP activities, namely, retention plan, professional training and development, job analysis and design, succession planning and redeployment plan vitalizes the performance of the firm. A recruitment plan has a negative and non-significant impact on the functional performance of the organization. Succession planning practices immensely affect the firm's competitive edge followed by the retention plans. The results also uphold that the efficacious performance of the firm brings in strategic sustainability for it. Originality/value The study sheds light on the fact that in this complex and dynamic business system where the authors find multigenerational workforce, it is essential to nurture the subtle aspects of the employees rather than continuous monitoring and controlling them. HRP activities provide such a platform that maximizes employees' potential and will to fit into a firm's business strategy and translate a strategic plan into action. Such practices have the capability to intensify the positive aspects and ideas in an organization.