۱- Prelude

۲- Rationale of the study

۳- Related review of literature

۴- Research gaps

۵- Research objectives

۶- Research methodology

۷- Data analysis and interpretations

۸- Findings and discussion

۹- Managerial implications

۱۰- Limitations of the study and further scope of research

۱۱- Conclusion

References

Abstract

Purpose – Today, the employees stand firm as an integral part of the organization and are a precious asset. They are willing to learn, accept challenges and strive hard to deliver their level best. The role of the employees has become pronounced and significant, and it is no more conventional. They are now taking up responsibilities in strategic planning and development of the organization. Thus, HR department plays a profuse role in planning for the human resource of the firm to optimize the utilization of their potentials that would help support and meet the business as well as strategic goal of the firm. These HR planning programs ensure managing people within a planned framework and make them develop their performance that becomes a source of sustained competitive advantage for the firm. The paper aims to discuss these issues.
Design/methodology/approach – A descriptive research has been conducted with cross-sectional survey through a formalized questionnaire. Multistage sampling has been used in the study. Primary data have been collected from different manufacturing industries of India. Exploratory factor analysis and confirmatory factor analysis have been conducted on the hypothesized research model. Structural equation modeling has been done to specify the relation between the measured and latent variables.
Findings – The HR planning programs, namely, staffing plan and succession plan, yield a better result in addressing the strategic goal of the company. Succession plan, staffing plan and talent management strategies augment the efficacious performance of the firm. Effectual performance aids in gaining a competitive advantage for the firm in a substantial way. Job analysis and design have no impact in achieving the strategic intent of the organization.
Originality/value – The study gives a comprehensive scenario of the HR planning programs that can help the organization to meet and uphold their strategic goals. The study provides a model that can solidify and bind the organization toward securing organizational intent and leading a steadfast business process in this dynamic competitive marketplace.

Prelude

Globalization of business has resulted in a greater mobilization of human resources. This phenomenon has lead to effective management of human resources across the organization. In recent times, HR department plays a significant role in effectual utilization of its human resources, thereby attaining the desired organizational objectives. The different human resource management functions today have brought the people and organization together, improving productivity as well as creativity, and have facilitated value creation. Thus, HRM is proactive and its practices forms an inherent part of business strategy planning. Human resource planning (HRP) is one of such practices that help in forecasting and assessing the manpower requirement in an organization, aim at balancing demand and supply, allocation and reallocation of manpower, anticipate human resource problems and plan for the requisite programs so that the future need of manpower is met efficaciously (Bhattacharya, 2012). HRP is no longer an option; it is imperative and has an exigent demand in any organization for its sustained growth and existence (Aswathappa and Dash, 2008).