JOURNAL REVIEW

HUMAN RESOURCE PLANNING

By:
Yuni Nur ‘Aini (160810201179)

MANAJEMENT MAJOR
ECONOMICS AND BUSINESS FACULTY
UNIVERSITY OF JEMBER
2019
 Journal Review

Effect of Human Resource Planning on Organizational Performance of Telecom Sector

This journal is written by Farman Afzal, Kashif Mahmood, Syed Mohsin Raza
Sherazi, Muhammad Sajid, and Muhammad Hassan. Two of them were lecturer on Institute
of Business and management, UET Lahore, Pakistan and the other were lecturer on
Department of Management Sciences and Commerce, Mohi-Ud-Din Islamic University
Nerian Shaif, AJ&K, Pakistan and also from Institute of Management Sciences, Bahauddin
Zakariya University, Multan, Pakistan. This journal published on Information and
Knowledge Management Journal Vol.3, No.2, 2013 with ISSN 2224-5758 for paper ISSN
2224-896X for online.

1. Research Background
Human resource management is a set of activity in an organization that concern on the
management of staffing, directing the people who work in the organization and issues
related to the people such as procurement, recruitment, development, motivation,
remuneration, communication, safety administration and training. Human resource
management also focuses on the personal management and organizational development.
It is crucial for every organization to have a formal human resource department in their
organization and recently human resource management is seen strategically by the top
management.
The human resource management practice has been changing and diversify rapidly in
telecommunication sector of almost all over the countries in the worldwide. Results of
those practices enforce managers to have enough reasons to be aware of the employee
behavior and methods which can increase their performance. That is why this journal is
taking the telecommunication sector as its main point of research as the work on human
resource issues in United Kingdom since the discussion of that topic is limited. During
the last five years, there has been an enormous increase of major multinational telecom
companies in UK. In addition to this, there has been a realization that the true strength of
an organization lies with its human resources. It is considered that how well an
organization is equipped with the tools and techniques of the art of hiring the best people,
and developing and retaining them, determines which organization is going to lead the
 market. This has led to a tremendous demand for specialists in Human Resource
Management who can help organizations achieve these objectives.
The value of human resource management is fully accepted up till now among the
telecom sector of UK. Wright, P. M. and Gardner, T. (2003) Realized that there is a big
cause to look up on the availability of modern human resource practices and its influence
on the organizational performance in UK. Telecom sector of UK includes mostly the
federal structure of work; the employees are very much equipped with modern techniques
of working on computers. Human Resource Planning is considered as the primary debate
among the policy makers that to invest in workforce will bring them better results in the
area of performance. The significant tools of HRP like selection, training,
benefits/incentives, and employee promotion makes HR of telecom companies stronger
than any other sector in UK.
The elemental objective of this journal is to measure the basic determinants of Human
Resource Planning which can increase the organizational performance in the ‘telecom
sector’. The major focus was check the continuation of formal human resource planning
and identifying the variables which can increase the organizational performance among
the following public sectors of UK
2. Research Methods
This journal is categorized as a research paper that focus on human resource planning
in telecom sector, and find out different ways to help company increase the organizational
performance of telecom sector in UK. For this goal, firstly the authors had checked the
field of human resource management and its planning, weather the modern practices of
human resource management are following by the telecom sector of UK or not. Secondly,
checked the effect of determinants of HRP like selection, training and incentives on the
measures of organizational performance like efficiency, job satisfaction, employee
motivation and technology in the telecom sector in UK. And then, the authors decide to
take organizational performance measures such as efficiency, employee motivation, job
satisfaction and technology as dependent variables and basic determinants of human
resource planning such as selection, training and incentives as independent variables.
This journal is collecting data by conducting a questionnaire and interview using
some question based on likert scale with top and middle level manager. This lead to data
collection tools of this paper, there is two types; first is primary sources of data that
consist of data from questionnaires and interviews and the second is secondary sources of
data that consist of related research articles. Using the right amount of data, this journal
 will have more accurate outcome or result. For the sample size, authors using 50 offices
including head offices of telecom companies. And the questionnaire was made for 10 of
top managers and 50 others were for middle managers and lower level staff. This paper is
used quantitative analysis to work on data that have been gathered. On a serious note, this
journal is used linear regression test to check the effect of dependent variables with
independent variables.
3. Research Result
In regression analysis, authors took performance measures as dependent variables and
selection, training and incentives as independent variables of research. Generally, this
journal have several result to interpret. On relationship of employee motivation with
independent variables, analysis show that 21.2% of total variation in dependent variable
employee motivation is explained by the independent variables i.e. selection, incentives,
training and the remaining is due to some other factors. This relationship is highly
significant but employee motivation is highly significant with incentives only. As the
incentives among the employees in an organization increases, the employee motivation
increases. The value of beta suggests that there is a positive relationship between
employee motivation and incentives. On the relationship of technology with independent
variables analysis show that only 6% of total variation in dependent variable employee
motivation is explained by the independent variables selection, incentives, training and
the remaining is due to some other factors. This relationship is significant at 1% level and
there is negative relationship of technology with selection. Technology also have positive
and significant relation with training.
And then, on the relationship of efficiency with independent variables, analysis show
that 42.2% of total variation in dependent variable efficiency is explained by the
independent variables. This relationship is significant at 1% level and efficiency is highly
significant with selection. The efficiency in an organization improves as the selection
process is refined. Efficiency is also significant with incentives, as more the incentives
will be provided to the employees; the more it will bring efficiency in terms of time
saving and expenditures. Efficiency is also highly significant with training, as more and
more will be the training the efficiency among the organization increases. The last is
relationship of job satisfaction with independent variables, analysis show that only 2.7%
of total variation in dependent variable job satisfaction is explained by the independent
variables. This relationship is significant at 1% level and job satisfaction is significant
with selection only.
 The purpose of this research was to check the performance of telecom sector and the
impact of the determinants of Human Resource Planning on the qualitative performance
measures. The practices of Human Resources are their real success as they are following
the modern practices and methods of Human Resource Management. We had checked
selection, training, and incentives with our performance measures which are having a
positive and significant result with each other. Based on the regression test, H0 is rejected
but H1 is accepted that Human Resource Planning has significant relationship with
organizational performance. As HR practices would improve and companies would spend
more on Human Resources, it would lead towards High performance achievement and
Human Resource should have to be treated as a strategic component in other sectors of
Pakistan (authors country).
4. Suggestion And Comment
This research is very helpful for telecom sector in almost all over the world, as the
determinants of Human Resource Planning like selection, training, and incentives are
having a significant and positive relationship with organizational performance measures
which are job satisfaction, technology, employee motivation and efficiency. This research
is only based on the qualitative measures of performance, but for future research
quantitative measures can also be taken to measure performance. This journal can be used
as a basis to help telecom companies in managing their staffing problems and to ensure
effective utilization and maximum development of human resources as part of human
resource planning. In addition to the benefits of practical human resource planning, the
existence of this journal can also help academics in the learning process regarding human
resource planning.
In accordance with the title, this journal discusses the impact of human resource
planning on organizational performance quite well. This journal uses the appropriate
method because of the variables that can be analyzed using quantitative methods. But in
my opinion, we recommend that this journal add more review literature because what is
contained in this journal is still relatively small and incomplete. In addition, related to the
results of a low R square, the author can use a questionnaire that can better explain the
relationship between variables so that the resulting value can be more accurate.
 Journal Review

Human Resource Planning and Employee Productivity in Nigeria Public Organization

This journal is written by Anyadike Nkechi O representative from department of

public administration and local government, university of Nigeria. This journal published on
Global Journal of Human Resource Management Vol.1, No .4, pp.56-68, December 2013 by
European Centre for Research Training and Development UK.
1. Research Background
Inadequacy of Human Resources Planning has been cited as the reason why most
public organization today are facing a chaotic situations as they did not at onset plan their
workforce, neither did have any systematic human resource (HR) management program
that put the organizations goals first and the decay in the public organizations is evident
as the level of frustration is equally high; and the “marketplace” trend of organization is
becoming a reality. The cause of this unfortunate development is primarily a lack of
human resource planning.
For instance, in departmental organizations like ministries, four directors are found in
one obscure room doing nothing and other junior workers are satisfied to find a place
under the mango trees located around the premises. The importance of planning human
resources in a public organization cannot be over-emphasized. Effective human resource
planning therefore implies that sufficient manpower, with the right mixture of talent, is
available in appropriate
2. Research Methods
This journal is using qualitative method to analyze correlation on human resource
planning and employee productivity. Moreover, Data for this paper were derived from
secondary sources: previous research and analysis of scholars, government documents,
newspaper/magazines as well as journal articles that are related to the subject. This study
involved an extensive literature review which critically analyzed the present status,
problems and prospects of human resource planning as part of the roadmap to employee
productivity in Nigeria public enterprises.
3. Research Result
Human resource planning is the entry point of human resource management
concerned with the determination of human resource requirements, job analysis,
recruitment, selection and socialization. Human resource planning is also called
‘Personnel planning’, ‘Employment planning’, and ‘Manpower planning’. Human
resource planning is the process of determining an organization's human resource needs.
It is important factor in human resource management programs because it ensures the
right person at right place, at right time. It helps the organization to achieve overall
strategic objective. The objectives of human resource planning in every organization are
ensuring the optimum use of human resources currently employed and providing for
future human resources need as regards skills, numbers and ages. This entails ensuring
that the organization at all times has the right number of personnel, with the right level of
skills in the right jobs at the right time and that these personnel are performing the right
activities for the attainment of organizational objectives.
Human resource planning also known as a process to determine organization’s human
resource need using three specific approach as follows:
 Quantitative Approach: gives focus on the required numbers of employees rather
than personal aspect of individual which is why it is regarded as the traditional
approach hence it is management driven also known as top-down approach. It is
the foundation of Human Resource Management Information System (HRMIS),
Demand Forecasting Technique (DFT), and Work Study Technique (WST).
 Qualitative Approach: is employee-driven also known as bottom-up approach that
focuses on the personal aspect of individual rather than required numbers of
employees. Qualitative approach of human resource planning is mainly concerned
with matching organizational needs with employee needs; remuneration and
incentive plans; etc.
 Mixed Approach: combines the quantitative and qualitative approaches to strike a
balance between both approaches. This approach of human resource planning
produces better result because it is combined form of qualitative and quantitative
approaches.
This journal also explain about need for effective human resource planning in
organization. There are following reasons why public organizations should carry on
systematic human resource planning such as; future personnel needs, to cope with future
change, high talent personnel requirement, strategic planning essence, equal employment
opportunity policy, government contract, and foundation for personnel function. The
importance of increasing productivity is one of the most critical goals in business and
Human resource planning is very essential for the achievement and attainment of this
productivity. This journal also define the relationship between human resource planning
 and employee productivity. The author identified some activities that enhance
managerial effectiveness that engenders employee productivity such as: Acquisition of
Best Human Resources, Focusing on Corporate Goal, Optimal Utilization of Human
Resources, Effective Reduction of Uncertainty, Reduction of Labor Cost, and Effectual
Human Resources Control.
Since this journal is discussed on public organization, it also explain about strategic
planning and human resource planning in public organizations; the nexus. Strategic
planning is the process by which top management determines overall organizational
purposes and objectives and how they are to be achieved which uses the SWOT analysis
approach to it assesses the opportunities and threats in external environment as well as
the strengths and weaknesses in internal environment while Human resource planning
systematically reviews the human resource requirements of the organization to ensure
that there is the right man at the right place, at the right time. Thus far, strategic planning
and human resource planning are positively related. The relationship can be explained in
two ways: The follower relationship, and partner relationship.
4. Comment And Suggestion
In my opinion, this journal has a fairly complete explanation of the topic raised. This
journal also uses diverse references and mostly comes from articles with published year
2000s so that the discussion is more accurate and close to the actual situation that is
happening. Then, this journal also provides suggestions to address employee human
resource planning in productivity and possible actions put forward such as; Public
organizations should embrace human resources planning must be ensured, human
resources planning must be matched with organizations' strategic planning to enable
enhanced employee productivity, and also public organizations should embrace human
resources outsourcing as a trend in human resource management as it is believed to be in-
organization productivity. The advice given is quite clear and can be used as a basis for
consideration in managing human resources in Nigerian public organizations. This
research and other similar studies are very useful in helping practitioners to understand
their human resources better, in terms of theories that are often overlooked because most
companies focus more on direct execution in the field. However, in this journal writing I
find several things is that needs to be considered again, especially in the use of bullets
which should be avoided so that the journal is neater and in some parts should be typed
with a middle average margin/ justify so that it complies with the rules of scientific
journal writing.