EFECTIVENESS OF HUMAN RESOURCES PLANNING; THE CASE OF

CRDB BANK –PLC SONGEABRANCH

 EFECTIVENESS OF HUMAN RESOURCES PLANNING: THE CASE OF
CRDB BANK –PLC SONGEA BRANCH

By:

Henrick J. Kapinga

A RESEARCH REPORT SUBMITTED IN PARTIAL FULFILMENT OF THE

REQUIREMENT OF THE AWARD OF BACHELOR DEGREE IN HUMAN
RESOURCE MANAGEMENT (BHRM) OF MZUMBE UNIVERSITY.

2019

i
 CERTIFICATION
We undersigned, certify that we have read and hereby recommend for acceptance by the
Mzumbe University a study entitled the effectiveness of human resource planning a
case study at CRDB bank PLC Songea branch in partial fulfillment of the
requirements for the award of Bachelor’s Degree in Human Resource Management of
the Mzumbe University.

____________________
Dr Mrope
Major Supervisor

____________________
External Examiner

ii
 DECLARATION AND COPYRIGHT
I, Henrick J Kapinga, do hereby declare that the content of this report is the effort of
my own hands and knowledge (except where acknowledge) and it has not been
presented and will not be presented to any other university in a similar or any other
degree awards.

Signature..........................................................................

Date.................................................................................

© 2019

This report is a copyright material protected under Berne convention the copyright Act
0f 1999 and other national enactment, in that behalf on intellectual property. It may not
be produced by any other means in full or in part, except for short extract for scholarly
review or disclosure with acknowledgement without the written permission of Mzumbe
University on behalf of the author.

iii
 DEDICATION

First I would like to give special dedication my beloved mother Martina .D. Kapinga
who always supported me morally and materially throughout the years I have been
schooling. Also I dedicate to my relevant friends and all who are give me positive
support when conducting the research.

iv
 ACKNOWLEDGEMENT

My special thanks to my Almighty God who gave me breath and strength to conduct this
research from the beginning up to this time. Also would like to thanks my mother
Martina .D. Kapinga, my brother Baraka and Romard as well my young brother Edwin,
my young sister Jackline and Jenisther Kawonga for their closely support financially,
morally and materially.

My special thanks to my friend Victoria Mhagama, Emmanuel Paul, Erick Mbepera,

Martin Mkinga, and Mashala Mwandu for their advice and cooperation’s in the
preparation of this research.

My special thanks go to Dr Mrope, the supervisor of this work who was all the time
tireless on advising, directing and supervising the performance of this work to be to be
done efficiently and effectively till its completion.

Finally, it’s also hard to forget other individual who in one way or another supported the
completion of this work to the best by giving their opinion, challenges and other
influences that enforced me to improve this work.

v
 ABSTRACT

The title of this study was “effectiveness of human resource planning a case study in
CRDB Bank PLC Songea branch”. The objectives of this study were, To identify the
whether employee are placed professionally at CRDB Bank PLC Songea branch. To
determine whether the organization have succession planning at CRDB Bank PLC
Songea branchTo determine the level of employees attribution at CRDB Bank PLC
Songea branch The population in the case study in CRDB bank PLC Songea branch was
20 employees. The study used a case study design, by using the table which developed
by Morgan and krecjie (1970) for sample size, the sample size selectedwere19 of
respondent. There method which i used in selection sample size was Simple size was
convenience and self selection sampling. Data collecting by using questionnaire,
interview, and observation. Quantities data were analyzed statistical package for social
science (SPSS) In the findings analysis i found that many employees in the organization
are absenteeism also there have a factor that influence human resource planning to be
effectiveness. Many employees in the organization have done the duties which did not
related with their professionalism. Human resource department ensure on each
department are participate in the process of manpower planning. As the matter of
recommendation, the human resource department should be ensuring that when assigned
the duties to the employee was related with the tanning which have employee. The top
management should ensure that are giving priority of human resource planning when
implemented also the employee should be active participation when formulating human
resource planning in the department. .Human resource department should ensure that
each department have manpower planning. Also human resource department should
ensure that the procedure or process of human resource planning must be follow in the
organization.wed and the lastly each employee and management have ensure their self
discipline

vi
 LIST OF ABBREVIATION

CRDB ………………………………………Cooperative and rural development bank

PLC…………………………………………Public limited company

MBO………………………………….……..Manager of business administration

MBD…………………………………….......Manager Business development

MCS………………………………….……..Manager of customer service

BC ………………………………………….Bank controller

RAM ……………………………………….Retail account manager

BM………………………………….………Branch manager

BOT…………………………………………Bank of Tanzania

ATM………………………………..………Automatic teller machine

HRP…………………………………………Human resource planning

HRM……………………………………..….Human resource management

vii
 TABLE OF CONTENTS
CERTIFICATION ..........................................................................................................................ii
DECLARATION AND COPYRIGHT ...................................................................................... iii
DEDICATION ............................................................................................................................... iv
ACKNOWLEDGEMENT ..............................................................................................................v
ABSTRACT................................................................................................................................... vi
LIST OF ABBREVIATION ......................................................................................................... vii
CHAPTER ONE .......................................................................................................................... 1
INTRODUCTION........................................................................................................................ 1
1.0 Introduction .......................................................................................................................... 1
1.1 Background information .................................................................................................. 1
1.2. Problem statement ............................................................................................................... 5
1.3 OBJECTIVES OF THE STUDY ......................................................................................... 5
1.3.1 General objective .......................................................................................................... 5
1.3.2 Specific objectives ........................................................................................................ 5
1.4 Research question ................................................................................................................ 6
1.5 Scope of the study ............................................................................................................ 6
1.6 Significance of the Study ..................................................................................................... 6
1.7 Limitation of the study ......................................................................................................... 7
1.7.1 Delimitation of the study .................................................................................................. 8
1.8 Organization of the study ..................................................................................................... 8
CHAPTER TWO ....................................................................................................................... 10
LITERATURE REVIEW ......................................................................................................... 10
2.0 Introduction ........................................................................................................................ 10
2.1 concept of Definition ......................................................................................................... 10
2.1.1 Human resource management ..................................................................................... 10
2.1.2 Effectiveness ............................................................................................................... 11
2.1.3 Succession planning ........................................................................................................ 11
2.1.4 Attrition ........................................................................................................................... 12
2.1.5 Replacement Employee................................................................................................... 12

viii
 2.1.6 Human resource planning ........................................................................................... 13
2.2 Theoretical literature .............................................................................................................. 14
2.2.1 Levels of human resource planning, according to .............................................................. 14
2.2.2 Importance of Human Resource Planning .......................................................................... 15
2.2.3 Guideline of effectiveness human resource planning according to..................................... 15
2.2.4Process of human resource planning .................................................................................... 17
Internal and External Environmental Scanning ....................................................................... 17
Forecasting the Demand for Human Resources ....................................................................... 18
Forecasting supply of manpower. ............................................................................................ 20
Estimate manpower gap. .......................................................................................................... 21
Action plans ............................................................................................................................. 22
Monitoring and evaluating ....................................................................................................... 22
2.8 Challenge of human resource planning .............................................................................. 24
2.3 Empirical literature review................................................................................................. 25
2.8.2 Gap of research ............................................................................................................... 31
2.9 Conceptual framework ....................................................................................................... 32
CHAPTER THREE ................................................................................................................... 33
RESEARCH METHODOLOGY ............................................................................................. 33
3.0 Introduction ............................................................................................................................ 33
3.1 Research Design..................................................................................................................... 33
3.2 Study Area ............................................................................................................................. 33
3.4 Population of the study. ......................................................................................................... 33
3.5 Sample size ............................................................................................................................ 34
3.7 Data collection methods ..................................................................................................... 35
3.7.1 Questionnaire .................................................................................................................. 35
3.6.2 Interview ............................................................................................................................. 35
3.7. Data Analysis .................................................................................................................... 35
3.8 Ethical Considerations ........................................................................................................... 36
CHAPTER FOUR ...................................................................................................................... 37
RESEARCH FINDINGS AND DISCUSSION ........................................................................ 37

ix
4.0 Introduction ............................................................................................................................ 37
4.1 Gender .................................................................................... Error! Bookmark not defined.
4.2 Age ..................................................................................................................................... 37
4.3 Respondent Education level ............................................................................................... 38
4.4 Professionalism ...................................................................... Error! Bookmark not defined.
4.5 Number of employee on each department ............................. Error! Bookmark not defined.
4.6 Number of employee is sufficient to the department ............. Error! Bookmark not defined.
Table.4.7Number of Employee In Department If Sufficiency . Error! Bookmark not defined.
4.6 Employees Absenteeism Employees in the Department ........ Error! Bookmark not defined.
4.7 The duties which perform related with Training.................... Error! Bookmark not defined.
4.8 Strategic planning .................................................................. Error! Bookmark not defined.
4.9 significances to link between human resource planning and organization strategic. .... Error!
Bookmark not defined.
4.10 Human resource planning in department ............................. Error! Bookmark not defined.
4.11 Delegation of Planning Authority to Other Department. ..... Error! Bookmark not defined.
4.12 Position that Employee Delegate Authority......................... Error! Bookmark not defined.
4.12 Factor that Influence Human Resource Planning................. Error! Bookmark not defined.
4.13 4.13 Priority of Human Resource Planning in Organization. ............ Error! Bookmark not
defined.
Table 4.13 In Organization Given Priority Human Resource ...... Error! Bookmark not defined.
Planning When Implemented ....................................................... Error! Bookmark not defined.
CHAPTER FIVE ....................................................................................................................... 40
SUMARY CONLUTION AND RECOMENDATION ........................................................... 43
5.1 Summary ............................................................................................................................ 43
5.2 Conclusion ......................................................................................................................... 44
5.3 Recommendation ............................................................................................................... 44
BIBLIOGRAPHY ...................................................................................................................... 46
APPENDIX ................................................................................................................................. 48

x
 CHAPTER ONE

INTRODUCTION
1.0 Introduction
This chapter start was describing the background of the problems followed by
statement of the problem whereby the major issues is stated in a nutshell .the chapter
consist by pinpoints the main objectives and the specific objective of the study the
research question follow and the significance of the study explained.

1.1 Background information

Human Resource Planning is a systematic analysis of HR needs in order to ensure that
correct number of employees with the necessary skills is available when they are
required. (Mondy etal, 1996). Many institutions in both private sector or private sectors
to depend on devel1oped modes of human resource planning origination depends on
reorganization of staff level and skills or competitive needs in future as well as analysis
and present manpower

The most significance thing in any business enterprise is the manpower therefore for an
organisation to achieve success it require a stable balancing between meeting the human
aspirations of the humans and meeting the strategic and economic wishes of the
corporation. Traditionally manpower planning generally termed manpower planning was
concerned with number of employees and the levels types of skills in the organization
(Torrington, 2008)
.
However as the word this attitude is taken into consideration to be slender and it's far
rising that there's a want to plans not only for the hard numbers, however for the softer
of human resource or employee behaviour, organization culture and systems, those issue
had been diagnosed as having key impact on organization achievement within the
current environment surroundings. Achievement of manpower is one of the main tasks
in any organization. These days obtaining a right people is a challenge however

1
maintaining the employee within the organization other challenging one because for a
professional employee in organization is open and prefers to have the right mix of
people in the organization to archiving the organizational duties and enhance or to
improve the productiveness and profitability in the organization

Rapid changes inside the surroundings the env1ironment are having essential
implications on human resource management practices. In order to make sure that
management practices support firms require organization should be continually to
control environmental situations and devise human resource management strategies for
coping with them. The purposes of human useful resource planning are to enable
organization to expect their destiny human resource management needs and to
reorganize practices to be able to help them to meet those desires. Human resource
planning should be in a short or long-term in short term should not exceed that two years
and also to long term plan should be more than three years basis. Its purpose is to make
certain that people may be to be had with the appropriate character and abilities, when
and in which the organization needs them. The use of human resource planning enables
organization to gain control of their future by preparing for likely events, anticipating
change and devising appropriate courses of action. When organizations learn how to
capitalize on future events, their own future improves (Lee, 1985).

Graham and Bennett (1998) examination, manpower planning is an attempt of an

organization to anticipate how many, what type of personnel will be requisite in the
outlook, and to what extent this demand is likely to be met. Boone and Kurtz (1981)
recognized therefore that human resource planning is between the key functioning plans
required to assist and implement organisational strategies. Marchington and Wilkinson
(2001) show four main significance of human resource planning as, it support employers
to build up clear and unambiguous acquaintances among their business and manpower
plans, and put together the two more effectively, Allow for much better control over
staffing costs and numbers employed. Enables employers to make extra knowledgeable
judgments‟ approximately the abilities and attitude in the corporation, and put together
2
incorporated personnel and improvement strategies and ultimately presents a profile of
contemporary group of workers (as an example, in terms of gender, race and disability)
that is an essential pass toward a same possibilities business enterprise.

Human resource planning is a very important aspect for the welfare of any organization.
This is due to the fact that, the organizational most valued assets is people who
individually or collectively contribute to the achievement of its objectives. Human
resources play a critical role in any organization local government in particular in
delivering public services. These services include health, education, water supplies,
transport services and others. Human resources are critical in achieving the socio-
economic development goals of developed and developing countries. These goals
include national as well as international goals such as the Millennium Development
Goals (Yambesi, 2009). He maintains that human resource is the valuable assets which
are necessary to support strategy of the organization. The human resource planning
process is the essential tool to identify the appropriate workforce staffing levels and
justify budget allocations so that organizations can meet their objectives. HRP ensures
that the organization develops and maintains talented and energetic workforce to
support organizational Mission, objectives and strategies.

In many area of the world, organization are functioning in a quickly shifting

environment such as demographic transform, change with technology and sharp global
competition, and these changes have made various significant implication in human
resources practices one benefits run through HRP (Jackson and Schuler, 1990). though,
Human resources planning contain usually been used through organization to guarantee
that the right employee are in the right duties, at the right time doing the right jobs
Under past situation of relation environments, certainty and stability, human resources
planning focused on the short term which were dictated largely by line management
concerned. With increasing environmental instability, demographic shift, changes in
technology and heightened international competition, the need for and the nature of
human resources planning is the leading organization practices (Jackson and Schuler,

3
1990). Organizations are now evolving into more complex but non-traditional structures
in order to be competitive and attract and retain the key individuals upon which its
success depends. Effective human resources planning have become even important in
these highly competitive global business environments

Recently in Tanzania has been taking different initiatives to make stronger the human
resources management planning. It explained a strong commitment to systematic
human resources planning in order to achieve self sufficiency in human resources
Cliffe and Soul, (1973). The efforts have gone through various phases. It began from
after independence (1961) to 1980s, then from 1980s to 1990s and from 1990s to date.
The phase from 1961 to 1980 was based on localizing the human resources and the
primary objective of human resources planning, then known as manpower planning, was
the elimination of acute manpower shortages at the high and middle-levels, and the
target of achieving self-sufficiency in “manpower” by the year 1980.

The government undertake various procedures to implement the approach to address the
manpower situation. These being institutionalization of the manpower planning function,
delivery out human resource plans of the public service, and preparation and
Implementation of Human Resource Development Programme (Yambesi, 2009).
Though the growth of human resources was based on quantity than quality of personnel
and also, emphasize on the educational level of the Tanzanian. Employee was
recognised as the base for development efforts.

In the phase among 1980s and 1990s following the economic down go around the
government abandoned the manpower planning at national level. Human Resources
planning attained the in meticulous way of downsizing of workforce as replacement for
planning for workforce. Suitable to budget restriction which be caused by the economic
crisis, the government knowing employees’ emolument budget. in spite of these hard
job, the manpower planning function stayed most important. Starting 1990s to date the

4
government go away aboard on a dissimilar strategy that is public service reform
program (PSRP) its fundamentals.

1.2. Problem statement

In today’s private sector environment, organizations require to be constantly assessing

their internal and external environment for challenges and opportunities to stay
competitive and to maintain growth. Political, financial, social, or even psychological
changes inside our societies generate great effect on organization. The integration of
human resource function into the organizational strategy provides the basis to enable the
human resource function to support and implement the strategic plan to achieve a
competitive advantage (Wofford, 2002). Given any significant change or event, how
ready are we as an organization to react in order to remain competitive? Ulrich & Beatty
(2001). The fundamental role of human resource planning is essentially to maximize
profitability, quality of work life and profits through effective management and planning
of people (Cascio, 2003). This research is therefore seek to identify the gape of human
resource planning in private sectors where most researchers based of asses human
resource planning to private sector but they not consider on other side of private sectors
where is stand as the key point of investigation to the researcher..

1.3 OBJECTIVES OF THE STUDY

1.3.1 General objective

The overall objective of this study was to make an assessment on the effectiveness of the
human resources planning in private sector at CRDB bank PLC Songea branch

1.3.2 Specific objectives

Specifically the study intended to:

i. To identify the whether employee are placed professionally at CRDB Bank PLC
Songea branch

5
 ii. To determine whether the organization have succession planning at CRDB
Bank PLC Songea branch
iii. To determine the level of employees attributionat CRDB Bank PLC Songea
branch

1.4 Research question

In order to achieve the intended study objectives, the following research question guided
the study.

i. Is there employee is placed professionally at CRDB Bank PLC Songea branch?

ii. Does the organization have succession planning at CRDB Bank PLC Songea
branch?
iii. Does the level of employee’s attrition at CRDB Bank PLC Songea branch?

1.5 Scope of the study

The study deals with assessment on effectiveness of human resource planning in private
sector. A case study CRDB Bank PLC Songea branch. The bank of CRDB was the
private sectors were selected for their experience to test human resource planning. A
study focusing on investigates of the effectiveness human resource planning to be
effectiveness in private sectors.

1.6 Significance of the Study

This study was importance undertaking as it intended to provide the light on the
potentials of the human resources planning in the private sector in the provision of
services to the customer or in general.

The study expected to help policy makers and human resource team teams to draw logic
conclusion. On the effectiveness of human resource planning in the organization due to
the were used the finding of study to formulate variable policy documents was efficiency
on boosting human resource planning and the organization and individual employees can
achieves their goals

6
Its hoping that the management is using the finding for better to ensure that there have
effectiveness of human resource planning in the organization in order to improve the
organization performance , create good image of organization and increasing operation
activities in the organization through that it help the human resource department to
ensure there good human resource planning.

As very important to the organization to ensure their effectiveness of human resource

planning. For getting the right number of employee with the right qualification at the
right job with at the right place and the right time in the organization. In order to help
organization to achieves their goals.

The study it help the private sector especially the CRDB Bank PLC Songea branch to
understand the factor that influence human resource planning to be effectiveness and
know the important to link human resource planning with organization strategies.

This study help to fulfil the requirement of my bachelor degree of human resource
management and

This study help managers to understand the importance to human resource planning that
help organization to achieves their goals, and understand the relevance of human
resource planning function in the organization

1.7 Limitation of the study

A researcher is the human being always facing with different difficult challenge when
conducting the research in a case study. To point out few of them such as:-

Financial. The funds which provided to the sponsor it’s not enough because its limited
for meet all cost conducting the research findings

Interview. It difficult to conducting the interview to respondent during the time of work
because all time employees were busy. And also to some respondent were not at work

7
area there going outside the organization to do their jobs. For example department which
are not stay many time in the organization are sales team department.

Information. Some of information it’s difficult to access because its confidential

information for purpose of organization only and not otherwise.

Respondents. Some of respondents did not bring questionnaire on time. That wise make
difficult to collecting the questionnaire

1.7.1 Delimitation of the study

The researcher builder a close follow up with the respondent to get the questionnaire
which have distribute to them in physical visiting or through phone call that to ensure
the respondent were participate to fill that questionnaire and researcher get on time. Also
to insurance that respondents those information which have filling to the questionnaire
were used for academic purpose and not otherwise. Also the question was prepare was
simple and well understandable and should short that attract participation to fill.

To limit financial and time. The researcher choose CRDB Bank PLC Songea branch at
Songea district in Ruvuma region. Due to the near at home and reduce some of cost of
transport, meal, and saving the time consuming for transfer long distance for make
follow up the respondents. That would be easy to conduct the research by collective
questionnaire to respondents and reducing some the cost.

Through using his experiences, skills in the management, theoretical and profession
Orientation in research methods, the researcher methodically explained to participants
about the study significance and implication for them by participating in the study for
academic purpose and to the organization

1.8 Organization of the study

The study consist five (5) chapters. Chapter one (1) covered background of information,
statement of the problem, general objectives, specific objective , research questions also
in this chapter I would discuss about scope of the study significance of the study,

8
limitation of the study and the lastly organization of study. Chapter two covered
literature review. On literature review were review different books in theatrical review
also to empirical review to enable reader have comprehensive ideas on topic under
study. Chapter three was coved research methodology. In research methodology covered
introduction, research design, area of study, population of the study, sample size, data
collection methods and data analysis. Chapter four represent the research analysis. In
research analysis covers all findings discussion to the research objectives and research
question. The lastly chapter was five present that represented about summary,
conclusion recommendation and suggest the area of study.

9
 CHAPTER TWO

LITERATURE REVIEW
2.0 Introduction
In this chapter describe Theoretical Literature Review and Empirical Literature Review.
The aim of this chapter is to show the researcher to exclude from his work what has been
done by other researchers describing to the similar problem and hence investigating the
existing gap that require to the further research.

2.1 Concept of Definition

2.1.1 Human Resource Management

According to Armstrong (2006) as defined as a strategic and logical approach to the
management of an organization’s most valued assets the people working there who
individually and collectively contribute to the achievement of its objectives. Storey
(1989) believes that HRM can be regarded as a ‘set of interrelated policies with an
ideological and philosophical underpinning’. Human resource as sets of policies practise
and program designing to maximize both individual and organization objectives. Gupta
(2012) that means it’s the process of binding people and organization together in order
to achieve their goals.

Human resource management is a strategic approach to overseeing employment

relationships which accentuate that leveraging people’s competence is critical to
achieving aggressive improvement, this being achieved from side to side a distinctive set
of included employment policies, programme and run through (Bratton and Gold,2007).
That HRM can be build good relationship between employee to employee and employee
with management. Also to getting the competent employee who can help to achieves the
organization goals

Human resource planning is the process of ensuring there utilization of manpower in the
organization through planning controlling organizing and directing in order to help
organization to achieves their goals. Manpower was very important in the organization

10
due to without manpower organization does not perform their duties. Human resource
should know how to find capital for investment, human resource should be perform the
work which machine can perform it also the manpower should control all activities at
the organization

2.1.2 Effectiveness
Effectiveness is defined as the degree to which an organization releases its goals
(Robbins, 1990). In relative to human resources planning, effectiveness is to build future
demand and a supply within the workforce agrees optimally for the reason of achieving
the short term and long term organizational goals. Hence effective human resource
planning is the degree to which the organization recognizes demand and supply forecast
of the employees optimally (Robert et al, 1984). The successful human resources
planning be capable of be achieved when the human department is organized from the
senior position which facilitate the department to be concerned in creation policies,
practices programmes and systems that improvement skills and increase inspiration of
staffs

According to Wojtczak (2002) defines effectiveness in the context of medical education

Effectiveness A measure of the extent to which a particular involvement, procedure,
routine, or provider, while deployed in the area in routine occurrences, does what it's far
meant to do for a distinct population. Inside the fitness field, its miles a measure of
output from those health services that make contributions in the direction of reducing the
measurement of a trouble or enhancing an unsatisfactory situation

2.1.3 Succession planning

Succession planning is a process guarantee organizations that their required personnel
are manpower, and they are training and developed for satisfying key point that needs in
the institution.According to Aswathappa,(2013),even though the retrenchment of the
total manpower in an organization, require for good manager is crucial and perpetual.
Most of the organization is planning for managerial succession and development due to

11
they have found that it obtains years of systematic preparing to create successful
managers The reasons of succession planning is to make certain that the key positions,
which had been left by the linked personnel, are filled using this planning effectively
Succession planning is a process ensuring organizations that their required personnel are

Butler and Roche-Tarry (2002), is an ongoing dynamic process that assists a business or
organization in aligning its goals and its human resource required. Succession planning
can arrange organizations for outlook important vacancies of middle and senior
managing positions. Forecasting the aptitude required for these roles can make available
the foundation and understanding of the traits required to preserve and grow a
organization’s strategic plan.

2.1.4 Attrition
Attrition refers to the number of people that leave an organization during a given period
of time due to reasons such as retirement, resignation and death. Separation of an
employee from an organization usually is an expensive affair. The organization spends a
lot of time, effort and money in recruiting, selecting, training and maintaining an
employee within the organization.Shukla and Sinha,(2013)suggested that the most
important factors impacting employee turnover are dissatisfaction from job and work
environment

2.1.5 Replacement Employee

Refers to the manpower undertaking work activity substitute or replacing a full time or
part time workforce or human resource in the organization for a definable phase for that
latter also on authorised leave of nonattendance or is for the moment transferred inside
or outside the organization. Employee replacement was very essential process of
matching jobs and individual and placement occurs when job assigned to individual.
Placement of individual employee may be having two stage first stages was, initial
placement after the selection and orientation. for internal mobility either for promotion,
demotion, or transfer of the employee within the organization or outside the

12
organization. (Prasad, 2014). Replacement problem of employee have been differ
situation such as when individual have been selected in particular position like
production manager of plants. Selected for specific position but the place of position or
unity has specified. When selecte4d without specific reference to the position of
management executives trainee, Constancy

2.1.6 HUMAN RESOURCE PLANNING

Human resource planning as the process by which management determine on ho w the
organization should move from its current manpower position to its desired manpower
position (Gupta; 2012). Although management struggle to get the right number and right
kind of people at right time at the right place doing things which consequence in both
side for person and organization to gained maximum long range profit.

According to the Bulla and Scott (1994) defines as human resource planning is the
process for ensuring that the human resource requirements of an organization are
identified and plans are made for satisfying those requirements’. Human resource
planning is support on the principle that people are an organization’s for the most part
significant strategic resource. Human resource planning determines the human resources
required by the organization to achieve its strategic objectives.

According to Armstrong (2010), HRP is the very important things in the organization
because it identify gap in existing human resource items of quality and talent when
employee perform their work it’s useful to foresee cost of human resource which assist
budgeting process. Human resource planning also come across at broader issues
describing to the way during which people are working and developed in instruct to an
advance organizational effectiveness.

Human resource planning is a process of determining and reassuring that the comp[any
will comprise an sufficient number of competent employee obtainable at the proper
period, performing jobs which gather the required of the organization and which
provide gratification for the person involved. during planning a management struggle to

13
get the correct number and the accurate type of people at the exactly places, at the right
period to do things which consequence in cooperation the organisation and the
individual delivery the greatest long range benefit

2.2 Theoretical literature

2.2.1 Levels of human resource planning, according to

Gupta (2012) explain that Human resource planning there four (4) level such as national
level, sector level industrial level and the last is unity level

National level. The centre government as plan corned with the people at the whole
country. That should be looking for demand and supply of human resource at the nation
level or at whole country so the government plan cornered with human resource items of
employment education facilities agriculture, health care, and industrial. Those deals with
economic issues and social activities. That it plan about distribution of man power in
terms of sector and regional allocation of resources

Sector level. Human resource planning its occurs in particular sectors or within the
specific sector for plan concerned with manpower like industrial sector and education
sector that assist the government to allocate the manpower to the various sectors that
depends on priority the particular sectors

Industrial sector. Human resource planning was plan of human resource or man power to
the specific industrial such as textile industrial, cement industrial and iron still industrial.
That plan was project/ out of particular industrial

Unity level. At this level the human resource planning is done in particular department
that needed the workforce to perform certain activities duties. For example of that unity
or department was accountant department, sales or marketing department and education
department those department planning concerned with the required the manpower in the
department.

14
2.2.2 Importance of Human Resource Planning
Planning is imperative for Private Organization (Ramathan, 1982). Griggs (2003)
admitted that Planning leads to improved organizational performance in either for profit
or not for profit organizations. This is due to its ability to align the behaviors of any
organization with its future desires and also to the fact that the rules guiding strategies,
tools, and planning theories apply similarly to both types of organizations.

Planning allows Private Organization to better understand their external environment

then formulate strategic plans aimed at effective performance (Moxley, 2004). He
Argued that Private Organization use mission based planning to communicate their
purpose to various (Scott, 1999)stakeholders groups. This improves their legitimacy and
secures\stakeholder’s support which is important for mission achievement.

Private Organization has a wide range of Planning models and approaches which can be
used to accomplish their performance (Franklin, 2011). Trainer (2004) added that these
models serve as a chart in guiding the Planning processes thus, they offer clarity, save
workload, and focus organization’s attention on important Planning practices. There
components which addresses the utility of using Planning in Private Organization
operating.

2.2.3 Guideline of effectiveness human resource planning according to

Gupta’ (2012) explain that, the guide line of human resource planning shows that on
how Improvement of human resource planning in the organization to be effective must
follow pre requisite of human resource planning in the organization due to the process of
formulating human resource planning.

Tailor made. The first thing in human resource department must compare or balance
and ensure that human resource planning should fit with cooperate plans of the
organization that it help human resource planning to be effectiveness. According to
Gupta, (2012) said that human resource should be balance with cooperate plan of the
enterprise the procedures or techniques which used must be fit with objectives, strategic

15
and environment of the particular organization that enhance organization to achieves
their goals

Appropriate time horizon. The human resource planning should be specified the time
should be use either in short term or long term planning. To the short term planning the
human resource planning should specified the time that occurs in organization not
exceed two years. To the long term plan the plan should not below or less than two years
it start from three years up to five years (Gupta, 2012). The size and structure as well as
change aspiration of people or employee should be take place into consideration of
human resource planning in time for short term or long term

Adequate of organization. Human resource planning should be started form the basic
area or to the department due to the department should know the demand of man power
required in the department with qualification of that manpower required (Gupta, 2012).
Human resource planning should prepare organized, separate cell and commitment may
constitute within the human resource department to provide adequate focus and
coordinate the planning efforts of various level

Management support. The human resource department should be communicate or

considered with the top management. Due to the top management is the one who provide
finance and also is the one who provide limited budget in the organization. According to
Gupta, (2012)) said before the starting the human resource planning process the support
and commitment top management should be ensured. Due to the top management
support financial issues and budget provide was limited

Participation to the human resource planning participation was very important to the
organization. Hence the department should know the really number of employee who
needed in the organization with the qualification required. Also to the department of
human resource its need the participation in the organization in order to reduce
resistance to the employee. You cannot plan about the employee without knowing what
you needed to plan about yours. To be successfully human resource planning in the

16
organization its needs active participation. According to Gupta, 2012) That Participation
help to improve the employee understanding and reduce the resistant in the organization
and organization can achieve their goals.

Information system. Database of employee in the organization was very important in

the process of human resource planning. The stung data base help human resource
department to plan cornered with the manpower in the organization. an adequate data
base should be developed off human resource for human resource to facilitate human
resource planning (Gupta, 2012). If the human resource department not have database
of their employee it’s difficult to know the real number of employee in the organization
and would be difficult to the human resource planning in the organization to be
effectiveness.

Balance focus. The quantity and quality of manpower should be stressed in balance
manner. The emphasis should be filling future vacancies their right people rather merely
matching existing people with existing jobs upward mobility of existing staff needs to be
considered carefully. Labour turnover should be consider according to length and
service rather that merely aggregate basis

2.2.4Process of human resource planning

The process human resource planning helps the manager to follow the procedures on
how to planning concerning manpower in the organization. In order for manpower
planning to be effective the manager must follow the process of human resource
planning in the organization.

Internal and External Environmental Scanning

An Environmental Scanning is the first process when formulating the human resource
planning. The objectives to make available organization to be clear, complete and to
create good image of the organizations, both within and outside the organization that the
aim to create good relation (Vermont, 2011). It involve the systematic identification and
analysis of key trends and forces in the external environment having a potential impact

17
on the management of the human resource, and requires the development of consistent
patterns in streams of organizational decisions (Mintzberg, 1998). Changes taking area
in the technological, socio cultural, economic, education and labour market
environments are monitored in favour of their impact on human resource strategies and
programs. Important environmental changes among human resource implications
strengthen the choice of strategic option to achieve compatibility among the human
resource management system and the external factors.

Internal environmental scan focus on Current employees skills in the organization,

analysis of language skills, education and competencies for doing well performance.
Retirement eligibility projections and patterns, where key location (position) in the
organization are examine, in order to decide whether there are particular units, division
or programs that may be mostly helpless to a wave of retirements and loss of knowledge
and for that reason having a greater require for succession planning. To know the current
employee demographic profiles likely age, race, sex and marital status that helps to
know diversity of the manpower an areas for improvement. Determine the modern
condition of the organization’s of employees relations;

External human resource information to be gathering may include high learning

institutions‟ enrolment and field. Changing composition of the human resource and
variable work patterns together with diversity, demographics and outsourcing
,Government influence – policies, laws and regulations affecting the work and man
power, Economic conditions that affect available and qualified labour pools, i.e.,
unemployment rates and housing prices. Geographic and competitive conditions,
(Vermont, 2011).

Forecasting the Demand for Human Resources

According to Armstrong (2010) demand forecasting is the process of estimating the
future numbers of people required and the likely skills and competences they will need.
The foundation of the forecast is the organization planning that translated into doings in

18
the organization by each level for function and decisions on downsizing. Workforce
demand forecasting refers to future quantity and quality of people that needed of the
organization. Future protuberance is done against fears likely to changes in population
trends, technology and transport plans due to the government policies.

Forecasting manpower demand is the development of approximation the future human

resource requirement of right quality and right number. Analysis of employment trends;
replacement needs of employees due to death, resignations, retirement termination;
productivity of Employees; growth and expansion of organisation; absenteeism and
labour turnover are the relevant factors for human resourced forecasting (Ward, 1996).
Therefore the job analysis and forecasts of future activities that assist the manpower
forecasting. In the forecasting of demand there techniques employed in human resource
forecasting such as

Managerial judgement. In this methods the manager who have the experienced estimate
the number of employee or manpower requirement in the department on the base of
knowledge of accepted future workload and employee efficiency. This methods is very
simple and time saving however it relatively subject and its fitting on small organization.
According to Gupta (2012) the estimated based on experience can be refined to some
extent with the assistance of work study and human resource expert.

Work study methods. In this method, estimated total production and performance for a
specific future period are predicted. This information is translated into number of man
hours required to produce per units taking into consideration the capability of the
workforce. Past experience of the management can help in translating the work loads
into number of man hours required. Therefore, demand of human resources is forecasted
on the basis of estimated total production and contribution of each employee in
producing each unit items.

Ratio Trend Analysis. This method It comparison (ratio) of the total number of outputs
product with number of employee, number of sale amount /number of sales persons

19
straight workforce specify the basic time which used. Activity level forecasts are then
used to determine, in this example, the direct labour requirements, and the forecast ratio
of indirect directs to, would be used to calculate the number of indirect workers needed

Mathematical model under this method it describing the relation between dependent
variable and independent variable or example dependent variable employee/personnel/
workforce and independent variable is sale, production and investigate. In this model
using in estimate the number of employee /manpower requirement in the organization.

Therefore the future demand for manpower depends on the several factors that influence
the organization required the employee in the organization replacement needs. This
situation base on the death of employee, resignation, retirement, and the turnover of the
employee. Also employee trends, that the human resource judge five years ago the trend
of the human resource for experience. Productivity due to increase of product in the
organization sometime organization should require to increase the number of the people.
Expansions and growth of the organization.

Forecasting supply of manpower.

Any organization in this world have two source of the manpower supply their internal
source and external source of supply. The internal source human resource can be finding
within the orga11nization by give certain post throughout promotion and transfer within
the organization. External source the human resource can be finding through outside the
organization for hiring new the employee within the organization. The manpower flow
in and outflows due to certain reasons likely for inflow he reasons are promotion
transfer and new recruit. Also to the outflows the reasons should be transfer promotion
retirement termination resignation and death. It scans the internal and external
environment for the best fit candidate for the positions in question (Tekklemariam,
2009).

According to (Tekklemariam, 2009), this process is concerned with correctly assessing

the capabilities of the existing staff in order to determine whether the organization can

20
meet the forecasted demand as it stands. These are prepared through inventory analysis
which contain the data about the current manpower in the organization like number of
manpower which employees department wise, sex, payroll, the number of employee for
each job, age, skills inventory like education experience and past performance of
employee. That data of an analysis assist to identify current manpower strengths and
weaknesses

Markov analysis is the possibility models that forecasting the internal demand supply of
human resource. Its shows the actual quantity of human resource who stay in each job
each one year to the next, hence keeping path of the guide of human resource
movements through different jobs. hence analysis result in a merged matrix of supply.
Skills inventories listing to the every human resource education and past experience.
Replacement chart that helps us derive the profile of job holders, department wise and
reveals those who could be used as replacements whenever the need arises (Appleby,
1989).

Estimate manpower gap.

Gap analysis is the process of identifying the differences between the current
organizational competency and the competency needed in the future work place
(Tekklemariam, 2009). The manpower gap can be recognized by compare the demand
forecasting and supply forecasting that comparison it show the organization have the
shortage or surplus of the workforce in the future of the organization. If there shortage
suggests the number of employee need to requite from outside the organization. Also to
the surplus of manpower involve or suggest reducing the number of the employee
through redundancy to be deployed and terminated or it decrease the manpower by not
replacing employees who go away. Also Reduced hours, response to a declining demand
can also be made by reducing the total number of hours worked for example instead of
continuing a 40 hour week, management may decide to cut each employee’s time to 30
hours Dunlap (1999).

21
Action plans
Action plans are derived from the broad resourcing strategies and the more detailed
analysis of demand and supply factors (Armstrong, 2010). But, the plans frequently have
to be short term and flexible because of the difficulty of making organization forecast
about manpower needs in times of speedy to change the planning activities beginning
through the identification of internal resources available in the organization. When plan
its increasing the attractiveness of functioning for the firm by developing an employer
brand name as well as an employee worth proposition, taking process to decrease
employee turnover and absenteeism, and increasing employment flexibility. Retention
plan will indicate reasons for employee turnover and show strategies to avoid wastage
through compensation policies, changes in work requirements and improvement in
working conditions (Dunlap 1999).

Monitoring and evaluating

The last component in the human resource planning process involves evaluation and
monitoring to obtain feedback. In this activities to lay out the basis for alteration in the
plan or company goals if required, (Teklemariam, 2009).in this stage engaged on
distribution and utilization of manpower of excess of time. Review of human resource
planning and process assist to reveal deficiencies. In this process engages four elements
such as observations, appraisal improvement and consequences. Observations as visible
incidents, like employees’ behaviour. Assessment are explanation of the observed
behaviour, explains the results in terms of vision and goals. Improvement is the process
of the action that taken for a better changes. The ended consequence refers to the result
of what was experiential which can comprise both actual result and the consequences
probable if there no change takes place. Human resource managers can monitor the step
by recognized and reviewing the procedure in the actual process

22
 Figure show the process of human resource planning (Gupta, 2012)

1
Corporate analysis

Objectives and strategic

Company organization plan
Market forecasting and budgets
Financial planning
product target

2 4 3
Demand forecasting Supply forecasting
Manpower gaps
2 4
Numbers
3 Man power inventory
Surplus of numbers
Job categories Losses and additions
and skills
Skills External supply
Shortage
requirement
Manpower plan

Recruitment and selection

Training and development
Redeployment/
retrenchment
Retention/internal
Monitoring and controlmobility
Productivity

Source Gupta (2019)

23
2.8 Challenge of human resource planning
Adequate of Top Management support. The top management is the one which ensure
there have successfully of human resource planning in the organization. Due to the top
management was supported financial support to the human resource department if did
not support it. The human resource planning was not implemented. In absence of support
and commitments from top, human resource expects find difficult to obtain vital inputs
(Gupta, 2012).Due to reactive attitude at the top, this work is handled by manpower
management people. it.
The development and application of new technology have been very important
influential Organizations and management practices. The beginning of improvement of
technologies in production and transportation systems, medicine, computers,
communications, energy have bring larger changes, in all of which affect manpower
planning activities. Technological change will undoubtedly pose challenges for further
adaptation particularly in areas concerning Human Resource Planning (Ivan Cenrich,
2002).
It cost fully or expensive. Human resource planning due to finding the way of getting
manpower require in the organization its costs of interviewing, hiring of new
employees, training, relocating and compensating employees increase, organizations are
compelled to do a better job of planning. The costs associated with recruiting and
orienting new employees are often astounding when the rates of attrition during the first
years are taken into account (Armstrong, 2010)

Organization inflation. It must be no surprise the economic circumstances that affect

Human Resource Planning. Inflation of late a fact of life plays destruction with
personnel costs. Depression places strains on management practices, strains that are
often wrenching. In both conditions Human Resource Planning is a nagging concern for
management to bear the burden of managing personnel as an economic resource with
each expenditure viewed as a cost (Alcorso, 2003).

24
The ability of an organization to meet its staffing requirements depends on the
availability of talent. Because everyone in the total workforce for the next twenty years
has already been born, it is instructive to analyze demographic information. Such
information in is provided by the bureau of labor statistics based on the census data and
periodic labor supply studies. Hence, most organizations face a problem of demographic
changes (Butter, 2002)

2.3 Empirical literature review

This section review some selected research related to human resource planning. This
important as (Kothari, 2004)n notes that the empirical literature consists of studies make
earlier which are similar to the current one are researcher gets the knowledge and
experience that were established by other researcher also knowledge of methodology,
focus question and objective of the previous studies. Knowledge can help to shape the
design of the current study.

Husna (2013) conducted research on an assessment of role of human resource planning

towards organization performance in private institution, a case study in nation institution
of transport (NIT). With the specific objective of study which said to examine the
challenge of human resource planning, to establish relationship between human resource
planning with organization performance. And the lastly objectives to recommend
strategies to improve human resource planning and to assess the nature of human
resource planning the research using the sample size 160 of respondents in a case study
also select the respondent into each department in the organization. To the data
collection methods the researcher was using questioner, interview and documentary to
the recommendation the researcher recommend that information planning of human
resource was different employee requirement should plan in consideration this because
different individual with different needs.

Opuku (2013) conducted research on an analysis of human resource planning its effect
of organization effectiveness, a case study which research conducted research was

25
information service department ACCRA office. the research objectives of this study. to
find out whether there human resource planning policies and practice in information
service department , to establish whether the human resource practice and procedure
with information service department are function effectiveness. to find the challenge of
provision of framework to guide the implemented of human resource planning at human
resource planning in the information service department. The dependent variable of
researcher was human resource policy, human resource gap and absenteeism
independent variable was human resource planning and effectiveness The sample size of
have research take was 350 of respondent service department. also the data collection
methods of researcher was questionnaire, interview and observation and the researcher
recommend that the human resource department should be developed and implement
comprehensive care development training for the staff, structured take its right place in
the schemes of affair each department should have plan of human resource .

Kana (2016) conducted research on the role of human resource planning on performance
of public water utilities in Tanzania. The sample size which the research take in the case
study have taken 147 of respondent between of population of 1355 and sample size was
developed by Morgan and krejeie (1970) and the method which use to collect data using
questionnaire and also use face to face interview to the line managers in the case study
also end that human resource should be mandatory to the public water utilities difficult
and specify that human resource needs and recruitment also the Recommends that in
order to improve the employees motivation and retention the organization should have
a career development plan for employees and that they should prepare a manpower
movement plan. The organization should also conduct gap analysis between supply and
demand for human in order to establish the projected workforce gap. The study also
recommends that the organization should continuously monitor and evaluate their
human resource planning process in response to changes in the labour market. This will
help them come up with practices that are workable and relevant in running of public
sectors.

26
Moyo, (2013) which have done the research which related to the contribution of Human
Resources Planning in public institution‘s performance a case study was Mlele District
council The specific objectives of the study were: to determine the relationship between
Human Resources Planning and institutional performance, to analyse the factors that
will lead to effective implementation of HRP. Sample size selection was used a random
sampling techniques and sample size was 50 respondent in a case study. The method
which used in collecting data was questionnaire and other document review. The
researcher was recommend that in order to improvement human resource planning in
central government and ministries in providing effective support. To introduce and
improve measures on matters relating to employees, as well as the District top
management to increase commitment in all matters relating to HRP. Thus the
respondents said there are many benefits that the organization gets from effective
Human Resources Planning

Akenda, (2014) conducted research on assessment of human resource planning practice,

in the case study of commercial bank of Ethiopia head quarter office. The specific
objectives of researcher was to identify the major focusing tools used in the processing
organization planning of manpower, another specific objectives was explore the existing
problem that has been occurred during the planning process and the lastly specific
objective of researcher was to assess how effectiveness human resource is. The
researcher has categories two variables. Dependent variable and independent variable
the dependent variable was strategic planning, policy and the resources and independent
variable was human resource practice. The researcher have meet with target
population at the case study was 310also the researcher take the sample size 30% of
respondent in the target population, that equal to 93 respondents in the case study. The
method that used the researcher in selecting the sample size was randomly sampling
techniques. The data collection method can be used in primary method was
questionnaire and interview method at the secondary method used documentary review.
Also the researcher recommends that the human resource department shall maximum
consideration toward the research and development and had effect vive.
27
Also it is possible and the job description and specification had been addressable and
durable with specific and accurate time horizon. Most of the internal factor can be
consider in the process as the much of external one become considering those factor to
helps to cope with existing influencing facto. The employee have a better there also have
consider the best and qualities data source with standard and flexible data thus gained in
the exact time qualified flow at information. And the lastly recommendation of the
researcher was corrective action must take when is necessary to take any kind of
corrective action and it be joint by horizon it needs in the middle of the process it could
be taken as amendments.

Khaled, (2014) that conducted research on the effect of human resource planning and
training and development on the organization performance. The case study of the
research was government sector Jordan. The specific objectives of the research were to
identify the process of human resource planning in the organization. To identify if the
organization have provide training to the employee within the organization .and the
lastly objective of the research was to identify the important in human resource planning
and training development in the organization. The researcher also divided two variable
dependent variable and independent variable. The dependent variable was human
resource planning. Training and development dependent variable was organization
performance. The target population of the researcher was consisted of employee in the
human resource department in 23 of Jordan ministry that comprise 166 as sample size of
respondents of the researcher. The method which have used in collecting data was
questionnaire and observation. And analyze data by using SPSS. Also the researcher
have recommend that human resource refer to the people who have knowledge skills
and abilities of utilize to create and delivered effective. Manpower is considering
greatest resource of the organization. Effective human resource planning attracts and
retains employees within the organization to further it help to improve the system of the
organization in Morden technology. Should be utilize strategy planning and
development of training and development program. Also should be implemented of
enounce capability of employee of those in the organization. Investment of imparting
28
knowledge and skills to the employee would allow developing more productivity and
effective employee.

Choroha (2017) conducted research of an analysis of human resource planning and its
effect on police force effectiveness, the case study of Songea municipal police. The
specific objectives of research was to find out whether there are policies and practices
are done in the Songea Municipal Police and also establish whether the Human Resource
Planning practices and procedures which are within the Songea Municipal Police are
functioning effectively and also to find out the challenges of provision of framework to
guide the implementation of Human Resource Planning that are in Songea Municipal
Police. The researcher design used case study in conducting research. The target
population of the study was 400 employees in Songea Municipal Police, and researcher
take 59 of respondent, in getting the number of respondent in research, the researcher
used table of Morgan and Kerjer (1970), in choosing the sample size. Also the
researcher use systematic random sampling. Also data collection method the researcher
was using questionnaire and interview to collect data. To the data analysis and
presentation the researcher was use Microsoft excel.

The findings of the study the researcher was found that most of officers employed at
Songea Municipal Police do not have a wide knowledge of Human Resource Planning
and also found that Human Resource Planning is not well practiced by the
administration officers. And researcher was the recommendations that for Songea
Municipal Police towards an effective Human Resource Planning for organization to
perform and meet their goals. The human resource department should be structured to
take its rightful place in the scheme of affair, so that they can educate the employees
more, giving them promotion and the Lastly, everyone should be self disciplined
including management so as to execute both the organization and human resource plans

Pamela (2017) conducted research on Human resource planning and organizational

performance in oil and gas firms in Port Harcourt in Nigeria. The specific objective of

29
this research was to examine if there exists any relationship between forecasting
manpower demand and customer satisfaction in oil and gas firms in Port Harcourt. To
ascertain if there exists any relationship between forecasting manpower demand and
productivity in oil and gas firms in Port Harcourt. To examine if there exists any
relationship between strategic action and customer satisfaction in oil and gas firms in
Port Harcourt. To ascertain if there exists any relationship between strategic action and
productivity in oil and gas firms in Port Harcourt. The researcher design used case study
in conducting research the target population of researcher was 85 of employee in the
case study and the researcher take 70 respondent in a case study the number of
respondent researcher getting by using the Yamane’s formula (1967) to get the sample
size. The data collection method use was questionnaire, interview and observation
methods. In the study the researcher wasfound out that there is a significant relationship
between human resource planning and organizational performance and that the
relationship between the variables is moderated by organizational structure the
researcher was recommend that Recommended that oil companies and their human
resource managers should continually carryout manpower audit and planning to
determine in advance the demand and supply situation in the labor market prior to
recruitment of employees. Finally, conclusion and contribution to knowledge was
provided
Ahmood1 (2013) conducted research on effect of human resource planning in
organization performance of telecom sector in UK the specific objectives was to help the
telecom sector in managing their staffing problems, to ensure effective utilization and
maximum development of human resources, to ensure respect for human beings To
achieve and maintain high morale among employees. The sample size of researcher was
visit 50 office and the total number of respondent was 160. The data collection which
used in collecting data was questionnaire interview and documentary source The results
from the finding analysis on HRP measures selection, training, and incentives and the
organizational performance measures which are job satisfaction, efficiency, employee
motivation and technology constitutes significant and a positive relationship with other.

30
The researcher was recommend that 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.

2.8.2 Gap of research

The effectiveness of the human resource planning in the private sectors is very important
in the organization , were differ with other research due Husna 2013 looking on to role
of human resource planning in private sectors. Also to Opuku 2013 looking on analysis
of human resource planning and its effect to the organization, and other Kana2016
looking role of human resource planning in the performance in private sector and the
lastly Koigin 2011 looking on the assessment on impact of human resource planning
on private sector. Ahmood1 (2013) looking on effect of human resource planning in
organization performance of telecom sector in UK. Pamela (2017) conducted research
on Human resource planning and organizational performance in oil and gas firms in Port
Harcourt in Nigeria. Also Akenda, (2014) looking on assessment of human resource
planning practice, in the case study of commercial bank of Ethiopia head quarter office.
This research gap on this study its deals with assessment on effectiveness of human
resource planning in private sector which are differ from the other researchers and the
finding which have get from the respondent expected that were cover form the gap of
other research

31
2.9 Conceptual framework
A conceture frame work is the visual or written product one that explain either
graphically or narrative from the main things to studies includes the key factors concepts
or variable and the presumed relationship amaong them ( mile &huberman 1994)

Independent variable Dependent variable

Proper employee
placement
Effectiveness of human
Succession
resource planning
planning

Attrition

Sources researcher (2019)

32
 CHAPTER THREE

RESEARCH METHODOLOGY

3.0 Introduction
A design is used to restructure the research, to show how all the major party of the
research work together to try to address the contract research questions (Kombo and
Tromp, 2006). In this chapter demonstrates the process on how the researcher collected
the different data in different ways from different people. Also the chapter also shows on
how the researcher analyzes data.

3.1 Research Design

According to According to (Kothari, 2004)defines research design as the arrangement of
conditions for collection and analysis of data in a manner that aims to combine relevance
to the research purpose with economy in procedures. A case study transformed into used
to perform the superintendent/ examine. The researcher agreement to the usage
of case observe that because it was simpler to accomplish records on numerous variables
from within a single geographic unit rather than other

3.2 Study Area

Research was conducted in CRDB PL Songea found at Ruvuma region. That is because
the CRDB Songea branch is among of private sector that required for human resource
planning in each day activities that could provide facts about the take a look at. Also by
way of thinking about the factors like economic resource and time useful resource in
addition to realization of an organization with the aid of the researcher, it became easy
for the researcher to behaviour studies.

3.4 Population of the study.

A population is a group of individuals, objects or items from which a researcher decides
to select the sample to conduct his or her research ( (Kothari, 2004)) The target
population for the study is about 20 employees and it is comprised all workers in
organization for each department such as customer service department, operation
department, business department and credit department in CRDB PLC Songea Branch.

33
3.5 Sample size
Sampling size refers to the number of items to be selected from universe to constitute a
sample ( (Kothari, 2004)). Furthermore Sampling enables generalization to be made on a
large population. as well there are two methods of sketch sample size that are non
random sampling and random sampling and in non random sampling the subsequent
technique are integrated, quota sampling, purposive sampling, self selection, snowball
sampling, comfort sampling strategies. The examine turned into primarily based a lot on
convenience and self selection sampling strategies however with unique attention to
make certain, coaching and non coaching body of workers and parents from one of a
kind directions had been worried.

3.5.1 Table: Determining Sample Size

1N S N S N S
10 10 220 140 1200 291
15 14 230 144 1300 297
20 19 240 148 1400 302
25 24 250 152 1500 306
30 28 260 155 1600 310
35 32 270 159 1700 313
40 36 280 162 1800 317
45 40 290 165 1900 320
50 44 300 169 2000 322
55 48 320 175 2200 327
60 52 340 181 2400 331
65 56 360 186 2600 335
70 59 380 191 2800 338
75 63 400 196 3000 341
80 66 420 201 3500 346
85 70 440 2205 4000 351
90 73 460 210 4500 354
95 76 480 214 5000 357
100 80 500 217 6000 361
110 86 550 226 7000 364

Source Morgan and krecjie (1970)

34
Through the population which have in the organization. I was take 19 respondent from
20 people of population. Due to the table developed by Morgan and krecjie (1970)
which show in table

Table 3.1: Sample Size distribution and Percentage

Department No of employee Percentage (%)
of department
Customer service 8 42%
Loan 4 21%
Sales 3 16%
Operation 4 21%
Total 19 100%
Source researcher (2019)

3.7 Data collection methods

3.7.1 Questionnaire
The researcher used both closed and open ended questionnaire. Closed ended
questionnaire was used because it limits the respondent to give the direct answers as
well it devour less time in responding questions. Open ended questionnaires, Kiswahili
and English languages have been used in designing questionnaire. English for better
degree personnel and Swahili for employee who do don’t understand English language

3.6.2 Interview
The respondents had been interviewed face to face and asked several questions about
agreeable management that allows you to get information about underneath taken
examine. Employees out of the sample had been interviewed, a researcher used
interview in most instances due to its flexibility of clarifying questions along with
rephrasing and modifying questions at the spot of interview

3.7. Data Analysis

Data analysis is the computation of measures along with researching for the pattern of
relationship that exist among data group. He also suggested some processing operation
including editing, coding, classification and tabulation (Kothari, 2004). The study used

35
qualitative in analysing data collection were presented by using statically procedure
such as frequency and percentage in which help to summarize the result in order to draw
conclusion on the effectiveness of human resource planning in private sector.

3.8 Ethical Considerations

throughout conducting the research the issues of ethics was specified and paid high
contemplation to make certain professionalism and keep away from harassment to all
respondent and contributor and users of the findings (Resnik,1998) research ethics are
the common denominator for researchers’ relations with respondents and colleagues
(Resnik,1998) several ethical issues engaged into consideration was:

Permission. When conducted research should be getting the permits to the organization
which have need to collect data. For my side i providing the letter for application of
conducting the research and CRDB bank PLC Songea branch it allowed to conduction
the research

Confidentiality: The data collected though interviewing and questionnaire various key
individual participate in the day to day relationships of the organization was used for the
reason of this study and to give confidence to the other studies for the reason of
academic study and resolving or rather recovering effectiveness of human resource
planning, with respect to CRDB bank PLC Songea

36
 CHAPTER FOUR

RESEARCH FINDINGS AND DISCUSSION

4.0 Introduction

This chapter seeks to present the findings from the study conducted. The findings
presented are mainly based on CRDB PLC Songea branch as the case study. This part
covers four objectives of study and study questions of research that guided the study

4.1 Respondents Characteristics

4.1.1 Gender
The number of the respondent in the case study was divided two male and female. 4
(21.1%) of respondent that is female. While male respondents comprised 15 (78.9%) of
total number of respondent. The aim was have equal number of respondents between
female and male in a case study. On the other hand it was difficult to achieve because
the different of number between female and male in the organization are not equal. Due
to number of male is larger than the number of female in the case study the total number
of female is 5 employee and male is 15 employees to all organization. Though that, the
difference has no effect on the findings while it is very minimum.

Table 4.1.1 Gender of respondents

Gender Frequency Percent
MALE 15 78.9
FEMALE 4 21.1

Total 19 100.0

Source: Research Findings (2019)

4.1.2 Age
The division of the age to the respondent it was very important aspect when you need to
do planning in run the organization and also to the selection of the sample size. This
37
appears to have some suggestion on the understanding of various parts in the
employment issues. The respondent is between age 20 t0 59. This group usually is
already employment and know well or understanding about different things that
cornered to employment. Though it was found that most of manpower in CRDB PLC
Songea branch are between 23 to 59 as show in table 4.1.1 However the figure was show
that about 7 (36.8%) of the respondent in the case study between 20-29 ages. Also 6
(31.6%) of respondents were age between 30-39. And 4 (21.1%) of respondent were age
between 40-49. And the lastly category to the respondent between age 50-59 was 2
(10.5%)of respondent. So that in the case study the youth employee were large number
than elder manpower in the organization. This indicates that the rate number of
employee who need to retirement after 10 years is low. As well as it indicate that on this
study had respondent knowing well corned to the organization were between ages 30 to
59 years old.

Table 4.1.2 Age Distribution of Respondent

YEARS Frequency Percent

20-29 7 36.8
30-39 6 31.6
40-49 4 21.1
50-59 2 10.5
Total 19 100.0

Source: research findings (2019)

4.1.3 Education level of Respondent

Table number 4.3 it Show the level of education of the respondent in the case study.
1(5%) of respondent the level of education which have is diploma. 16 (85%) of
respondent have the bachelor degree for different faculty like human resource
management accountant and marketing. Also the lastly level of education which have
the respondents in the case study were post graduate studies which have 2(10%) of

38
respondent. So that the number of employee who have bachelor degree is the large
number than other level of education in the CRDB PLC Songea

Table 4.1.3Education Level of Employee

Education level Frequency Percent

Diploma 1 5.3
Bachelor degree 16 84.2
Post graduate 2 10.5
Total 19 100.0

Source: research findings (2019)

RESPONDENTS BY WORK EXPERIENCE
Respondents were asked to position their work experience with respective organizations.
The study statistics indicate that 8(42.2%) worked with their respective organizations for
the period of less than four years. 7(36.8%) worked between five and ten years with the
respective organizations. 3(15.9%) of the respondents worked with the respective
organizations for the period between 11 and 14 years. 1 (5.3%) of the remaining
respondents worked for their organizations for the period over 14 years. The statistics
shows that there was a good combination of experienced and less experienced in the
selected organizations. However, the big number of the respondents was from the mid
experienced employees which comprised more than one third of total respondents.
Interestingly, respondents with massive experience were the second and this implies that
the organizations selected had some form of succession planning which encouraged
employees to stay. Table 6 illustrates the above statistical findings
4.2 On this analysis where discuss three objective which are To identify the whether
employee are placed professionally at CRDB Bank PLC Songea branch, To determine
whether the organization have succession planning at CRDB Bank PLC Songea branch.

39
 To determine the level of employees attributionat CRDB Bank PLC Songea branch.
That analysis were analysis and discuss were

4.2 To identify the whether employee are placed professionally at CRDB Bank PLC
Songea branch

The study is about to identify the whether employee are placed professionally at CRDB
Bank PLC Songea branch. The result of analysis is show in table 4.2.1 from the table
result reveal that 5 (26.3) respondent said yes employee are place are places according
their professional. And 14 (73.7) are not placed according their profession in the
organization. Through that at CRDB bank PLC Songea branch many employee did not
done the duties according to their professional like when to be a casher you must have
competent of knowledge of the accountant. So employee have knowledge of human
resource management, the manager must sign the duties of accountant. The employee
did not perform well. Also in the CRDB bank PLC Songea branch few employee are
perform duties according their professional like manager business, who have the
professional of procurement.

Frequency Percent

YES 5 26.3
NO 14 73.7

Total 19 100.0

Source: research findings (2019)

4.3 To determine whether the organization have succession planning at CRDB
Bank PLC Songea branch

4.3.2 Organization practices of succession planning

.The study is about organization have succession planning at CRDB Bank PLC Songea
branch. the result of analysis show in table 4.3.1 findings indicate that 7 (36.8%) of the

40
respondents showed that their relevant organizations practiced human resource
succession planning. 12 (63.2%) of the respondents shows that the organizations did no
conduct succession planning.. From the statistics of this the study findings imply that the
organizations did not have succession planning. Though, the problem remains in the
organization have no on what extend level need the succession planning in order to
ensure the effectiveness of human resource planning. also The statistical findings
indicate that three quarters of the respondents had no knowledge on the concept of
succession planning and one over three in the organization have understand about
succession planning in human resource.

Frequency Percent

YES 7 36.8
NO 12 63.2

Total 19 100.0

Source: research findings (2019)

Number of employee is sufficient to the department

This study about number of employee in each department if there have sufficient or no.
All department said there have shortage of the number of employee in their department,
except one department said that there enough of number of the number of employee in
the department. To the department of operational there have 5 (26.3%) of respondent
said no the number of employee it’s not sufficiency due the many activities in
department. to the department of customer service 6 (31.6%) of respondent said that
there sufficient of the number employee which needed in the department. The lastly
department sales (marketing) 4 (21.1%) of respondent said that the number of employee
is moderate and not exceed or be lower. the study findings imply that to operation

41
department other two employee was custodian of ATM that many time was attend it
to solve the problem of the ATM and also other two employee was custodian at CRDB
bank PLC Songea branch and remain one employee who cooperate to the other duties
of operation and some time the work was overloaded to him. To the department of
customer service. Direct there insufficiency due to employee are perform duties of two
side BOT and CRDB PLC Songea branch because CRDB bank PLC Songea branch
was the centre of BOT at Ruvuma region. either two employee who work at that area of
customer service was custodian of BOT. Some time their needed to open the strong
room of BOT and in the department of customer service there have customer that need
service. When decided to go at that at strongroom of BOT the department of customer
service there have remain few employee that providing service to the customer due to
other two employee are saving people who are open account. Its need other people form
other department to two help them in providing service. To that area to the loan
department was not sufficient the number of employee due to number of customer who
needs loans were large than service rendering, that provided loans. To the lastly sales
department were moderate Due there no complicated activities, the main activities to
find the new customer and find the way to retain the customer.

Table 4.5 Number of Employee in Each Department

Name of Department No of employee on each department expected No of employee
Operation 5 7
Customer Service 6 8
Loans 4 7
Sales 4 4
Total 20 26

Source: research findings (2019)

4.4 To determine the level of employees attributionat CRDB Bank PLC Songea
branch

42
 CHAPTER FIVE

SUMARY CONLUTION AND RECOMENDATION

5.1 Summary
The study was aim to dealing with assessment on effectiveness of human resource
planning in the private sectors. At the CRDB Bank PLC Songea branch the study
involved nineteen (19) of respondent in the case study as sample size. Sixteen (16) of
respondents were answer questionnaire which are provided by the researcher and three
(3) of respondents which are mangers like sale managers, operation manager and the
lastly was branch manager at the case study.

Therefore the research finding, that examine and discuss previously, so that helped the
research come up with conclusion that there is effectiveness of human resource planning
in private sector, due to the method that that used in human resource planning to
effectiveness and organization should achieve their goals. To the effectiveness of human
resource planning it help to retain the employee and reduce employee turnover in the
organization. And other people would be attractive to join in the organization. That
means the effective human resource it help the organization to reduce conflict by
participation to the employee also help to know the number employee who are need
training and what number of employee needs to requite in the organization.

Plan an implementation of action of the organization activities. Organizations should

be plan in order to establish somewhere they area, where they required to be and have a
way forward on how to obtained there. Manpower is a significance function of the
organization which show the way to the sufficient resource utilization of the right
workforce to do the right duties at the right time and in the right way. This leads to attain
of goals in an competent And successful way

43
5.2 Conclusion
From the discussions, manpower planning is key fundamentals that have to be well
thought-out, if CRDB Bank Songea branch have to acquire the best out the employees,
the Planning for them be supposed to top priority that facilitating the organization to
realize and set goals and objective. on the whole, planning for human resources engaged
setting the required goals, examined the environment, carrying out an review or audit of
Human Resources, to ensure the making a forecasting, reconciliation the demand and
supply of Human workforce and evaluating the implementation of human resource
planning. If the points out steps are followed, manpower planning is an well-organized
tool that to achieve the goals and objectives of CRDB bank PCL Songea.

5.3 Recommendation
Human resource department must ensure that when plan about employees in the
organization. The duties which have assigned to do is related with the professional or
training which have the employee. Hence the employee who have done the job that
related to their professional or training he/she he perform better than employee who have
perform the duties which did not related with their career.

The top management must be given priority of implemented of human resource planning
to the organization. in order the human resource planning to be effectiveness should
ensure that all planning which have plan by human resource management and top
management were agree to do that are given priority to Implement. To the CRDB Bank
PLC Songea plan concerned the human resource and top management were agree to hire
new employee or to give training to the other employee, but were not respondent on the
time for recruit employee or give training them. If needs to achieves the goals on time an
organization must be give priority of human resource planning.

Human resource department should be ensuring that the human resource in the
organization must active participation in human resource planning in order to reduce
resistance to the manpower. If the manpower are participate of human resource

44
department of what its plan to the employee that man power would understand and
reduce the employee resist to the organization, and the organization should achieves
their goals

Each department in the organization must be having human resource planning. So that
no matter must changes in management, the plans shall still be pursue. Due to each
department must know the gap human resource and qualification of that people who
need to cover that area. Plan must have be periodically either for short term or long term
reviewed in order to regulate to the forceful environment. This should overcome the
issues of surplus staff which leads to increase cost of workforce and also steady
changing of administration in the organisation.

Human resource department must ensure that their follow the procedure or process of
human resource planning in the organization. Thus its helps to identify were the area has
demand of manpower and were the area has the surplus of human resource. And decided
the best method to forecasting of human resource the supply within the organization or
outside the organization

Lastly, everybody must be self disciplined as well as management and employees in the
organization so as to execute and employees together with the organization and human
resource plans. The department must recognize that for manpower planning to be
effective it should be make strait with the organizational plan that its lead organization
to achieves the objectives.

45
 BIBLIOGRAPHY

James A.F., J. A. (2002). management. India: prentice Hall of India private limited.

Alpander, G. B. (19891). An integrated model of strategic human resource planning and

utilization. Human Resource Planning , 189-207.

Armstrong. (2010). handbook human resource ,anagement. kogan page: London and
Philadelphia.

Braham. (1975). Program Planning of Human Resources Strategies. Strategic Planning

Review , 6-9.
Butler, K., & Roche-Tarry, D. (2002). Succession planning: Putting an organization's
knowledge to work.
Nature Biotechnology, 20(2).

Bryson, J. M. (2011). Strategic Planning for Public and Nonprofit Organizations. New
York:: Wiley.

Chandan, J. S. (1997). Management Concepts and Strategies. New Delhi: Vikas house
PVT.

Claydon, J. B. (2007). Human Resource Management. London.: FT Prentice Hall, .

Devaro. (2005). Employer Recruitment Strategies and the Labor Market Outcomes of
New Hires,. Economic Inquiry , 43,2.

G.A, C. (2002). Strategic Management. London and New York.

Gupta. (2012). human resource management. NEW DELH: sultan chard and sons.

Holden, R. &. (2010). Human Resource Management. london.

46
J. Mullins. (2003). human resource management. New Delh: vikas publisher.

J.W., W. (2012). human resource planning. style Human Planning , p 229.

Jackson, S. S. (1997). Human resource planning: challenges for industrial/

organisational psychologists. American Psychologist .

Kothari, C. (2004). Research methodology methods and techniques. New Delh, India:
New Age International Publishers limited.

Kumar, N. (1999). Research Methodology. New DELD, INDIA: SUGE Publication.

Lee, A. &. (1985). A microcomputer model for human resource planning. Human
Resource Planning, , 129.

Mintzberg, A. &. (1998). strategic safari. Aguided tour through the wilds and strategic
management , 55.

REILLY, P. (2008). . Strategic Human Resource Ask yourself the questions. Human ,
p6-l2.

Richards, J. (2007). Aligning Human Resource with the Business: two steps forward. IR
Employment Review. , p6-l2.

Schular, R. (2000). human resource planning. New Delh,India: Vikas Publishers.

Scott, B. a. (1999). Managing Human Resources. New Delh: Prentice Hall.

47
 APPENDIX

Questionnaire for collecting data

Dear respondents

I Henrick J Kapinga a student of Bachelor in human resource management at Mzumbe

university college Mbeya campus, as part of the fulfilment of this study I am conducting
a research tilled an assessment on effectiveness of human resource planning in private
sector. Therefore there questioners are intended to Mzumbe university information
about the subject matter. Information being gathered will be confidential and used
solely for academic purposes and not otherwise. Please respond correctly to enable
research attain the intended objectives. If you have any question about research contract
with me, my phone no 0765855005

INSTRUCTION

Put tick (√) for collect option

SECTION A

a) Sex:
i. male
ii. female

b) Age:
i. 20-29
ii. 30-39
iii. 40-49
iv. 50-59
v. Other age

48
 c) Specify the Level of your education:
i. Diploma
ii. Degree
iii. Post graduate studies
iv. Other level

SECTION B

1. Do you have any professional?

Answer Yes { } or No { } Name professional ........................................

If the answer is yes have you received?

1. Before being employed { }

2. After being employed { }

2. What is the total number of employees in your department?

Name of department.................... Specify the number of employee...........

3. How many number of Male…………………….Female…………………………..

4. The number of employee is enough in your department

(1) Yes { } ( 2) No { } (3) I do not know { }

If the answer is No, specify how is it?

a. It exceed the capacity { }

b. It is below the capacity { }
c. Moderate { }

49
5. In the organization there ant employees who are absenteeism?

Answer (1) Yes { } (2) No { }

5. Are the jobs you are doing, relevant to your training/professional?

(1) Yes { } (2) No { }

6. Are the private sectors using the strategic planning?

1. Yes { } 2. No { } 3. Not sure { }

7. If the answer is yes, is your department involved in the strategic planning for the
organization?

Answers. Yes { } 2. No { } 3. Not sure { }

.There is important to link between the organization strategies and human resource
planning.

i. Answers i. Strong agree { } 2. Agree { } 3. Disagree { }4.Neutral { }

If your agree mention

a) ..................................................................................................................................
b) ..................................................................................................................................
c) ..................................................................................................................................
d) ..........................................................................................................................

8. Do you have any human resources plans in your department?

(1) Yes { } (2) No { }

(3) I do not know { }

50
9. In your department does the human resource department delegate authority of human
resources planning activities?

Answer (1) Yes { } (2) No { }

10.There any employee in the organization that delegate authority position

Answer (1) Yes { } (2) No { }

10. Do you think that there any factors that influence human resource planning in the
organization to be effectiveness?

Answers yes { } or no { }

If yes mention it

a) …………………………………………………………………………………
b) …………………………………………………………………………………
c) …………………………………………………………………………………
d) ...........................................................................................................................
12. Does the organization consider human resource planning as priority during
implement of organization strategies?

Answers

i. Strong agree { }
ii. Agree { }
iii. Disagree { }
iv. Neutral { }

THANKS FOR COOPERATION

51