HUMAN RESOURCE PLANNING AND ORGANISATIONAL PERFORMANCE IN ENUGU STATE PUBLIC SERVICE

This study examined the influence of human resource planning on organisational performance in the Enugu State Public Service. The study was premised on the need for public institutions to adopt strategic workforce management practices that enhance employee competence, improve operational efficiency, and promote effective service delivery. The specific objectives were to examine the human resource planning strategies adopted, determine their effect on organisational performance, and identify the challenges affecting effective implementation of human resource planning in the Enugu State Public Service. A descriptive survey research design was adopted, with a population of 23,572 employees across selected ministries, departments, and agencies. A sample size of 393 respondents was determined using the Taro Yamane formula. Data were collected through a structured questionnaire and analysed using descriptive statistics and multiple regression analysis with SPSS Version 27.0. The findings revealed that human resource planning strategies were significantly practiced, with an overall grand mean score of 3.78. Training and development recorded the highest adoption level (Mean = 3.95), while succession planning recorded the lowest (Mean = 3.55), indicating the need for improved leadership continuity mechanisms. The regression results showed that human resource planning significantly influenced organisational performance, with an R² value of 0.663, indicating that 66.3% of variations in organisational performance were explained by HR planning practices. The model was statistically significant (F = 118.263, p < 0.001). Manpower forecasting had the strongest positive effect (β = 0.326, p < 0.001), followed by workforce utilisation (β = 0.289, p < 0.001) and employee competency development (β = 0.267, p < 0.001). Major challenges identified include budgetary constraints (Mean = 3.89), political interference (Mean = 3.82), and weak human resource information systems (Mean = 3.71). The study concludes that effective human resource planning is essential for improving public sector performance and recommends strengthening workforce forecasting, digital HR systems, employee development, and succession planning.