DIPLOMA IN MANAGEMENT AND LEADERSHIP

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    THE IMPACT OF HUMAN RESOURCE PLANNING ON ORGANIZATIONAL PERFORMANCE.A CASE STUDY OF THE MINISTRY OF HEALTH (MOH) IN NAIROBI COUNTY
    (MUA, 2021-09) HALIMA ISMAIL
    The primary goal of this project was to see how planning human resource methods affected the performance of organizations. The study's specifically determined how the impact of job analysis on Ministry of Health performance, the impact of staff demand and supply forecasting on Ministry of Health performance, and the impact of employee retention planning on Ministry of Health performance. The respondents' data was collected using descriptive methodology research. The study's target population was 100 workers from the Ministry of Health In Nairobi County. The sample size of thirty workers, or thirty percent of the target population, was chosen using stratified random selection methods. Questionnaires were utilized to gather information. The information gathered was evaluated using average weighted and percentages, which were then displayed in frequency charts and tables. According to the findings, the business uses job analysis questionnaires regularly. Job analysis at the workplace improves the company's competitive edge. Internal promotion is the most important element examined by the business in employee supply forecasting, whereas demand for products and services is the most important factor considered by the Ministry of Health in employee demand forecasting. Employee demand forecasting assists the business in addressing current and future people requirements. The main factor of a successful staff retention strategy in the business is an attractive pay package. The company's retention strategy is heavily influenced by support for personal and professional growth. The company's competitive edge is boosted through retention strategy. The researcher concluded that staff retention planning, demand-supply forecasting, and job analysis all have an impact on the success of a company. Companies should have well methods to operationalize them and well-documented human resource strategies, according to the recommendations. To gain their commitment and support, senior management must be educated about the potential effect of human resource planning .Organizations should establish career development standards and require each employee to create expressive discrete answerability plans that evidently outline their ambitions and professional goals in accordance with the rules.