AN ANALYSIS OF HUMAN RESOURCE PLANNING NON ORGANIZATIONAL PERFORMANCE

Abstract
This paper aimed to examine the human resource (HR) planning, training and development
towards organizational performance in the Government Ministry in the Kingdom of Jordan. It
investigated the factors that affect HR planning, training and development in Jordanian
ministries. The study population, which consisted of employees in the HR departments in 23
Jordanian ministries, comprised 166 respondents. To achieve the study objectives, the
researcher developed and distributed a questionnaire, and collected and analyzed the data
using SPSS. An overall analysis was performed based on the descriptive statistics and
correlation analysis. The results indicated that HR planning, training and development
significantly correlated with the organizational performance in the Jordanian Ministry. The
paper provided recommendations for improving HR in the Jordanian Ministry.

Introduction
The role of human resource management (HRM) in the implementation and achievement of
strategic management and subsequently improve human capabilities (Barney, 1991; Barney &
Wright, 1998). Strategic human resource management (SHRM) literature tends to concentrate
upon two points; firstly development and improve of core competitive and competencies
advantage and, secondly the integration between the organization’s strategy and HRM strategy
in achieving of profit and growth (Barney & Wright, 1998; Michie & Sheehan, 2005). SHRM
covers organizational and firms related to structure, management of change, organizational
effectiveness, culture, performance, competence and matching resources to future business
needs and employee development (Baird & Meshoulam, 1988; Jackson & Schuler, 1995).
Meanwhile, the technical and traditional HRM are concerned with the organizing role and
functions, recruitment, performance measurement, selection, planning, training and
development the administration of indemnification and benefits. However for SHRM it involves
implementing and designing groups of internally consistent practices and policies which
ensure that an organization’s human capital contributes to the fulfillment of its business goals
(Baird & Meshoulam, 1988; Jackson & Schuler, 1995).
The importance of this study being looking at one of the topics of modern management is
relatively a HR planning, training and development and the factors affecting it, as it is this
concept new to developing countries, which include Jordan, so it is subjected to the study of
the field gives more importance especially in light of the circumstances and variables
technological and economic The multi-policy, witnessed by the Jordanian public sector, and
which require the adoption of the concept of HR planning and training and development from
the perspective of application to keep up with the rapid environmental changes.