Effect of Human Resource Planning on Organizational Performance of Deloitte Kenya

Abstract

The audit firms operate within a very volatile business environment; the political uncertainties, competition from rivals, social reforms, technological advancement and globalization are some of the challenges that face this sector. The challenges cannot be ignored given the vital role that audit firms play in the economy in terms of job creation and contribution to the national budget through taxation. This study aimed to determine the effect of human resource planning on organizational performance of Deloitte Kenya. A descriptive survey design was adopted. The targeted population of the study comprised of 500 managers and non-supervisory employees of Deloitte Limited. Out of this, 116 respondents formed the sample size and were selected using stratified random sampling technique. Data collection was carried out using structured questionnaires. Descriptive statistics such as mean scores, standard deviation, frequency and percentages and inferential statistics including Pearson correlation and regression were used to analyse the data. Statistical Package for Social Sciences (SPSS version 20) software was used to generate the results. The results were then be presented using tables and figures. The findings indicate that there is a positive and significant correlation between human resource planning and organizational performance as supported by r =.704^**, and P = .000. This implies that an increase in aspects related to human resource planning results in an increase in organizational performance of the Audit firms. The findings revealed that human resource planning has a significant effect on organizational performance of Audit firms. The study therefore recommends that Audit firms should strengthen their HR planning related factors such as supply forecasting, demand forecasting and action planning.