Factors Affecting Human Resource Planning in the Public Sector: Case of CPF Financial Services Ltd in Nairobi, Kenya

Abstract

The specific objectives of the study were; to investigate the effect of information communication technology on HRP, to find out the effect of organizational changes on HRP, to determine the effect of labor turnover on HRP and to establish the effect of demographic changes on HRP. The study would be significant to the Retirement benefit schemes in maintaining the right size and quality of staff.

This research employed the use of descriptive techniques of data analysis. The data collected was edited, coded, tabulated and interpretation made. The findings of the study was analyzed using graphs, charts, tables and percentages as this made it easier to interpret  the data. The findings were that:

Information technology does indeed alter the work processes, majority of the respondents pointed out that the use of computers has taken over most of the activities that were traditionally done manually. The advancing growth of technology has enhanced the speed of activities and made accessibility much easier. The growing rate of interconnectivity and networking has created a global village where employers and potential employees meet.

Analysis show that majority of the respondents 89% indicated that information communication technology affects human resource planning and only 11% stated that it did not affect therefore from this analysis it can be concluded that information technology affects human resource planning.

Service decentralization influences the work setting in the organization which brings about changes on future people requirements and taking steps to meet them. From the analysis 82% of the respondents indicate that organizational change affect human resource planning whereas 18% said that it had no effect. Therefore it can be concluded from the analysis that service decentralization affects human resource planning.

The unexpected exits of employees from the organization create a huge vacuum especially if their skills and talent are of a technical nature since the process of replacing such talent and imparting new skills takes time and may prove too costly to the organization. From the analysis 73% of the respondents agreed that labour turnover affects human resource planning while 27% disagreed. This gives an indication that labor turnover affect human resource planning.

The characteristics of human population keep on changing as time passes. The entry of new generation, exit of older generation and the legislation of new policies on gender and equitable employment opportunities has become a torn in the flesh for many employers. Analysis show that 73% of the respondents stated that generational changes affect human resource planning whereas 27% were of the contrary opinion.