IMPACT OF HUMAN RESOURCE PLANNING ON ORGANIZATIONAL PERFORMANCE (ACCESS BANK IN KADUNA)

This research endeavor delves into the nuanced relationship between Human Resource Planning (HRP) and organizational performance within the contemporary business paradigm. Employing a robust quantitative methodology, the study adopts a correlational framework to meticulously examine how various HRP practices—encompassing talent acquisition, workforce demographics, training initiatives, and employee performance metrics—intersect with critical indicators of organizational success. The study employees a stratified sample of 150 individuals drawn from the bank, , ensuring a comprehensive representation across hierarchical levels and organizational contexts. Data collection integrates both primary and secondary sources; structured questionnaires serve as the primary data mechanism, capturing participant perceptions and quantitative assessments, while secondary data enriches the study's contextual backdrop through a review of extant literature and organizational studies. Analytical rigor is established through a suite of statistical techniques utilizing advanced software, including SPSS. The study employs descriptive statistics to delineate demographic characteristics, followed by correlation analysis to discern the strength and direction of relationships, and multiple regression analysis to evaluate the predictive capacity of specific HRP practices on organizational performance metrics. Based on the research findings, it is concluded that the Human Resources Department at Access Bank operates in accordance with democratic leadership principles. If the HR Department continues to exercise effective democratic leadership, it will foster trust and confidence among employees towards both the management and the overall goals of Access Bank. Strategic Workforce Planning: Access Bank should align its HRP with its long-term business objectives by conducting regular workforce analysis to identify current and future staffing needs. This will help in ensuring the right number of employees with the necessary skills is available to meet organizational goals. Talent Acquisition and Retention: The bank should enhance its recruitment and selection processes by adopting a competency-based approach to hiring and ensuring an attractive employee value proposition to retain top talents. Competitive salaries, career growth opportunities, and a conducive work environment should be prioritized.