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Top1. Introduction
The mobilization of human resource is increasing day by day and it has become the biggest challenge for organizations. Organizations need to make continuous effort to survive in turbulent business environment. The role of human resource planning (HRP) which includes factors like talent management, succession planning, staffing plan, job analysis and career development have been identified crucial in achieving organizational goals and productivity (Deci & Ryan, 1985, 2000; Dewett, 2007; Hirst, Van Dick, & Van Knippenberg, 2009; Martín Cruz, Martín Pérez, & Trevilla Cantero, 2009; Vroom, 1964; S. Wang & Noe, 2010; Zhou & George, 2003). The talent management practices wherein organizations recognize scientific knowledge among employees and augment their skills to achieve strategic goals of the firm (Chakraborty & Biswas, 2019; Mardani, Nikoosokhan, Moradi, & Doustar, 2018; C. L. Wang & Ahmed, 2004). In addition to that talent management contributes by coaching and mentoring employee and had confirmed positive impact in organizational productivity (Mohammed, 2016; Mwanzi, Wamitu, & Kiama, 2017).
Succession planning activities includes comprehensive strategic plan that employee adopt and later apply to solve critical problem which ultimately help organizations to achieve firm goals (Kiumarsi, Isa, Jayaraman, Amran, & Hashemi, 2020; Seniwoliba, 2015). The use of staffing plan drives efficient workforce which impart values in achieving sustainable goals of the organizations (Aslam, Aslam, Ali, & Habib, 2013; Hurley & Choudhary, 2016; Omidi & Shafiee, 2018; Powell, 2012; Robson, 2013). The job analysis and design process provide autonomy, variety and task significance to employee in order to achieve firm performance (Belias & Sklikas, 2013; Tufail, Bashir, & Shoukat, 2017). Authors like to Belias and Sklikas (2013) stated that less is discussed about human resource planning and achieving strategic goal of the firm. Therefore, the current study fills the research gap by studying talent management, staffing plan, succession plan and job analysis and design in the context of aching strategic goals of the firms.