The Impact of Human Resource Planning on Recruitment from the Perspective of Employees at the Social Security Fund, Al-Naqaza Branch

Abstract

This study aimed to investigate the impact of human resource planning, across its four dimensions (forecasting human resource needs, analyzing available human resources, balancing supply and demand, and evaluation and follow-up), on recruitment effectiveness from the perspective of employees at the Social Security Fund, Al-Naqaza Branch. The study adopted a descriptive-analytical approach and used a questionnaire as the data collection instrument. The questionnaire was distributed to a simple random sample of 160 individuals drawn from a study population of 270 employees. A total of 120 questionnaires were retrieved, of which nine were excluded due to invalid responses, leaving 111 questionnaires valid for statistical analysis. Data were analyzed using the Statistical Package for the Social Sciences (SPSS), and appropriate statistical tests were employed in accordance with the nature of the study and the quantitative data collected. The results revealed that the dimensions of human resource planning were rated as Agree, with mean scores ranging from 3.53 to 3.65. Human resource planning explained approximately 48.9% of the variance in recruitment effectiveness (R² = 0.489). Multiple regression analysis indicated that balancing supply and demand (β = 0.317) and follow-up and evaluation (β = 0.287) had statistically significant effects on recruitment effectiveness, whereas the effects of forecasting human resource needs and analyzing available human resources were not statistically significant. The study recommended developing mechanisms to address human resource shortages and surpluses, establishing a regular monitoring and evaluation system based on clear performance indicators, and expanding the use of modern recruitment methods.