Organizational Planning and Business Human Resource Management: A Systematic Qualitative Review

Sustainability in accomplishing organizational objectives is highly dependent on HRM and organizational planning. Organizations confront more complicated problems in today's corporate world because of globalization, sustainability demands, and fast technological progress. In today's business world, effective organizational planning and human resource management techniques are critical for companies to stay competitive and adaptable. This systematic qualitative evaluation aims to examine different methods and practices in human resource management and organizational planning by reviewing a large body of literature. The major goals of this review are to (1) identify current trends, (2) assess the advantages and disadvantages of these trends and solutions, and (3) assess the effect of these tactics on the performance of businesses across different industries. This review sheds light on the relationship between organizational sustainability, HRM practices, and strategic planning by synthesizing and analyzing pertinent papers using a rigorous and open methodology. The results of this review provide scholars and practitioners with actionable advice to improve the efficiency and longevity of organizations.


Introduction
Human resource management (HRM) and organizational planning are critical factors in whether an organization achieves its objectives.The demands of sustainability, globalization, and the quick pace of technological change are just a few of the complicated problems that modern businesses must contend with.To be competitive and adapt to changing business environments, firms must have effective strategies for management and planning.With the use of a qualitative systematic literature review, this study intends to investigate numerous methods and practices related to human resource management and organizational planning using a qualitative systematic literature review.Organizations in a wide range of sectors have recently implemented new strategies in response to emerging trends, problems, and opportunities; this review aims to catalog these strategies, analyze their effects on performance, and draw conclusions."By conducting a comprehensive analysis of relevant academic literature and industry reports, this study seeks to provide a holistic understanding of the evolving landscape of organizational planning and human resource management practices" (Smith, Johnson, and Johnson, 2023, page 12).
The purpose of the systematic review is to identify important themes, best practices, and innovative approaches in the fields of strategic workforce planning, talent acquisition, employee engagement, performance management, and leadership development by critically examining theoretical frameworks, empirical studies, and case studies.The assessment will also discuss the impact of new technology on strategic planning and human resource management.Many research investigations have demonstrated that public sector businesses with collectivist cultures see higher levels of employee commitment (Triguero-Sánchez et al., 2022).Additionally, it has been associated with better organizational performance and sustainability to comprehend the connection between sustainable HRM and organizational values (Karman, 2020).A critical component in improving healthcare service quality and employee happiness in the healthcare industry is effective talent management (Mitosis et al., 2021).
These results stress the significance of building an organization-wide culture that is congruent with its principles and objectives in terms of collaboration and support."Fostering a collective mindset and shared sense of purpose can contribute to increased employee engagement, motivation, and commitment, ultimately leading to improved organizational outcomes" (Triguero-Sánchez and colleagues, 2022, page 198).Also, for organizations to succeed in the long run, sustainable human resource management techniques must be in place."By aligning HR strategies with organizational values and prioritizing the well-being of employees, organizations can create a positive work environment that encourages innovation, productivity, and overall organizational sustainability" (Karman, p. 67, 2020).
Attracting, developing, and retaining top personnel in the healthcare business has been made much easier with effective talent management practices."A comprehensive approach to talent management, including robust recruitment practices, comprehensive training and development programs, and competitive compensation and benefits packages, can significantly enhance the quality of healthcare services and patient outcomes" (Mitosis and colleagues, 2021, page 32).This literature study emphasizes the critical role well-managed and planned organizational activities play in achieving organizational success.To foster an environment that encourages creativity and long-term learning, recent research has focused on the importance of SDM management.Chuang et al. emphasized in a 2019 study that understanding the connections between SDM practices and corporate governance is crucial for enhancing business performance.The authors, Rana and Selvaraj (2022), assert this.
Organizational resilience in crises can be enhanced by "Resource-based" HR management approaches within the framework of disaster management (Yıldız & Bulut, 2022).The integration of successful SDM practices with information and communication technology (ICT) can enhance service quality and patient satisfaction in the health sector.(Darwish et al., 2020).In addition, the most recent research highlights the significance of including diversity and inclusion within SDM organizational planning and management.Cooke et al. conducted a study in 2022.Enhancing employee commitment and helping firms retain top talent are two outcomes of an inclusive and equality-oriented approach.Woocheong and Seongsu discovered this in a 2019 study.
Recent years have also brought attention to the importance of green human resources management (GHRM) for the long-term viability of organizations.According to recent research (Pham et al., 2019;Chauhan & Singh, 2019), GHRM is all about sustainable development management (SDM) techniques that are kind to the environment.To address contemporary business difficulties and achieve organizational sustainability, this literature review aims to give a thorough understanding of the significance of successful organizational planning and management of SDM by considering the most recent findings and viewpoints.This literature review aims to offer a thorough understanding of organizational planning and human resources management.Additionally, it provides practical ideas that may be used by practitioners and researchers to enhance the effectiveness and long-term viability of organizations.

Theoretical Framework
This journal presents a systematic review of the literature on organizational planning and business human resource management.To decipher the complex relationship between strategic planning, HRM practices, and organizational performance, this qualitative systematic review takes some theoretical stances.We have referred to the following theoretical frameworks to support our analysis and guide our hypothesis testing.

Resource-Based View (RBV)
The resource-based view (RBV) is a widely recognized theory in strategic management and organizational studies (Barney, 1991).It proposes that an organization's competitive advantage is derived from its valuable, rare, inimitable, and non-substitutable resources.Within the context of this review, human resources are regarded as a critical asset that can significantly contribute to an organization's sustained competitive advantage when managed effectively (Wright et al., 1994).When it comes to building and using human capital as a competitive advantage, the RBV stresses the significance of strategic HRM practices.Effective organizational planning and HRM practices foster a competent workforce that is difficult for competitors to replicate, aiding in the acquisition, development, and retention of knowledgeable and skilled personnel.Human resource management (HRM) and organizational planning can help businesses succeed by coordinating with their specific strengths (Barney & Wright, 1998).
When it comes to developing and maintaining a human resources-based competitive advantage, the RBV places special emphasis on the function of organizational processes and culture.By combining strategic planning with supporting HRM practices, firms may foster a culture that encourages employees to be engaged, motivated, and lifelong learners.This, in turn, increases the value and uniqueness of their human capital (Coff, 1997).

Human Capital Theory
Becker (1964) was the first to propose human capital theory, which argues that an organization's success is directly proportional to the amount of money it spends on its workers' education and training.This notion posits that the amount and quality of an organization's personnel's acquired knowledge, experience, and abilities directly correlate with its ability to innovate and produce high-quality work.The approach emphasizes the possible return on investment (ROI) in terms of improved employee performance, better work satisfaction, and overall organizational success by perceiving these investments as important.This qualitative literature study investigates the effects of several human resource development strategies on business results.Individual and organizational development is the focus of the investigation into the effects of various training, development, and continuous learning strategies focuses on individual and organizational development.
The literature reveals several important issues.Programming is used for training and development.
Companies that invest heavily in their employees' professional growth and development often see considerable gains in productivity.For training programs to be successful, they must equip workers with the knowledge and abilities they need to do their jobs well, both now and in the future.Yusof (2015) found that thorough onboarding processes and frequent professional development seminars improved employees' technical abilities and knowledge, leading to increased productivity and job satisfaction.Tuition reimbursement, online learning resources, and professional certifications are all examples of continuous learning possibilities that businesses can provide their staff.This continuous investment in human capital fosters the company's culture of innovation and adaptability, benefiting both individual career growth and the organization.Continuously learning individuals are more likely to adapt to changes in the company environment and contribute to new solutions, according to studies (Mitosis et al., 2021).If we want future leaders to be able to steer strategic initiatives and manage teams well, we need leadership development programs.Better organizational outcomes, stronger teams, and more effective decisionmaking are common results of leadership development investments.Essential leadership abilities like strategic thinking, emotional intelligence, and conflict resolution are the focus of effective leadership training (Karman, 2020).The impact on the company's efficiency is significant.An organization's investments in human capital influence its metrics for success.Elevating workers' knowledge and abilities boosts efficiency, quality of work, and innovation.Also, companies that invest in their workers' education and training tend to be more desirable places to work, which helps to hold on to excellent employees and decrease turnover.A favorable work environment helps an organization maintain its competitive edge and achieve success over the long run (Triguero-Sánchez et al., 2022).

Contigency Theory
Contingency theory suggests that organizational performance is contingent upon the alignment between organizational factors, such as structure, strategy, and processes, and the external environment (Donaldson, 2001).This theory recognizes the dynamic and complex nature of business environments and highlights the importance of organizational planning and HRM practices in addressing contingencies and adapting to changing circumstances.Industry dynamics, conditions in the marketplace, regulatory frameworks, and technological breakthroughs are just a few examples of the unique contingencies that organizations must account for while developing their strategic plans and human resource management procedures.Organizations can achieve optimal performance by proactively detecting and responding to these contingencies (Lawrence & Lorsch, 1967).Contingency theory advocates for nimble and adaptable organizations, attainable through effective human resource management and strategic planning.For instance, in response to changes in the market or technological upheavals, businesses may have to reevaluate their organizational structures, employee skill sets, and workforce mix.Tosi and Slocum (1984) found that firms can better handle unexpected situations and stay ahead of the competition if they encourage a culture of constant learning and improvement.

Cultural Theory
Used beliefs, conventions, and practices have a significant impact on how employees act and think, according to cultural theory that focuses on collectivism in corporate culture.Collectivism promotes teamwork and camaraderie by prioritizing collective needs over individual needs.This perspective stands in stark contrast to individualistic civilizations that place a premium on independence and self-sufficiency.Employees' dedication, teamwork, and contentment with their jobs can all improve when there is a greater emphasis on collectivism in the workplace.Application This qualitative literature study examines the effects of collectivist company culture on loyalty to the company.
To better understand how collectivist principles boost organizational cohesion and employee dedication, this analysis explores different case studies and empirical data.The cultural orientation known as collectivism is characterized by people putting the needs of the group ahead of their own.Practices that promote cooperation, shared duties, and collaborative problem-solving are examples of collectivism in organizational settings.More collectivist societies tend to have staff members who are more dedicated to their work and less likely to leave for better opportunities (Triguero-Sánchez et al., 2022).
Culture in the Workplace: The norms, practices, and ethos that permeate an organization make up its culture.Cooperation, tolerance, and common goals are hallmarks of a collectivist company culture.Leadership styles, company rules, and casual conversation can all contribute to an environment where employees feel comfortable collaborating for the greater good.Hofstede (1984) cites research showing that companies with strong collectivist cultures tend to have more harmonious work environments, higher levels of trust among employees, and improved communication.
The term "employee commitment" refers to the mental and emotional investment that workers have in their company.Highly committed employees report higher levels of job satisfaction, perform better, and are more likely to go above and beyond when asked.Organizational cultures based on collectivism encourage dedication by making workers feel appreciated and vital to the company's success.According to Meyer and Allen (1991), when employees feel like they belong at work, they are more likely to put in extra effort and stick around for the duration of their careers.The text presents a comprehensive qualitative review to understand the essential aspects that impact organizational performance, human resource management practices, and organizational planning.As evidence that it leads to better performance measures, it references Mintzberg's (1994) research on effective planning.Investment in human capital development is associated with higher levels of employee happiness and performance, which the authors also stress.In line with Chandler's (1962) research on the topic of strategy and structure, the writers stress the significance of harmony between the two in an organization.Organizational cultures that prioritize collectivism have a favorable effect on employee commitment, according to Triguero-Sánchez et al. ( 2022), which the authors also mention as an important factor in building commitment.The paper provides a detailed explanation of all these aspects and their interconnections.

Method, Data, and Analysis
This systematic qualitative review explores various industries' latest trends, challenges, and solutions in organizational planning and human resource management practices.The review follows the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines (Moher et al., 2009) to ensure transparency and replicability.Finding applicable studies was a multi-stage, laborious procedure.Using tools such as Scopus, Web of Science, and Google Scholar, we combed through a mountain of literature about organizational planning, HR practices, employee engagement, talent management, and related fields.Research articles or books published in academic journals between 2010 and 2024 were considered.The initial database search identified potentially relevant records for full-text inspection.After a comprehensive evaluation of the full-text papers, we included [insert number] studies in the final review, as they met all inclusion criteria.Supplementing the search with manual searches of reference lists of included studies and relevant review articles ensured a full overview of the literature.We used a critical appraisal technique to evaluate the methodological quality and the risk of bias in the included research.This process focused on methodological rigor, sampling tactics, data collection and analysis procedures, and the credibility and transferability of the results (Thomas et al., 2004).To ensure the robustness of the findings, the review omitted studies with significant methodological shortcomings or a high risk of bias.We explored Scopus for papers with "HRM," "Organizational Planning," "Culture," "HRM," "Organizational Planning," "Human Resource Management," and "Critical Perspective" (n=63).A total of fourteen studies met the inclusion criteria after filtering for duplicates and ineligible data.

Theory Key Concepts Application Hypothesis
Resource The analysis of the included studies revealed several key themes and findings: 1. Organizational Culture and Employee Commitment: Studies highlighted the positive impact of collectivistic organizational cultures on employee commitment, especially in public organizations (Triguero-Sánchez et al., 2022;Smith & Johnson, 2021).2. Sustainable HRM and Organizational Performance: Understanding the relationship between sustainable human resource management practices and organizational values was found to be associated with improved organizational performance and sustainability (Karman, 2020;Williams & Lee, 2019).Talent Management in Healthcare: Effective talent management strategies, including robust recruitment, training, and compensation practices, were identified as crucial factors in enhancing the quality of healthcare services and employee satisfaction (Mitosis et al., 2021;Nguyen & Tran, 2020).Table 3

.2 Systematic qualitative review employed a comprehensive search strategy to identify relevant studies
Additionally, reports from other sources were sought for retrieval (n=9), and after assessing their eligibility, 3 studies were included from these sources.The screening process involved applying year limitations from 2010 to 2024 and considering publications from the first, second, third, and fourth tiers (Q1, Q2, Q3, Q4) (Diagram 3.2).

Graphic 3.1. Trend in Publication of Included Studies (2010-2024)
Human resource management and organizational planning are dynamic fields, and this systematic qualitative assessment sheds light on how these fields are changing.Enhancing organizational performance, employee commitment, and overall sustainability can be achieved with sustainable HRM practices, a supportive organizational culture, and effective talent management techniques.To find applicable studies, this systematic qualitative review used a thorough search technique.We ran the search with two main keyword combinations: "HRM, Organizational Planning, Culture" and "Organizational Planning, Human Resource Management, Critical Perspective."The database search for the first combination of keywords produced 11 raw results, whereas the second combination produced 52 raw results.Following this, the findings went through additional filtering and screening according to predetermined standards.

Result and Discussion
The research results showed that 16 articles met the criteria set for the literature review topic.The results of the study's characteristics from the Scopus database (Q1-Q4) are depicted in Table 4.1 below: The primary objectives of the analysis are to (1) identify current trends; (2) evaluate the pros and cons of these trends and solutions; and (3) assess the impact of these tactics on industry-specific organizational performance.Organizational Culture and Employee Commitment, Talent Management, Sustainable Human Resource Management, and Organizational Performance will serve as the framework for the analysis.The included studies will have their relevant citations provided.
We systematically extracted and synthesized important information from the included research using appropriate qualitative data analysis methods, such as thematic analysis and meta-ethnography.Throughout this procedure, we sought to extract insights, themes, and patterns of HRM and organizational planning.The study looked at how company culture, and especially cultures built on collectivism, affects employees' dedication to the company.
Research by Triguero-Sánchez et al. (2022) and others has shown that public sector organizations with collectivistic cultures have more dedicated employees.Analyses of the collected data focused on the correlations between effective HRM strategies and long-term business results.Karman's (2020) research investigated the robustness of sustainable HRM systems and how they relate to organizations' values and longterm viability.Management of Talent: This study looked at how well different industries' talent management techniques worked, with healthcare being the focus.Research by Mitosis et al. (2021) and others has shown that effective talent management strategies, which encompass hiring, training, and pay, may boost service quality and morale in the workplace.
To guarantee a thorough and rigorous assessment of the included research, the data analysis procedure comprised multiple steps.The research team began by reading and coding all the studies to extract important information about the studies' methodology, results, and themes.Various researchers carried out this coding process separately to minimize bias and maximize uniformity.The next step was to use theme analysis, a wellknown method for analyzing qualitative data, to synthesize the coded data (Braun & Clarke, 2006).To systematically organize and understand the data, it was necessary to find common patterns and themes throughout all the included studies.The research team used multiple methods to guarantee the reliability and validity of the results.Researchers held peer debriefing meetings to discuss and criticize each other's views, reducing the impact of biases and assumptions and making sure the analysis was based on the evidence.Furthermore, the group used member checking, which entailed discussing the initial results with chosen individuals or subject-matter experts to guarantee the precision and congruence of the interpretations (Lincoln & Guba, 1985).This procedure enhanced the analysis's credibility and transferability by validating and refining it.Additionally, the researchers meticulously documented the collection, analysis, and decision-making processes of the data.Thanks to this audit trail, third-party auditors or reviewers were able to check the study procedure and confirm the accuracy of the results.
The research team kept in mind the possibility of researcher bias while they analyzed the data and took steps to mitigate it, including being reflexive and looking for information that contradicts their findings or offers other interpretations (Patton, 2015).The systematic qualitative review used these methods of rigorous data analysis to synthesize the present knowledge of organizational planning and human resource management practices, find gaps in the literature, and propose new directions for research.

Discussion
The systematic qualitative review yielded several key findings and insights: Organizational Culture and Employee Commitment: The analysis revealed a positive association between collectivism-based organizational cultures and employee commitment, particularly in public organizations.
As stated by Triguero-Sánchez et al. (2022), "Fostering a collective mindset and shared sense of purpose can contribute to increased employee engagement, motivation, and commitment, ultimately leading to improved organizational outcomes" (p.198).Pros: Employees in collectivistic cultures are more invested in the success of the company because they feel a part of a larger whole and are more likely to stick with it through thick and thin.Cons: Companies with a broad cultural heritage or communities that value individualism may find it particularly difficult to implement and sustain a collectivistic culture.
Sustainable HRM and Organizational Performance: The review found a strong linkage between sustainable HRM practices and organizational performance and sustainability.Karman (2020) emphasized, "By aligning HR strategies with organizational values and prioritizing the well-being of employees, organizations can create a positive work environment that encourages innovation, productivity, and overall organizational sustainability" (p.67).Pros: Using sustainable HRM practices improves organizational performance and long-term sustainability by boosting employee well-being, engagement, and retention.Cons: Some companies may find it difficult to allocate sufficient resources and show enough corporate commitment to implement sustainable HRM practices.
Talent Management: The analysis highlighted the crucial role of effective talent management strategies in enhancing service quality and employee satisfaction, particularly in the healthcare sector.Mitosis et al. (2021) stated, "A comprehensive approach to talent management, including robust recruitment practices, comprehensive training and development programs, and competitive compensation and benefits packages, can significantly enhance the quality of healthcare services and patient outcomes" (p.32).Effective people management methods have the following pros: higher employee satisfaction and high-quality service delivery, which in turn boosts organizational performance.Cons: It may be costly and time-consuming to implement personnel management plans that cover all bases, including initiatives for training, development, and remuneration.

Conclusion and Implications
Within Organizational planning and human resource management are two areas that have recently seen significant changes, and our systematic qualitative review has shed light on these shifts.The findings emphasize the importance of cultivating a collaborative organizational culture, which has a favorable impact on employee dedication and overall performance.Research also demonstrates that sustainable human resource management strategies contribute to the long-term success of organizations.Healthcare organizations can benefit from strong recruiting, training, and remuneration policies that boost service quality and employee happiness; this is something that the analysis highlights as being particularly important in personnel management.
Leaders in organizations, HR experts, and lawmakers can all greatly benefit from this comprehensive review's conclusions.Establishing a collectivistic culture that encourages teamwork, common purpose, and emotional investment in one another should be an organization's top priority.Efforts like team-building exercises, more inclusive decision-making procedures, and the dissemination of common standards and values can help bring about this desired outcome.In addition, businesses should evaluate their present HR policies and procedures