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The momentum of globalization has helped the organization to gain new insights into the domain of human resources (HRs). The changing nature of work has affected the coherence of the workplaces. Today, it is essential to preserve and nurture the cognitive and creative abilities of the diverse group of employees so that concrete outcomes and actions can be achieved. Human resource planning (HRP) is one of the processes that facilitate the development of employees and the integration of their individual goals with the business plans. This paper aims to produce useful predictions and unprecedented direction to boost organizational performance amidst cyclical business fluctuations. The innovative HRP programs minimize the dysfunctional aspects of employee handling through proper assessment of their skills and abilities. This inclusive approach initiates a sustainable journey for the firm and heightens its competitive edge.

A descriptive study has been conducted through a structured questionnaire. Primary data were collected from respondents working in the HR department of different manufacturing companies in the state of West Bengal, India. A multistage sampling technique has been used. Data analysis has been conducted through exploratory and confirmatory factor analysis. Through structural equation modeling, the researchers examined a series of dependence relationships simultaneously and represented unobserved concepts.

The current study ratifies the overall model and reflects that the HRP activities, namely, retention plan, professional training and development, job analysis and design, succession planning and redeployment plan vitalizes the performance of the firm. A recruitment plan has a negative and non-significant impact on the functional performance of the organization. Succession planning practices immensely affect the firm’s competitive edge followed by the retention plans. The results also uphold that the efficacious performance of the firm brings in strategic sustainability for it.

HRP activities sufficiently address the HR concerns facilitating the organization to coalesce the needs of the employees and the business. It helps to adopt a long term perspective to foster productivity, innovation and quality. It encourages employees to believe in their competencies to deliver their best. Such practices involve the workforce; coordinate their efforts to contribute meaningfully in this intricate business network. Thus, HRP practices drive to accomplish challenging tasks, focus on creative work-related projects, enhances an employee’s coping skills and morale to establish strategic sustainability for the firm.

The study sheds light on the fact that in this complex and dynamic business system where the authors find multigenerational workforce, it is essential to nurture the subtle aspects of the employees rather than continuous monitoring and controlling them. HRP activities provide such a platform that maximizes employees’ potential and will to fit into a firm’s business strategy and translate a strategic plan into action. Such practices have the capability to intensify the positive aspects and ideas in an organization.

Research and development pursuits have always been an integral part of a teacher’s professional development. Today, the higher educational institutes (HEIs) are chiefly prioritizing and providing a sustained support toward research-based and research-oriented learning. But as revealed by the broad outlines of the entire scenario, a fall in research productivity and developmental attempts is witnessed among the faculties of higher educational establishments. To put it succinctly, the motivating aspects that reinforce such activities are not adequately taken care of and have thwarted their progression. The purpose of this paper is to delve deep and explore the factors that inspire teachers toward an enriched research and learning, which equally gets reflected in their teaching practices.

This is a descriptive research with a cross-sectional survey on faculties from different HEIs of West Bengal. A questionnaire has been designed with a five-point Likert scale to draw the primary data. Convenience sampling technique has been utilized. Exploratory factor analysis and confirmatory factor analysis have been performed with structural equation modeling on the hypothesized research model through AMOS.

The major findings of the research have revealed that improved research and development activities of faculties had an immense impact on their teaching quality. The level and accessibility of infrastructure posits a strong influence in augmenting a teacher’s research and developmental endeavors. Working climate influences teachers’ research activities as well their teaching adroitness.

Results may vary when an extensive study is conducted on teachers of HEIs of two or more states or of the country as a whole. Suppression of the real underlying facts by few respondents may affect the result to a small extent.

When faculties orient themselves toward research intensive learning and teaching, the students actively get involved in a platform of greater interaction. It elevates their persistence level, intellectual curiosity, critical thinking and cognitive skills. Research-based teaching is also instrumental in honing their analytical skills, promoting creativity.

The study identified a vital role of the higher education institutes in motivating the faculties toward research-based teaching. There is a dearth of empirical research in identifying the factors that enrich the learning patterns and research activities of the teachers. Thus, it can prove to be a constructive study if implemented.

Today, the employees stand firm as an integral part of the organization and are a precious asset. They are willing to learn, accept challenges and strive hard to deliver their level best. The role of the employees has become pronounced and significant, and it is no more conventional. They are now taking up responsibilities in strategic planning and development of the organization. Thus, HR department plays a profuse role in planning for the human resource of the firm to optimize the utilization of their potentials that would help support and meet the business as well as strategic goal of the firm. These HR planning programs ensure managing people within a planned framework and make them develop their performance that becomes a source of sustained competitive advantage for the firm. The paper aims to discuss these issues.

A descriptive research has been conducted with cross-sectional survey through a formalized questionnaire. Multistage sampling has been used in the study. Primary data have been collected from different manufacturing industries of India. Exploratory factor analysis and confirmatory factor analysis have been conducted on the hypothesized research model. Structural equation modeling has been done to specify the relation between the measured and latent variables.

The HR planning programs, namely, staffing plan and succession plan, yield a better result in addressing the strategic goal of the company. Succession plan, staffing plan and talent management strategies augment the efficacious performance of the firm. Effectual performance aids in gaining a competitive advantage for the firm in a substantial way. Job analysis and design have no impact in achieving the strategic intent of the organization.

The study gives a comprehensive scenario of the HR planning programs that can help the organization to meet and uphold their strategic goals. The study provides a model that can solidify and bind the organization toward securing organizational intent and leading a steadfast business process in this dynamic competitive marketplace.