In this paper we study drivers of firms’ human resource planning practices. This is
done by analyzing two central parts of personnel planning, formal HRM strategies and
analyses of competence development needs. Data collected from 3,877 firms in 21
countries are applied in the analysis. Nine out of ten firms conduct analyses of needs
for competence development to some extent, while every second firm in the sample
has elaborated a formal HRM strategy. Results indicate that resources (size, having an
HRM department and corporate affiliation) and to some degree cost-benefit considerations
are the main determinants of these human resource planning arrangements.
Moreover, institutional factors have an impact on firms’ use of competence needs analyses
