Global Journal of Human Social Science, E: Economics, Volume 22 Issue 7

Table 2: Structural model and relationship of the variables identified by Contreras-Pacheco et al. Variables Structural Model 1 Positive relationship between the quality of the mission statement and the ability to permanently build a company's competitive advantage. In other words, a better quality of a company's mission statement is a clear indicator of its possession of competitive advantage. 2 Positive relationship between the quality of the mission statement and the innovative capacity of a company. In other words, a better quality of a company's mission statement is a clear indicator of a high innovative capacity. 3 Positive relationship between the quality of the vision statement and the ability to permanently build a company's competitive advantage. In other words, a better quality of a company's stated vision is a clear indicator of its possession of competitive advantage. 4 Positive relationship between the quality of the vision statement and the innovative capacity of a company. In other words, a better quality of a company's vision statement is a clear indicator of a high innovative capacity. 5 Positive relationship between the quality of a company's mission statement and the quality of its vision statement. 6 Positive relationship between a company's innovative capacity and its competitive advantage. Source: Own elaboration. As a result of the above, all companies, organizations or institutions should take into account that, when drawing up the work policies of the different areas, they should be aligned and contribute to their strategic planning. HR planning must go hand in hand with these, as it is a guarantee of having all the key processes in place in order to achieve the goals set. They must be taken into account from the recruitment or selection of personnel and training or improvement. This makes it possible to have workers who know why and for what they work and to strengthen their sense of belonging. The strategic planning of the company identifies several critical factors to achieve the success of the organization, while trying to find a way to place it in a better position and be in a better position to compete in the market. To this end, the planning process provides a clear formulation of the organization's mission, a commitment of the staff to that mission, an express statement of the starting assumptions with a plan of action adjusted to the available resources. This must include trained and educated personnel. HR planning contributes significantly to the strategic management process, as it provides the means to achieve the expected results of the planning process. HR demands and needs are derived from strategic and operational planning, and then compared with existing needs. Recruitment, training and reassignment programs are developed for this purpose. Any human resources plan, to be effective, must be based on the organization's long-term operational plans. Its achievement will depend on the degree to which the HR department can integrate effective workforce planning into the company's overall planning process. Mendoza et al. (2016), propose that in order to integrate HR into strategic planning, a SWOT or HR SWOT matrix can be performed. This is because the constant changes in the environment modify the state of the organization and it is necessary to know the social, demographic and union environment, which directly © 2022 Global Journals Volume XXII Issue VII Version I 73 ( ) Global Journal of Human Social Science - Year 2022 E Strategic Direction as an Input to Human Resources Planning