As a result of the new approach to public management, a change in human resources planning has gained momentum. The study aims to evaluate the impact of the theoretical changes in the practices of the new public management approach, particularly in human resources planning. In this context, the primary purpose of the study is to determine the effect of the New Public Management approach on Human Resources Planning. This study used a qualitative method. The data was derived from semi-structured interviews and secondary data sources. The semi-structured interviews included 12 administrative managers selected by the snowball-sampling method. The data were analysed using content analysis. In the light of our findings, it is evident that the Norm Staff approach is inadequate compared to the new human-oriented, flexible managerial approach. To cope with the inadequacy of Norm Staff, it is recommended to implement HRP processes consisting of HRP scope. The study is original in three respects. Firstly, while the other studies in the literature describe the Norm Staff approach, this work provides a critical perspective on it. Secondly, the relationship between the New Public Management approach and Human Resource Planning has not been explored in other studies. In this regard, the study pioneers the field. Finally, a new process that consists of different phases in HRP has been proposed. This new process is different from what has been suggested in previous studies.