The human resources are considered to be one of the important sources of any organization at any dynamic field. Sultanate of Oman is one of the countries which is developing these resources in the main sectors including the education sector. The aim of this study is to reflect on the Planning Practices of Human Resources Needs in the Ministry of Education in the Sultanate of Oman. It also investigates the degree of differences at the practices at the ministry considering the study variables including the Educational District, Post, Years of Planning Experience and Attending Training programs in HR Needs Planning. Descriptive approach is used to achieve the objectives of this research. The literature review revealed the different Strategic planning of HR and the mechanisms of managing Human Resources in the educational field. A survey of (72) valid questionnaires was undertaken where the sample frame included HR specialists from all planning departments in the Regions' educational Directorates overall Oman and the Directorate of Planning and Quality Control at the Ministry of Education. The questionnaire included (6) categories that attempt to examine the nature of the HR Planning Practices in the different Educational Regions in Oman. These categories are; 1) Studying Strategic Planning of the Ministry, 2) Analyzing the Internal and External Environments of HR, 3) forecasts, 4) Setting Working Plans, 5) Implementation and 6) monitoring and Evaluation. A pilot study was conducted before distributing the questionnaires in order to ensure its validity and reliability. The data collected in this research was analyzed statistically using Standard Deviations, Averages, Relative Importance. For further analysis, independent samples T-Test , One Way analysis of variance (ANOVA) & Tukey HSD post hoc comparisons. The Main Results of this research are: 1. The degree of the HR Needs Planning Practices varied between Low and Medium. Those estimations of study sample indicate that Working Plans category has been practiced more than any other category, whereas monitoring and Evaluation category was practiced less than others. 2. There is no statically significant differences at level a = 0.05 on the HR Planning Practices attributed to the years of planning experience across all categories. 3. There are statistically significant differences at level a = 0.05 on the HR Planning Practices attributed to the educational regions across the categories: forecasts, setting working plans, and evaluation. 4. There are statistically significant differences at level a = 0.05 on the HR Planning Practices attributed to the post across categories: studying strategic planning of the Ministry, forecasts, and implementation. 5. There are statistically significant differences at level a = 0.05 on the HR Planning Practices attributed to attending training programs across all categories except setting working plans. Based on the findings, the researcher suggests a model and procedures to develop the Planning of Human Resources Needs in the Ministry of Education from the Strategic Planning perspective. It is suggested also to have further studies on this topic and related topics.