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Unit 13: Functional and Operational Implementation

need for and availability of human resources so that the organisation can meet its objectives. It Notes
helps determine the manpower needs of firms and develop strategies for meting those needs.
According to Jeffrey Mello, key objectives of HR planning are:

1. Prevents overstaffing and understaffing.
2. Ensures the organisation has the right number of employees with the right skills in the
right places and at the right time.

3. Ensures the organisation is responsive to changes in its environment.
4. Provides direction and coherence to all HR activities and systems.
5. Unites the perspectives of line and staff managers.
6. Facilitates leadership continuity through succession planning.

Although HR planning follows from the strategic plan, the information collected in the HR
planning process contributes to the assessment of internal organisation’s environment done in
strategic planning.
13.4.2 Staffing

Staffing, the process of recruiting applicants and selecting prospective employees, remains a
key strategic area for human resource strategy. Given that an organisation’s performance is a
direct result of the individuals it employs, the specific strategies used and decisions made in the
staffing process will directly impact the success of the strategic plan.

Recruitment

Recruitment means attracting people to apply for jobs in the organisation. The strategic issues in
recruitment are:
1. Temporary versus permanent employees
2. Internal versus external recruiting
3. When and how extensively to recruit

4. Methods of recruiting

Selection

Once a sufficient pool of applicants has been received, critical decisions need to be made regarding
applicant screening, methods of selection and placement. The selection methods should be
reliable and valid.

Placement

After selecting a candidate, he should be placed on a suitable job. Placement is an important
human resource activity. If neglected, it may create employee adjustment problems. An employee
placed in a wrong job may quit the organisation in frustration.

13.4.3 Training and Development

Training and development of employees is a key strategic issue for organisations. It is the
means by which organisations determine the extent to which their human assets are viable

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