Human resource planning and management refer to the process of identifying personal skills, occupational categories, and performance and development needs of the personnel in an organization. The identification is linked to a strategic plan of an organization. The strategic plan role in identifying the future direction of organizations. Human resource management objectives are to ensure that an organization always has the right people, with the right knowledge and skills, in the right number, at the right time and for the right price.

Human resource planning is important in considering the type of management, budgetary costs to be involved, the diversity of a client to be served, and the education and knowledge level of staff to be recruited. An organizational focus is on recruitment, management, and providing direction to people in an organization. It deals with issues related to employees such as compensation, hiring organizational development, performance management, safety, employee motivation, and training. A strategic process involves the management of people, environment and workplace culture. Therefore, human resource planning entails the recruitment of appropriate employees, training, and development of hired employees. It also involves performance appraisal of employees (Lado, 2000).


Training refers to the preparation of employees for an occupation or skills required by a job. Performance appraisal refers to the process of assessing employees’ performance in their jobs in relation to set standards of a company. The primary purposes of performance appraisal include evaluation and development. Evaluation informs an employee about his or her position in relation to performance. The developmental plan helps a company to identify issues, gaps and employee problems within the tasks they perform (Porter & Spear, 2008).

Human Resource Planning Steps

Recruitment Process

Staff Training

Performance Appraisal

Staff Development

Recruitment Process

Recruitment refers to the process of attracting applicants for existing job positions with the aim of matching people with specific work. The recruitment process involves several steps, which include the following: the first step is a job description that involves stating a general-purpose and scope of work including details of its tasks and duties. It may also involve working conditions of work. It sets out the purpose of work, its position in a company structure, the area in which an employee has his or her tasks and accountability.

Advertising is the second step. Its purpose is to attract prospective candidates for a job. The process of advertising should not strain a company in terms of cost and time. The popular methods of advertising include the use of recruitment agencies, newspapers, the internet, training institutions and professional organizations. A company can obtain candidates for two managerial positions through an executive search or headhunting process (Ivancevich, 2006).

The next step is the interview process. Candidates undergo shortlisting before the interviewing process. Shortlisting puts applicants into categories depending on their suitability. The categories include the very proper, which undergo an interviewing process, the quite proper cannot undergo interviewing, but the company can call them when the need arises. The last category involves unsuitable who cannot undergo the interview process. The drawing of an interview list follows shortlisting. An interview helps an interviewer to obtain information about the suitability of a person applying for a job.

The fourth step involves the selection of qualified candidates. It helps to ensure that an organization gets the right personnel for a job. In fact, it occurs after shortlisting and interviewing the candidates. The next step is hiring the selected applicants. This involves offering appointments to the applicant and confirming them if they accept. A company accepts the candidates to become a part of its human resource (Lado, 2000).

Indoctrination is the last step. It refers to teaching an employee to accept planned and guided adjustments of a company. Indoctrination occurs through three methods, which include induction, orientation, and socialization. Induction refers to orienting new employees to all the activities of a company such as policies, objectives, structure, and procedures and takes place before the employee starts the work. Orientation introduces the employee to juniors, superiors, colleagues, tasks, and working rules. Lastly, socialization inducts the employees to role models and expectations of the company.

Recruitment Process Chart


Job Description




Hiring of Employees


Staff Training

Human resources form the most dynamic resource of a company. Therefore, it requires management to identify competencies that employees need to perform efficiently. The new human resource management employees require additional skills in line with company policies and strategic plans. Human resource training helps to ensure that new employees know what to do, why and how to do it. The primary objective of training targets to reduce the gap of what new employees know, and what they should know putting (Porter & Spear, 2008). The training framework involves several steps. They include the following:

Identification of Training Needs

A training need refers to any shortfall in terms of an employee’s knowledge, understanding, skills, and attitude against the requirements of the human resource management work and demands of the company. Therefore, the first priority involves the establishment of training needs. This involves the use of a job description and any other data that indicate such needs. It involves the establishment of management skills, developing objectives of training and analyzing training needs (Test, Flowers, Hewitt, & Solow, 2004).

Planning the Required Training

This section involves planning for the needs required during the training sessions. The identification of the needs occurs during needs analysis in step one. Planning, therefore, includes matters such as the setting of budgets, drawing timetables and deciding on the content of the training. In this case, the content of training may include effective management styles and supervision skills (Noe, Hollenbeck, Gerhart, & Wright, 2007).

Implementation of the Training

This stage involves the actual act of training the target group consisting of new employees. The implementation of the plan is a joint affair between the training team and the functional departments where new human resource managers will work. Employees get to know the demands of a company and work demands. The training team helps them to get a clear idea of the company’s expectations.

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Evaluation and Follow-Up

It involves an assessment of the success of the training program. It requires evaluation of results in order to make necessary changes. Certainly, the evaluation also enables the need to conduct other training sessions. Follow-up determines the usefulness of training to the new employees in their places of work. In conclusion, training has many benefits, which include providing a pool of skilled labor for the company and improving existing knowledge of the employees. It also increases employees’ performance and the provision of high-quality services to customers. The company achieves greater staff commitment and motivation (Ivancevich, 2006).

Strategies of Training to Motivate the Employees On How to Learn Key Aspects about Their New Jobs

Training Strategies Aimed at Motivating the Employees


Instilling a Positive Culture in the Organization

Providing Growth Opportunities

Use communication to build credibility

Human resources are the dynamic of all the organization’s resources. However, there is a need for considerable attention to management if individuals are to realize their full potential at work to ensure that the organization achieves its set goals and objectives. To do this, the subsystem of training and development ensures that employees know what is to be done. This is achieved through the training of employees. Training needs of employees are determined from the information that is obtained from job analysis when defining the tasks and competencies needed (Noe et al., 2007).

Mentoring as a training strategy will be very helpful to the employees through the establishment of a mentoring program that is integrated with a goal-oriented feedback system. This is essential as it provides a strong base for developing a strong relationship between an organization and an employee as well as a solid base for an employee’s retention and growth. This enables employees to improve their abilities to perform tasks. An organization pairs someone with more experience in a subject with a less experienced employee just in the same area. The main objective is to develop competencies, provide performance feedback, as well as enhance career development. Before training, it is important to ensure that mentors are acquitted with their goals. Failure to recognize their goals may result in unsuccessful mentoring and training. The duration of mentoring and training is essential to consider.

It is essential to provide growth opportunities to employees as a part of the training. This is normally made possible through the provision of a workshop and seminars that employees attend in order to improve their knowledge and skills. This is important in increasing understanding of what a job entails and enhancement of their goal-setting efforts. Employees can further their education in the areas of work and, consequently, it will help to improve their work performance. It is also crucial to provide employees with adequate job challenges that will enhance the expansion of their knowledge in the field (Buller & McEvoy, 2012).

Instilling a positive culture towards the work of an organization is very important. This can be done through the establishment of a series of values by an organization as a base of honesty, respect, excellence, and attitude as well as teamwork. The right culture in an organization will be beneficial in attracting and keeping quality employees.

Key Issues that Human Resource Management Employee Are Likely to Encounter in the Field of Health

Issues of great relevance that affect human resource management employees in the health sector include size, distribution, and entitlement of healthcare labor, economic development of healthcare, workforce training issues, socio-demographic, geographical and cultural issues. The variation of distribution and size and composition of the health care workforce is of great concern. The number of available health workers cannot meet the demands of patients in health facilities. Health care workers are instructed to perform their duties to the maximum capabilities and enhance quality care. To achieve these needs and demands of the changing population, more health care workers need to be trained and incorporated into patient care (Lado, 2000).

Workforce training is another essential area. Human resource personnel ought to consider the composition of health care workers in terms of their skills categories and training levels to enhance quality care. A properly trained workforce is essential to a successful healthcare system. The evaluation of the workforce is in terms of their capabilities and duties that they can perform to the patient. Socio-demographic elements like population distribution are key determinants of health care systems. An aging population calls for an increased demand for health services and personnel. Other factors as geographical factors, i.e. climate and topography will influence the delivery of health services in a region. It is crucial to put a lot of emphasis on resource allocation in health risk-prone areas as well as populations. By improving transport systems in such areas will help to improve the health of individuals (Truss, Mankin, & Kelliher, 2010).


Human resource management is important in considering the type of management, budgetary cost to be involved, the diversity of a client to be served and education and knowledge level of staff to be recruited. An organizational focus is on recruitment, management, and providing direction to people in the organization. It deals with issues related to employees such as compensation, hiring organizational development, performance management, safety, employee motivation, and training. Training is very beneficial to an organization. It provides a pool of skilled labor for a company and improves existing knowledge of employees. The recruitment process increases the performance of employees and enables the provision of high-quality services to customers. A company achieves greater staff commitment and motivation.

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