BUS 303 Week 2 DQ 1&2,
“HR Planning is the process of managing an organizations most valuable asset – its people – so that there are no shortages or surpluses of employees in the organization” (Youssef, 2012). It is HRM’s responsibility to set out the organizational goals and strategies to each and every employee of the organization, but it is the responsibility of the HRM and line managers to work together to determine the needs of each of their departments.
HR Planning and Strategic Planning should be integrated as one because in order to obtain the most valuable employees for the organization, HRM must strategically determine the needs in each department of the organization. There are six determining factors in the strategic HR planning process in order to “meet resource demands, examine and evaluate resource deployment, estimate capacity, and recognize and handle human talent” (Youssef, 2012). T
The goal of the selection process is to identify the best candidates who possess the most influential qualities a job requires and who fit the organizational culture well” (Youssef, 2012). Identifying the best candidates who will fit the requirements set out by the organization takes some strategic planning. Areas in which to identify the candidates are through “job analysis and job design, attraction and recruitment of talent, selection and job fit, performance appraisal/management, training and development, compensation, and benefits and benefit administration” (Youssef, 2012). It takes the line managers and HRM to work together to determine the skills, experience and methods needed in order to find the best talent that will fit the organization and the department in which to hire the employee.
According to the video by Goldberg, How to hire and select top employees, there are three essential elements to make sure the hiring is done effectively; skill fit, company fit and job fit. He indicates these three elements are a “winning combination” (Goldberg, 2012) to hiring a successful candidate that will fit the organization. The skill fit acknowledges the background of the applicant including their skills, knowledge and experience; the company fit is determining the type of organization the applicant is coming from and whether they fit with the chemistry of the department in which they are to be hired; and third if the applicant is job fit through taking an assessment test to dig deeper into the person and their qualifications they presented with their application.