Human Resources (HR) planning is a process that identifies current and future human resources needs of an organization to achieve its goals. This process is a vital link between the whole strategic plan of an organization and human resources management. Such strategies as creating an employer brand, flexibility strategy, talent management, absence management, retention, recruitment and selection strategies are incorporated in human resource planning. In such a way HR planning facilitates the achievement of an organization. It works on integration of HR management with business planning by giving organizations an opportunity to assess the current HR capacity that is needed to reach business goals of the organization. It also includes programs of career development, hiring, learning, staffing, succession management etc.
In the restaurant business, for example, HR planning focuses on employing people with considerable skills in cooking, improving working conditions, benefits and compensation including recruitment costs, executive compensation, employment and severance arrangements. So, motivated employees might work heartily and in coordination that influences on restaurant’s reputation and makes the restaurant itself more attractive for visitors.
HR planning relates to employee selection as well. Generally speaking it is based on putting a right man on a right job. The goals of employee selection refers to matching organizational requirements with the qualifications and skills of people. Organizations will face less employee turnover problems if they select the best knowledgeable candidates for the required jobs. There are a lot of methods introduced as employee selection tactics.
The most popular one is an interview, though lots of people dislike it, both as an interviewer and an interviewee. This method is the least useful in predicting the performance of candidates on the job. Interviews are very important for exchanging information but only if they are conducted in a right way. Some organizations, especially large commercial ones, often use such method as group exercises. Usually candidates are given a role-play exercise (somehow related to the field of job) which aim to reveal their skills and abilities. During the role-play observers who are looking for specific attributes award marks for each candidate until they find the proper ones.
It is impossible to compare methods of employee selection and judge which one is the best, because different tactics aim to reveal particular skills of candidates. Nevertheless, an interview cannot predict candidate’s future performance it can provide interviewers with all necessary information about candidate due to face-to-face conversation.