[TYPE THE COMPANY NAME]
HRM2605 Assignment 3
(COMPLETE ANSWERS)
Semester 1 2025 - DUE 6
May 2025
NO PLAGIARISM
[Pick the date]
[Type the abstract of the document here. The abstract is typically a short summary of the contents of
the document. Type the abstract of the document here. The abstract is typically a short summary of
the contents of the document.]
, Human Resource Management for Line Managers - HRM2605 Assignment 3
Semester 1 2025 - DUE 6 May 2025 ;100 % TRUSTED workings, Expert
Solved, Explanations and Solutions
Question 1 Explain how strategic human resource planning (SHRP) and
recruitment and selection are used together to ensure that an organisation
has sufficient staff with the required skills, knowledge and experience to do
the work. (5) Question 1 = 5 marks
Strategic Human Resource Planning (SHRP) and Recruitment & Selection in Ensuring
Organizational Success
Strategic Human Resource Planning (SHRP) and recruitment and selection are closely
interconnected processes that work together to ensure an organization has the right people with
the necessary skills, knowledge, and experience to perform the work effectively.
1. Strategic Human Resource Planning (SHRP)
SHRP is a proactive process in which an organization forecasts its future human resource
needs and plans to meet those needs. This involves analyzing the organization's goals,
identifying the skills required, and determining the number of employees needed to
achieve those goals. SHRP takes into account factors such as business growth,
technological advancements, and workforce demographics, ensuring that the organization
is prepared for changes in demand and is capable of meeting challenges in the labor
market. By identifying potential gaps between current staffing and future needs, SHRP
sets the foundation for recruitment and selection efforts, ensuring the organization will
have the talent required at the right time.
2. Recruitment and Selection
Recruitment and selection are the processes used to attract and hire candidates who match
the identified needs from the SHRP. Recruitment involves advertising job openings,
sourcing potential candidates, and engaging with various platforms or methods to find the
right talent pool. Once potential candidates are identified, selection involves evaluating
them through interviews, assessments, and reference checks to ensure they possess the
required skills, knowledge, and experience for the job. By aligning recruitment and
selection efforts with the strategic plan outlined in SHRP, organizations ensure they
attract candidates who are not only capable of doing the job but are also aligned with the
long-term goals of the business.
Integration of SHRP and Recruitment & Selection
Together, SHRP and recruitment and selection ensure that an organization has a sufficient and
skilled workforce to carry out its operations. SHRP helps define the skills, experience, and
number of employees needed, while recruitment and selection provide a systematic approach to
attracting and choosing the right candidates. For example, if SHRP identifies a future need for
digital skills, the recruitment process can be tailored to attract individuals with expertise in
technology. This strategic alignment ensures that the organization is not only reactive to current
HRM2605 Assignment 3
(COMPLETE ANSWERS)
Semester 1 2025 - DUE 6
May 2025
NO PLAGIARISM
[Pick the date]
[Type the abstract of the document here. The abstract is typically a short summary of the contents of
the document. Type the abstract of the document here. The abstract is typically a short summary of
the contents of the document.]
, Human Resource Management for Line Managers - HRM2605 Assignment 3
Semester 1 2025 - DUE 6 May 2025 ;100 % TRUSTED workings, Expert
Solved, Explanations and Solutions
Question 1 Explain how strategic human resource planning (SHRP) and
recruitment and selection are used together to ensure that an organisation
has sufficient staff with the required skills, knowledge and experience to do
the work. (5) Question 1 = 5 marks
Strategic Human Resource Planning (SHRP) and Recruitment & Selection in Ensuring
Organizational Success
Strategic Human Resource Planning (SHRP) and recruitment and selection are closely
interconnected processes that work together to ensure an organization has the right people with
the necessary skills, knowledge, and experience to perform the work effectively.
1. Strategic Human Resource Planning (SHRP)
SHRP is a proactive process in which an organization forecasts its future human resource
needs and plans to meet those needs. This involves analyzing the organization's goals,
identifying the skills required, and determining the number of employees needed to
achieve those goals. SHRP takes into account factors such as business growth,
technological advancements, and workforce demographics, ensuring that the organization
is prepared for changes in demand and is capable of meeting challenges in the labor
market. By identifying potential gaps between current staffing and future needs, SHRP
sets the foundation for recruitment and selection efforts, ensuring the organization will
have the talent required at the right time.
2. Recruitment and Selection
Recruitment and selection are the processes used to attract and hire candidates who match
the identified needs from the SHRP. Recruitment involves advertising job openings,
sourcing potential candidates, and engaging with various platforms or methods to find the
right talent pool. Once potential candidates are identified, selection involves evaluating
them through interviews, assessments, and reference checks to ensure they possess the
required skills, knowledge, and experience for the job. By aligning recruitment and
selection efforts with the strategic plan outlined in SHRP, organizations ensure they
attract candidates who are not only capable of doing the job but are also aligned with the
long-term goals of the business.
Integration of SHRP and Recruitment & Selection
Together, SHRP and recruitment and selection ensure that an organization has a sufficient and
skilled workforce to carry out its operations. SHRP helps define the skills, experience, and
number of employees needed, while recruitment and selection provide a systematic approach to
attracting and choosing the right candidates. For example, if SHRP identifies a future need for
digital skills, the recruitment process can be tailored to attract individuals with expertise in
technology. This strategic alignment ensures that the organization is not only reactive to current
