HRM2605
Assignment 3 Semester 1 2025
Unique Number:
Due date: 6 May 2025
QUESTION 1
Strategic Human Resource Planning (SHRP) and the recruitment and selection process are
two interrelated functions that play a central role in ensuring that an organisation employs
staff with the right skills, knowledge, and experience. When used together effectively, SHRP
and recruitment and selection ensure that organisations are adequately staffed to meet their
current and future goals.
SHRP is the process of aligning an organisation’s human resource needs with its strategic
objectives. It involves identifying the number and type of employees needed, when they will
be needed, and what skills and competencies they must have (Wärnich et al., 2021). This
proactive approach enables organisations to forecast future labour demands based on
internal growth, technological changes, and external market trends.
Once SHRP has identified staffing needs, the recruitment and selection process is used to
fill these positions with suitable candidates. Recruitment is the process of attracting qualified
candidates, while selection involves assessing and choosing the most appropriate
individuals to meet job requirements (Wärnich et al., 2021). Together, these functions
DISCLAIMER & TERMS OF USE
Educational Aid: These study notes are intended to be used as educational resources and should not be seen as a
replacement for individual research, critical analysis, or professional consultation. Students are encouraged to perform
their own research and seek advice from their instructors or academic advisors for specific assignment guidelines.
Personal Responsibility: While every effort has been made to ensure the accuracy and reliability of the information in
these study notes, the seller does not guarantee the completeness or correctness of all content. The buyer is
responsible for verifying the accuracy of the information and exercising their own judgment when applying it to their
assignments.
Academic Integrity: It is essential for students to maintain academic integrity and follow their institution's policies
regarding plagiarism, citation, and referencing. These study notes should be used as learning tools and sources of
inspiration. Any direct reproduction of the content without proper citation and acknowledgment may be considered
academic misconduct.
Limited Liability: The seller shall not be liable for any direct or indirect damages, losses, or consequences arising from
the use of these notes. This includes, but is not limited to, poor academic performance, penalties, or any other negative
consequences resulting from the application or misuse of the information provided.
, For additional support +27 81 278 3372
QUESTION 1
Strategic Human Resource Planning (SHRP) and the recruitment and selection
process are two interrelated functions that play a central role in ensuring that an
organisation employs staff with the right skills, knowledge, and experience. When
used together effectively, SHRP and recruitment and selection ensure that
organisations are adequately staffed to meet their current and future goals.
SHRP is the process of aligning an organisation’s human resource needs with its
strategic objectives. It involves identifying the number and type of employees
needed, when they will be needed, and what skills and competencies they must
have (Wärnich et al., 2021). This proactive approach enables organisations to
forecast future labour demands based on internal growth, technological changes,
and external market trends.
Once SHRP has identified staffing needs, the recruitment and selection process is
used to fill these positions with suitable candidates. Recruitment is the process of
attracting qualified candidates, while selection involves assessing and choosing the
most appropriate individuals to meet job requirements (Wärnich et al., 2021).
Together, these functions ensure that only the most suitable candidates are brought
into the organisation—those who match not only the technical requirements of the
job but also the organisation’s culture and long-term goals.
Furthermore, SHRP helps avoid both understaffing and overstaffing, which can
negatively impact productivity and increase operational costs. It ensures that
recruitment is not reactive, but based on well-researched and future-oriented
workforce plans. This also helps improve employee retention and engagement, as
individuals are hired into roles where their skills are most effectively used (Wärnich
et al., 2021).
In conclusion, SHRP provides the framework and direction, while recruitment and
selection put the plan into action. Their integration allows organisations to
strategically build a capable, motivated, and future-ready workforce.
Assignment 3 Semester 1 2025
Unique Number:
Due date: 6 May 2025
QUESTION 1
Strategic Human Resource Planning (SHRP) and the recruitment and selection process are
two interrelated functions that play a central role in ensuring that an organisation employs
staff with the right skills, knowledge, and experience. When used together effectively, SHRP
and recruitment and selection ensure that organisations are adequately staffed to meet their
current and future goals.
SHRP is the process of aligning an organisation’s human resource needs with its strategic
objectives. It involves identifying the number and type of employees needed, when they will
be needed, and what skills and competencies they must have (Wärnich et al., 2021). This
proactive approach enables organisations to forecast future labour demands based on
internal growth, technological changes, and external market trends.
Once SHRP has identified staffing needs, the recruitment and selection process is used to
fill these positions with suitable candidates. Recruitment is the process of attracting qualified
candidates, while selection involves assessing and choosing the most appropriate
individuals to meet job requirements (Wärnich et al., 2021). Together, these functions
DISCLAIMER & TERMS OF USE
Educational Aid: These study notes are intended to be used as educational resources and should not be seen as a
replacement for individual research, critical analysis, or professional consultation. Students are encouraged to perform
their own research and seek advice from their instructors or academic advisors for specific assignment guidelines.
Personal Responsibility: While every effort has been made to ensure the accuracy and reliability of the information in
these study notes, the seller does not guarantee the completeness or correctness of all content. The buyer is
responsible for verifying the accuracy of the information and exercising their own judgment when applying it to their
assignments.
Academic Integrity: It is essential for students to maintain academic integrity and follow their institution's policies
regarding plagiarism, citation, and referencing. These study notes should be used as learning tools and sources of
inspiration. Any direct reproduction of the content without proper citation and acknowledgment may be considered
academic misconduct.
Limited Liability: The seller shall not be liable for any direct or indirect damages, losses, or consequences arising from
the use of these notes. This includes, but is not limited to, poor academic performance, penalties, or any other negative
consequences resulting from the application or misuse of the information provided.
, For additional support +27 81 278 3372
QUESTION 1
Strategic Human Resource Planning (SHRP) and the recruitment and selection
process are two interrelated functions that play a central role in ensuring that an
organisation employs staff with the right skills, knowledge, and experience. When
used together effectively, SHRP and recruitment and selection ensure that
organisations are adequately staffed to meet their current and future goals.
SHRP is the process of aligning an organisation’s human resource needs with its
strategic objectives. It involves identifying the number and type of employees
needed, when they will be needed, and what skills and competencies they must
have (Wärnich et al., 2021). This proactive approach enables organisations to
forecast future labour demands based on internal growth, technological changes,
and external market trends.
Once SHRP has identified staffing needs, the recruitment and selection process is
used to fill these positions with suitable candidates. Recruitment is the process of
attracting qualified candidates, while selection involves assessing and choosing the
most appropriate individuals to meet job requirements (Wärnich et al., 2021).
Together, these functions ensure that only the most suitable candidates are brought
into the organisation—those who match not only the technical requirements of the
job but also the organisation’s culture and long-term goals.
Furthermore, SHRP helps avoid both understaffing and overstaffing, which can
negatively impact productivity and increase operational costs. It ensures that
recruitment is not reactive, but based on well-researched and future-oriented
workforce plans. This also helps improve employee retention and engagement, as
individuals are hired into roles where their skills are most effectively used (Wärnich
et al., 2021).
In conclusion, SHRP provides the framework and direction, while recruitment and
selection put the plan into action. Their integration allows organisations to
strategically build a capable, motivated, and future-ready workforce.
