HRM2605 2025 ASSIGNMENT 3 2025 HRM2605 2025
DISCLAIMER
THE DOCUMENT PRESENTED IS A DEMOSTRATION ON HOW STUDENTS CAN
APPROACH THE ASSIGNMENT FOR HRM2605 ASSIGNMENT 3 SEM 1 2025. IT
IS BASED ON PRESCRIBED MATERIAL AND EXTERNAL RESEARCH. THE
DOCUMENT CONTAINS BOTH SHORT NOTES AND A RESPONSE EXAMPLE
FOR EACH QUESTION. STUDENTS ARE THEREFORE ADVISED NOT TO COPY
AND PASTE BUT USE THE DOCUMENT AS A RESEARCH GUIDE THAT WOULD
HELP THEM DRAFT THEIR OWN FINAL COPIES.
, HRM2605 2025 ASSIGNMENT 3 2025 HRM2605 2025
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)
Strategic human resource planning (SHRP) and recruitment and selection are integral
and complementary processes used together to ensure an organisation is staffed with
a sufficient number of employees possessing the necessary skills, knowledge, and
experience to perform their jobs effectively and achieve organisational goals
SHRP determines the need
Strategic HR planning converts company goals and strategies into HR targets
(Martocchio, 2011). One of SHRP's main goals is to identify the future human
resource needs of the organisation—including the kinds, quantities, skills, and desired
traits of people needed and when they will be needed (Bendix, 2019). Often, this
procedure includes predicting the internal/external supply as well as the need for
labour (Milkovich, Newman & Gerhart, 2010). Informing SHRP and predicting required
skills depend on job analysis, which defines the tasks, obligations, responsibilities, and
required knowledge, skills, and abilities (KSAs) for employment (Gómez-Mejia, Balkin
& Cardy, 2010).
SHRP identifies the gap
WorldatWork (2007) claims SHRP finds possible employee surpluses or deficits and
skills gaps by comparing the forecast demand with the projected supply of human
resources, including assessing present skill levels using tools such skills audits
(Martocchio, 2011). HR plans and initiatives are created using this gap study as a
foundation.0717513144
Recruitment is the action initiated by SHRP findings
When SHRP identifies a need for additional staff or staff with specific skills that cannot
be met internally, recruitment becomes a necessary action programme to address the
imbalance (Bendix, 2019). Recruitment is the process of searching for and acquiring
a pool of available and qualified candidates to fill vacant positions that were identified
through the planning process (Martocchio, 2011). It involves attracting sufficient
DISCLAIMER
THE DOCUMENT PRESENTED IS A DEMOSTRATION ON HOW STUDENTS CAN
APPROACH THE ASSIGNMENT FOR HRM2605 ASSIGNMENT 3 SEM 1 2025. IT
IS BASED ON PRESCRIBED MATERIAL AND EXTERNAL RESEARCH. THE
DOCUMENT CONTAINS BOTH SHORT NOTES AND A RESPONSE EXAMPLE
FOR EACH QUESTION. STUDENTS ARE THEREFORE ADVISED NOT TO COPY
AND PASTE BUT USE THE DOCUMENT AS A RESEARCH GUIDE THAT WOULD
HELP THEM DRAFT THEIR OWN FINAL COPIES.
, HRM2605 2025 ASSIGNMENT 3 2025 HRM2605 2025
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)
Strategic human resource planning (SHRP) and recruitment and selection are integral
and complementary processes used together to ensure an organisation is staffed with
a sufficient number of employees possessing the necessary skills, knowledge, and
experience to perform their jobs effectively and achieve organisational goals
SHRP determines the need
Strategic HR planning converts company goals and strategies into HR targets
(Martocchio, 2011). One of SHRP's main goals is to identify the future human
resource needs of the organisation—including the kinds, quantities, skills, and desired
traits of people needed and when they will be needed (Bendix, 2019). Often, this
procedure includes predicting the internal/external supply as well as the need for
labour (Milkovich, Newman & Gerhart, 2010). Informing SHRP and predicting required
skills depend on job analysis, which defines the tasks, obligations, responsibilities, and
required knowledge, skills, and abilities (KSAs) for employment (Gómez-Mejia, Balkin
& Cardy, 2010).
SHRP identifies the gap
WorldatWork (2007) claims SHRP finds possible employee surpluses or deficits and
skills gaps by comparing the forecast demand with the projected supply of human
resources, including assessing present skill levels using tools such skills audits
(Martocchio, 2011). HR plans and initiatives are created using this gap study as a
foundation.0717513144
Recruitment is the action initiated by SHRP findings
When SHRP identifies a need for additional staff or staff with specific skills that cannot
be met internally, recruitment becomes a necessary action programme to address the
imbalance (Bendix, 2019). Recruitment is the process of searching for and acquiring
a pool of available and qualified candidates to fill vacant positions that were identified
through the planning process (Martocchio, 2011). It involves attracting sufficient
