You are on page 1of 4


JANUARY / 2015
Part 1










Greenhill Learning Centre

Review Of 5 Articles :

In the era of globalization, human capital is one of the major assets for a particular organization.
There 5 (five) different type of view on the human capital planning, recruiting & selection.
According to Dan Ofori & Majoreen (2001) an effective recruitment and selection
practices are key factors to the entry point of human resources in any organization and they also
tend to determine the success and sustainability in the organization.
It explained management as a process of managing the resources of the organization.
These resources he mentioned are financial, physical, information and human. Mathis and
Jackson (2010) admitted that, of all resources available to organizations, humans are the glue that
hold or bind the other resources.
Recruitment is the process of generating a pool of capable people to apply for
employment to an organization whiles selection is the process by which specific instruments are
employed to choose from a pool of applicants most suitable for the job taking into consideration,
management goals and legal requirements . Recruiting and selecting the wrong candidates can
have extensive negative cost implications, while effective processes can contribute to a reduction
in turnover and therefore increase in productivity.

Based on statement given by Gregory, Patrick and Evan (2009) say that a strategic plan
guides the organization in successfully meeting the organizational mission. Once the strategic
plan a organization can create a human capital plan that will give a boarded management
decisions in the present support not the future direction of the organization.

Hiring a new employee with the skill and abilities that an organization vitally need in the
near future. Moreover, planning of each recruitment need to be look into at the eligibility and
keeping mind that recruitment involves a group qualified candidate

Human capital planning is been implemented by an organization to make sure that the
firm have a proper right number of people, right people at the right time. Where the process of
Human capital planning, recruiting and selection have to be properly carried out so that it has a
maximum long-run benefits. This statement is strongly agreed by Francis, Joy, Ideh (2012).
Human capital planning provides answers to such questions as: i) How many people will
be needed? ii) What skills, knowledge and competencies will they require? iii) Will existing
human resource meet the identified need(s)? iv) Is further training and development needed? v)
Is recruitment necessary? vi) When will the new people be needed? vii) When should training or
recruitment start? viii) What other People implications are there in such areas as productivity
and commitment?

In addition, Anyadike (2013) says that productivity is a major element in a organization.

Where the well planned and managed human capital is the greatest asset of an organization.
Recruitment is the phase that immediately precedes selection. Its purpose is to pave the
way for the selection process by producing ideally the smallest number of candidates who appear
to be eligible either in performing required tasks or developing the ability to do so within a
period of time acceptable to the employing organization
Planning is essential for productivity and organizational effectiveness and efficiency
because it acquires best human resources, focuses on corporate goal, utilizes human resources,
develops human resources, reduces uncertainty and labor cost, regularizes production, maintains
good industrial relation, keeps records, and controls human resources.

Fred C (2012) defines that human capital planning is a forecast plan on the number and
type of employees to achieve the organizational goals. Human capital planning includes the job
analysis which includes the job description and specifications.
Human capital planning begins with a forecast of the number and types of employees
needed to achieve the organizations objectives. Planning also involves job analysis, which
consists of the preparation of job descriptions and job specifications. Of particular concern for
todays executives is the growing body of laws regulating the human resource management