Workforce Planning and Employment: Case Study Analysis, BUSI 443

This case study analyzes workforce planning and employment challenges faced by Liberty Engineering, focusing on recruitment strategies to stabilize revenue after a recession. The assignment addresses three key questions: effective recruitment and selection processes, evaluation of a recruitment suggestion, and alternative approaches when potential candidates are difficult to find. The analysis explores modern recruitment methods, the importance of marketing in HR, and the significance of employee training, development, and motivation. The study emphasizes the role of the human resource department in organizational success, highlighting both traditional and modern recruitment approaches, and the impact of HR practices on business operations. The student provides recommendations for improving recruitment, employee engagement, and overall workforce planning, supported by recent peer-reviewed research.

Running head: WORKFORCE PLANNING AND EMPLOYMENT
Workforce planning and Employment
Name of the student
Name of the university
Author note

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Table of contents
Introduction......................................................................................................................................3
Discussion........................................................................................................................................3
Question 1:.......................................................................................................................................3
Question 2:.......................................................................................................................................4
Question 3:.......................................................................................................................................5
Conclusion.......................................................................................................................................6
References........................................................................................................................................7

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Introduction
Human resource department plays a crucial role in the recruiting process in an
organization (Yang, Tang & Zhao, 2017). Depending on the adoption of effective
recruiting method, organizational growth can be ensured. Liberty Engineering
Company has aimed to stabilize the revenue of the company after the recession. It is
true that after the recession the company has lost its two clients. In this situation
recovering its previous position in the market, introducing effective hiring policy has
become necessary. The purpose of this study is to critically analyze the case scenario
and introduce alternative options for dealing with the situation.
Discussion
Question 1:
It is an important responsibility of a human resource manager to introduce an
effective recruitment and selection process in which based on the capabilities of
candidates they will get selected (Turan, Elsawah & Ryan, 2019). It cannot be denied
that employees are being considered as the backbone in every organization. In that
case, choosing the appropriate candidate for the position is important for utilizing their
knowledge and innovation capabilities. As stated by Momin and Mishra (2015), in
order to introduce the recruitment process in the company, it is important for the
recruiting authority to identify the hiring needs. Analyzing the situation in the
organization, it can be said that if would have appointed as the HR manager, based on
the hiring needs, I would have introduce the recruitment program. Job recruitment
related information would have been published through different media platforms. In

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the recruitment advertise, including required educational capabilities as well as job
experience, the recruitment add would have been published. In this case, I would have
adopted the external sources for recruiting the capable employees. Adopting the
modern recruitment methods such as campus placements, employee referrals, tying
up with recruitment consultancies, Job portal and directly through the company
website, I would have managed the recruitment process. In the initial stage analyzing
the capabilities of individuals during their internship process, employees would have
involved in different tasks. As per my understanding rather than following the normal
recruitment process, if the recruitment manager can introduced internship based
recruitment process in the market, in that case better recruitment in the workplace can
be done.
Question 2:
In the true that marketing has become one of the important contributors in the
Human resource operations (Goodman, French & Battaglio, 2015). In that case,
dragging the attention of willing candidates towards a job position, both the online and
offline job advertisement can be beneficial. Analyzing the discussion between Getz
and campground manager, it has been identified that the manager won’t be able to help
Getz in the recruitment process. However, the managers have suggested Getz to
promote the job vacancy through Cleveland Newspaper. It is true that after getting this
responds from the managers, Getz have got disappointed as the huge pressure of
recruiting 30 efficient employees, have made the person stressed. Performing as the
present HR manager in the particular organization, recruiting the efficient employees
with leadership as well as effective communication skills has become necessary for

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contributing in the growth process of the company. Analyzing the discussion it can be
said that rather than focusing on directly identifying the potential candidates, the
managers have suggested to choose a media platform job vacancy related information
can be spread to the potential candidates. On other hand, it is true that through
publishing the job related add on the newspaper, it can be easier for the company to
identify the potential candidates within few days.
Question 3:
If the recruitment manager will not be able to identify the potential candidate
for the company, in this situation rather than stopping the work, the manager can focus
on getting the work done by the existing employees (Goodman, French & Battaglio,
2015). It is true that rather than focusing on searching for the potential candidate
different training and development program can be introduced for the existing
employees so that individuals’ ability of them can be enhanced. On the other hand, it
is also true that productivity is one of the important components in business growth. In
that case, enhancing the rate of productivity, the company can focus on introducing
different motivational benefits to the employees. In order to ensure proper engagement
of the individuals in growth process, it can be said that introducing the attractive
incentive structure, individuals will get motivated towards achieving their goals. On
the other hand, it is true that enhancing the potentiality of individuals, different
equipment can also be introduced so that the survey can be done in an appropriate
manner. The firm can also focus on introducing different performance assessment plan
in which individuals’ capabilities can get enhanced (De Bruecker et al., 2015). By
continuing this, it can also be said that over time incentive structure can also be

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introduced in which the existing employees will do the overtime duty and will be able
to earn more.
Conclusion
In this study it can be concluded that depending on the current scenario, it can
be said that human resource department activities influence the business operations. In
order to ensure potential performance, the contribution of HR manager in the
recruitment proves cannot be ignore. By continuing this, it can also be said that rather
than following the traditional recruitment approaches, modern recruitment approach
can play an important role for managing hiring process. On the other hand, enhancing
the potentiality of existing employees, the HR manager can also introduce effective
training and development plan by adding the attractive incentive structure for
motivating individuals towards their job.

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References
De Bruecker, P., Van den Bergh, J., Beliën, J., & Demeulemeester, E. (2015). Workforce
planning incorporating skills: State of the art. European Journal of Operational
Research, 243(1), 1-16.
Goodman, D., French, P. E., & Battaglio Jr, R. P. (2015). Determinants of local government
workforce planning. The American Review of Public Administration, 45(2), 135-152.
Momin, W. Y. M., & Mishra, K. (2015). HR analytics as a strategic workforce
planning. International Journal of Applied Research, 1(4), 258-260.
Turan, H. H., Elsawah, S., & Ryan, M. J. (2019, May). Simulation-based Analysis of Military
Workforce Planning Strategies. In Proceedings of the 2019 International Conference on
Management Science and Industrial Engineering (pp. 68-75). ACM.
World Economic Forum. (2016, January). The future of jobs: Employment, skills and workforce
strategy for the fourth industrial revolution. In Global Challenge Insight Report, World
Economic Forum, Geneva.
Yang, G., Tang, W., & Zhao, R. (2017). An uncertain workforce planning problem with job
satisfaction. International Journal of Machine Learning and Cybernetics, 8(5), 1681-
1693.
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