Human resources planning must necessarily include the development of a plan that does not contradict the goals of the organization. For example, if the plan of the company is to have the best and brightest employees in the labor market in order to pursue a plan of excellence, the human resource plan for the recruitment of employees would take this into consideration. Where the goals of the company further narrows the scope of employees down to a certain age group, the human resource department would also do well to take this into consideration. If a company decides to hire only the top three students in related fields who are under a stated age, part of the human resource planning would include provisions to go to shortlisted schools and offer such identified candidates employment even before they graduate. This might also include other plans targeted toward attracting these candidates if they have already been offered employment elsewhere.
Another pertinent aspect of human resources planning is the development of a system for the assessment of prospective employees. This would include features like tests, oral interview questions, health checks, background checks, and other forms of criteria for employment. They would also be responsible for the training of employees, including the provision of any necessary material to facilitate the training. Human resource planning involves the development of plans for the further development of employees, including workshops, sponsored educational trips, and seminars. The department would also have to develop an incentives plan to act as a source of motivation for the various employees.