Literature Review on Human Resource

Personal Experience with HR
Human resources analysis is the process of assessing the needs of an organization in
terms of human capital and determining the best way to meet those needs. HR analysis aims to
ensure that an organization has the right mix of people with the right skills and abilities to meet
its business objectives (Mahapatro, 2022). I have had a few personal experiences with HR, and I
have to say that they were all positive experiences. The first time I had to deal with HR was
when I applied for a new job. I was nervous about the whole process, but the HR representative
was helpful and made me feel a lot more comfortable. They answered all my questions and
helped me complete the necessary paperwork. The second time I had to deal with HR was when I
had some work problems. I went to HR to talk to them about the situation, and they were
understanding and helpful. They listened to my concerns and helped me devise a plan to solve
the problem. I appreciated their help and guidance.
One of the most memorable was when I was first starting my career. I had just landed
my first job and was excited to begin working. I remember going into the HR office to fill out
some paperwork, and the woman helping me was just so kind and helpful. She made me feel so
welcome and comfortable, and I appreciated that. However, I have also had some negative
experiences with HR. One time, I was trying to switch jobs within the company I was working
for, and the HR person I was dealing with was so unhelpful and unprofessional. She made the
whole process complicated and stressful, and I did not get the job I wanted. I have had a lot of
experience with HR over the years, and I have to say that it has been mostly positive. I have
worked in various industries, and HR has always been there to help me with whatever issue I

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had. They have always been very professional and helpful, and they have always been able to
resolve any issue I had.

Overview of HR Analysis

Planning
Several different approaches can be used to conduct HR analysis, but all of them share
some common elements. First, HR analysts will need to collect data on the current workforce,
including information on job roles, skills, and experience levels. This data can be gathered
through surveys, interviews, and analysis of employee records (Mahapatro, 2022). For example,
an organization looking to expand into new markets may need to add employees with specific
skills or experience. If an organization is experiencing high turnover, it may need to assess its
training and development programs to ensure that they meet employees' needs. After the gaps
have been identified, HR analysts will develop plans to address them. These plans may involve
recruiting and hiring new employees, providing training and development opportunities, or
changing the organizational structure (Alamri, 2020). HR analysis is essential for ensuring that
an organization has the people it needs to meet its business objectives. By collecting data on the
workforce and identifying gaps, HR analysts can develop plans to ensure that the organization
has the right mix of people with the right skills and abilities.
Planning helps organizations utilize their workforce and resources better. By planning,
companies can avoid potential issues that could arise from not having enough resources or staff.
Additionally, planning can help organizations identify and develop training and succession
planning programs to ensure the continuity of skilled workers (Nurus, 2018). Furthermore,
effective planning can help to improve communication and coordination between different
departments within an organization. Ultimately, planning is a critical component of human

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resource management that can help organizations to achieve their goals and objectives.
Organizations that engage in planning activities as part of their human resource function are
more likely to be successful in achieving their business goals (Alamri, 2020). Planning helps to
ensure that an organization has the right mix of employees in terms of skills, experience, and
knowledge. Additionally, planning can help identify any gaps in an organization's workforce that
need to be addressed. Human resource professionals engaged in planning activities are more
likely to succeed in their roles.
Recruiting
Recruiting is one of the most critical human resource components because it is finding
and hiring qualified candidates to fill vacant positions within an organization. The goal of
recruiting is to identify and