Which sequence correctly represents the HR planning steps?

Which sequence correctly represents the HR planning steps?

• A. Strategic Analysis; Internal Analysis; Gap Analysis (between labour demand and supply); Plan to close the labour gap; Review
• B. Strategic Analysis; Gap Analysis (between labour demand and supply); Internal Analysis; Plan to close the labour gap; Review
• C. Internal Analysis; Strategic Analysis; Gap Analysis (between labour demand and supply); Plan to close the labour gap; Review
• D. Review; Strategic Analysis; Internal Analysis; Gap Analysis (between labour demand and supply); Plan to close the labour gap

Answer: (A)

The sequence tests how to line up HR planning with the business that will drive the right people into the right roles at the right time. Start by understanding the strategic direction so HR links to where the organisation is going. Then assess what you already have inside the organisation—the internal analysis—to map current skills, capabilities, and constraints. With that foundation, compare future labour demand with the forecasted supply through gap analysis to identify where shortfalls or surpluses will occur. Next, plan concrete actions to close those gaps—recruitment, training, redeployment, succession planning, or other adjustments. Finally, review the outcomes to monitor effectiveness and adjust the plan as needed. This order makes sense because you need the strategy to shape demand, the internal picture to know what you can rely on, and a clear gap to target with an actionable plan, followed by feedback to keep the plan on track. Other sequences jump ahead of needed insights or revisit the review too early, which can lead to misaligned or ineffective HR actions.

The sequence tests how to line up HR planning with the business that will drive the right people into the right roles at the right time. Start by understanding the strategic direction so HR links to where the organisation is going. Then assess what you already have inside the organisation—the internal analysis—to map current skills, capabilities, and constraints. With that foundation, compare future labour demand with the forecasted supply through gap analysis to identify where shortfalls or surpluses will occur. Next, plan concrete actions to close those gaps—recruitment, training, redeployment, succession planning, or other adjustments. Finally, review the outcomes to monitor effectiveness and adjust the plan as needed.

This order makes sense because you need the strategy to shape demand, the internal picture to know what you can rely on, and a clear gap to target with an actionable plan, followed by feedback to keep the plan on track. Other sequences jump ahead of needed insights or revisit the review too early, which can lead to misaligned or ineffective HR actions.