Human Resource Management Assignment 2. See Instructions and Build off of assignment 1

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Job Portfolio: Staffing Planning and HR Forecasting

Student’s name

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Job Portfolio: Staffing Planning and HR Forecasting

Organization Background

This portfolio is on Nike. Nike is a global leader in the sportswear, clothing and footwear industries. Its mission is "to bring inspiration and innovation to every athlete in the world", emphasising performance, innovation and accessibility. It seeks to create a leading growth company with innovation through technology and a competitive environment. Appropriate staffing practices mean the company can leverage this human resource to achieve a competitive edge (Herbert et al., 2012).

Selected Position

The position selected for this portfolio is Marketing Analyst.  A marketing analyst is someone who interprets data and makes suggestions on how to modify marketing strategies. (Basu et al., 2023). They undertake market research to determine market trends, consumer behaviour, and to see how successful marketing campaigns are. Nike needs this role for the market fit of products and to stay relevant in various markets.

Staffing Planning and HR Forecasting

Staffing planning is the process of determining the quantity of skills required to undertake an organisation's objectives. Human resource forecasting is forecasting of future staffing requirements (numbers and types), based on strategic business plans and external and internal labour market data (Herbert et al., 2012). They facilitate achieving desired staffing levels to fulfil their stated goals.

Nike's strategic objective to develop its online marketing plans and develop new product lines makes data analytics an increasing priority. Hence, they need more Marketing Analysts. Nike will use quantitative and qualitative methods. Quantitative techniques such as trend forecasting based on historical staffing levels and ratio analysis of staffing levels to business objectives, such as sales, marketing efficiency) are used.

Qualitative techniques are just as crucial. Managerial judgement can predict future staffing needs from their experience and expertise in the business. Scenario development involves considering various future scenarios (e.g. market growth, economic shifts) and staffing accordingly. Nike can project the staffing needs for Marketing Analysts and link them to business objectives from such techniques.

Staffing Strategy

Staffing strategy relates to major decisions about likely acquisition, allocation and retention of talent to achieve organizationals goals. One important decision is whether to acquire or develop talent. Acquiring talent includes recruiting people with the required skills, while developing talent includes upskilling current employees (Menezes et al., 2025). Acquiring marketing analyst talent as opposed to developing talent is probably the best choice for Nike in order to meet the position's analytical and technical skill requirements.

The next aspect is whether employees are appointed from internal or external sources. Internal recruitment involves recruiting from within the organisation for promotions or transfers, while recruitment involves using talent sourced from outside the organisation (Alwi et al., 2022). Nike could use a combination of both strategies. The former will assist with employee development and morale, the latter with diversity, fresh ideas and innovation (Alwi et al., 2022).

Another consideration for Nike is whether the emphasis should be short-term or long-term when staffing. This position should use a long-term focus because Marketing Analysts need to be agile to changing technology, market, and consumer demands too. Moreover, the organisation may prioritise person - job match to ensure that there is a fit between employee skills and job demands. It may also consider a person-organisation match to ensure that the employee fits with the organization’s culture and values.

References

Alwi, K., Hasan, S., & Zaman, S. (2022). Internal vs. External Recruitment: The impact of operational and financial factors. KASBIT Business Journal, 15(2), 115–129. https://kasbitoric.com/index.php/kbj/article/view/267

Basu, R., Lim, W. M., Kumar, A., & Kumar, S. (2023). Marketing analytics: The bridge between customer psychology and marketing decision‐making. Psychology & Marketing, 40(12), 2588–2611. wiley. https://doi.org/10.1002/mar.21908

Herbert, G., Judge, T., & Kammeyer-Mueller, J. D. (2012). Staffing organizations. Mendota House ; Burr Ridge, Il.

Menezes, D., Gumashivili, M., & Kanokon, K. (2025). The role of talent management in enhancing employee retention: Mediating the influence of psychological empowerment. Sustainability, 17(7), 3277–3277. https://doi.org/10.3390/su17073277

Signature Assignment – HRM637

Step 1: Select an organization to feature in your portfolio.

Step 2: Select a position in the organization to analyze.

Step 3: Prepare a portfolio of the planning and recruitment for the chosen position.

Step 4: Selection and orientation process for the selected position

Requirements

Topic: Prepare a Job Portfolio

Include the following in your job portfolio:

· Week 1, Module 1: Strategies for Staffing Planning

· Week 2, Module 2: Job Analysis & Job Description of selected position

· Week 3, Module 3: Recruitment Plan & Structured Interview Questions

· Week 4, Module 4: Selection Process & Orientation

1. Begin by selecting an organization to feature in your portfolio. (e.g., Nike, Amazon, Target, or other)

2. Select a position within the organization to analyze. (e.g., Production Assistant, Sales Associate, Marketing Analyst, Retail Assistant, etc.)

Part 1

Your job portfolio will begin with a brief background of the organization, including its mission and vision. Your portfolio will proceed with the HR forecasting and staffing planning involved for the select position (e.g., Nike plans to launch a new running shoe in the next fiscal year. Describe the strategies associated with identifying the need for a Production Assistant). Due at end of Week 1 in Module 1.

Part 2

Conduct a Job Analysis of the selected position. Begin by providing the formal definition of job analysis as described in the text. Discuss your decision to conduct a job requirements job analysis, or a competency-based job analysis, or a combination of both. Describe the process of collecting information about the selected position. Prepare a Job Description of the selected position and why the need to hire for the job is critical to the success of the organization. Due at end of Week 2 in Module 2.

Part 3

Develop a Recruitment Plan for the selected position utilizing the theories discussed in the text. Discuss recruitment strategies. Evaluate the need for internal recruitment, external recruitment, or both. Why is internal and/or external recruitment important? Define and discuss the structured interview process. Prepare a list of interview questions to be included in your job portfolio. Ensure the interview questions are specific and tailored to the job description. Due at end of Week 3 in Module 3.

Part 4

Discuss the Selection Process for the chosen position, providing an analysis of each step in the selection process as outlined in the text: (e.g., in an external selection process, evaluate initial assessment methods and substantive assessment methods; in an internal selection process, evaluate skills inventory peer/self-assessments, etc.). Finally, discuss your decision-making process for determining a final match as outlined in the text. Develop an orientation plan for the chosen candidate. Due at the end of Week 4 in Module 4.

Formatting

· APA 7th edition format

· Double space/ Times New Roman 12 font

· Cover page and reference page

Written Performance Standards

Structure and Organization

· Clarity of Introduction

· Overview of Topic

· Quality of Writing

· Grammar, Punctuation, Spelling, and Format

Development of Main Points

· Clearly Describes + Emphasizes Key Ideas

· Illustrates Main Points with Examples

· Quality of Writing and Adequacy of Analysis

Concluding Summary

· Summarizes Key Ideas

· Quality of Writing and Adequacy of Summation/Conclusion

Note: While your job portfolio is divided into four specific parts as outlined above, the paper should flow from one section to the next in a seamless fashion, thereby providing the reader with a view of the entire HR process from staffing planning/strategies to job analysis, recruitment, selection, and orientation.

Assignment 2: Signature Assignment Part 2 RUBRIC

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