In the human resource planning process, which activity is generally considered the first step after reviewing the organisation strategic objectives?

Introduction / Context:
Human resource planning (HRP) ensures that an organisation has the right number and type of people at the right time to achieve its strategic objectives. The process follows a logical sequence of steps. After understanding business plans, HR must estimate future human resource needs before comparing that demand with available supply. This question tests your knowledge of which activity is usually considered the first step in the formal HRP sequence after strategic objectives are known.

Given Data / Assumptions:

• The organisation has defined its strategic and operational objectives.
• Human resource planning is being done for a future period.
• HRP involves both demand forecasting and supply analysis.
• The options describe different HR activities, not all of which occur at the start of HRP.

Concept / Approach:
Most HRP models follow a pattern: first, study organisational objectives; second, forecast future human resource demand that will be required to achieve those objectives; third, analyse current and potential supply of human resources; and finally, develop action plans such as recruitment, training, or redeployment. Therefore, once strategic objectives are clear, HR planners estimate how many people with what skills will be needed in various departments and time periods. Activities like detailed job descriptions, exit interviews, or late stage supply analysis are important but do not usually represent the first formal HRP step after strategy review.

Step-by-Step Solution:
Step 1: Focus on the step that directly addresses future human resource requirements derived from organisational goals. Step 2: Option A states assessing future human resource demand based on organisational goals and plans, which matches classic HRP demand forecasting. Step 3: Option B involves preparing detailed job descriptions, which supports HRP but is part of job analysis and may already exist for many roles. Step 4: Option C describes assessing current internal supply only after hiring decisions, which reverses the logical order of planning. Step 5: Option D focuses on exit interviews with people who have already left, which relates to separation, not initial planning. Step 6: Conclude that option A is correctly identified as the first step following strategic review in human resource planning.

Verification / Alternative check:
HRM textbooks and professional HR certifications usually present HRP sequences that start with demand forecasting: how many engineers, salespeople, supervisors, and support staff will be needed in future. Only after that number is estimated do HR professionals look at internal and external supply sources to close any gaps. Organisations that skip demand forecasting and jump directly to hiring risk overstaffing or understaffing. Therefore, option A aligns with both academic and practical HRP models.

Why Other Options Are Wrong:
Option B is wrong because while job descriptions are useful, they are not always created at the very start of HRP; many exist from earlier cycles and are refined as needed. Option C is wrong because assessing supply after hiring decisions defeats the purpose of planning; supply analysis should inform hiring, not follow it. Option D is wrong because exit interviews provide insights for retention or culture but are not part of the first stage of future oriented HRP.

Common Pitfalls:
Students sometimes confuse demand forecasting with supply analysis and may think either can happen first. Another pitfall is to assume that HRP begins with paperwork such as job descriptions instead of connecting directly to strategy. To avoid confusion, remember that HRP is essentially matching demand and supply: once strategy is known, you forecast demand, then compare it with current and potential supply, and finally take action. That sequence explains why option A is the correct answer.

Final Answer:
The first step in HRP after reviewing strategic objectives is Assessing future human resource demand based on organisational goals and plans..