1. Advanced planning for Human Resources seeks to reduce discrepancies between demand and supply of needed staff to prevent inability to meet business opportunities.

2. Detailed job descriptions come from careful analysis of the tasks and duties of the job through performing a job analysis. Also, all jobs in an organization should be designed to include motivating features and eliminate elements causing dissatisfaction, to better enable the organization to reach its goals.

3. Recruitment of individuals that could eventually be successful employees requires use of internal and external sources and the latest techniques, within legal guidelines. Also, selection of the final candidates requires a close fit between the requirements of the job and the qualifications and aptitudes of the individual. Selection tools including psychological testing, and other screening methods should be used to obtain the best results to predict successful job performance.

4. Proper utilization of employees in all job categories is essential to comply with current anti-discrimination laws. periodic monitoring of the employment practices of the organization is essential for avoiding underutilization of certain employee groups.

5. The level of performance of employees in their jobs must be appraised, and improvement strategies implemented to assure the department and overall organization reaches its objectives. Performance appraisal programs must be designed to test specific areas of job-related performance to also assure compliance with the law.

6. Accurate pricing of the job structures of the organization is essential to both assure  proper budgeting for human resources, as well to compete for talented employees in the current labor market. Also, the pay range of the job should be designed to avoid "wage compression" where the pay no longer properly reflects the skills, responsibilities etc. of the job compared to others in the job hierarchy.

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