"Case Study: The Australian Expatriate IntroductionHuman Resource PlanningThe Human Resource Planning practice to be effective is required to be rightly lined up withthe strategic objectives or goals of an organisation. The Human Resource Planning process iscarried out based along three different phases that can be underlined as follows. The firstphase of the human resource planning process requires the identification of the skill sets andthe number of employees that are required to help in meeting the objectives of the project.This stage thus essentially relates to the forecasting of the required human resources inmeeting the organisational objectives. This phase also relates to the creation of new posts orjob roles in the organisation to contribute in the fulfilment of the objectives of the businessplan. The second important phase of the human resource planning process relates to theidentification of individuals with relevant skills and expertise from inside the organisation.This parameter contributes in identification of the individuals that can be effectivelypromoted or transferred to rightly equip the organisational posts required for meeting thebusiness objectives. Finally the third phase of the human resource planning process reflectson understanding of the right kind and right quantity of people relating to the variousdepartments that would contribute in the meeting of business objectives (Caruth et al., 2008). Relating to the case, Quinn Marrow was required firstly to identify the business plan or thebusiness objectives and thereby is required to identify the people sets with needed expertiseand skills to help the mid-sized organisation in meeting the objectives of the explorationactivity. Like Ed, other employees were also required to be identified with neededengineering and technical skill base to contribute in the accomplishment of the objectives ofthe exploration contract of six months. The sharing of the business and project objectives with the organisational people is taken to have largely motivated the other organisationalpeople in working for the steady accomplishment of the exploration contract project signedwith the Peruvian Company. Recruitment and Selection Practices The middle sized mining organisation headed by Quinn Marrow is required to resort toeffective recruitment and selection methods to help in staffing the right quality of manpowerfrom the external market. The recruitment methods or practices can be taken based on theincorporation of technological resources in the form of suing information technologyresources for advertising the job posts in recruitment portals and also other job sites. Theadvertising of the required candidates through providing of details of the skill sets,qualification and experiences required along job boards would effectively contribute inhelping the business organisation to gain the right quality and strength of manpower to helpin meeting of the objectives of the exploration project. Again, Quinn Marrow could have alsofocused on advertising for the job roles or tasks through the use of Smartphones. The samewould have contributed in generating greater penetration in the job market and would havehelped the organisation in gaining a larger pool of stated manpower resources. The jobseekers in Australia being akin to the use of job boards on the net and also to the use ofSmartphones for seeking of new employment opportunities thereby is taken to help themiddle sized mining organisation in gaining effective access to quality manpower (Fink &Kraus, 2009). Similarly the mid-sized mining company can also work to employ the social media networkslike LinkedIn, Facebook and YouTube to help in attracting a large number of potentialmanpower resources in meeting its business objectives. Other than the viral front the use ofnewspapers and magazines related to employment can also be used on a large scale to attract considerable number of applications for the post. The mining company can also berecommended to take the support of recruitment agents to whom the organisation canoutsource the recruitment functions to be taken care off. The mining organisation can alsowork in the employment of an employee tracking software like Action HRM to helpcontribute in gaining the required quantity and quality of manpower to help in suiting theorganisational and project needs. The above underlined are the different types of recruitmenttactics that can be undertaken by the midsized mining company to help in generating arequired pool of expert and skilled human resources for meeting the objectives of the miningexploration (Macquarie University, 2014). Relating to the selection procedure, the organisation in addition to the employment of crosscultural and psychometric tests is also required to outline and update the different jobspecifications. Further the job specifications are required to effectively match the differentjob roles to contribute in effectively selecting the right quality of manpower in fulfilling theorganisational and project tasks and objectives. The management of the organisation is alsorequired to rightly formulate the selection criteria pertaining to the skills and experiences ofthe different people sets to contribute in meeting the different job roles for theaccomplishment of the business plan. Again the selection process is also required to rightlyidentify and discriminate between the mandatory and the expected requirements of themanpower that are ideally required to fit into the different job roles. Similarly with therequirement of evaluating the age and experience criteria required for fitting into the job rolesthe selectors herein are also required to rightly identify the communication expertise of thedifferent recruits. This parameter rightly judged and evaluated would contribute inappropriately selecting the right personnel for fitting into the job role. Relating to thecommunication parameter the selection process requires working in a specific fashion as tochoosing such candidates that are equipped to work in a diverse cultural framework and are needed to reflect effective interpersonal and inter-cultural skills while working in a teamformulation plan. Finally the selection process to help select the right candidate is required towork in the assembling of the inferences gained from the interviews, past performance andexperience records, results of the different types of tests and also of referrers opinion. Thesame would rightly contribute in fulfilling the objectives of the selection process. The totalprocess would contribute in ranking the different candidates and thereby in recruiting suchapplicants with higher ranks and grades (Australian Human Rights Commission, n.d.)."