Human Resources Manager and Investment and Financial Analyst Jobs

Purpose: This paper develops a structured staffing plan for two strategic organizational roles: the Financial and Investment Analyst and the Human Resources Manager. The purpose of this paper is to propose role-specific recruitment, selection, onboarding, and retention strategies that improve hiring quality and support sustained organizational performance. Methodology: Using a descriptive and analytical methodology, the study synthesizes established human resource management and staffing literature. The paper proposes internal recruitment for the Financial and Investment Analyst position to leverage organization-specific financial knowledge. Findings: For the Human Resources Manager role, external recruitment through professional networking and social recruitment channels is proposed to broaden the candidate pool and enhance talent quality. Selection systems are structured using multi-method assessment approaches that combine resume screening, ability tests, and work sample assessments. The study also outlines cut-score banding as a flexible decision rule. Unique Contribution to Theory, Practice and Policy: The main implication of this paper is that staffing decisions should be aligned with job-specific competencies. Overall, the framework provides an integrated staffing approach that enhances workforce capability, improves retention, reduces turnover risk, and strengthens organizational performance.