Through employees from different ethnic backgrounds and different cultures

          Through studying multiple literature reviews in certain sectorsaround the world, we have concluded several things regarding Planning and RecruitingPractices. Firstly, many organizations are still behind today’s fast-paced businessenvironment which has created a huge gap. It is said that workforce planning approachesthat focuses on traditional practices such as identifying, predicting andmodelling are being criticized as simple and outdated and not supporting to systematicworkforce planning resiliency (Naccarella & Wraight, 2016). Additionally, thesesectors are facing slow, inadequate and inexistence response to the systematic workforceplanning (Freyens, 2010). Similarly, to recruitingpractices, organizations need to analyze thedemographic changes in order to succeed in the next coming years.

It isstated that these organizations need to incorporate nontraditional recruiting strategiesand to rethink and restructure to enable these organizations to retain andattract talented employees from different ethnic backgrounds and different cultures(Wiley, 1992).            Our research and analysis isimportant as from the evidence above, we will be conducting a research based ona Qatari organization called “Woqod”. That will help organizations in general tobenefit from as we have set couple of objective to achieve through this study: a.      To identifying the importance andbest practices of Human Resources Planning and Recruiting functions, accordingto the literature reviews.b.      To understand and analyze Woqod stateand it’s needs.c.      To Evaluate the organization’s effectivenessof achieving the two HR functions according to the best practices identified inliterature reviews.

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d.      To offer best recommendations forthe organization to help align its practices to our recommended approaches.