Human Resource Planning is a systematic process of anticipating and providing for the movement of people into, within, and out of an organisation. Its central concern is to ensure that the right number of employees with the right skills, knowledge, and attitudes are available at the right time to achieve organisational objectives. Within this framework, recruitment, selection, and placement play a critical role as they translate HRP forecasts into actual human resources. Alongside these, internal mobility practices such as transfers and promotions, and well-designed career planning policies, strengthen long-term HRP by ensuring continuity, optimal utilisation of talent, and employee development. Recruitment is the process of identifying and attracting potential candidates to fill organisational vacancies. In the context of Human Resource Planning, recruitment acts as a bridge between manpower forecasting and actual staffing. HRP identifies future human resource requirements based on business strategies, expansion plans, technological changes, and labour market trends. Recruitment policies and practices are then aligned with these forecasts to ensure that adequate numbers of suitable candidates are available when needed. Effective recruitment supports HRP by reducing gaps between demand and supply of human resources, preventing both shortages and surpluses. For example, if HRP indicates a future need for specialised technical skills, recruitment efforts can be directed towards specific institutions, professional networks, or geographic regions well in advance. Thus, recruitment is not a reactive activity but a planned response guided by HRP objectives. Selection is the process of choosing the most suitable candidate from the pool generated