Human Resource Planning (HRP) is a systematic process of forecasting an organisation's future human resource requirements and ensuring that the right people with the right skills are available at the right time and place. For a rapidly expanding multinational company, human resource planning becomes a strategic necessity rather than a routine administrative activity. Expansion into multiple geographical locations often creates talent shortages, increasing employee turnover, cultural diversity, and skill mismatches. Therefore, an integrated human resource planning and talent acquisition model must align organisational strategy with workforce planning while ensuring employee engagement, adaptability, and long-term sustainability. The proposed model consists of six interrelated stages: strategic workforce planning, job analysis and job design, talent acquisition through recruitment, scientific selection, employee socialisation, and continuous workforce development. Each stage supports the next, creating an integrated HR system capable of responding to organisational growth and changing business environments. The first stage is strategic human resource planning. The organisation must begin by understanding its long-term business objectives, expansion plans, technological developments, and market requirements. HR managers should collaborate with business leaders to estimate future workforce demand. Demand forecasting should identify the number and types of employees required over the next three to five years. Simultaneously, supply forecasting should evaluate the availability of existing employees, external labour markets, educational institutions, and international talent pools. Gap analysis should compare future workforce demand with available supply. This analysis identifies shortages, surpluses, and competency gaps. If shortages are expected in emerging technologies, leadership roles, or international operations, the company should develop proactive hiring and training strategies rather than reacting to vacancies after they occur. Environmental scanning is another important component of workforce planning. HR professionals should monitor demographic trends, labour market conditions, technological changes, government regulations, immigration policies, and industry competition. Such analysis enables the organisation to anticipate future challenges and prepare suitable workforce strategies. The second stage involves comprehensive job analysis. Job analysis provides detailed information regarding the duties, responsibilities, knowledge, skills, abilities, and working conditions associated with each position. It serves as the foundation for almost every HR function, including recruitment, selection, training, performance appraisal, compensation, and career planning. The organisation should use multiple job analysis methods such as interviews, questionnaires, observation, work diaries, and competency mapping. Digital tools