This paper describes the most important procedures in the process of planning and obtaining human resources. The planning of human potential is a process or activity of forecasting the supply and demand of a workforce inside an organization in order to meet the current surplus or deficit of the workforce and foresee them in the future. The planning of human resources also synchronizes and organizes programs to reduce the surplus of the workforce (eg early retirement programs) or to eliminate possible deficits of the workforce ( eg the introduction of temporary workers). There are many internal and external factors that affect the planning of human resources, or organizational factors like strategy, goals, type of work and so on. There are also uncertain environmental factors like the labor market, legal regulations and unions. The obtaining of human resources is an important protective activity for every staff management. This process includes a series of activities and actions like searching attracting and ensuring of the potential candidates. These activities determine the characteristics of the candidates who appear and who are then selected to apply the selection procedures by which the candidates that best suit the demands of vacancies and jobs are chosen. Some companies are using the supply yield pyramid to evaluate how many candidates are required to fill the expected number of open jobs. They can be filled by internal or external sources. The internal sources of provision are simpler because the candidates are already a part of the organization, they know its advantages and disadvantages and its goals. The organization also knows their qualities and abilities. It is done through adverts, direct management recommendations, suggestions from the human resources department and the planning of the successor. There are numerous external sources of provision and their advantage is that they bring new knowledge and ideas into a business. The most common external sources are media advertising, internet, employee recommendations, various private and state employment agencies, through universities and so on. In order to establish a good process of obtaining from an organizational point of view, it is necessary to analyze the other side or to analyze the job search from the candidate's point of view.