Final answer:
In a corporate upstream/downstream model, HR is most likely to perform strategic planning, which is critical for aligning human capital with the company's long-term strategic goals. While training and development are essential for workforce effectiveness, strategic planning at the corporate level involves more integrated and long-term investments in human capital.
Step-by-step explanation:
In the context of an upstream/downstream model in Human Resources at the corporate level, HR is most likely to perform strategic planning. This activity involves guiding the overall direction of the company's workforce development and aligning HR practices with the company's strategic goals. Strategic planning may include assessing current organizational capabilities, forecasting future HR needs, and aligning human capital with corporate objectives. This may involve long-term planning regarding the development of leadership, succession planning, and organizational design.
In contrast to strategic planning, activities such as training and development planning, compensation analysis, and benefits administration are often more operational and focused on immediate or short-term HR needs. Training and development is indeed crucial for the growth of human capital and the effectiveness of the workforce, as studies have shown that organizational training can lead to improved productivity and profits, but it typically does not occur at the corporate level in the upstream/downstream model. Conversely, strategic planning is about making thoughtful investments in human capital, requiring a broader and more integrated approach toward developing skills and knowledge that add long-term value to the organization.