Question

Forecasting Labor Supply and Demand Trends and events that impact the economy also create opportunities and challenges forecasting the optimal number of human resources in an organization at any given time. The keys to utilizing labor markets for the organization's own competitive advantages are (1) to have a clear idea of the strengths and weaknesses of its existing internal labor force, (2) to be aware of where the company is going in the future and how the current configuration of human resources relates to what it will need in the future, and (3) to know where discrepancies exist between current staffing levels and those needed in the future to meet organizational goals. The first step in the human resource planning process is forecasting. Forecasting is an attempt to determine the supply and demand for various types of human resources to predict within the organization where there will be future labor shortages and surpluses. Historical statistical models and judgmental techniques are used for forecasting labor supply and demand. One type of statistical procedure that can be used for this purpose is the analysis of a transitional matrix, which is a chart that lists job categories held in one period and shows the proportion of employees in each of those same categories in a future period Roll over each of the items below to read about the proportion of marketing employees at different times. Then drag each item nto the correct position in the matrix.

Answer 1

2016 Year Not in Sales Manager Sales Rep Sales Assistant Organization Maintain Management Position Management- Rep Demotion Management- Assistant Demotion Manager Turnover Sales Manager Sales Rep Sales Rep Promotion Maintain Rep Position Rep-Assistant Demotion Sales Rep Turnover Assistant- Manager Promotion Management Promotion Maintain Assistant Position Sales Assistant Sales Assistant Turnover Not in Sales Assistant New Hire Manager New Sales Rep New Organization Hire re