Answer please .. ( introduction , body and conclusion )

The 130-year-old South Dakota-based energy conglomerate Black Hills Corporation employs approximately 2,000 employees around the world.1 The company knows that accurate workforce planning is critical to its future effectiveness. The problem is that the average age of its line and operations technicians and other key employees increased from 45 to 50 after a recent acquisition. With close to a quarter of its workforce now eligible to retire within seven years, the company recognizes that it may have trouble meeting its obligation to provide gas and electric power with minimal disruptions. Black Hills needs to determine how many employees will retire in a year, the types of talent needed to replace them, where these new hires will come from, and how much training new hires will need to safely assume their new jobs. The company's ultimate goal is to find and recruit qualified people, ensure they become productive within the organization as quickly as possible, and retain them. To keep its business sustainable and execute its growth strategy, Black Hills asks for your advice about how it can meet its staffing goals. One of the biggest planning challenges the company identified was retaining its experienced employees, particularly for its highly specialized skill needs that are difficult to find and for technical positions in which it takes longer for new hires to become productive. Because experienced employees are critical to Black Hills' ability to operate efficiently, it must retain as many workers as it can, and ensure that their knowledge is transferred completely to new employees. The company's growth strategy also means that its need for employees is increasing. Develop action plans for Black Hills to both retain its existing employees and ensure the complete transfer of knowledge to its new hires