As a consultant, I would assess the current staffing level at HMV and identify the problems related to the demand and supply of human resources. Based on the information provided, here are my recommendations: 1. Problem with Current Staffing Level: The problem with the current staffing level at HMV appears to be a misalignment between the demand for human resources and the available supply. HMV is facing a significant loss of sales and needs to adjust its operations to align with customer requirements and reduce costs. However, it seems that the staffing levels have not been adjusted accordingly. The demand for human resources may not be in sync with the current business needs, leading to inefficiencies and potentially higher labor costs. 2. Immediate Actions for Jennifer: To ensure that HMV matches its supply and demand for human resources in the near term (next year), Jennifer should consider the following actions: Conduct a comprehensive workforce analysis to determine the exact staffing needs of each department and location. Evaluate the skills and competencies required for the new business strategy and identify gaps in the current workforce. Implement workforce planning strategies such as redeployment, retraining, and resizing to match the workforce to the business needs. Consider hiring temporary or contract employees to address immediate skill shortages while minimizing long-term commitments. Implement performance management and productivity improvement measures to optimize the existing workforce. 3. Forecasting Techniques for Predicting Demand: To predict the demand for human resources over the next 5 years, Jennifer should consider using the following forecasting techniques: Trend Analysis: Analyze historical data on sales, customer trends, and workforce requirements to identify patterns and trends. Scenario Planning: Create multiple scenarios for the future, considering different business outcomes, and estimate workforce needs for each scenario. Market Research: Gather market intelligence to anticipate changes in customer preferences and industry trends that may affect staffing requirements. Employee Surveys: Collect feedback from employees about their workload, skill gaps, and suggestions for improvement. External Benchmarks: Compare HMV's workforce ratios and staffing levels with industry benchmarks to identify gaps. 4. Recommendations for the Next 5 Years: If the business situation remains the same over the next 5 years, Jennifer should consider the following actions: Continuously monitor and adjust staffing levels based on changing business conditions. Invest in employee training and development to ensure that the workforce remains adaptable and skilled in meeting evolving customer needs. Consider long-term workforce planning strategies such as succession planning to address potential leadership gaps. Explore alternative workforce models, such as flexible work arrangements and remote work, to optimize staffing costs. Stay agile and ready to pivot the workforce strategy if there are unexpected changes in the business environment