Based on the above data, answer the following questions.

a. Briefly describe the internal labor market of the company in terms of job stability (staying on the same job), promotion paths and rates, transfer paths and rates, demotion paths and rates, and turnover (exit) rates. Do you notice anything unusual in the com-panys internal labor market or career paths?

b. Forecast the numbers of employees expected to be available in each job category at the end of 2020. Cal-culate the forecasted surplus/shortage for each posi-tion and generate an action plan for each position.

c. Indicate potential limitations to your forecasts. Use the Internet to research three current labor market trends and describe the implications of those trends for staffing.

The Transition Probabilities for 2018-2019 Are the Expected Transition Rates for 2020 Job Category Level SF SP ASM RSM Exit # Empl. End of '19 Sales, Full-time (SF) 1 .50 .10 .05 .00 35 500 Sales, Part-time (SP) 1 .05 .60 .10 .00 .25 150 Asst. Sales Mgr. (ASM) 2 .05 .00 .80 .10 .05 50 Region. Sales Mgr. (RSM) 3 .00 .00 .00 .70 .30 30