FutureTech Industries is a mid$-$sized manufacturing company specializing in advanced electronics and smart devices. The organization has been growing rapidly due to increasing demand for its products. To sustain this growth, FutureTech's leadership team has developed a five$-$year strategic plan that includes launching new product lines, expanding into international markets, and adopting cutting$-$edge technologies such as artificial intelligence in its manufacturing processes.

However, the HR department has identified a potential gap in its workforce. While the company has a sufficient number of operational personnel, there is a lack of clarity on the requirements for supervisory and managerial roles in the future. The leadership team has tasked the HR department with developing a comprehensive manpower plan that aligns with the organization$$s strategic goals. This includes using demand forecasting techniques to estimate the number and skills of employees needed at all levels.

The company currently employs $1,500$ people, with $80\%$ in operational roles, $15\%$ in supervisory roles, and $5\%$ in managerial roles. The current job designs have been largely static for the past five years, and HR needs to revise these to reflect the company$$s future needs, keeping in mind the knowledge and skills required for the upcoming technological changes and market expansion.

Critically evaluate the statement: "Demand assessment for operational personnel is not a problem, but projections for supervisory and managerial levels are difficult."

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Note: In your response, discuss why forecasting demand for operational personnel is relatively straightforward while projections for supervisory and managerial roles are more complex.$$