Question 2 (a ,b, c)

EXERCISES 1. Strategy: Addressing a Nursing Shortage Registered nurses are in short supply in the United States a situation that it is expected to worsen. Accord- ing to the Bureau of Labor Statistics' Employment Pro jections 2014-2024, registered nursing is expected to be one of the top occupations in terms of job growth, and a shortage of registered nurses is projected to spread across the country between 2009 and 2030. Many reg. istered nurses are approaching retirement age, and the demand for nurses is increasing as aging baby boomers require more health care. Working in a group of three to five students, re- search the severity of the nursing shortage, if any, in your area. Then develop an action plan to strategically address a nursing shortage in your area (even if one doesn't exist in your area). What are your suggestions for improving the quantity and quality of available nurses over the next two decades? Be prepared to share your answers with the class. 2. Develop Your Staffing Skills: Transition Analysis for the Ascend Sports Equipment Company The Ascend Sports Equipment Company sells sports clothing and equipment for amateur, light sport (running, tennis, walking, swimming, badminton, and golt) enthusiasts. It is the only company in the nation that does this on a door-to-door basis, seeking to bypass the retail sporting goods store and sell directly to the customer. Its salespeople have sales kits that include both sample products, as well as a full-line catalog it can use to show and discuss with customers. The sales func- tion is composed of full-time and part-time salespeople (level 1), assistant sales managers (level 2), and regional sales managers (level 3). The company has decided to study the internal movement patterns of people in the sales function, as well as to forecast their likely availabilities in future time periods. Results will be used to help identify staffing gaps (surpluses and shortages), and to develop staffing strategy and plans for future growth To do this, the HR department first collected data for 2018 and 2019 to construct a transition probability matrix, as well as the number of employees in each job at the end of in 2019 in cach job category. The average transition rates for 2016 and 2017 are in the matrix as the expected transition rates for 2020. It then wanted to use the matrix to forecast the numbers of employees expected to be available in each job category at the end of 2020. The following data were gathered: # Empl. End of '19 500 The Transition Probabilities for 2018-2019 Are the Expected Transition Rates for 2020 Job Category Level SF SP ASM RSM Exit Sales, Full-time (SF) 1 .50 10 .05 .00 .35 Sales, Part-time (SP) 1 05 60 .10 00 25 Ass't Sales Mgr. (ASMI 2 05 .00 .80 .10 05 Region Sales Mgr. (RSM) 3 .00 .00 .00 .70 30 150 50 30 Based on the above data, answer the following ques tions. You should be able to answer all three questions in about one page: a. Briefly describe the internal labor market of the com- pany 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- pany's 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 3. Develop Your Staffing Skills: Forecasting Labor Supply This chapter's Develop Your Staffing Skills fea- ture contains numerous Web addresses for different labor supply forecasts. Working alone, use these and any other relevant resources to forecast the supply of labor for a job in your chosen career path. Write a one- page report summarizing your forecast and present a brief action plan to address any forecasted surpluses or shortages for this position