$\backslash$table$[[$Job Category,$\backslash$table$[[$Job$],[$Level$]],$FTSA $(\%),$PTSA $(\%),$ADM $(\%),$DM $(\%),$Exit $(\%),\backslash$table$[[$Current Num$],[$Employe$]]],[\backslash$table$[[$Full$-$time sales associate$],[($FTSA$)]],1,55,10,5,0,30,15,120],[\backslash$table$[[$Part$-$time sales associate$],[($PTSA$)]],1,30,50,2,0,18,3,780],[\backslash$table$[[$Assistant department$],[$manager $($ADM$)]],2,5,0,75,14,6,3,780],[$Department manager $($DM$),3,0,0,0,65,35,1,210]]$

Now research the employment trends of retail sales workers using the U$.$S$.$ Department of Labor Bureau of Labor Statistics website at

www$.$bls$.$gov and other resources you identify. Consider this information when forecasting future gaps or surpluses. You might also consider targeted skill sets or demographics and determine if you can obtain information about skill or demographic trends in your targeted area.

If you forecast a gap between the anticipated supply of qualified sales associates and Chern's anticipated demand for them, determine whether the gap is temporary or permanent. Then, make some recommendations about how Chern's can best address the gap. Be sure to reread the relevant section of Chapter $5$ before you do so$.$

Assignment

a$.$ Conduct a transition analysis.

b$.$ Summarize the internal labor market and highlight any trends or forecasted gaps.

c$.$ Based on the transition probability matrix, calculate how many new full$-$time sales associates should be hired externally to maintain a headcount of $15,120$ full$-$time