1. View the Transition Probability Matrix for California (below) which highlights the internal workforce at Siemens. The probabilities (shown in bold) are based on annual rates that are averaged over a three-year period. You will need to complete the chart using the preliminary recommendations/number of approved roles for the upcoming fiscal year. See Phillips, BB for an overview of transitional matrixes
   1. Assume that Siemen's prior workforce analysis for this position, which was conducted three years prior, has predicted the need for 400 FT and 150 PT roles in their California operations

Transition Probability Matrix for: Full and Part Time Wind Turbine Service Technicians, using prior three year averages PT=Part time FT=Full time WTST = Wind Turbine Service Technician
Job code	Grade	FT WTST	PT WTST	Sr WTST	Team Leader	Exit/ Turnover		Employees in current roles
FT WTST	1	50%	10%	15%	5%	20%		400
PT WTST	1	20%	50%	0	0	30%		150
Sr. WTST	3	5%	0	85%	5%	5%		60
Team Lead	5	0	0	0	65%	35%		20

1. The organization has also gathered data, using the same three-year average to predict how many individuals need to be process at each of the 4-stage hiring process. Please leverage this information for understanding the Full-time and Part-time WTST role

Siemens 3 Year Historical Hiring Profile Analysis: Wind Turbine Service Technician

Internal: Historically 100% of the part-time WTST's accept the offered promotion to full-time

External: Historical analysis tells them the following:

• Stage 1: A pool of candidates are sourced who express interest in a given role
• Stage 2: 50% of those that first express interest in the company (Stage 1) make it through the companies first level screen (via an online skills assessment test)
• Stage 3: 80% of those who make it through stage 2 go onto an interview and are given an offer
• Stage 4: 75% of those who are given the offer accept the role

Step 2: Data analysis

Use the data obtained in Step 1 to analyze the potential future trends for this Critical Talent Role considering all of the data you have gathered thus far related to supply, demand, internal movement and your judgement regarding whether historical trends are suitable for predicting future staffing needs for this Role.

I need help with Step 2, analyzing the data. Can you please provide me with an explanation?