Kitchen cabinet and appliance distribution Company expects an increase in annual sales during

the next 10 years from 1,500,000 to 2,250,000. Our advices for HR planner are:

• Company only scanning its external environment but it need to scan its internal strength
and weakness also.
• Managers’ domain knowledge should be incorporated into forecasting methods.
• Company should have proper segmented target market.
• HR planner should analyze staffing capabilities and change in productivity after on-the-
job training, as appropriate training program makes required job cost-effective.

In this case, HR planner Mr. Rodriguez collected data from different distributor to determine the
relationship between Sales and No. of installers. But the data is not following any trend. For
example: No. of installer needed for 1.5 million sales it is 7 and for 2 million sales it is 9. For
2.5 million sales it is 15 where it needs to be 11. It shows that the data is not following any trend.
On the other hand forecast in short range is more accurate then long range so, forecasting for 10-
years of demand on the basis of using only the plotted information will be risky in the rapid
changing environment. When making forecasts in situations with high uncertainty, use more than
one method and combine the forecasts.

Mr. Rodriguez should consider other factors like-

Technological developments and shifts:

He should consider the external source of employees with newly developed skills, knowledge
and abilities. More over technological change can reduce the No. of installer and increase the
productivity.

Changing workforce composition and patterns:

There should be huge competition so according to demand company can hire part-time employee
to archive cost effectiveness. It will help company profitable.