The planning of the workforce for Murray Street is to predict the future demands which are as follows: Employment forecasting: This the most important factor in human resource planning, with the use of this technique the manager estimates the number of employees needed to accomplish organisational goals. It is an internal process which deals with the demand for products and services, analysing distribution channel, and budgeting (Putman, 2012). Demand forecasting: It is the assumption made by the firm for its products and services. Woolworths Ltd uses this method to understand consumer demand, which helps the firm in evaluating the fluctuation in demand, which assists the production department so that the entity do not lack goods and services. …show more content…
It focuses on learning impacts which can affect the functioning of stores located at different locations. Scenario planning helps the manager in improving knowledge about the business environment. 4. Analyse the strategies to address gaps or oversupply of future required staff. Manager of a supermarket company aims at analysing gaps because it helps to evaluate the skills and capabilities of the team and preparing the staff members according to the future demand. Further, strategies of addressing gap are used by Woolworths Ltd when there is a technology update, in case of extended growth periods, and when the stores are suffering from a low number of employees turnover. Identifying the gap and oversupply of required staff in future for Woolworths Ltd is important to increase the efficiency and effectiveness at work environment. In addition, recognizing the future demand of workers helps the HR manager in creating the employment plans. Further, finding out the gaps helps the entity in analysing the internal weakness of the organisation which will assist them to overcome the future threats and risks from the external