the representation of women and minorities in various job categories of the company in view of the affirmative action plan that the company has undertaken.
Staffing in the organisation takes into account both the number and quality of people who are recruited, moved within the firm and finally retained in the firm that are moving in and out (Mc Grow Hill Higher Education, “Staffing Organisations”). Historical data as presented in the transition probability matrix throws light on the forecast of HR availabilities. It has been found that the immediate labour supply for the company is the labour working within the organisation. It can be achieved with the help of internal labour market. According to the Markov analysis, it is seen that the company has used the method of internal promotions in order to fill up certain posts. Such phenomena are more common in positions like department manager, assistant store managers and also store managers. According to estimates, 16% of the shift leaders in the organisation would be promoted to the post of department manager. 6% of the department managers are expected to be promoted to the position of assistant store managers. 8% of the store managers are expected to be promoted to the position of store managers. However, estimates also predict that apart from these, there will be extensive requirement for workforce which can only be supplemented by labours from outside the organisation. Hence, there is plenty of scope for external recruitment and hiring. This is mainly because of the fact that only 52 to 66 percent of the employees remain in the same position for a single year. However, the company is expected to recruit new employees because tremendous unemployment prevails in the labour market, despite the fact that increase in the number of managerial and professional jobs will somewhat reduce the number of jobseekers for managerial position in the company.
The work strategies in the organisation are extremely streamlined