F trends and patterns.

Use statistical methods such as time$-$series analysis or regression analysis to forecast future sales.

Project labor demand based on anticipated sales figures, adjusting for the expected decline in in$-$store sales and increase in online sales.

Qualitative Techniques:

Conduct market research to understand changing consumer preferences and behavior.

Interview store managers and department heads to gather insights on staffing needs and potential changes in customer demand.

Consider external factors such as economic conditions and competitor strategies that may impact labor demand.

F demand and internal supply estimates.

Implement recruitment strategies to attract qualified candidates for both in$-$store and online positions.

Develop retention programs to reduce turnover rates, such as offering competitive salaries, providing opportunities for advancement, and promoting work$-$life balance.

Provide training and development programs to enhance employee skills and adapt to changes in technology and consumer behavior.

Dealing with Labor Shortage or Surplus:

Labor Shortage Plan:

In$-$store: Offer incentives for employees to work in multiple roles or locations to cover staffing gaps. Increase recruitment efforts to attract external candidates.

Online: Expand remote work opportunities to attract a broader talent pool. Partner with educational institutions or training providers to upskill existing employees or recruit new ones.

Labor Surplus Plan:

In$-$store: Offer voluntary redundancy packages to employees or explore alternative work arrangements such as reduced hours or unpaid leave. Provide career counseling and support for employees transitioning to new roles or industries.

Online: Repurpose surplus employees for temporar