Imagine you are an HR consultant who has been hired by the CEO of a company with very little HR forecasting expertise. (The hypothetical company can be in any industry of your choice.) Using what you learned in Lesson 4 (textbook Chapter 4), address the following:

1. Explain why companies often group their human capital requirements into categories as part of their HR forecasting process, such as paying special attention to specific jobs and/or types of employees.
2. List and briefly define the four categories of job/employee that are often a focus within HR forecasting.
3. Provide one example of each category in (b) that could apply at the company.
4. For each of the four examples you identify, explain the rationale for giving special attention to these types of employees.
5. Explain whether or not these employee categories are mutually exclusive and provide an example to illustrate your point.