Part 1: External Factors Analysis Use information from your annotated bibliography to: - Describe factors affecting the labor market. Include related business and labor employment statistics. Think of this part as describing "What's happening." - Forecast anticipated shifts in the labor market. Provide a rationale for each projected shift. Think of this part as evaluating "What are the ramifications?" Part 2: Internal Factors Analysis - Identify and describe five to seven roles in a core segment of a business of your choice. They should be mission-critical roles, ones that are key to competitive advantage and revenues. - Describe how to evaluate organizational needs for these positions. What data needs to be collected and from whom? Consider both qualitative and quantitative information. - Describe how you will gather this information. Consider the role of surveys and historical data as well as strategies like the Delphi technique, the nominal group technique, and creating scenarios. Part 3: Forecast Plan For your HRM strategy to be effective, it must be results-oriented. Create a forecast plan that includes the following: - Describe how you will use your external and internal factors analyses to create an accurate forecast. - Develop a list of the competencies (skills, knowledge, and attitudes) that employees will need to demonstrate in order to measure the success of your plan. - Describe the procedures you would use to track and measure results from Parts 1 and 2 . - Describe the anticipated level of uncertainty and its effect on the HR forecasting time horizon