Which approach would be the best for Avie use to forecast demand for its products?

I would use the quantitative approach, because the trend analysis is a key factor in situations like these. We want to look at the history of sales in this area, and if it’s smart to hire more based on the last few years sales.

What HR planning would assist Avie in determining how many additional workers it would need for the third shift?

Staffing tables would be the best way to determine how many people we will need to hire because it is a graphic representation of Avie Inc. jobs, and shows how many people are currently working. This helps when choosing future employees because you physically see what you need and what you don’t need, which is helpful when forecasting jobs.

Assume that Avie goes ahead with the third shift. What can the company use to evaluate the effectiveness of this strategy in a year’s time?
One way that Avie can compare the effectiveness is by using benchmarking, benchmarking allows Avie to compare their year’s strategy to their competitors. This shows how they have progressed and how effective the strategy really was.

If the demand for Avie’s product should drop in the future and the company is required to lay off some of the staff on the third shift, what would be the best way to determine who, on this shift, should be laid off? (Note that Avie is not unionized.)

When laying off people Avie should consider the seniority of their employees, next they should look at the abilities of their workers. Due to Avie Inc. not being unionized they may layoff the higher seniority, but by using the practice of seniority some people that are in the minority such as women and minority groups, will be heavily affected. Another route Avie could take is to shortened workweeks, reduced shifts, and transfers to related companies, this allows them to save without