The first step in the human resource planning process is forecasting. Forecasting is an attempt to determine the supply and demand for various types of human resources to predict within the organization where there will be future labor shortages and surpluses. Historical statistical models and judgmental techniques are used for forecasting labor supply and demand. One type of statistical procedure that can be used for this purpose is the analysis of a transitional matrix, which is a chart that lists job categories held in one period and shows the proportion of employees in each of those same categories in a future period. The goal of this activity is to complete the transitional matrix to forecast labor supply and demand for several marketing positions within an organization.