I have to assume your selected organization will go through a major change within one year.

Determine the forecasting approaches and (HR) employment practices that will be used and how they can be economically effective. The company I am needing to refer to is Peet's, however, there isn't much information on it and if there was I don't even think that I would know what I was looking for. Can someone please give me some guidence.

To determine forecasting approaches and HR employment practices for Peet's, an organization going through a major change within one year, here's how you can approach the situation:

1. Define the major change: Start by understanding what the major change for Peet's might be. Is it an expansion into new markets, a merger/acquisition, a change in product/services, or a restructuring of the organization? Clearly identifying the nature of the change will help in selecting appropriate forecasting approaches and HR practices.

2. Forecasting Approaches: Forecasting helps estimate future HR requirements and align them with the company's goals. Depending on the specific nature of the change, you can consider different forecasting methods:

a. Qualitative Methods: These methods rely on subjective judgment, expert opinions, and manager inputs to forecast employment needs. Techniques like scenario planning, Delphi method, and managerial estimates can be used.

b. Quantitative Methods: These methods involve using historical data and statistical analysis to forecast future workforce needs. Examples include trend analysis, regression analysis, and workforce analytics.

c. Mixed Methods: Combining qualitative and quantitative methods can often lead to more accurate forecasts. By using both methods, you can achieve a more comprehensive understanding of Peet's specific needs.

3. HR Employment Practices: Once you have a forecast of the future workforce needs, you can align your HR practices to ensure they are economically effective. Consider the following practices:

a. Recruitment and Selection: Implement focused recruitment strategies to attract candidates with relevant skills and experience for the changed needs. This can include using job boards, leveraging social media platforms, or working with recruitment agencies to access talent pools.

b. Training and Development: Invest in training and development programs to upskill existing employees for the new requirements. This can reduce external hiring costs and maintain continuity within the organization.

c. Succession Planning: Identify potential leaders within the organization who can fill critical positions during the change. Develop plans for their growth and readiness to ensure smooth transitions and minimize disruptions.

d. Performance Management: Align performance management systems with the new organizational goals, providing clear expectations, regular feedback, and alignment of rewards and recognition.

4. Economic Effectiveness: In considering the economic effectiveness of these approaches, focus on balancing costs and outcomes. Ensure that the cost of implementing these practices is justified by the desired outcomes, such as increased productivity, reduced turnover, and improved employee satisfaction. Keep in mind the short-term and long-term benefits of these practices for Peet's.

Remember, since specific details about Peet's are not readily available, be sure to adapt the approaches to the company's industry, size, target market, and organizational context.