What is Diana performing when she calculates the number of employees at the end of each year for staffing estimates?

The process Diana is engaging in when she calculates the number of employees at the end of each year for staffing estimates is best described as trend analysis. This method involves examining data points over a specific period to identify patterns, fluctuations, and trends that can aid in making forecasts about future staffing needs. By analyzing historical employee numbers and looking at trends, organizations can make informed decisions about future hiring requirements and workforce needs.

Trend analysis allows leaders to anticipate changes in workforce demand based on factors such as company growth, industry trends, and economic conditions. This analytical approach is crucial for effective workforce planning, as it provides a solid foundation for understanding how the workforce may evolve and helps in preparing the organization for changes.

This is distinct from other options. While workforce planning encompasses the broader strategy of aligning workforce supply with organizational needs, trend analysis focuses specifically on examining and interpreting historical data for forecasting purposes. Resource management involves overseeing and coordinating the overall use of human resources but doesn't strictly pertain to the calculation and estimation of future staffing levels based on past data trends. Staffing projection is similar to identifying future staffing requirements but does not emphasize the analytical aspect of reviewing historical trends.