The Hudson Institute study, "Workforce 2000," created an awareness that labor markets are going to be dramatically different in the year 2000. The themes from Workforce 2000, events from the early 1990s, and the dynamics of local labor markets can be combined. At the analytical level, these three components form tracks that can be used to analyze the effectiveness of recruitment, hiring, training, and development. Workforce 2000 themes include a forecast that in the year 2000 there will be key shortages of skilled workers; divergent quality of life, income, and life prospects; and a culturally diverse work force. External key events include availability of skilled workers from Department of Defense cutbacks, the underrepresentation of females in higher decision-making jobs, and the challenge to seniority systems from the proposed Civil Rights Act of 1991. Human resource planning and forecasting models can be used to quantify specific job movements in local labor markets related to Workforce 2000 themes. A proposed human resource forecasting technology methodology uses the U.S. Navy's Availability (AVAIL) external labor market modeling system. It can be important in forecasting labor market differences in geographic areas and in specific occupations. (24 references) (KC)