Reference no: EM132547767

Requirements: A "career path" in a given occupation can be defined as a series of increasingly responsible and demanding "jobs," where at least some of those jobs are prerequisites for one another, like prerequisites for college courses. When we think of professional careers, we often think of progressions like "Jr. Accountant, Accountant, Financial Analyst, Accounting Manager, Division Comptroller, CFO."

Smart companies arrange step-wise progressions for non-exempt (hourly paid, typically non-degreed) employees in order to retain them over time. For example, an employee of a residential moving company might go through the following sequence of positions: Loader B, Loader A, Lead Loader, Truck Driver, and Project Coordinator, where each job requires the expertise gained in its predecessor. You should search for at least a couple of articles that treat these kinds of "job families" for non-exempt (or "hourly") employees.

When companies create job families, they are said to have "internal labor markets," which means that, aside from an entry-level position, which can be filled "off the street," recruitment for the higher-level jobs is almost always done within the company.

Once you have done your research and reflected upon this matter, please address the following questions:

Question 1. What are the advantages to a company of having such job families?

Question 2. Do you believe that, over the long term, job families are good for profits, or not? Why?

Question 3. What are the advantages to the employees? Are there disadvantages to the employees that you can think of?

Question 4. Overall, why would you recommend (or not recommend) the use of job families?