What are ways that the organization can ensure that KSAO deficiencies do not occur in its workforce?
Why are decisions about job categories and levels so critical to the conduct and results of HR planning?
What are the advantages and disadvantages of succession planning for all levels of management, instead of just top management?
What is the purpose of each type of job analysis, and how can the three types described in this chapter be combined to produce and overall understanding of work in an organization?
Why do you think employees tend to be only moderately satisfied with many of the job rewards that are most important to them? What are the implications for creating the employee value preposition?
What are the advantages and disadvantages to using multiple methods of job analysis for a particular job?
It has been suggested that “ethical conduct” be formally incorporated as a general competency requirement for any job within the organization. Discuss the pros and cons of this suggestion
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