Why are decisions about job categories and levels so critical to the conduct and results of HRP? Within the process of human resource planning (HRP), what part do job categories and levels play? How do they affect the final results? How does the underlying job analysis relate to subsequent planning?
Identify a team-based job situation. What are examples of job-spanning KSAOs required in that situation? In your discussion distinguish between whether you are dealing with an effective (or ineffective) work groups or team. How do job spanning elements relate to effectiveness and outcomes? How would you identify the key KSAOs?