Decisions Based on Job Categories and Levels - Assignment Example

There has to be accurate harmonization between jobs as well as vertical smooth communication amongst job levels in order to obtain inter-functional coordination. The meaning of this is that the management of an organization must be used to gaps of employment such as shortages, surplus, or even deficiencies in between levels of jobs as well as job categories. (Zeiger, 2014) For this to be achieved there is the requirement for knowledge of, as well as control over the workforce elements as well as their individual connections.

If decisions are to be made in the absence of such inter-connections linked between job levels as well as job categories, the outcome will be a labor force that is disgustingly out of balance in terms of moreover a qualitative sense or a quantitative sense. The decisions that are made for the adjustment of gaps of employment are dependent on, together with the external sources of employment as well as the internal sources of employment. For instance, if decisions are poorly conceived, the outcome could be the impossibility of promoting from within caused by understaffing. Another reason for this could be an absence of employee training at certain job levels or in certain job categories (Zeiger, 2014). The lack of ability to promote from the inside is a clear implication of additional expenditure for the firm caused by the requirement of external recruitment as well as the lack of progression for the employees in the organization. 

Decisions on job categories and levels are critical to the conduct as well as results of the HRP since they are a way to achieve the goals o the organization. Their absence is likely to lead to a workforce that is imbalanced. In addition, they help cut costs of the organization through internal recruitment and create employee morale.