: A “career path” in a given occupation can be defined as a series of increasingly responsible and demanding “jobs,” where at least some of

: 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 go into LIRN and 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, address the following questions: Use the required reading, the  lectures, and the sources cited in the lectures to justify your  position, along with additional research you have done.

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