• Human Resource Planning: Auditing of current job by comparing current jobs and future needs of an organization.
• Recruitment: JA not only identifies the job requirement but also outlines the skills needed to perform a job then decides to recruit.
• Selection: JA determines the importance of different skills, knowledge, and abilities by comparing various candidates can be made more objectively.
• Orientation: Duties and responsibilities of a job must be clearly defined before a new employee can be taught how to do a job.
• Training: Not only current and potential employees needs more additional training, certainly the establishment of training objectives is depend on JA.
• Performance Appraisal: By comparing what employee is supposed to be doing to what actual activities has done and then supervisor can determine the levels of employee’s performance and competency.
• Compensation: JA information is very be paid more for doing more difficult jobs. Based on JA, an organization can pay more to jobs with more difficult tasks, duties, and responsibilities8. Safety and Health: JA information identifies possible job hazards and working conditions associated with jobs. From information gathered, managers and HR specialists can work together to identify

Some Human Resource’s Activities