1. Precise Training Identification Using Job Analysis 2. Career Development with Comprehensive Job Information 3. Enhancing Performance through Job Analysis 4. Leveraging Job Analysis for Optimal

Question: Please write these in different words Training, development and career planning, which is based on up-to-date job descriptions and specifications produced through job analysis, allows for the accurate identification of training needs (skills gaps) and monitoring of performance standards. Detailed job information can assist managers and employees in career planning by identifying developmental needs. • Performance management, which makes use of job analysis to set an employee's level of performance according to the work standards identified through job analysis. It also allows a manager to develop, assess and maintain a subordinate's performance effectively. The performance management system may lead to decisions involving rewards, promotion, or discipline and in terms of South African labour law, there is an onus on employers to defend their decisions. These decisions can be defended only if they have been derived from a thorough job analysis. • Ergonomics, which calls for the use of job analysis as an aid in efforts to design a job or workspace for more efficient performance. Jobs should fit the person, paying attention to posture, back, hand movement, and the environment in which the job is performed. • Health and safety procedures, which depend on a job analysis to uncover safety hazards and dangerous operating procedures associated with the job. • Organisational restructuring, downsizing, rightsizing, and mergers are all terms associated with adaptations in jobs people do and the way they carry out these jobs. Some jobs may become redundant while others will take on more duties and responsibilities (multiskilling). Job analysis can be instrumental in re-arranging and re-organising the jobs in a company. • Labour relations, which finds in job analysis a useful tool for employers faced with the implications of labour legislation and employment equity. The Employment Equity Act requires that employers' recruitment and selection policies be free from all forms of discrimination. Job analysis provides the means whereby criteria on job content can be identified for recruitment and selection procedures. HR research, which needs job analysis to provide the researcher with a starting point when investigating organisational variables such as absenteeism, labour turnover, and job satisfaction.