responsibilities of the job as well as its important features such as working conditions and safety hazards. The job specification summarizes the personal qualities, traits, skills, and background required for completing a certain job. These two may be completely separate or in the same document. Uses of information Recruitment and selection : An organization distinguishes a pool of potential candidates for a job position from the overall population of available workers through the process of recruitment; this is followed by selection, during which the applicants who will be employed by the company are definitively chosen. The former process attracts workers to apply using various methods of advertising the open position, which can include newspapers advertisements, government agencies, or verbal referrals. The latter process can involve interviews with individual applicants or reviews of their previous work experience. Job analysis produces both an explanation of the activities and responsibilities that an employee in a certain position must undertake while working (a job description) as well as that of the ideal characteristics and abilities that the employee should have in order to perform well (a job specification). These pieces of information can be used in recruitment by contributing to the content of a company's advertisements, helping ensure that the candidates with the correct attributes apply, and in selection by certifying that the chosen candidates are fit for the position. Compensation: The payments made by an organization to its employees for their services to the company, through an hourly wage or otherwise, is known as compensation. Job evaluation attempts to determine the value of a job position compared to others within the same organization, to help ensure that the compensation of employees in various positions is equitable. Job analysis can be used during job evaluation by providing descriptions of positions that will be ranked; rankings may sometimes be based on the appearance of predetermined factors that have been deemed important in the descriptions. Other pieces of information, such as the salaries that employees of other organizations with the same job position earn, are generally considered in combination with job evaluation to determine specific compensation rates. Performance appraisal: A performance appraisal compares each employee's actual performance with his or her performance standards. Managers use job analysis to determine the job's specific activities and performance standards. Training: The job description should show the activities and skills, and therefore training, that the job requires Discovering unassigned duties: