for this one too --- A job analysis and a job description serve distinct but interconnected purposes within human resource management. A job analysis is a systematic process used to gather and examine information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job (Unit 3 Powerpoint, n.d.). It is considered the foundation of many HR functions, such as recruitment, selection, training, performance evaluation, and compensation. The job analysis helps identify the essential functions and required knowledge, skills, abilities, and other characteristics for successful job performance (Unit 3 Powerpoint, n.d). The outcome of this analysis is typically the creation of a job description and a job specification. In contrast, a job description is a document that clearly outlines the specific tasks, responsibilities, and working conditions associated with a job role (Unit 3 PowerPoint, n.d.),. It includes essential functions, required skills, physical demands, environmental factors, and other legal considerations. For instance, in the Tuna Sea Food Export case, job descriptions were used to clarify expectations and responsibilities for positions like the Manager of International Sales & Marketing and the Quality Assurance Manager, helping to prevent role confusion and duplication of work (Rajapaksha, 2024). In practice, job analysis is used when an organization needs to evaluate or create roles such as during organizational restruct