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Brenda Slusser Hi Marcus, Not doing all of the areas could potentially hinder effectiveness, along with finding the right person for the position. You mentioned "it contains sales representative possess, and this is necessary for effective job performance". Can you elaborate on this a bit further? Marcus Mccall Explanation of process Description of work activity includes identification of tasks that involves describing the specific duties, responsibilities, and functions that an employee in a particular job performs. The outcome of this task consists of a comprehensive list of work activities and tasks. This will help in providing a basis for developing job descriptions and performance standards. Knowledge, Skills, and training required for the job require identifying the knowledge, skills, and abilities needed for the position. The outcome includes a list of job-related competencies that will help in providing a basis for developing selection criteria, training programs, and performance evaluations (Morgeson, Brannick & Edward, 2020). Data on the range requires collecting data on the various aspects of job performance, including the quality and quantity of work. This includes the time taken to complete tasks and the degree of required supervision. It provides a comprehensive understanding of the range of job performance that will help provide a basis for developing performance standards and evaluating employee performance. Characteristics required in the workplace describe tasks that include physical, social, and organizational factors needed in the workplace. This required providing physical layout, equipment, and implementation of technology. It includes highlighting the culture, policies, and procedures that shape the work environment. The outcome consists of a comprehensive understanding of the workplace context for the job that must be performed. It includes the development of work schedules, safety standards, and policies that support employee performance and well-being. Analysis of tasks There is an order in which the tasks could be completed, with jobs laying the foundation for knowledge and skills development tasks. Schemes are iterative, describing the data collected from each lesson, and may inform about revisions done on previous studies. None of the functions can be avoided in all four charges because this can sacrifice the overall quality and Accuracy of the job analysis process. Every reading is essential for contributing a unique perspective and information that is important for understanding the job of a sales representative (Morgeson & Campion, 2000). The concept of needs assessment fits in the task of identifying the required knowledge and skills. The needs assessment identifies gaps between knowledge, skills, and abilities. It contains sales representative possess, and this is necessary for effective job performance. This information is essential for developing training and development programs that address employee needs and improve job performance. References: Morgeson, F. P., Brannick, M. T., & Edward, L. L. (2020). Job and work analysis: Methods, research, and applications for human resource management (3rd ed.). Sage. Morgeson, F. P., & Campion, M. A. (2000). Accuracy in job analysis: Toward an inference-based modelLinks to an external site. Journal of Organizational Behavior, 21(7), 819–827. https://doi.org/10.1002/1099-1379(200011)21:7<819::aid-job29>3.0.CO;2-I