How does job analysis support managers making pay decisions

I’m trying to learn for my Management class and I’m stuck. Can you help?

PLEASE RESPOND TO THIS, I MUST COMPLETE A PEER REVIEW ON THE BELOW. Thanks

Please demonstrate critical thinking abilities. No fewer than 100 words for post.

For this response, should outside sources be used to support the content within the postings, proper in-text citations and correctly formatted references should be prepared consistent with the APA (6th edition). The list of references should be physically positioned at the end of the postings.

2. Job analysis has been considered the cornerstone of human resources management. Precisely how does it support managers making pay decisions? What is the critical advantage of quantitative approaches over conventional approaches to job analysis? What would you say to managers who argue that the job analysis process is a waste of time?

Job analysis is a process of the managers collecting information that can help them identify the similarities and differences in the workplace. It better identifies the skills and experiences needed to perform different jobs. When these managers find a person to fill the job they have a written set of job descriptions, job evaluations and job structures. It identifies the required skills and experience for hiring purposes and performance evaluation standards. Quantitative methods facilitate statistical analysis of results and allow more data to be collected faster. The critical advantage of quantitative methods is that it is practical and cost effective (Milkovich & Newman & Gerhart, 2014). Additional outcomes of a job analysis include making employee recruiting and hiring plans, position postings and advertisements, and performance development planning within your performance management system. The job analysis is a handy tool that you can use to populate any of these processes for employment success (Heathfield, 2017).