How does job analysis differ from job evaluation?

The correct choice highlights that job analysis and job evaluation serve distinct but complementary purposes within the realm of human resource management. Job analysis involves systematically gathering, documenting, and analyzing information about a job's duties, responsibilities, required skills, outcomes, and work environment. This process is essential for creating accurate job descriptions that outline what a job entails.

On the other hand, job evaluation assesses the relative worth of jobs within an organization to establish fair compensation systems. It determines the value of a job in comparison to other jobs, considering factors like responsibilities, required qualifications, and market trends. By correlating job analysis with job evaluation, organizations can ensure that employees are compensated fairly based on the complexities and demands of their roles.

The other options misrepresent the functions of job analysis and job evaluation. The first option incorrectly states that job analysis assesses employee performance, which is not its focus; rather, it investigates the job itself. The third option mistakenly limits job analysis to entry-level positions, when in fact it applies to all levels within an organization. The final option is inaccurate as job evaluation does not create job tasks but rather evaluates existing jobs for their worth and compensation related to tasks. Thus, option B accurately captures the essence of both processes.