1. In case of job analysis, there is acquisition of information about the particular job. There is information gathered about the necessary skills required for doing the job, the necessary knowledge required for doing the job, as well as the necessary abilities required for doing the job. In case of job descriptions, there are explanations about the particular job written. The working conditions are explained. Then there is explanation of the responsibilities as well as duties for completing the job. Then there is explanation of every type of skill required to complete the job. Then there is explanation about every type of task in the job. There is also the job title of the specific job explained. In case of job specifications, every type of qualification required for doing the job is described thoroughly. There is description of the experienced required as well as the educational qualifications required for doing the job. Jobs can be analyzed by organizational managers in better ways with the three types of analyzing tools for jobs. The required human resources can be acquired by managers. 2. The first activity is planning. The second activity is forecasting. The third activity is recruitment and selection. The fourth activity is training and development. The fifth activity is determining compensation. In case of the selection process, the first stage is application. The second stage is interview. The third stage is testing. The fourth stage is reference checking. 3. The first type is classroom training. The second type is on-the-job training. There are organizations like Walmart providing opportunities for employees to get educated by learning from reputed universities and getting degrees. There are also employees of organizations trained by providing them with hands-on experience by interacting online and digitally with clients. 4. In case of a performance appraisal, there can be every type of strength as well as every kind of weakness of every employee identified. The areas for improvement of every employee as well as the actual performance and reasons for bad or good performance can be known by managers. This information can also be known by every employee. Employees can be appraised by managers by taking a subjective approach as well as an objective approach.