There are many functions of human resource management, one of the most essential parts revolves around the process of acquiring human capital and the methods used to retain, motivate and compensate employees. Many factors are involved in the overall process, including the following: a job analysis, recruitment and selection, hiring the best candidate, their evaluation and appropriate compensation. Each part of the process affects the other, from ensuring you have an accurate job description to determining the appropriate compensation level. Beginning the process of hiring a new employee begins with an analysis of the job description for the position to be filled. . It is essential that the hiring manager collaborates with human resources staff to review the accuracy of the job description (to include the job title), current responsibilities/duties as well as any special requirements. These requirements may be skills, a certain level of education, or specific physical abilities (for example, lifting 50 pounds). Job analysis gives the manager the opportunity to review each job statement in the job description and then determine the level of knowledge, skills, and abilities (KSAs) required for each job statement. The KSA and job statements should be included in the job description and it is important that the job statements are concrete and specific and that the KSAs demonstrate the level of skill and abilities required for the job. There are various methods to facilitate the job analysis process and one of them is to use O*NET, which is the professional information network that lists many detailed job descriptions. This can help develop task statements, KSAs and assist in the middle of the document......provided an evaluator maintains objectivity in their evaluation. An evaluator must be able to support their ratings with specific and relevant examples, otherwise the quality of the evaluation and the employee will ultimately suffer. Great care must be taken in the process to relate the actual assessment results to the correct numbers on the scale. Works Cited Gray, G. (2002). Performance reviews DO NOT WORK. Industrial Management, 44(2), 15. Kanter, R. (1987). The attack on wages. Harvard Business Review, 65(2), 60-67. O’Connell, K. (2007). The importance of strategically designed compensation plans. Benefits & Compensation Digest, 44(9), 20-25. Use incentive pay in the right way to reward performance. (2010). Salary Survey Report, 10(7), 10-11. The RSS survey reveals that significant increases are replaced by incentive pay. (2008). Salary Survey Report, 8(7), 1-12.