Human resource planning is concerned with ensuring that an organisation has the right number of people, with the right skills, in the right jobs, at the right time. Within this framework, job analysis and job evaluation play a foundational role because they provide systematic information about jobs and their relative worth, which in turn supports effective manpower deployment and utilisation. Job analysis is the process of systematically studying and collecting information about a job in order to understand its content, activities, responsibilities, working conditions and the human qualities required to perform it. It focuses on what is done in a job, how it is done, why it is done and the conditions under which it is performed. Through job analysis, management identifies the tasks, duties and responsibilities associated with a job and the competencies needed to carry them out effectively. Job evaluation, on the other hand, is a systematic process of determining the relative worth or value of different jobs within an organisation. Its primary concern is not the jobholder but the job itself, and it seeks to establish a rational basis for comparing jobs so that equitable wage and salary structures can be developed. Job evaluation assesses jobs in terms of factors such as skill, effort, responsibility and working conditions and ranks or grades them accordingly. While job analysis provides descriptive information about jobs, job evaluation uses that information to make judgements about the comparative importance of jobs for compensation and organisational hierarchy. The distinction between job analysis and job evaluation can be clearly brought out on several grounds. In terms of meaning, job analysis is an information-gathering process that describes jobs, whereas job evaluation is a decision-making process that determines job worth. With regard to purpose, job analysis aims to understand job requirements and duties to support recruitment, training, performance appraisal and job design, while job evaluation aims to ensure internal equity and fairness in pay and to maintain a consistent wage structure. In terms of scope, job analysis covers the detailed study of individual jobs, whereas job evaluation compares jobs across the organisation. Job analysis is qualitative and descriptive in nature,