4. Job analysis is so important to HR managers that it has been called the building block of everything that personnel does. Describe four instances that demonstrate the use of job analysis information in various HR activities. (15 points) 5.Imagine that a very recently recruited employee wants to quit. What possible problems could be happened during recruitment? What should the company have done to prevent this? Please discuss with examples. (15 points) 6. Imagine that you are the HR manager of a company. You have two employees; one has a great potential but low in performance assessment, the other has low potential but high-performance assessment. What possible HR planning activities might be developed and why? (15 points)