In job analysis, which information is least likely to be gathered by an HR specialist?

In job analysis, the primary focus is on understanding the nature of the job itself, the activities performed, the required skills and qualifications, and the expected performance outcomes. Therefore, data regarding work activities, human behaviors, and performance standards are central to effectively analyzing a job.

Work activities involve the specific tasks and responsibilities associated with a job, allowing HR specialists to define the job's core functions. Human behaviors pertain to the interpersonal skills or traits necessary for success within the role, while performance standards help establish the benchmarks for evaluating employee performance in that job.

On the other hand, employee benefits options are related to the broader context of employment rather than specific job responsibilities or performance expectations. Benefits are typically designed at the organizational level to attract and retain employees, and while they are important for overall employee satisfaction and engagement, they do not directly pertain to job analysis itself. Therefore, gathering information on employee benefits options is least likely to be a focus in the context of job analysis.