Which of the following is NOT a typical use of job analysis?

Job analysis is a systematic process used to identify and determine the duties, responsibilities, and skills required for a particular job. Its applications are primarily focused on the management and understanding of human resources within an organization. Typical uses of job analysis include designing compensation structures, recruiting new employees, and setting training and development programs, all of which directly relate to human resources management.

Compensation structures rely on job analysis to ensure that pay levels are appropriate for the job’s responsibilities and market value. Recruitment relies on job analysis to define what qualifications and competencies are necessary for potential candidates, ensuring that the selection process aligns with the job's requirements. Additionally, training and development programs are crafted based on the specific skills and knowledge gaps identified through job analysis, allowing organizations to enhance employee performance effectively.

Creating marketing strategies, however, is not a typical use of job analysis. Marketing strategies are generally designed based on market research, consumer behavior, and product positioning rather than the specific requirements and definitions of jobs within an organization. This makes it clear why this option stands out as the one not typically aligned with the core functions of job analysis in human resources.