A strategy used by the HR department to assess the job roles in an organization is called Functional Job Analysis (FJA). Companies use this method to create job descriptions accurately and to evaluate the applicants.
FJA enables breaking down the job roles into 7 areas: data, reasoning, things, people, worker instructions, language, and maths. Analysis of an employees’ tasks considering these roles is a vital part of the job analysis process.
Although this method enables the managers to understand the employee better, it is hard to standardize the organization’s analysis as it emphasizes quality more than quantity.
FJA allows organizations to pay more attention to the employees who will enhance the company’s overall value. In addition to evaluating how well an employee can perform the job, this type of job analysis also describes how the employee’s performance affects his or her teammates. Apart from companies, FJA helps employees understand essential tasks to be accomplished and qualifications to be achieved.
A functional job description is a document wherein all the requirements and responsibilities of a particular job position are mentioned. In addition, it also includes which tasks to be performed and how various requirements will be assessed.
Following are the different types of job analysis methods.
FJA is conducted in the following steps.
The information to be gathered in an FJA are: