Functional Job Analysis (FJA): An Overview
Functional job analysis (FJA) is a systematic process for gathering and analyzing information about a job to determine its essential functions. This type of analysis is used to determine the job requirements and duties of an employee in order to identify the essential job functions, which are the skills, knowledge, and abilities required to perform a job. FJA is an important step in the process of developing job descriptions, selecting qualified candidates, and assessing employee performance.
The FJA process begins by collecting information from a variety of sources, including job incumbents, supervisors, and other personnel related to the job. This information is used to develop a job description, which is a document that outlines the core functions and duties of the job. Once the job description is complete, a job analysis questionnaire is developed to collect additional information about the job. This information is used to identify the essential job functions and the knowledge, skills, and abilities required to perform the job.
Once the essential job functions have been identified, the FJA process can be used to determine the appropriate selection criteria for the job. This includes the education, experience, and personal characteristics needed to perform the job successfully. Additionally, the FJA process can be used to identify potential job training and development needs.
FJA can also be used to evaluate employee performance. By understanding the job requirements and the skills necessary to perform the job, employers can assess the effectiveness of employee performance. This can be done by evaluating the employee’s performance against the job description and essential job functions.
Overall, FJA is a useful tool for employers to understand the requirements of a job and to assess the performance of an employee. It can also be used to develop selection criteria and identify potential training and development needs.
References
Adams, J. (2002). Functional Job Analysis: A Guide to Assessing Jobs. American Society for Training and Development.
Konopaske, R., & Ivancevich, J. M. (2006). Human Resource Management. McGraw-Hill Higher Education.
U.S. Office of Personnel Management. (n.d.). Job Analysis. Retrieved from https://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-policies/#url=Job-Analysis