Do you know the concept of square pegs in round holes? Well, that's a mistake that regular people can afford to make in their local planning committee for an annual festival. In a small company, it leads to a loss of efficiency and probably money. In a big company, its effects are more disastrous, especially when the mistake is made on multiple fronts. The concept of functional job analysis exists to prevent such outcomes.
Functional job analysis is the process of qualifying job requirements and candidates' skills to match both as efficiently as possible. It doesn't sound easy because it isn't. The system's indirect goal is to ensure that the wrong people do not find their way into certain jobs. A functional job analysis is easy to carry out in a small business with a relatively meager operation and few employees. It could be a significant factor for growth. However, in a major company with thousands of employees, the complexity of such an analysis rears its ugly head, and its success is even more critical.
Placing the right people in the right jobs: Along with unearthing quality candidates during every hiring process, this ranks highest in determining the success of a company/organization. The process involves a thorough assessment to determine how employees perform in their roles.
Increasing organizational efficiency: When a company reaches a certain size, there is the potential for unnecessary overlapping roles and functions. This could subsequently lead to inefficiency in performing duties and allocating resources. Analyzing roles, interrelationships, and impacts could help clarify things.