Essential Functions Analysis-Employment

Essential Functions Analysis-Employment

In employment, it is essential to identify the core job responsibilities an employee must fulfill, regardless of any accommodations. An Essential Functions Analysis (EFA) is a systematic process used to determine the fundamental duties of a position. It plays a crucial role in various areas, including recruitment, performance management, workplace accommodation, and compliance with disability laws. The information in this paper provides an in-depth understanding of an Essential Functions Analysis, defining and describing it. Essential functions refer to the fundamental job duties that an employee must perform, with or without reasonable accommodations (Smith & Rees, 2017). These tasks are critical to the position and align with its purpose and objectives. Essential tasks must be identified for a variety of purposes, including assessing adequate job requirements, creating reasonable accommodations for employees with disabilities, evaluating job performance, and assuring compliance with anti-discrimination legislation.

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The primary purpose of conducting an Essential Functions Analysis is to clearly define and outline the critical tasks that an employee must be able to perform. According to Kiato et al. (2017), this analysis is a foundation for several critical employment processes. Regarding job descriptions, EFA allows the incorporation of essential functions into job descriptions to provide potential candidates with a clear understanding of the position’s requirements and expectations. In the recruitment and selection stage, EFA helps employers to establish job criteria and qualifications necessary for successful performance. As a result, effectiveness is achieved in evaluating candidates during the selection process. Further, EFA plays a vital role in determining whether an accommodation request from an employee with a disability is reasonable. It allows employers to assess whether the requested accommodation would enable the employee to perform the job’s essential functions. Another area of EFA analysis relates to performance management. Notably, essential functions are a basis for evaluating an employee’s performance. When these functions are defined appropriately, employers can set performance expectations, conduct effective evaluations, and provide constructive feedback.

It is essential to evaluate and consider how an EFA is conducted. Several steps are followed when conducting the EFA. The steps include job analysis, task identification, essential function determination, documentation, and review (Wilton, 2019). Regarding job analysis, a comprehensive job review is conducted, which includes reviewing job descriptions, speaking with supervisors and employees, observing work processes, and examining relevant documents. Regarding task identification, all tasks and responsibilities associated with the job are identified. Notably, this step involves breaking down the job into smaller components to capture the specific duties and activities. In the third step, essential functions are determined from the list of identified tasks. Certain variables are evaluated to determine whether a function is vital, such as the rationale for the position, the repercussions of not completing the function, the frequency of performing the activity, and the competence required. Regarding documentation, the essential functions are documented precisely, and the information is typically included in job descriptions (Stone et al., 2020). Regarding the last step, EFA should be periodically reviewed and updated to account for any job or organizational requirements changes. Essentially, this ensures that the analysis remains accurate and relevant over time.

Overall, Essential Functions Analysis (EFA) is a critical process for identifying a job’s core duties and responsibilities. It provides a clear understanding of the essential functions that employees must perform, with or without reasonable accommodations. EFA contributes to effective recruitment, selection, performance management, and compliance with anti-discrimination laws. Employers can enhance their hiring practices, provide appropriate accommodations, and foster a productive and inclusive work environment by conducting a thorough analysis and documenting the essential functions.

References

Kianto, A., Sáenz, J., & Aramburu, N. (2017). Knowledge-based human resource management practices, intellectual capital, and innovation. Journal of Business Research, 81, 11-20.

Smith, P. E., & Rees, G. (2017). Strategic human resource management: An international perspective. Strategic Human Resource Management, 1-616.

Stone, R. J., Cox, A., & Gavin, M. (2020). Human resource management. John Wiley & Sons.

Wilton, N. (2019). An introduction to human resource management. An Introduction to Human Resource Management, 1-632.

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Unit 4 Pre-Assessment: Essential Functions Analysis
Attached Files:
File Unit 4 Pre-Assessment.pdf Unit 4 Pre-Assessment.pdf – Alternative Formats (131.062 KB)
Due: Sunday by 11:59 pm
Essential functions are the basic job duties that an employee must be able to perform, with or without reasonable accommodation. This assignment explores EFA.

Refer to the attached document for assignment details and grading rubric.
Note: You must complete the pre-assessment first. Any journals posted before a pre-assessment is completed will not be graded until the pre-assessment is posted.