Value of Essential Functions Analysis

Value of Essential Functions Analysis

Essential Functions Analysis is conducted to determine the key purpose of a job position, the essential functions that are crucial to the successful performance of an employee in a specific position, the work conditions and environment required for the essential functions in a position to be performed, the emotional and mental demands needed to perform the essential functions in a specific position successfully and the skills and abilities that a person must have to perform the essential functions in a specific position. Essential Functions Analysis is also vital in determining how or if an employee’s work restrictions may affect a position’s traditional emotional, mental, or physical demands and identifying where reasonable accommodation considerations are needed. Therefore, organizations can apply Essential Functions Analysis to improve human resource management operations such as workforce staffing planning or talent management.

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The Role of an Essential Functions Analysis and How That Data Ultimately Impacts a Compensation Plan when Setting Salaries for Each Position

According to Ayandibu & Kaseeram (2022), workforce planning is the process of analyzing current employees and planning for staffing requirements that an organization may have in the future by analyzing the talent gap, developing strategies to manage existing staff, and setting recruitment strategies. The main components of the workforce staffing planning process include business growth, talent availability, current skill or knowledge gap, and the age of the existing employees. Organizations can apply Essential Functions Analysis in operational and strategic workforce planning to ensure employees have the right knowledge, skills, and competencies. Operational workforce planning focuses on streamlining the daily operations that an employee must complete. Consequently, strategic workforce planning includes aligning the workforce with an organization’s objectives, goals, and vision (Willis et al., 2018). Essential Functions Analysis can be used to create workplace schedules by enabling an organization to determine the number of employees available to complete specific functions. Essential Functions Analysis is also applicable in evaluating employees’ talents and anticipating future talent needs, thus effectively completing the workforce staffing planning process.

The data gathered in Essential Function Analysis in the workforce planning process can be used to develop an effective compensation plan that considers an employee’s responsibilities, job demands and the skills needed to complete the tasks within the job. Compensation is vital in enhancing employee commitment and job satisfaction (Singhvi et al., 2018). Compensation is also vital in increasing organizational performance and competitive advantage. According to Zhou & Shaw (2019), the main types of compensation include incentive pay, base pay, benefits, and wage and salary add-ons. The data gathered in Essential Function Analysis in the workforce planning process can be used to establish the value of every position in the organization, thus shaping the compensation structure. For example, the data on job functions and the skills needed to complete the tasks in the job function can be used to set salaries for the position.

Conclusion

Employees play a vital role in an organization’s success hence the need to ensure that they are well compensated. Essential Functions Analysis can help organizations effectively plan their workforce and design a proper compensation structure. For example, Essential Functions Analysis can be applied in the workforce staffing process planning to ensure that they have employees with the right knowledge, skills, and competencies, and create workplace schedules by enabling an organization to determine the number of employees available to complete specific functions and evaluate employees’ talents and anticipate future talent needs in the organization thus effectively completing the workforce staffing planning process. The data gathered through Essential Function Analysis in the workforce planning process can be used to create a compensation structure by depicting the value of every position in the organization.

References

Ayandibu, A. O., & Kaseeram, I. (2022). The Future of Workforce Planning. Research Anthology on Human Resource Practices for the Modern Workforce, 2202–2224. https://doi.org/10.4018/978-1-6684-3873-2.ch110

Singhvi, Prof. A., Dhage, N. N., & Sharma, P. P. (2018). Compensation and its impact on motivation, employee satisfaction, and employee Performance. International Academic Journal of Organizational Behavior and Human Resource Management, 05(02), 1–43. https://doi.org/10.9756/iajobhrm/v5i2/1810012

Willis, G., Cave, S., & Kunc, M. (2018). Strategic Workforce Planning in Healthcare: A multi-methodology approach. European Journal of Operational Research, 267(1), 250–263. https://doi.org/10.1016/j.ejor.2017.11.008

Zhou, X., & Shaw, J. D. (2019). Compensation, rewards, remuneration. Management. https://doi.org/10.1093/obo/9780199846740-0156

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Overview:
Explain the value of conducting an EFA.
Instructions:
Describe the role of an Essential Functions Analysis in Workforce Staffing Planning
Process/Talent Management process and how that data ultimately impacts a
compensation plan when setting salaries for each position.

Requirements:
• Submit a Word document in APA format.
• Maximum three pages, minimum 500 words in length, excluding the Title and
Reference pages.
• At least two resources.