Lakhasly

In 1975, Microsoft came into existence as a BASIC processor marketing company. The product quality has made Microsoft famous. It is now an international computer technology company. It was founded by Bill Gates and Paul Allen. After rolling out this private IPO across the stock markets, it rose to become among the top five in the U.S. IT companies - along with Google, Apple, etc.

Our topic today is functional analysis. The essence of functional analysis can be likened to dismantling the complexities of a particular field; it involves studying, detailing, and dividing the components and requirements of the function identified in the field of the workspace. Job analysis seeks to understand the different dimensions of the job – expected tasks, responsibilities, and professional requirements (both skills-based and experimental).

The process of job analysis usually involves a comprehensive examination and assessment of the job description— including its functions and how it relates to other functions within the organizational framework. Moreover, job analysis might entail engaging current employees as well as field experts through interviews, observing employees in action, on-the-job job tasks surveys and other data collection tools.

The concept of job analysis is rife with various theories. One such theory is that of career enrichment which places its focus on enriching employee satisfaction and performance levels by broadening the scope of job responsibilities with increased challenges. This theory holds significance within job analysis— aimed at elevating work quality standards while also fostering employee participation drive quality work and sustain workplace motivation.

One of the main and most commonly used theories in the job analysis process is the “Classical Functional Analysis Theory,” also known as the Functional Function Analysis Model. This theory is fundamental and common in the field of human resource management and organizational work sciences.

Classical functional analysis theory focuses on the analysis of tasks and responsibilities related to a particular job. Functional analysis aims to understand the requirements and content of jobs in detail, including the specific tasks that an employee must perform in the job, the main objectives of the job, and the responsibilities and powers associated with them.

Using classical functional analysis theory, a function is analyzed into its main components, such as tasks, partial functions, and repetitive activities. These components are documented in detail, including a description of the tasks and requirements needed to perform the job effectively, such as the necessary skills and qualifications.

Classic job analysis helps organizations in several aspects, including guiding the recruitment and selection process to select the right employees, identifying training and development needs, creating salary and reward structures based on job value, and defining and evaluating performance criteria.

But it should be noted that although the classical use of functional analysis theory is common, there can be a variety of approaches and tools used in the job analysis process between different organizations and different functional areas.

Here lies the importance of functional analysis:

Job analysis is an important part of human resources management, helping to identify recruitment requirements and select suitable candidates for jobs, develop appropriate training and development programs, evaluate employee performance, and design compensation and benefit structures.

The scope of human resources includes many areas, functions and benefits associated with human resources management:

1-In the domain of human resources, two primary functions are talent acquisition and employee development. The former involves identifying the organization's manpower requirements and devising methods to draw in appropriate candidates. This encompasses crafting job descriptions, promoting job openings, adopting varied recruitment methodologies, and evaluating potentials through assessments and interviews.

2-Employee development, on the other hand, entails nurturing individuals in distinct skill domains through training and developmental interventions. These initiatives involve ascertaining training needs, designing and delivering programs post which tracking participants' advancement is done. An additional provision for continuous learning is also included in these programs.

Our choice of this content was precisely because of its importance and also because of Microsoft's excellence in applying this content and motivating its workers by choosing some ways to stimulate and create a healthy work environment.

Now, to give you a simple idea of what you will learn on this topic, we will take an idea of Microsoft’s motivational practices and problems facing Microsoft, as well as what the course concept is, how Microsoft responds to globalization, how the company can achieve sustainability, and some suggestions for Microsoft.