A key benefit of role analysis is the identification of excessive communication links and other in built process delays. Once identified and removed the process life cycle will be and operating costs reduced and training needs analysis rendered manageable.

When considering business expansion or contraction key decisions need taking on layering or de-layering instead of these decisions being arbitrarily made before and after models using role analysis will reveal how best to optimise resources.

With role analysis the individual will have a greater perspective on their roles, activities, work environment, objectives and priorities making training needs analysis effective.

With roles becoming realigned and better identified, role analysis will lead to improved decision taking, setting of priorities etc. i.e. the domain of ownership is enhanced. Consequently individual role holders can produce better time management plans leading to a realistic and attainable result oriented culture i.e. they will make a greater value adding contribution.

With role analysis changing role responsibilities, competence definitions will be reassigned and roles can be reevaluated.

With an improved role structure, and realigned competencies, performance review and development systems become more effective, and personal development plans more meaningful, as does HRD strategies.

Rationalising roles also leads to improved succession plans and effective training needs analysis without which human potential cannot be realised.