This study aims to analyse the appointment of functional position which consists of job analysis, employee planning, recruitment, and selection and to analyse the linkage between functional position and the organizational goals. This qualitative research analyses the implementation of job classifications based on function and its linkage with the purpose of the organization. It uses Indonesia's National Civil Service Agency as a case study. The results have shown that the primary data used for job analysis and planning cannot be validated. Recruitment and selection for vacant positions are generally consistent with best practices. However, the relationship between job classification and fulfillment of organizational goals appears uncertain. The effort to increase human resource capacity does not appear to be in a linear relationship with employee performance.