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Job Analysis

The document discusses job analysis, which involves analyzing job demands and identifying potential causes of injury. It describes how job analysis is useful for various aspects of worker health and safety, including matching worker abilities to job demands, making hiring decisions, and identifying risks. The main types of job analysis are identified as job demands analysis, task analysis, and ergonomic evaluation. Job demands analysis objectively identifies the physical, sensory, and environmental demands of a job. Task analysis provides more detailed measurements of specific tasks. Ergonomic evaluation mathematically analyzes risks identified in the job demands analysis. The document outlines benefits and applications of comprehensive job analysis, as well as the typical process involving reviewing job descriptions, observing and documenting tasks, interviewing stakeholders

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akheel ahammed
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822 views

Job Analysis

The document discusses job analysis, which involves analyzing job demands and identifying potential causes of injury. It describes how job analysis is useful for various aspects of worker health and safety, including matching worker abilities to job demands, making hiring decisions, and identifying risks. The main types of job analysis are identified as job demands analysis, task analysis, and ergonomic evaluation. Job demands analysis objectively identifies the physical, sensory, and environmental demands of a job. Task analysis provides more detailed measurements of specific tasks. Ergonomic evaluation mathematically analyzes risks identified in the job demands analysis. The document outlines benefits and applications of comprehensive job analysis, as well as the typical process involving reviewing job descriptions, observing and documenting tasks, interviewing stakeholders

Uploaded by

akheel ahammed
Copyright
© © All Rights Reserved
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Job Analysis

The need to analyze job demands was first


recognized in the early eighteenth century in
Europe
The first cause of injury identified by
Ramazinni
noxious vapors and very fine particles

The second cause


violent and irregular motions and unnatural
postures
Leading to following problems
Carpal tunnel syndrome
repetitive motion problems,
cervical strains,
low back pain, and

The results of a Job Analysis are useful


in many aspects of the Worker Care
Spectrum-for matching
workers' functional capacities with the job;
for making hiring and job placement
decisions;
for identifying and correcting risk exposure;
for determining Work Conditioning or Work
Hardening goals; and
for designing a modified job to ensure a
safer return to work

The term Job Analysis refers to the total


analysis continuum of which
Job Demands Analysis (JDA),
Task Analysis (TA) and
Ergonomic Evaluation (EE) are subsets.

Depending on the complexity of the job


to be analyzed and the purpose for the
assessment, there may be one or
several types of analyses completed

Job Demands Analysis


A Job Demands Analysis (JDA) is an objective
and systematic procedure to identify the
demands of a particular job
The demands of a job can include;
basic physical demands
lifting,
carrying,
pushing, and
pulling,

mobility requirements
walking and
climbing

Job Demands Analysis


sensory and perceptual demands
hearing and
vision,

vocational requirements and environmental


conditions
exposure to heat,
cold, and
Vibrations

Each demand is considered separately and in


combination with other job components.

Task Analysis (TA)


The TA measures in more detail the
frequency, duration, and forces generated.
When a JDA identifies that lifting of "X"
pounds "X" number of times is potentially a
high risk, a TA would be performed.
In a TA you would measure the height
lifted, the distance carried, the weight and
frequency
TA provides a detailed picture of the
demands placed on the worker by a
particular task.

Ergonomic Evaluation
Ergonomic Evaluation is a
mathematical analysis of any aspect
of a job that is identified during the
JDA, as "hazardous" or of "risk" to
the worker
The evaluation of worker capability
is defined as a Functional Capacity
Assessment.
This measures an individual's
capacity to sustain performance in

PURPOSES AND APPLICATIONS


Worker and Job Match
the specific demands of a job can be
compared objectively and
systematically to a diagnosed medical
condition ensuring appropriate
placement
the job demands can be used to
quantify strength, endurance, rangeof-motion, and other physical factors
required by a job

Other applications of the Job


Analysis that ensure the worker and
the job are appropriately matched
are as follows
Rehabilitation requirements
Job modification
Reasonable accommodation
Training and injury prevention programs
Job and tool design and redesign

Rehabilitation Requirement
A basic understanding of the job and its demands assist
the treatment team in setting specific and realistic
rehabilitation goals with the worker
A JDA provides the baseline for comparison of the
worker's current level to the demands of the job
This subsequently facilitates objective decision-making
as to whether or not the worker is rehabilitatable to that
particular job
The job analysis can be used to set the attainable
performance level prior to a worker returning to their
job

Job Modification
Through the job analysis process, specific aspects of a
job that exceed the individual's work capacity, or
present potential hazards can be identified
This baseline of information permits the Industrial
Therapist and other members of the team to reduce
risks by modifying the hazardous aspects of the critical
task
Through job modification the worker can gradually, yet
progressively, return to work in their fullest capacity

Reasonable accommodation
To accommodate an individual, the specific mismatches
between the job demands and the abilities of the
individual need to be identified
Employers must provide reasonable accommodation for
disabled employees unless such accommodation causes
the employer "undue hardship
Reasonable accommodation entails making facilities
and jobs accessible to, and performable by disabled
employee
Job restructuring, scheduling, workplace modifications,
and other adjustments are required to accommodate
the disabled individuals

Training and injury prevention program


To ensure that workers receive adequate training for a
job, it is essential to know the demands of the various
tasks involve
Once the requirements of a job are quantified, training
programs can be designed and implemented to
inculcate the required abilities
Injury prevention programs that do not consider the
specific demands of a given job may not assist in
reducing the injury rate
In order to develop effective injury prevention
programs within a given setting, one must have a
clear understanding of the demands of the jobs on the
workforce

Job and Tool Design and Redesign


To effectively redesign jobs and tools a JA may be
performed on the new job and equipment
New production lines without thorough analysis may
lead to costly worker problems and additional
equipment change

BENEFITS OF A COMPREHENSIVE JOB


DEMANDS ANALYSIS

The potential benefits can includes


An improvement in productivity and morale
General improvement in the well-being of the worker
Reduction of work related physical and psychosocial discomfort
Overall improvement in the workers' health
Reduction in the incidence of occupational related injuries
Reduction in absenteeism rates
A reduction of personnel complaints regarding the work
environment
Improved cooperation between management, the union, and labor

THE PROCESS
Step 1: Review the Job Description
Review the job description, whether it be written or
verbal.
This provides an overall view of the job and how it fits in
to the organization.

Step 2: Collect The Necessary Equipment


Collect all the necessary equipment and forms

Step 3: The Job Demands AnalysisObserve, Measure, and Document the


Job
On-site observation
The observer must witness the performance of all
tasks associated with a given job, any variances that
may occur from one work station to another
Observation includes
the objective measurement of forces generated,
distances traveled or reached,
frequencies of occurrence,
postures assumed and
durations of various activities

Step 4: Interview Stakeholders


Interviews are conducted only on completion Of the Job Demands
Analysis in order to maintain objectivity and to reduce the chances
of being biased by the general attitude of the organization
The observer must bear in mind that each location will have its own
managerial and political hierarchy that must be considered.
The Job Demands Analysis Form should be reviewed with the major
stakeholders to ensure that they are in agreement with the findings,
and that all components of the job have been observed in the
correct context

Step 5: Perform Task Analysis


If a job contains ergonomic hazards which may require equipment
redesign, recommend an ergonomist.

Step 6: Report and Recommendations


Once the job has been observed, measured, analyzed, and
documented, the information is gathered into a report
Reporting formats may differ depending on the reason for the JA
Recommendations for
Ergonomic evaluation,
Work station redesign,
Training,
Accommodation, and
Job modifications may also be included in this report

Review the report and recommendations with the major stakeholders


to ensure all team members understand the findings
As a result of this meeting, a set of actions may be developed if
follow-up is required.

MAKING THE RECOMMENDATIONS


Job Modification
Recommendations for accommodations or job modifications can be
classified into five general types
1. Physical Accommodation
It encompasses not only the actual work station, but may also include
products that are unique to the individual
Height of a desk to accommodate a wheelchair
Adjustable desk height to accommodate a sit/ stand requirement
Ergonomically designed chairs allowing for adjustable back support
Changing the distance workers must reach to access equipment or tools
Providing a motorized scooter for those employees who cannot walk long
distances
Arm or wrist support for repetitive tasks
Rearranging office furniture
Materials handled can be bundled in smaller weights or more manageable box
size

2. Environmental Adaptations
Attention to the impact the work environment may have
on an employee
Temperatures that are either too warm or too cold can be
adjusted mechanically or with the use of room dividers
Loud noises can be diminished with head sets or acoustical room
area enclosure

3. Work Site Modification


Site accommodations will not only accommodate the worker's need, but can
be beneficial to the entire business
Ramps and easily opened doors are necessary for wheelchairs but also benefit
older workers, delivery, and sales people
Elevators labeled for people with and without vision
Restrooms with grab bars, large enough for wheelchairs
Flooring-highly polished floors are hazardous to people on crutches, and too rich a
carpet pile
is difficult for wheelchairs

4. Job Restructuring
Job restructuring may lead to a redesign of a production line or the entire
operation of
a unit
Unnecessary task procedures can be identified
Reassigning tasks to make the greatest use of individual's skills results in
accommodation as well as increased efficiency

5. Work Activities Modification

Work activity modifications are changes to the general work requirement

Altering arrival and departure times to assist with transportation needs

Dividing rest and lunch breaks into more frequent, shorter rest period

RETURN-TO-WORK TRANSITION
In some cases, a worker can be returned to the job
assignment at the end of rehabilitation without the need
for any interim lower demand work
In others, there is need to provide meaningful
productive activity while the worker is acquiring the
strength and capability to assume the ultimate job
assignment

Transitional Modified Job


In building up to this job, the worker may be given a transitional
modified job
The goal of transitional modified work is to maximize the work
contribution and rehabilitative progression of the employee
The first steps are typically a Job Demands Analysis and a
Functional Capacity Assessment of the work

The Transition Process


The return-to-work transition process include

Prepare the job and task demands analysis

Determine the worker's functional capacity

Compare the job demands analysis with the worker's functional capabilities to
determine if their major limitations are related to strength, mobility, work
environment, or work condition

Then identify a task that does not require demands in areas of limitation

If the worker is being assigned a transitional job, the Therapist typically offers
modified work in the form of a progression by hours and by task

Identify how the tasks of the job which the employee is unable to do
currently, will be addressed
Prepare a new Job Demands Analysis to describe the work
assignment
If it is a transitional job, discuss the modified work and the
progressed or stepped hours with the worker
Keep all pertinent information in a disability management file for
each person

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