Professional Documents
Culture Documents
7
Job Analysis
Jane O'Callaghan
Sharon Suwitzer-Mclntyre
Educaton Work
Training Hardening
Job
Analysis
Job
Moditication Cornditicnung
Jce
Modthcaten
"Manifold is the harvest of diseases reaped by certain cause of injury identified by Ramazinni
(noxious va-
workers fron the crafts and trades that they pursue. All pors and very fine particles) has fallen into the realm of
the profit that they get is njury to their health, that stems the contemporary industrial
hygienist.
mostly, I think from two causes. The first and most potent The second cause (violent and
is the harmful character of the materials that they hnandle,
irregular motions
and unnatural postures) constitutes an area in which
noxious vapors and very fine particles, inimical to human Industrial Therapists often function.
beings, inducng specific diseases. As a second cause 1
Carpal tunnel
syndrome (Figure 7.1, page 86), repetitive motion
assign certain violent and irregular motions and unnatur- problems, cervical strains, low back pain, and degener-
al postures of the body, by reason of which the natural ative disc disease all
structure of the living machne is so impaired that serious
are
examples of problems referred
to by Ramazinni and treated by Industrial Therapists,
diseases gradually develop. today, in clinical practice." lt is not enough to treat
Bernardino Ramazin these problems in the clinic.
De Morbis Artijicum
They must also be treated
on the job site
there may be a mismatch between the
as
About Diseuses of Workers, 1700 worker's capabilities and the
workplace demands.
During the 1990s, the United States and Canada
he need to
passed legislation that increased the rights of workers
analyze job demands was first recognized to demand safe
n the working conditions, established the
early eighteenth century in Furope, The first rights of injured workers to return to work and ensured
85
Part lI Injury Prevention
86
equitable employment for the disabled. These laws ments, and in response to changing legislation in the
have made job analyses a legal requirement for em- United States (Americans with Disabilities Act, 1992)
ployers as part of their efforts to provide safe working and Canada.
conditions, to return injured workers to the job and to Numerous lists, tables, charts, and scales which
accommodate people with disabilities (Figure 7.2).A8 differentiate the various demands to be considered
Industrial Therapists, using their acquired skills have been developed. This chapter describes one com
and expertise in the understanding of disabilities, prehensive approach to understanding and analyzing
injuries, and physical demands analysis are in an ideal the demands of a job.
position to assist organizations in conducting Job Anal-
yses. The results of a Job Analysis are useful in many
aspects of the Worker Care Spectrum-for matching THE ANALYSIS CONTINUUM
workers' functional capacities with the for
job; making
hiring and job placement decisions; for identifying and Job Analysis (JA) is often the first step or the foundation
correcting risk exposure; for determining Work Condi- for most aspects of Industrial Therapy, whether it is tor
tioning or Work Hardening goals; and for designing a a new hire or rehabilitation
purposes. The term J0o
modified job to ensure a safer return to work. It is Analysis refers to the total analysis continuum o
therefore suggested that the which Job Demands Analysis (JDA), Task Analysis (TA)
approach for concise analysis of job demands.
Therapist develop an
and Ergonomic Evaluation (EE) are subsets.
Since the 1700s,
systems
have been developed to Depending on the complexity of the job to
meet a variety of
objectives with respect to re-organiz- analyzed and the purpose for the assessment, the
ing a workplace to improve safety and for may be one or several types of analyses complete
the physical requirements of predicting
any job. Job analysis in the (Figure 7.3). In all cases it is beneficial to review the jou
past has been subjective, estimation oriented and not description, whether written or verbal, to gain a
always performance related. Recently this has changed understanding of the purpose of the job and how it n
due to the recognition of value in Functional
Assess- into the organization. The goal of the analysis must
Chapter 7 Job Analyels 87
FIGURE 7.3 The Analysis Continuum. FIGURE 7.4 The scope and budget of a Job Analysis is
determined through discussion with the
employer.
Job description
A written or verbal
description of the
functions of the job
Task analysis
A detailed inventory of the
frequency, duration, and forces
required to meet the major
demands of the job (mojor demands
determine the tasks to be analyzed)
DEFINITIONS
Ergonomic evaluation
A mathematical analysis of the
Job Demands Analysis
physical aspects of the job which
might be considered hazardous A Job Demands Analysis JDA) is an objective and
based on the above analysis to identify the demands of a
systematic procedure
particular job."i" The demands of a job can include;
basic physical demands (lifting, carrying, pushing, and
Ergonomic Evaluation
Tool and job redesign issues may be identified while
performing the Job Demands Analysis and Task Analy-
sis. These components may require Ergonomic Evalua-
tion.
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.
Job Demands Analysis, Task Analysis and Ergo-
nomic Evaluation are all areas of the study of work
activities and do not include workers. The evaluation
of worker capability is defined as a Functional Capacity
Assessment. This measures an individual's capacity to
sustain performance in conformance with the defined
job demands analysis (see Chapter 13).
FIGURE 7.6 A, Reach; B, Lift; C, Turn; D, Carry. Job analysis involves breaking job tasks into components.
A
B
PURPOSES AND APPLICAIONS
i t A Ole
frsts that a a p o a at lal
(iyue 7.7. ay 0)
AsUmOthat a vinll inaie ni
Aids to accommodate
JobMatch - -
Training
L
(Reprinted with permission from TOC Inc., 1993.)
FIGURE 7.8 The job is matched to the worker through Job Analysis and Job Placement Assessment.
A, Job Analysis;
B, Job Placement Assessment; C, Job is modified to match the worker.
B
A
Chapter 7 Job Analysis
Job Modification
Through the job analysis process, specific aspects of a Job and Tool Design and Redesign
job that exceed the individual's work capacity, or To effectively redesign jobs and tools a JA may be
present potential hazards can be identified. This base performed on the new job and equipment. New pro-
line of information permits the Industrial Therapist duction ines without thorough analysis may lead to
and other members of the team to reduce risks by
costly worker problems and additional equipment
modifying the hazardous aspects of the critical tasks. changes.
Through job modification the worker can gradually, As an example, one client of the authors' practice
yet progressively, return to work in their fullest capaci- had two employees on the production line who com-
ty. Clear guidelines should be developed to ensure that plained of upper extremity pain and fatigue. New
the worker returns to full capacity in a reasonable chairs and air guns were
amount of time.
supplied for these employees.
Two months later the same
employees had complaints
of wrist and back pain. When the situation was reana-
Reasonable Accommodation lyzed, it was determined that the entire production line
required redesign, and the initial fix represented un-
In order to accommodate individual, the specific
an
necessary expense.
mismatches between the job demands and the abilities
of the individual need to be identified. According to the
THE PROCESS
involves a review of the job
The Job Analysis process
description, collection of all necessary equipment and
of the job, completion of the
documents, observation
Demands form, discussion with the
Analysis major
Job and written
stakeholders, specific tasks analysis, reports
Stakeholders include all the people
(Figure 7.10).
vested interest in the making process suc-
who have a
cessful.
Following is a step by step guide of how perform
to
a Job Demands Analysis and a Task Analysis.
BOX 7.1
FIGURE 7.10 The process model. FIGURE 7.11 Equipment for a Job Analysis.
Interview stakeholders
Job Modifications
Recommendations for accommodations or job modifi
cations can be classified into five general types:
Chapter 7 Job Analysis
KEYK
Job Analysis
Phystoal Esenthit
DemandFunetion
wORKER
Reasonablo
AcconmmodationA
TasikMMaster
m en e
pete
eety po.
The return-to-work transition process includes: days or weeks of idle time when they could be back
work, it creates pain and delay of recovery if they at
1. Prepare the job and task demands analysis. sent back to certain tasks too soon, and it results in
in
2. Determine the worker's functional capacity. time to the employer, decreased efficiency, and
3. Deterrnine the tasks which may be within the creased disability insurance costs.1
worker's capabilities. Compare the job de- the' information provided in the Jod
y using
nands analysis with the worker's functional Analysis any employee, physician, Industrial Thera
capabilities to determine if their major limita pist, counselor, placement officer, or employer who
for
tions are related to strength, mobility, work called upon to make decision regarding "fitness
a
environment, or work conditions. Then identi- work' will know specifically
what that work involve
fy a task that does not require demands in A decision based on concrete facts will be a mue
areas of limitations, For example, if strength is better decision than one based on guesswork.
Chapter 7 Job Analysis 97
cans with Disabilities Act, Personnel Journal, June 1992. With Disabilities Act, Industrial Engineering 36-39, Jan
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uating
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