Download JOB DICTIONARY / JOB DEMAND ANALYSIS

JOB DICTIONARY / JOB DEMAND
ANALYSIS
By Eva Ellmer | 06 July, 2016
Why is a Job Demand Analysis so Important?
How do you fully understand the physical requirements of a role?
You systematically undertake an analysis of physical, cognitive and environmental demands
required within a job role and identify the potential risks.
The objective information gathered during a job demands analysis (JDA) or job task analysis
(JTA) may be used by the employer, the onsite health team, or external medical providers Injury
Prevention, Injury Management, and Risk Management.
The JDA is a risk management tool that provides a baseline for job tasks in specific roles. From
the assessment, hazards are identified, strategies are implemented to minimise risk and accurate
pre-employment assessment tools are created to determine the suitability of workers for a specific
role.
The JDA is important for injury management as well. Suitable duties plans (SDP) can be accurately
tailored from a JDA to facilitate timely, effective and safe return to work programs for injured
workers.
Overall, JDA’s assist in developing a safer work environment, reducing the risk of injury and
minimising the direct and indirect costs of work injuries.
BENEFITS TO YOUR EMPLOYEES
BENEFITS TO YOUR BUSINESS
•
Elimination of harmful tasks to allow for
a safer work environment
• Early intervention for a productive and
sustainable workforce
•
Understanding that the company if
effectively taking steps to eliminate risks
• Assistance in formulating graduated
return to work plans
•
Effective job matching process
• Assessing employees competency or
training needs
•
Improved workplace satisfaction
• Assisting in Pre-employment screening or
functional capacity evaluations
•
Improved communication between
stakeholders
• Increased staff retention
•
Proactive mindset
• Reduced workers’ compensation costs
• Sustainable return to work performance
form injured workers
What is a Job Dictionary?
A job dictionary, also called a job demands analysis, should not be confused with a standard
job description which commonly determines jobs/wage classifications and for defining the tasks
usually undertaken within the role. The JDA on the other hand is a systematic procedure that
provides a detailed analysis of physical, cognitive and environmental demands required within a
job role and identifies the potential risks. The objective information provided is used by employers
and/or medical/ allied health professionals to better understand the physical requirements of the
role.
How Does it Work?
JDA’s allow us to understand the baseline physical, cognitive and environmental demands
associated for each job role within an organisation. Traditionally an allied health professional
observes a worker complete their job tasks; paying attention to the demands and assesses the
potential risks within the scope of work.
Physical Demands
The job role is broken down into the key tasks objective measures such as weights, forces,
duration, repetition and positions are noted.
Questions asked during a JDA may include:
»» What manual handling tasks are required to perform this task i.e. lifting, carrying,
pushing/pulling?
»» What forces and loads are involved i.e. weights of objects?
»» What are the postures and joint range of motion required to perform this task?
»» How many workers perform this task?
»» How long do they do it? (duration)
»» How often do they do it? (frequency)
»» How many workers have reported pain or discomfort from this task?
»» How many injuries have been attributed to this task?
»» What appears to be the main risk factors with this task?
Tasks identified as hazardous are then categorised as high, medium or low risk in relation to
the body area.
Cognitive demands
Work load induces fatigue in the workplace and can be assessed in three category including
physical load, environmental load, and mental load (Horrey et al., 2011). Fatigue can have
multiple causes in the workplaces, especially with repetitive lifting and motion. Therefore, there
is no comprehensive single countermeasure to eliminate fatigue from industrial settings. It is
necessary to consider ranges of strategies to address the different types and causes of fatigue.
Questions asked during a JDA may include:
»» How many workers perform this task?
»» How long do they do it? (duration)
»» How often do they do it? (frequency)
The ACTU Occupational Health and Safety Unit (2000) recommends No more than 2.5 hours’
continuous work without rest.
Environmental demands
Managing the work environment is a very effective way of ensuring staff safety and promoting
safe work conditions.
For example, when looking at work environments, busy periods need to be taken into account,
as at times staff may not be able to keep up with the demands of the role if there are only little
or no recovery periods available.
It is also assessed if a worker requires additional assistance in lifting, if floor surfaces are
slippery or uneven. Varying floor levels in the work area, inadequate lighting, and personal
protective equipment (PPE) are also taken into consideration.
REFERNCE LIST
1. ACTU OHS Guidelines for Shift Work and Extended Working Hours (2000). Web: https://
www.nuw.org.au/files/2011/ACTU%20Shift%20Work%20Guidelines.pdf, retrieved
online 25 January 2016.