Job demand analysis

A clear and comprehensive Job Demand Analysis (JDA) is a vital reference document for any organisation to better manage business risk as well as occupational health and safety. A JDA is quite different to a more commonly used Job Description. A Job Description generally gives an overarching summary of the job and is commonly written in paragraph format. A JDA on the other hand is completed by an expert in workplace health and ergonomics and provides a quantifiable evaluation of the physical, cognitive, environmental and organisational job demands for specific roles. It also provides a breakdown of the demands of relevant task elements with photographic and / or diagrammatic representation. Importantly it also provides task frequency and exposure levels for relevant task elements in clear and easy to understand terminology that can be shared with all aspects of a business support such as operational management, human resources and safety professionals.

 A JDA is a valuable reference document and can achieve a significant return on investment for any organisation. It can be successfully applied across any industry sector and has the following benefits:

• Provides a clear understanding of job demands when matching recruitment of new employees with job demands.
• Facilitates clear determination of the return to work goal and aides return to work planning by clearly identifying the necessary job demands for employees who are absent from work due to an injury, illness or health condition.
• Facilitates more accurate, detailed and timely medical fit note certification for absent employees when communicated with relevant external parties such as treating medical practitioners.
• Promote safer, more timely and durable return to work outcomes for absent employees.
• Assist in clearly understanding other jobs employees may be able to perform in line with their functional work capacity.
• Assist in achieving improved outcomes when communicating with external business support such as Occupational Health and / or the new government Fit for Work scheme.
• Incorporate an assessment of accepted modifications to task elements to assist disabled employees and / or absent employees.
• Assist occupational health and safety risk management activities through a better understanding of job demands.

The article "Workplace Musculoskeletal Disorder Prevention Practices and Experiences" explores how workplaces approach the prevention of musculoskeletal disorders (MSDs), which are a significant concern worldwide. The study used surveys and interviews with 645 participants and 17 interviewees from workplaces in Newfoundland and Labrador to understand current practices, barriers, and facilitators.

Key findings include:

1. Policies and Practices: About half of respondents reported having workplace MSD policies. Common practices include ergonomic adjustments and force reduction, with over 50% receiving some form of MSD training.
2. Responsibility and Awareness: Managers were often cited as the primary point of support for workers with MSD. Awareness and training were noted as effective prevention strategies.
3. Barriers and Facilitators: Key barriers included limited resources and poor implementation, while facilitators were proactive, customized practices that increased knowledge and awareness.
4. Conclusion: The study emphasizes the need for more robust workplace MSD policies and highlights the potential for current practices to mitigate MSD risks. It advocates for occupational health professionals to adapt these findings to improve prevention practices across industries.

The research underscores the importance of proactive and tailored interventions to address workplace MSDs effectively.

The article "Ergonomic Design and Training for Preventing Work-Related Musculoskeletal Disorders of the Upper Limb and Neck in Adults" reviews the effectiveness of various ergonomic interventions in reducing musculoskeletal disorders (MSDs) in the workplace. These disorders, especially in the upper limbs and neck, are common among adults exposed to repetitive tasks or poor workplace ergonomics.

The systematic review included 13 studies with 2,397 participants from office and healthcare settings. Key interventions examined included ergonomically designed equipment, workplace modifications, ergonomic training, and combinations of these strategies.

Key findings include:

1. Use of Arm Supports and Alternative Mice: These significantly reduced neck and shoulder disorders and discomfort when used together. However, using either intervention alone showed no significant benefits.
2. Supplementary Breaks or Reduced Work Hours: Limited evidence showed no clear reduction in discomfort or productivity changes.
3. Ergonomic Training Alone: No consistent reduction in symptoms was observed, likely due to high variability in implementation and outcomes.
4. Combination of Training and Equipment: Limited evidence suggested no significant improvements in symptoms or discomfort.

The article "Risk Management of Occupational Disabling Injuries: Beyond Ergonomics" by Townley emphasizes a comprehensive approach to managing workplace injuries that goes beyond traditional ergonomic measures. It introduces a risk management framework aimed at reducing both the frequency and severity of occupational disabling injuries, such as musculoskeletal disorders (MSDs).

1. Risk Management Techniques:
   
   • Avoidance: Prevent engaging in high-risk activities, although this may not always be practical for certain industries.
   • Prevention: Focuses on proactive measures like ergonomic training, functional screening, and material-handling devices to reduce injury risk.
   • Reduction: Implements programs like Return-to-Work (RTW), wellness initiatives, or task rotation to minimize the severity of injuries.
   • Transfer: Shifts certain risks to external entities, such as outsourcing high-risk tasks.

1. Implementation Framework:
   
   • Risk Identification and Analysis: Understanding hazards through ergonomic assessments and historical injury data.
   • Cost-Benefit Forecasting: Evaluating the financial and operational impact of control measures to ensure a balance between cost and effectiveness.
   • Measurement Criteria: Tracking outcomes like reduced absenteeism, injury rates, and associated costs to assess the effectiveness of interventions.

1. Integration with Organizational Goals:
   
   • Aligning risk management techniques with broader organizational objectives, ensuring they contribute to productivity and quality improvements.

The study advocates for a tailored approach, combining ergonomic solutions with broader risk management strategies to address disabling injuries comprehensively