Job analysis job survey

Job Analysis & Job Survey for Persons with disabilities

R. NarasimhamConsultant , (VocationalRehabilitation), HyderabadChairman, Committee on Vocational Rehab, Rehab Social Work etcRehabilitation Council of India

jobanalysis & Skill analysis 1


Remember!!!!!! Jobs are not static, nor or they specially designed for the disabled.

The Employer does not run his establishment for charity.

Every Agency should maintain a Register of Companies, different categories of jobs, educational requirements and job requirements

For any Vocational Rehab program there are two important components – Job & Individual


What is work?• Any physical or

mental activity which results in production

• (Begging, is not considered as Work as it is not productive)

• Work is basic for all social groups.

• Societies are characterized by a division in labour in which each individual takes up specialized functions

• It gives a sense of self worth


Why Work?Reasons for working & choice of work vary

Reasons & magnitude of problems bar people from successful employment

Disability severe enough to prevent employment or re-employment

Vocational evaluation to determine potentialAdjustment training for restorationLimitation of cognitive abilities, concentration,

ability to stand stress


Different aspects of Job

A job may be defined as a collection of tasks performed by a worker

Job Description/Job Profile: Different types of activities and work tasks performed by the person who occupies the Post

Designation: How the Employer wants to call him. Quite often the designation may not mean anything. Say – Director – it does not give job description

Post is not Designation but a Position in the hierarchy of the establishment

Vacancy : Availability of a position in the establishment to be filled.


What is Job AnalysisWhat is Job Analysis How many of you

make Rotis at home? What goes in?What goes in? How do you make

the roti soft? Go step by StepGo step by Step Take water, flour, Take water, flour,

knead, make knead, make balls,put on flat balls,put on flat stone, roll, put on stone, roll, put on tava, smear oil, take tava, smear oil, take out when readyout when ready

How do you stitch a button ?

Mark, Hold a Mark, Hold a needle, Thread the needle, Thread the needle, Hold the needle, Hold the button, insert needle button, insert needle with thread into cloth with thread into cloth & button, pull out, & button, pull out, repeat for a few repeat for a few times, tie the end, times, tie the end, cut the thread. cut the thread.

Now that is job analysis.We talked of tasks, jobs of baker & Assistant We talked of tasks, jobs of baker & Assistant to tailor and occupation of Cook & Tailorto tailor and occupation of Cook & Tailor


Task Analysis We discussed in detail about the Job analysis. We saw

different tasks performed to complete a job. What are different parameters required for

performing each of the tasks efficiently? You need to have different qualities for

Threading the needle and kneading the flour. Each task calls for certain physical

requirements, education, training, intelligence, psychomotor coordination, decision making (Intelligence & experience) and so on…….

Analyzing & identifying the required parameters is task analysis.

Task analysis is the natural concomitant to job analysis.


Job AnalysisJob analysis is needed to decide on the exact

work tasks on which a disabled could be optimally employed.

Job analysis is one of the basic techniques for job identification or job development or client-oriented job.

A job may be defined as a collection of tasks performed by a worker in a single establishment

A task is defined as one activity that requires exertion of human effort - mental or physical - for a specific purpose.

An occupation (as we find in the National Classification of Occupations) is defined as a group of similar jobs found in various establishments. It may be pointed out that even though the It may be pointed out that even though the jobs may be similar there are different jobs may be similar there are different variables, which affect placement effort.variables, which affect placement effort.


Different aspects of Job

A job may be defined as a collection of tasks performed by a worker

Job Description/Job Profile: Different types of activities and work tasks performed by the person who occupies the Post

Designation: How the Employer wants to call him. Quite often the designation may not mean anything. Say – Director – it does not give job description

Post is not Designation but a Position in the hierarchy of the establishment

Vacancy : Availability of a position in the establishment to be filled.


Job Variables - 4 Ms & 4 Ss Methods - Sewing

by Hand, Machine etc…

Materials - Sewing m/c operator Silk Vs Canvas

Machines - Printing m/c Platen Vs Large automated m/c

Measurement- varied Speed accuracy Precision

Specialization - One man Shop Vs Plant

Surroundings - Carpenter Inside Vs Outside

Special Assignments - Personal Assistant , Combination of jobs

Selected tasks - Clerk-cum-Typist Combination of work tasks


RANGE OF EVALUATIONEvery job has certain attributes and can be performed efficiently only when the person has abilities. This is assessed primarily through subjective-objective assessment techniques and procedures.

S --- SKILLK --- KNOWLEDGEA --- ABILITY (to work)P --- PHYSICAL CAPACITYA --- APTITUDET --- TRAITS(Personality)I --- INTERESTS


Steps followedSteps followedJob Analysis: Study the job & Record:

Sitting Finger movementsWrist movementsStandingPullingPushingCarryingReadingWritingSeeingHearing


What is a Trainer’s Role?

Job Identification Spend some time with

the actual person manning the job

Collect description from the HR

Differentiate between Duty & Job Description

Job contents should be recorded elaborately and should not be short, sketchy or vague

It should reflect exact nature of work

Instead of Job contents job title recorded

Record every activity of the Worker – What, How and Why

Use simple language Prepare job profile &

individual profileJob Profile – includes

– machinery, equipment, hand – tools etc used by the worker

Job variables


Job Survey Jobs/self-employment ventures in local market and their

grouping into Occupational clusters on the basis of similarity of tasks.

Identification of tools required and working conditions in

respect of each of the clusters Identification of the most representative functional skills

(Job analysis) for each of the occupational clusters. Devising samples of work tasks indicative of identified

skills Arranging the tasks from simple to complex Framing detailed instructions and illustrative drawings to

ensure objectivity in communication of instructions to the clients.


No job development program can be complete without the following information

Vocational fields and specific occupations within these fields

Local employment opportunities. Entrance level, knowledge skills and training Environmental conditions for particular occupations Wages, hours of work and perquisites. Nature of supervision Special hiring requirements Local laws governing employment and working

conditions. Opportunities for advancement. Community resources Community awareness for the cause and its

involvement


Job Market information is a corollary to job development work. It is a systematic collection and compilation of data relating

to: market trends, employer organizations, industrial and employer profile of the area,

with a view to guide the disabled worker and plan vocational and other training programs. Information relating to Institutions providing vocational and academic training at various levels, regulations relating to admission to these institutions should also form the content of the Job Market Information. Rules relating to sanction of financial assistance by different financial institutions and government agencies, availability of different voluntary organizations and their role in the placement or rehabilitation of the disabled is also to be compiled, though this information is not strictly related to jobs only.


Vocational plan on the following Vocational plan on the following pointspoints

The job cluster/self-employment avenues/homebound employment. Formal/ Non-formal training inputs required to enhance the scope of employabilityIn case of self-employment inputs like finance and other assistance required Agencies/organisations to be contacted for obtaining the inputs In case of homebound employment the type of sub contract work available and agencies to be contacted. Special concessions and facilities the individual can avail of Follow up assistance the individual would require from VRC and other agencies Reference to medical treatment for further improvement in functional capacity wherever necessary. The type of aids and appliances required to overcome the physical disability.


Services for the Mentally retarded

The number of persons with mental retardation who have access to education or vocational training is insignificant.

As per the NSSO survey 866 out of 1000 are illiterate and 106 could reach primary education. (Total of 972 per thousand)

The issue of vocational rehabilitation is compounded by various factors of social acceptance, awareness, access and availability.

Vocational Rehabilitation Centres for Handicapped register persons with Mild Mental Retardation (IQ between 50 – 70)

The Vocational Rehabilitation Centres for the Handicapped registers the persons with disabilities and through a systematic evaluation procedure assess the physical, mental, social and vocational capacities and provide comprehensive rehabilitation assistance.

There are Twenty such Centres in the Country functioning for different periods of time. First VRC was established in 1968. .

The Special Employment Exchanges do not serve persons with mental retardation


Strategies for improving the rehabilitation of person with Mental

retardation Interaction of the

NGOs with the VRCs

Development of basic academic skills, money management, vocational skills such as work, work environment, work habits, employer relationships etc. and life skills

Skill development is concentrated in the areas of easily performable work tasks.

Emphasis is not generallygiven on the occupation butplacement to be arranged inthe operations and the worktasks involved such as:

Counting, reading, measure height, weight, simple messages

Cut across job and job activities, Tie knots, simple sorting by physical properties, cleaning, simple carpentry tools, sewing tools, use of money etc.

Simple carpentry skills, sewing skills, cooking, gardening, animal care, clerical activities like envelope work etc.


Preparing for VRPreparing for VR Job Training: Identify the job profile. Assess

the capacity and match the job to the individual. Train them to suit the job.

Training in Institute: Break down the job operations into simple work tasks, repeat the skill training constantly so that the person is able to recall the skill.

On-the-job training: To provide job orientation, names, locations, hours and wages, supervisor, other employees, work uniform etc.

Group Rehabilitation programs Development of basic skills for specific

employer requirements Setting up supported employment services

such as Cooperatives, Home bound employment and job specific sheltered employment involving the parents/guardians


Attitudes and Aspirations

A majority of the registered persons at most of the GO or NGO Centres are from middle or lower middle class and are also less educated or illiterate.

Almost none of them have

any marketable skill acceptable to an employer.

They do not have any special attitude towards a vocation.

The selection of occupation is influenced by the perceptions of the parents, their social status and self image rather than the abilities and aptitude of the individual.

A great amount of parent counseling in addition to educating them about the employment market situation was required to realistically plan a vocational rehabilitation program.

Another interesting aspect was that while there was no hesitation to accept secular occupations, there was definite refusal to accept caste-based occupations in some States such as Uttar Pradesh and Gujarat where some information is available.


How we do it?How we do it?The process of determining what to teach in what sequence to insure strident mastery of an objective. The produce is skill sequence. That is, the produce is a precise delineation of behavioural objective, the objective’s component skills and appropriate sequencing (easy to hard) of the component skills.

1. Identify what skill is required to be gained.2. Analyze that objective into its essential

component parts (I.e. movements, actions, or responses that, when taken cumulatively, constitute the objective)

3. Determine the entry level of the skill and specify the pre-requisite skills


Remedial programs Focus on diminishing or solving to a great

extent the issues faced by the MR Evaluation & continuous evaluation basic to

all remedial programs Programs should be individualized Depends on degree of disability/retardation Duration of inactivity, specific difficulties

noticed first, speed of change, attitude of client, parents, fear of activity

Should be within the clients capability but offer a challenge

Activities to be graded to increase the clients capability

Effort required and/ or the time spent on type of activity must increase.

Check lists and records should be maintained for future guidance


Teach Job survival skills Grooming, hygiene, safety skills Time & money concepts Social & transportation skills Independence & self support Understand relationship of work to

daily living Relationship with Co-workers Acceptance of Supervision & authority Management of Subordinates (?) Sensory motor dysfunction -

vocational choices limited or absent


Adjustment training Purpose: develop proper attitude towards work and

developdesired work traits Process envisages behavioural modification: Process envisages behavioural modification: through counselling, retraining, exposure to work situations in a work atmosphere and other

appropriate professional techniques Normally not exceeding six weeks in areas where the client has beenfound deficient to make him generally acceptable to the employers.

The facility for such training has to be developed internally within the Institution in collaboration with the employer and professional organizations. The period, contents and the objective of the adjustment training is flexible depending on the individual’s needs and abilities and also employer’s requirements.

Work & Work environment to be manipulated to suit the individual needs – both employer & pwd


Areas for adjustment training

Vocational Counselling – individual & group

Role playing Audio visuals, Experts in the relevant vocational field Field trips Vocational training in particular work

tasks using actual or simulated work samples, real work environment

Behavioural modification to instil acceptable work traits such as punctuality, developing and retaining interpersonal relationships, grooming, socialization etc.

Job tryout


More areas for More areas for adjustment trainingadjustment training

Decrease behaviours adversely affecting vocational potential

Improve interpersonal relationships Normalize work related behaviourMaximize life survival skills Improve use of leisure timeMaximize acceptance of disability Maximize potential for independent livingMaximize potential for emotional &

vocational self – support Maximize sensory motor integration


Service DeliveryService Delivery Select skill curricula for each

student or a group of studentsThe selection & delivery should be

fluid and not staticConsider many variables in each

components of the modelStudents needs such as language

self care, combination of needs, expectations

List simple to complex activities to accomplish the job

Motivate & transfer skills


Suitable Occupations?No job is suitable and all jobs are suitable A few components of each job can be performed

Analyze each job Identify operations List out simple to complex

tasks Train the candidates


Summarize VR

Help the Disabled

Dream Desire Discover Distinction Delivery

Provide:

♫Stimulus♫Support Services♫Sustenance


“Pori-inmai yaarkum pazhi anru Arivadarindu Alvinai inmai pazhi”

- Tirukkural

Lack of ability Lack of ability (disability)(disability) is not his fault;is not his fault;The fault lies in not recognizing The fault lies in not recognizing abilityability and utilizing them. and utilizing them.


R. NarasimhamConsultant

(Vocational Rehabilitation)# 5, Gokulam Colony

West MambalamChennai - 600033

Phone: 044 – 42614181Mobile: 9840714181

Email- [email protected]: www.aidthedisabled.org

mailto:[email protected]

http://www.aidthedisabled.org/

Job analysis job survey

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