Job analysis job survey

Job Analysis & Job Survey for
Persons with disabilities
R. Narasimham
Consultant , (Vocational
Rehabilitation), Hyderabad
Chairman, Committee on
Vocational Rehab, Rehab
Social Work etc
Rehabilitation 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 potential
Adjustment training for restoration
Limitation 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, makeknead, make
balls,put on flatballs,put on flat
stone, roll, put onstone, roll, put on
tava, smear oil, taketava, smear oil, take
out when readyout when ready
How do you stitch
a button ?
Mark, Hold aMark, Hold a
needle, Thread theneedle, Thread the
needle, Hold theneedle, Hold the
button, insert needlebutton, insert needle
with thread into clothwith thread into cloth
& button, pull out,& button, pull out,
repeat for a fewrepeat 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 & AssistantWe 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 Analysis
Job 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 jobs mayIt may be pointed out that even though the jobs may
be similar there are different variables, which affectbe similar there are different variables, which affect
placement effort.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 EVALUATION
Every 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 --- SKILL
K --- KNOWLEDGE
A --- ABILITY (to work)
P --- PHYSICAL CAPACITY
A --- APTITUDE
T --- TRAITS(Personality)
I --- INTERESTS

Steps followedSteps followed
Job Analysis: Study the job & Record:
Sitting
Finger movements
Wrist movements
Standing
Pulling
Pushing
Carrying
Reading
Writing
Seeing
Hearing

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 profile
Job 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 pointsVocational plan on the following points
      The job cluster/self-employment avenues/homebound
employment.
      Formal/ Non-formal training inputs required to
enhance the scope of employability
In 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
withtheVRCs
 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
concentratedintheareas
of easily performable
worktasks.
Emphasis is not generally
given on the occupation but
placement to be arranged in
the operations and the work
tasks involved such as:
 Counting, reading, measure height,
weight, simplemessages
 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
envelopeworketc.

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
influencedbytheperceptions of the
parents, their social status and self
image rather than the abilities and
aptitudeof theindividual.

 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 develop
desired 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 been
found 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 adjustment trainingMore areas for adjustment training
 Decrease behaviours adversely affecting
vocational potential
 Improve interpersonal relationships
 Normalize work related behaviour
 Maximize life survival skills
 Improve use of leisure time
 Maximize acceptance of disability
 Maximize potential for independent living
 Maximize potential for emotional &
vocational self – support
 Maximize sensory motor integration

Service DeliveryService Delivery
Select skill curricula for each student or a group
of students
The selection & delivery should be fluid
and not static
Consider many variables in each components of
the model
Students 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 abilityLack of ability (disability)(disability)
is not his fault;is not his fault;
The fault lies in notThe fault lies in not
recognizingrecognizing
abilityability and utilizing them.and utilizing them.

R. Narasimham
Consultant
(Vocational Rehabilitation)
# 5, Gokulam Colony
West Mambalam
Chennai - 600033
Phone: 044 – 42614181
Mobile: 9840714181
Email- rnsimham@yahoo.com
Website: www.aidthedisabled.org

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