Selecting the Jobs for Analysis

In addition, when selecting the job for analysis the following points can be useful in setting priorities ... 

Once you have selected the job for analysis, discuss the procedure with the employee who performs the job and explain the intended purpose. Point out that you are studying the job itself and not checking on the employee s job performance. Involve the employee in all phases of the analysis, from reviewing the job steps and procedures to discussing potential hazards and recommended solutions. You should... 

Figure 9.3 Overview of Job Hazard Analysis Process, Selecting the Job for Analysis.

For almost all particle size analyses only a small fraction of the material to be investigated is used. From the total amount, which may be as large as several hundred cubic meters or tons, a representative sample is taken, which must be split, i.e. reduced in volume, until an amount is obtained which, in its entirety, is suitable for use in the analyzer selected for the job. Depending on the method for analysis this amount may weigh only a few milligrams. The surface or particle size distribution is determined on this sample and it is assumed that the characteristics of the total amount of material exactly correspond with these results. 

The first step in JSA/JHA is to select a job to analyze. The sequence in which jobs are analyzed shonld be established when starting a JSA/JHA program. Potential jobs for analysis shonld have sequential steps and a work goal when these steps are performed. 

This is a typical job safety analysis chart. The detailed format will depend on the process and company and should be adapted to suit. Criteria to be considered when selecting jobs for analysis will include ... 

The method that is selected for the detailed risk assessments may vary, depending on the types of safety problem involved. If, for example, the reliability of safety systems is a concern, fanlt tree analysis or failure mode and effect analysis may be the appropriate method. Here, a detailed risk assessment similar to the job-safety analysis of Chapter 23 is presented. It follows the general ontline of the coarse analysis of Figure 24.2 but is performed at a more detailed level. The aim is to study manual activities in the danger zones of the machinery in detail in order to take the necessary precautions. A team will be responsible for this analysis as well. Resnlts are documented in a record sheet according to Table 24.2. 

When selecting jobs for analysis, combinations of actual physical hazards, the actions of the employee, and/or gaps in the safety system are considered, discussed in more detail in Figure 13.3. 

The job hazard analysis (fHA) process begins by selecting designated jobs, ranked in order by priority, and ends with standard operating procedures (SOP.) Used this way, the JHA process provides a baseline for the development and refinement of SOPs, safety protocols, work instructions, and guidelines. 

The analysis phase of the instructional systems design (ISD) model, as referred to in Chapter 4, consists of a job task analysis based upon the equipment, operations, tools, and materials to be used as well as the knowledge and skills required for each position. Most important in this phase is the selection of the performance and learning objectives each employee must master to be successful in their job as related to the toll. 

As discussed in Chapter 1, analysis involves the determination of the composition of a material, i.e. the identification of its constituent parts and in many cases how much of each is present and, sometimes, in what form each is present. This chapter describes the process of selecting a suitable analytical method to carry out such determinations and how to check that the procedure selected is adequate for the job in hand. Before starting work on a sample, it is vital to enquire why the analysis is being done and what will happen to the result(s) and what decisions will be taken based on the constituent parts identified and the numerical values obtained. It is essential that the requirements of the customer, internal or external, are fully understood. Which property needs to be measured (the measurand) For example, is it the total amount of iron in a tablet that is required or the amount extracted into stomach acid simulant ... 

The equilibrium dialysis experiment revealed that histidine-substituted salicylamide was selected as an RNA ligand. Subsequent binding analysis by UV titrations and Job plot revealed the histidine-substituted salicylamide Cu + complex bound the target RNA hairpin with an apparent dissociation constant of 150 nM. This binding constant likely reflects more complex binding processes than a simple 1 1 interaction, as the observed binding curve saturates well below the concentration of the histidine-substituted salicylamide, and thus the actual affinity of the complex for targeted RNA is probably lower. Importantly, however, titrations with the... 

An example of operator interaction with the primary analysis program, GPC, is shown in Figure 5. The job number assigned by the computer during sample definition is entered along with the detector selected for analysis. The operator then selects the baseline and the limits for data analysis by entering the times of the desired points. The plots desired and the disposition of the report file are chosen. The most recent calibration curve on file for the column set is used by default but others may be selected at the operator s option. 

The job selected for analysis should be recognized as having the potential for serious accidents and be relatively standardized. The steps are ... 

In Check it 4.2.L2 a second job, listed in Fig. 4.18, is used to simulate a i c, a DEPT135-13C IH and a gradient selected IR HMQC experiment which are typically used for the routine structure analysis of hydrocarbons. 

Develop major elemental breakdown for benchmark job For each benchmark job that is selected, a brief element analysis should be made to determine the major elements of the total job. This listing of the major steps of the job should provide a clear, concise description of the work content for the job under normal conditions. It is important that the work content for a benchmark job be described and viewed in terms of what is a normal repair and not what may occur as a rare exception. 

An excellent resource to consider for doing the basic element analysis for each benchmark job is the crafts (ACEs) that are selected for doing the estimating. Brief training on methods/ operations analysis can be included in the initial training for the ACEs. This process leads to the question Are we using the best method, equipment, or tools for the job Often significant methods improvements are discovered and implemented as a result of this step. 

All recruitment and selection activities should begin with a job analysis. Job analysis allows the task requirements of a job to be precisely determined. Furthermore, job analysis allows the safety risks associated with a job to be determined, and also the identification of the knowledge, skills, and abilities required to work, both safely, and at a satisfactory performance level. It is well established that the occupation or job a person is performing substantially influences accident vulnerability (Ford and Wiggins 2012). In other words, it is vital for safety, for the specific hazards and risks associated with a job to be identified, and conducting a job analysis is an approach which can be used to collect this information. Without the essential information which job analysis provides, it is impossible to provide job applicants with a realistic safety preview for the job (see Chap. 3, Sect. 3.7.2.1), and difiicult to know what competencies a new employee needs to bring to the job, and therefore what should be measured in a selection program. 

Job description and person specification documents that contain safety information can clearly provide the foimdation for the development of a recruitment and selection program which has at least the possibility of a successful outcome. Further, Thompson and Thompson (1982) provide an excellent review of the steps required to help ensure that courts accept job analysis information as the foundation of selection predictor development and or selection decisions. Furthermore, a job description that includes a section on safety can be used in the expectation setting processes as discussed in Chap. 3, Sect. 3.7.2. In contrast, if there has been no systematic attempt to understand what the requirements are to perform a job in a safe manner, it is unlikely that the recruitment and selection system will be delivering the safety benefits that it potentially could. Furthermore, it is likely that employees trust in these processes to deliver a safe new employee may be somewhat misplaced. 

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