Job design
Job designs can either:
Organise work so that the set-up or structure of the job or task protects or limits exposure to ergonomic risk factors likely to cause musculoskeletal injuries or human error (e.g. assess a current job and ensure the role considers the effect of the environment, etc), or
Maximise an operational change in a business (to define a new job role to suit the requirements of change such as a new role in a control room)
Human Engineering uses both bottom up and top down data collection and analysis methods:
Bottom-Up – to identify and investigate the tasks performed and their related issues in order to provide process change and quick win solutions
Top-Down – to review the higher level processes and identify any associated strategic/organisational issues in order to suggest how the organisation should operate
The following are identified and analysed:
These methods enable provision of a detailed specification of job roles and the required skills and aptitudes.
Human Engineering can define job designs and roles and responsibilities as part of defining an operating concept, as part of competency assessment, training or coaching, or any other process which assists organisations and businesses effectively progress during operational change.