chapter 13 worker selection and training criteria
TRANSCRIPT
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Chapter 13Chapter 13Chapter 13Chapter 13
Worker Selection Worker Selection and and
Training CriteriaTraining Criteria
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Worker Selection:Worker Selection:Worker Selection:Worker Selection:
PurposePurpose : Right worker for right job: Right worker for right job
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Worker Screening:Worker Screening:Worker Screening:Worker Screening:
The goal of worker screening is toThe goal of worker screening is to Identify high risk people. Identify high risk people.
– Identify previous musculoskeletal problems Identify previous musculoskeletal problems (CTS, LBP)(CTS, LBP)
– identify low fitness individualsidentify low fitness individuals
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Worker Screening:Worker Screening:Worker Screening:Worker Screening:
Screening should include:Screening should include: History and Physical ExaminationHistory and Physical Examination
– Identification of present health problems.Identification of present health problems.– Implementationof appropriate treatment.Implementationof appropriate treatment.
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Worker Screening:Worker Screening:Worker Screening:Worker Screening:
All screening devices should be evaluated for:All screening devices should be evaluated for: Accurate (validity of identification)Accurate (validity of identification) Sensitive (identifies those who will develop Sensitive (identifies those who will develop
disease or injury)disease or injury) Specific (identifies those who will not Specific (identifies those who will not
develop disease or injury)develop disease or injury) Predictive (identifies who is REALLY at Predictive (identifies who is REALLY at
risk)risk)
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According to Tsai, et. al., (1992)According to Tsai, et. al., (1992)According to Tsai, et. al., (1992)According to Tsai, et. al., (1992)
Risk of Low Back Pain greater amongRisk of Low Back Pain greater among– smokers,smokers,– overweight, overweight, – those in physically demanding jobsthose in physically demanding jobs
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According to Scheer et al (1997)According to Scheer et al (1997)According to Scheer et al (1997)According to Scheer et al (1997)
Inclusion of a preventive conditioning Inclusion of a preventive conditioning program at work may be useful to reduce program at work may be useful to reduce the chance of recurrent work disabilitiesthe chance of recurrent work disabilities
Companies willing to make an Companies willing to make an investmentinvestment in in worker fitness programs can generally worker fitness programs can generally recover the associated expenses by recover the associated expenses by lessening the workers’ compensation costs.lessening the workers’ compensation costs.
Reference #3940
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Recommendations generated by Recommendations generated by Tai et al to reduce riskTai et al to reduce risk
Recommendations generated by Recommendations generated by Tai et al to reduce riskTai et al to reduce risk
1. Injury prevention program.1. Injury prevention program. 2. Employee education.2. Employee education. 3. Increased attention to ergonomics.3. Increased attention to ergonomics. 4. Medical counseling. 4. Medical counseling. 5. Support for personal fitness programs.5. Support for personal fitness programs. 6. Workplace smoking cessation.6. Workplace smoking cessation. 7. Weight reduction programs.7. Weight reduction programs.
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Job fitness programsJob fitness programsJob fitness programsJob fitness programs
Stretching programsStretching programs Wellness educationWellness education BenefitsBenefits ExamplesExamples
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Prescreening Considerations:Prescreening Considerations:Prescreening Considerations:Prescreening Considerations:
AnthropometryAnthropometry Range of motionRange of motion Muscle strengthMuscle strength General fitnessGeneral fitness
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Criteria for Physical Assessment Criteria for Physical Assessment in Worker Selection:in Worker Selection:
Criteria for Physical Assessment Criteria for Physical Assessment in Worker Selection:in Worker Selection:
1. Is it safe to administer?1. Is it safe to administer? 2. Does it give reliable, quantitative values?2. Does it give reliable, quantitative values? 3. Is it related to specific job requirements?3. Is it related to specific job requirements? 4. Is it practical?4. Is it practical? 5. Does it predict risk of future injury or 5. Does it predict risk of future injury or
illness?illness?
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Quantitative Testing?Quantitative Testing? Quantitative Testing?Quantitative Testing?
1. Hardware flexible for diversity.1. Hardware flexible for diversity. 2. Minimal administration time.2. Minimal administration time. 3. Minimal time for instruction and 3. Minimal time for instruction and
learning.learning. Cost-benefit analysis????Cost-benefit analysis????
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Match the person to the job:Match the person to the job:Match the person to the job:Match the person to the job:
Administrative controlsAdministrative controls– Worker rotationWorker rotation– Work-rest cyclingWork-rest cycling
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Safety training programsSafety training programsSafety training programsSafety training programs
Job specificJob specific Follow throughFollow through
– IncentivesIncentives
– Feed-backFeed-back
Adjunct toolsAdjunct tools– Back beltsBack belts
– Back alertsBack alerts
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Preemployment Training Preemployment Training Preemployment Training Preemployment Training
Minimizing riskMinimizing risk– Use of toolsUse of tools
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Preemployment Training Preemployment Training Preemployment Training Preemployment Training
Minimizing riskMinimizing risk– Use of tools Use of tools – Safety in liftingSafety in lifting
» risks of unskilled lifting.risks of unskilled lifting.
» basic biomechanics of lifting.basic biomechanics of lifting.
» effects of lifting on the body.effects of lifting on the body.
» awareness of body’s strengths and weaknesses.awareness of body’s strengths and weaknesses.
» avoiding the unexpected.avoiding the unexpected.
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Implementing an Ergonomics Implementing an Ergonomics ProgramProgram
Implementing an Ergonomics Implementing an Ergonomics ProgramProgram
1. Management responsibility:1. Management responsibility: Overall coordinationOverall coordination Program executionProgram execution
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Implementing an Ergonomics Implementing an Ergonomics ProgramProgram
Implementing an Ergonomics Implementing an Ergonomics ProgramProgram
2. Written policy and plan: 2. Written policy and plan: Identify organizational structureIdentify organizational structure Outline program goalsOutline program goals Provide a timetable for achieving them.Provide a timetable for achieving them.
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Implementing an Ergonomics Implementing an Ergonomics ProgramProgram
Implementing an Ergonomics Implementing an Ergonomics ProgramProgram
3. Ergonomics team:3. Ergonomics team: Safety/medicalSafety/medical EngineeringEngineering Operations managementOperations management Union representativesUnion representatives Other (maintenance, production Other (maintenance, production
employees, purchasing, etc.)employees, purchasing, etc.)
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Implementing an Ergonomics Implementing an Ergonomics ProgramProgram
Implementing an Ergonomics Implementing an Ergonomics ProgramProgram
4. Employee involvement:4. Employee involvement: Suggestion/complaint systemsSuggestion/complaint systems Interviews with individuals when job Interviews with individuals when job
evaluations are madeevaluations are made Employee surveysEmployee surveys Department-level ergonomics teamsDepartment-level ergonomics teams Small group discussions when certain jobs are Small group discussions when certain jobs are
being addressedbeing addressed
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TrainingTrainingTrainingTraining
1. Principles of ergonomics and cumulative 1. Principles of ergonomics and cumulative trauma.trauma.
2. Employee work methods.2. Employee work methods. 3. Employee information on cumulative 3. Employee information on cumulative
trauma (specific).trauma (specific).
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CommunicationsCommunicationsCommunicationsCommunications
1. With employees.1. With employees. 2. Within a facility.2. Within a facility. 3. Between company facilities.3. Between company facilities.
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Identifying Jobs at RiskIdentifying Jobs at RiskIdentifying Jobs at RiskIdentifying Jobs at Risk
1. Job evaluations.1. Job evaluations. Visual walk-throughsVisual walk-throughs Job-by-job checklistsJob-by-job checklists Video analysis of selected jobsVideo analysis of selected jobs Formal job analysisFormal job analysis
– methods analysismethods analysis– measurement of risk factorsmeasurement of risk factors– detailed ergonomics evaluationsdetailed ergonomics evaluations
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Identifying Jobs at RiskIdentifying Jobs at RiskIdentifying Jobs at RiskIdentifying Jobs at Risk
2. Questionnaires and surveys. 2. Questionnaires and surveys. Experience with problems.Experience with problems. Where they feel improvement is needed.Where they feel improvement is needed.
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Identifying Jobs at RiskIdentifying Jobs at RiskIdentifying Jobs at RiskIdentifying Jobs at Risk
3. Personnel data analysis.3. Personnel data analysis. High turnover.High turnover. Entry level.Entry level.
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Making Job ImprovementsMaking Job ImprovementsMaking Job ImprovementsMaking Job Improvements
1. Short range1. Short range 2. Long range2. Long range 3. Brainstorming3. Brainstorming 4. Tracking system4. Tracking system
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Medical ManagementMedical ManagementMedical ManagementMedical Management
1. Early recognition.1. Early recognition. 2. Systematic evaluation and referral2. Systematic evaluation and referral 3. Conservative treatment and follow-up.3. Conservative treatment and follow-up.
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Monitoring ProgressMonitoring ProgressMonitoring ProgressMonitoring Progress
1. Injury illness trends1. Injury illness trends 2. Ergonomics log2. Ergonomics log
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Monitoring ProgressMonitoring ProgressMonitoring ProgressMonitoring Progress
3. Special studies3. Special studies Pre and post job analysisPre and post job analysis Employee survey resultsEmployee survey results Worker compensation costsWorker compensation costs Turnover and absenteeismTurnover and absenteeism Quality and productivityQuality and productivity
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Monitoring ProgressMonitoring ProgressMonitoring ProgressMonitoring Progress
4. Management review4. Management review