Optimized workplace analysis with Motion-Mining®

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Job analysis and stress assessment

In the field of workplace analysis, there are also a variety of methods for stress assessment. The bandwidth of stress assessment ranges from screening methods to expert procedures and varies with regard to the conditions of application and the area of use. Factors that are necessary for a forward-looking design of the workplace in the context of demography and thus also find great importance in the analysis of the workplace, do not receive sufficient attention. The aim is therefore to develop a brief examination that includes an addition of age-related influencing factors to the existing procedures.

The workplace analysis is used as a collective term for four partial examinations: Task, situation and role analysis, which enables the requirements analysis.


Job analysis: The procedure within the framework of a job analysis

In the context of job analysis, a task analysis is usually assumed from the perspective of the organization. It is interesting insofar as it can be used to subdivide a complex activity into subtasks, from which in turn concrete requirements can be derived in the form of performance requirements. The complement of the task analysis is the status analysis. It focuses on the structure of the fulfillment processes, the examination of work relationships and the analysis of the possibilities of performance fulfillment. Role analysis focuses on the personal interaction relationships between workers and external partners.

The results also form the basis for deriving the qualification requirements within the framework of a requirements analysis for the job analysis. The aim of the requirements analysis is, among other things, the systematized determination of the current prerequisites for the performance of an activity at the workplace. It is oriented to the upstream sub-areas of the analysis of the workplace and develops from the results the specific requirements with regard to the qualification of the employees. As a rule, this is done with a view to concrete types of requirements. Their evaluation can be depicted in the form of a requirements profile.

To forecast future requirements, a demand forecast is carried out. A job evaluation is carried out on the basis of the job analysis. At present, there is no adequate theoretical model that allows these requirements to be determined on the basis of work tasks. The widely used requirements are often difficult to differentiate and their characteristics can only be recorded with difficulty and unreliably. In the determination of qualification requirements, it becomes apparent not least that these are less an objective derivation from job tasks, but rather the result of a mediation process.


Job analysis: different methods of stress assessment

The following procedures of job analysis can be differentiated below: On the one hand, this type of stress assessment involves non-standardized procedures, such as existing job descriptions, free reports from workers, freely written job reports from job analysts and supervisors, job performance of the job analyst, and analysis of records. On the other hand, there are semi-standardized procedures, such as the Critical Incident Technique, a workplace diary, observation, and interviewing. Standardized procedures, such as questionnaires, observation interviews and checklists, are considered the third point of workplace analysis. For analysis, these different procedures are used both separately and in conjunction with each other in different procedures. These procedures of stress assessment are structured as follows:

The non-psychological, technical-work-science oriented studies of workplace analysis are those that attempt to design and simplify work processes, reduce stress, and review and improve working conditions using work flow, movement, demand, and stress studies. This stress assessment focuses on working conditions and technical/organizational work content; it results primarily in work/performance-oriented studies.


Job analysis: methods

With methods of psychologically oriented analysis, an attempt is made to specifically and psychologically determine the perceptible and doubtful behaviors of employees at the workplace. In the course of this personal orientation, a focus is placed on the fundamental recording of employee behavior and behavior patterns at the workplace. At the same time, however, a comprehensive overall picture of the work situation must be created for the workplace analysis. It is necessary to differentiate between various procedures when assessing stress: Activity- or action-oriented approaches are derived from concrete operational experience values.

As an example, the following can be mentioned in the context of stress assessment: Questionnaire for the activity description of the managerial employee, Questionnaire for the position description of the managerial employee, Questionnaire for the job analysis and others, Questionnaire for the description of the management position Behavior-oriented approaches are based on the behavior observed during task performance. The main types of procedures are the position analysis questionnaire, job analysis questionnaire, activity analysis on the day by Frieling and others, work science activity analysis procedure, behavioral observation scales. Personality-oriented approaches understand personality traits as the basis for effective task performance.


A load assessment with Motion-Mining®.

Workplace analyses as part of the Motion-Mining® solution approach reveal hidden optimization potential. The solution approach, based on workplace analysis, allows a load assessment of manual work with wearables (wearable sensors, similar to fitness trackers) and a deep learning algorithm, better known as artificial intelligence. Work processes are, during the workplace analysis automatically and anonymously captured, processed by artificial intelligence, and converted into human-readable metrics. Currently, we distinguish between more than 60 different motion sequences in our ergonomics analyses (a variant of workplace analysis). Critical movements such as bending from the back, carrying, lifting, holding, and overhead activities are considered in the load assessment. These movements are recorded in movement intervals, during the ergonomics analysis (workplace analysis). In addition to the typical movements, vibrations, and repetitions are also included in the load assessment. Based on the data from the workplace analysis, overloads, and permanent stresses can be identified in the stress assessment, and measures for avoiding them can be derived.

Usually, such workplace analyses with regard to efficiency and ergonomics, such as MTM, REFA, or Leitmerkmalmethode, are carried out manually. These methods of workplace analysis are thus extremely time-consuming, and specific and require a deeper understanding of the process. Traditionally, these job analyses are recorded, for example, and then evaluated by a trained process engineer using a stopwatch and clipboard (load assessment). Since the process engineer accompanies an individual employee throughout the entire duration of the workplace analysis and uses photo or video analysis, among other methods, for documentation, such workplace analyses are fundamentally not anonymous. In contrast, workplace analyses with Motion-Mining® are anonymous over the entire recording period and the subsequent load assessment. Only average values are used for the load evaluation of a workplace analysis, i.e. at least two data tracks are evaluated. Our Motion-Mining® technology enables process managers to conduct process analyses (workplace analyses) more frequently, over a longer period of time, and with several employees at the same time.

Motion-Mining® workplace analyses are currently primarily conducted in the manufacturing and logistics industries. In the healthcare sector, we have also taken the first steps with pilot projects with regard to stress assessment. The workplace analysis is carried out with regard to the recording of internal material flows, care activities, and their documentation.

With MotionMiners GmbH, you not only have a powerful tool at hand, which automatically records and analyzes the processes but also experienced process engineers who support you in choosing the right methods for load assessment.

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