Job Demand Analysis

Know what the jobactually requires.

Document the physical, cognitive, environmental and organizational demands of work so decisions about ergonomics, screening, accommodation and return to work are based on current job information.

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JTA / PDA / PDD / JDADigital & updateableShareable job data

Digital job profileCURRENT DATA

One role. Every meaningful demand.

Build a usable job profile instead of a static document that quickly becomes outdated.

Physical demandsForce, posture, lifting, repetition

Cognitive demandsAttention, complexity, decision load

EnvironmentNoise, temperature, workspace, PPE

OrganizationSchedule, pace, interaction, workflow

One source of truth

A job profile should support more than one decision.

Whether your organization calls it a Job Task Analysis, Physical Demands Analysis, Physical Demands Description or Job Demands Analysis, the goal is usable information about the work itself.

Physical demands

Capture lifting, carrying, force, posture, repetition, reach, standing, walking and task frequency.

Cognitive & organizational demands

Document attention, complexity, pace, communication and other demands relevant to how the job is performed.

Environment & task context

Record work areas, equipment, PPE, environmental factors and task-specific details.

Why digital matters

Move from a static document to living job intelligence.

Capture the work

Document each meaningful task using structured job information and video where appropriate.

Quantify the demands

Create consistent physical, cognitive, environmental and organizational demand data.

Publish the profile

Make job information easier to share through digital and report-based formats.

Keep it current

Update tasks and demands when the work changes instead of rebuilding the assessment from scratch.

Use the data

One job analysis. Many workforce decisions.

Pre-employment & screening

Use accurate job demands to help define what a role actually requires before comparing worker capability.

Return to work

Compare current job demands with restrictions or functional information to support modified-duty planning.

Ergonomics

Identify high-demand tasks that may warrant deeper ergonomic assessment or redesign.

Accommodation

Focus on the specific demands that may need adjustment rather than making assumptions about the entire role.

Onboarding & training

Use embedded task information to make job expectations and task requirements clearer.

Workforce planning

Create consistent job information that can be used across sites, roles and internal stakeholders.

Connected Technology

The right technology for the right question.

Office Ergonomics

Self-guided workstation assessments for home and office environments.

Digital Job Task Analysis

Build current, usable job-demand information.

MotionTrack6

Technology-enabled functional movement screening.

Computer Vision

Analyze movement and ergonomic risk from task video.

Wearables

Collect objective movement data in complex real-world environments.

Wellbeing

Add repeatable workforce wellbeing insights to the broader picture.

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FAQ

Job-demand analysis questions.

Is a Job Demand Analysis the same as a Job Task Analysis or Physical Demands Analysis?

The terms can overlap and are sometimes used differently by region or provider. A JTA, PDA, PDD or JDA can all describe methods for documenting what a job requires. Read our guide to the differences.

Is a JTA the same as an ergonomic assessment?

No. A job-demand assessment primarily documents what the job requires. An ergonomic assessment evaluates how the work is being performed and where changes may reduce exposure. Organizations often benefit from both.

Why should the information be digital?

Digital job profiles can be easier to update, share and reuse across screening, ergonomics, return to work and accommodation workflows.

Can the job analysis include video?

Yes. Video can provide useful task context and make job information easier for stakeholders to understand when it is collected and used appropriately.