[Synopsis of procedures used in the evaluation of the physically handicapped and work demands]

The selection of workplaces for disabled people requires the matching of their abilities with the requirements of potential workplaces. Such a comparison may occur in particular by directly contrasting abilities and job demands, for instance by profile comparison. Abilities are thereby described in terms of job demands and recorded in standardized items. In a synopsis of 13 existing job/person evaluation techniques it was to be ascertained which items are used for assessment of abilities and job demands and how detailed the various sections of abilities and job demands are recorded. For reasons of perspicuity the items used in the various techniques were grouped in 10 different sections. It turned out that the sections "work environment" and "movements of parts of the body" were in general emphasized most. Finally, the different sections are emphasized and subdivided differently in the various techniques, according to their scope (such as employment agencies, personnel planning, job design) and their range of applicability (to one company/different companies, to different branches of industry, etc.). The criteria of universality, completeness and acceptance are discussed in terms of devising an assessment technique.