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The Human Factors Analysis and Classification System
The Human Factors Analysis and Classification SystemName
Institution
The Human Factors Analysis and Classification System
Question 1: How safety professionals would utilize HFACS
The Human Factors Analysis and Classification System (HFACS) is a tool that analyzes and investigates aviation accidents that occur due to human errors. The United States’ military were the first to design and use this human error framework. HFACS reports and touches on issues of human error at all points of the system, (Stolzer & Halford, 2008) including the states of organizational and aircrew factors. The HFACS has been confirmed to encompass all human casual factors, which associate with commercial, military, and general aviation. The civil aviation arena, after using reports of accidents, which took place between 1990 and 1996, demonstrated that HFACS tool could be a practicable tool for analyzing the causes of accidents (Wiegmann & Shappell, 2003). Since human error has been connected with most occupational accidents, it should not be of great surprise given that humans naturally make mistakes. Violations as well as errors emanating from physical or mental activities may result in accidents. The former represents outright disregard for the stipulated rules and regulations for safety flight in the aviation industry. Even though technology is making inroads at high rates in the present world, human factors still plays significant roles in enhancing the overall safety and progress in this lucrative industry. Humans must maintain their knowledge base, dedication, flexibility, and efficiency while making just decisions. With unpredictable rates of technological evolution, this industry keeps investing in training human personnel in order to make relevant decisions as per the current state (Stolzer & Halford, 2008). Human performance implication assessment requires a sound scientific basis that can have an overview of the design, training, and procedures. Safety professionals, therefore, can use the HFACS as a tool for training crews in order to eliminate incidents and accidents emanating from human error.
Safety professionals have the duty of utilizing HFACS to train airline operators to minimize possible human errors. Specifically, the professionals use the tool to scrutinize the process involved in preventing numerous accidents that arise from human error. According to Wise, Hopkin, and Garland (2009), most aircraft incidents and accidents have been due to human errors than mechanical failure. This has necessitated the need for analyzing various human factors that can affect the movement of aircrafts by the air traffic management and maintenance practices in order to improve safety. According to Salas and Maurino (2010), human factors entail acquiring information about human capabilities, weaknesses and other parameters, and inculcating them in the crew resource management (CRM) to enhance aircrafts’ safety. In the aviation industry, the entire process involves applying the human factors in machines, environment, and systems to make aircraft services effective, safe, and comfortable for all users. Markedly, human factors tend to comprehend in details how the aviation industry can integrate human actions with technology in efficient and safe ways (Wiegmann & Shappell, 2001). After vivid conceptions, the whole concept translates into procedures, designs, and policies in order to improve humans’ performances within the crucial aviation industry.
Question 2: How can HFACS aid in addressing the human factors performance issues in accidents and incidents?
Human Factors Analysis and Classification System helps in classifying errors, violations, and maintenance factors, thus making it possible to control the nature of fatalities that results from aircraft accidents. Clearly, HFACS addresses human errors at all dimensions of an aircraft system. At the same time, the inclusion of an extensive civil aviation safety program can aid the functions of HFACS. Human factors try to mitigate risks and inefficiency, thus improving the performance or success of aircrafts. HFACS can help in addressing human factor performance by focusing on a comprehensive analysis of human factors accountable for aviation incidents. Data analysis of various incidents and accidents due to human errors can be of great importance in using HFACS to address human factor performance issues (Ausrotas & Hansman, 1984). Currently, in the case of Boeing, human factors specialists coordinate with cognitive engineers, air traffic controllers, and flight crews in route planning and communication through data link messages (Baker, 1998). Recent technological changes have enhanced user understanding, minimized cost of training facilities, and reduced error rates. Under maintainability and in-service support, unrelenting attention on human factors have enhanced safety and operational efficiency. In maintenance, Boeing considers the participation of mechanics, customer support processes, and computer-aided maintainability design tools. In this functionality, human factors specialists work together with production and airline engineers in implementing airline maintenance features. In free flight, the process of transferring command authority unambiguously and dynamically between ground and air remains a major human factor (Fuller, Johnston, & McDonald, 1995).
As a way of decreasing the rates of aviation incidents and fatalities, the industry designs human-aircraft interfaces and builds up measures for maintaining technocrats and flight crews (Anca, 2007). This move results in enhancement of human performances, thus advancing reliability, usability, comfort-ability, and maintainability. Human factor specialists at the Boeing Company designs aircrafts that take into concern the needs of the pilots, customers and control operators. In essence, human factors play key roles in the aviation industry even though technology tries to perform other human functions. As a result, safety professionals have to work closely with technicians, crews, engineers to include human factors when designing all planes (Stolzer & Halford, 2008). Some of the areas that require inclusion of human factors include error management, flight deck design, design for in-service support, and passenger cabin design (Connor & Cohn, 2010). On flight design, safety and reliability has been the center of focus as recent developments have helped to reduce accident rates and increase efficiency. Notably, changes in flight design in areas like engines, structures, and systems have prevented and mitigated human error. In new flight designs, Boeing ensures that recent technological applications meet the needs of customers, crew, and appropriate degree of automation requirements.
Question 3: Different levels of HFACS and their interaction
Human Factors Analysis and Classification System have four different levels, which touch on latent failures and active errors. Within the four levels, there are 19 causal categories (Salvendy, 2012). The levels include unsafe acts, preconditions for unsafe acts, unsafe supervision, and organization influences. Reason’s model divides unsafe act level into errors and violations. Errors are unintentional outcomes, while violations are disregard for the rules of the aviation industry (Ausrotas & Hansman, 1984). Under errors, there are perceptual errors, decision errors, and skill-based errors, while there are exceptional and routine violations. The second level, preconditions for unsafe acts, has three categories with further subdivisions. Condition of operators, environmental factors, and personnel factors are the three categories for level two. Physiological state, mental state, and physical limitations fall under the condition of operators; they can affect practices and result in unsafe situations (Dismukes, 2009). Technological and physical factors affecting activities of persons constitute environmental factors. Lastly, personal readiness aspects and crew resource management (CRM) fall under personnel factors; they affect actions of individuals, thus leading to unsafe conditions. Unsafe supervision has four categories namely, supervisory violations, failure to correct known problems, plan inappropriate operation, and inadequate supervision (Wiener & Nagel, 1988). Supervisory violation occurs when a supervisor willfully disregards existing aviation rules and regulations. A supervisor may also fail to provide effective and efficient services to the crew. Organizational influence, which is the fourth level, is divided into three categories, namely resource management, operational process, and organizational climate. The overall management of organizational assets is deliberated on at this level, as well as analysis of the working environment with its policies, structure, and culture (Williams, 2004). From the vivid analysis of the four levels of HFACS, there exist close interaction between the levels to prevent incidents and accidents that may occur due to human actions. The overall management of decision-making process to the actual role of supervisors indicates a closed-set of levels aimed at enhancing safety in the aviation industry (Stolzer & Halford, 2008).
References
Anca, J. M. (2007). Multimodal safety management and human factors: crossing the borders of medical, aviation, road, and rail industries. Aldershot, England: Ashgate.
Ausrotas, R. A., & Hansman, R. J. (1984). Aviation safety analysis. Cambridge, Mass: Massachusetts Institute of Technology, Dept. of Aeronautics & Astronautics, Flight Transportation Laboratory.
Baker, R. H. (1998). Climate survey analysis for aviation maintenance safety. Monterey, CA: Naval Postgraduate School.
Connor, P. E., & Cohn, J. V. (2010). Human performance enhancement in high-risk environments: insights, developments, and future directions from military research. Santa Barbara, California.: Praeger.
Dismukes, K. (2009). Human error in aviation. Farnham, Surrey: Ashgate.
Fuller, R., Johnston, N., & McDonald, N. (1995). Human factors in aviation operations. Aldershot: Avebury Aviation.
Salas, E., & Maurino, D. E. (2010). Human factors in aviation (2nd ed.). Amsterdam: Academic Press/Elsevier.
Salvendy, G. (2012). Handbook of human factors and ergonomics (4th ed.). Hoboken: John Wiley & Sons.
Stolzer, A. J., & Halford, C. D. (2008). Safety management systems in aviation. Aldershot, Hampshire, England: Ashgate.
Wiegmann, D. A., & Shappell, S. A. (2001). A human error analysis of commercial aviation accidents using the human factors analysis and classification system (HFACS): final report. Washington, D.C.: U.S. Dept. of Transportation, Federal Aviation Administration, Office of Aviation Medicine.
Wiegmann, D. A., & Shappell, S. A. (2003). A human error approach to aviation accident analysis the human factors analysis and classification system. Aldershot, Hants, England: Ashgate.
Wiener, E. L., & Nagel, D. C. (1988). Human factors in aviation. San Diego: Academic Press.
Williams, K. W. (2004). A summary of unmanned aircraft accident/incident data: human factors implications. Washington, DC: U.S. Dept. of Transportation, Federal Aviation Administration, Office of Aerospace Medicine.
Wise, J. A., Hopkin, V. D., & Garland, D. J. (2009). Handbook Of Aviation Human Factors, Second Edition. New York: Taylor and Francis Group.
The Human Edge Finding our inner fish
Name
Tutor
CourseDate
The Human Edge: Finding our inner fish
In his article, The Human Edge: Finding our inner fish, Neil Shubin attempts to link the similarities between the fish and human beings as believed to be distant relatives. Having discovered fossils along the Canadian Arctic, Neil Shubin embarked upon carrying out experiments willing to compare its relation to man. At the same time, several other scientists such as Gavin Sherlock, a geneticist at the Stanford University, have also embarked on this research, and consequently, several relations between man and the fossil, named Tiktaalik, have been found. Some of the similarities were, for example, discovered in the fossil that also exists in a human body. These included the one-third yeast cells present in man, which were also present in the fossil found. What makes humans different, however, is the evolution of genetics.According to the analysis of this article, considering Neil Shubin’s point of view and argument as well as Gavin Sherlock’s findings from the research, there is a lot of relation between their opinions and research to the modern view of evolution, as well as Darwinian Theory of natural selection. According to Gavin Sherlock, for instance, it is evident that his state is concerned about the change and growth in the evolution of a mankind. For example, all the three arguments concur to the fact that the changes and growth in the genetic makeup, as well as the gradual development, is the reason behind the current stage that man is in. At the same time, considering the fact that this evolution has been going on and taking place over millions of years, it is not certain whether or not the evolution of humans has finally come to an end, since a man is likely to adapt to the changes taking place, particularly, in his environment and surroundings.
Works Cited
Kellogg, Vernon. “The modern view of evolution.” The Atlantic Magazine, 1924. Retrieved from http://www.theatlantic.com/magazine/archive/1924/04/the-modern-view-of-evolution/304218/ on December 11th, 2012. Web.
Palca, Joe. “The human edge: finding the fish in us.” The Human Edge, July 2010. Retrieved from HYPERLINK “http://www.npr.org/2010/07/05/127937070/the-human-edge-finding-our-inner-fish” http://www.npr.org/2010/07/05/127937070/the-human-edge-finding-our-inner-fish on Dec 11th, 2012. Web.
The HR Strategies and the HR plan for Sharjah Economic Development
The HR Strategies and the HR plan for Sharjah Economic Development
Student’s Name:
Institution:
1.0 The company Background
The association effectively tries to build up the economy of the Emirate by giving remarkable and cutting edge administrations and offices to the financial specialists through exceedingly qualified workforce and advanced innovations. The vision of the association is to work towards a propelled economy and consistent development. The objectives are to applying quality models in offered administrations, giving fitting client bolster, sharpening and creating HR abilities, and expanding the incomes and diminishing the costs and appropriately using the accessible assets. It also is disentangling work style and methods and gives fast and productive administrations (sedd, 2015).
This Department was to assume control over the nearby power for the use of government laws identified with monetary issues, and in addition the use of neighborhood announcements and requests identified with the economy of the Emirate. As indicated by the pronouncement specified over; the Department was set up and incorporated the accompanying segments: Business Registration Section, Organizations Section and Arranging, Research and Statistics Section. It assumes control over the arranging and execution of monetary improvement ventures, and also the planning of laws and regulations, vital arrangements and issuance of business, mechanical and administration licenses notwithstanding all the grants required for those licenses and control over all the financial firms in the Emirate of Sharjah (sedd, 2015).
2.0 Recruitment and Selection
The organization’s objective in enlistment and determination is to contract and hold the most qualified people. Supervisors are urged to first consider candidates from inside of their specialization or others from inside of the organization who express enthusiasm for the position.
On the chance that the position stays unfilled after grounds wide enlistment, the Workplace of HR helps offices by arranging all parts of the job procedure to present procuring divisions with qualified candidates from a mixed bag of sources outer to the department. The enrollment process, application audit, reference and foundation checking, and the determination and procuring procedures for all Staff positions are liable to appropriate labor laws and regulations. Enlistment endeavors are composed by HR Enrolling Specialists to guarantee consistence with these laws and regulations. Livelihood choices are in light of capabilities and are made without respect to race, shading, national or ethnic inception, sex, handicap, veteran status, or age with the exception of where a particular trademark is viewed as a “true blue word related capability” for a particular position (Nabi et al., 2015).
Procedure
Human personnel are accessible to give interview all through all parts of the work and employing procedure. They will give help with posting opening, creating and actualizing enlistment methodologies, distinguishing and selecting competitors, guaranteeing all pre-employment necessities are met, and affirming employment offers.
Recruitment Process
Employment Posting Strategies
In order to post work, procuring supervisors must start a posting through the jobs online business webpage, media, magazines or any other suitable mode. Once the essential supports are gotten, an Enrolling Advisor will either set up an occupation posting taking into account the data gave or survey the prescribed employment posting as put together by the enlisting supervisor. In either occasion, HR maintains all authority to alter work postings to follow College arrangements and systems.
Recruitment specialist will then contact the enlisting director to talk about an enlistment methodology (Newton et al., 2015).
Selection Procedure
Applicant Prescreening
The huge number of uses got every year keeps the talking of all candidates by the Workplace of HR. Be that as it may, all applications are evaluated and candidates whose capabilities and experience appear to be most fitting to the opening for which they have connected are by and large chosen for screening meetings with the Workplace of HR or the enlisting office.
Referrals to the office for a particular prospective employee meeting are in view of counsel with the employing chief and on the consequences of the screening and meeting procedures. It is the target of the Workplace of HR to elude prescreened contender for an opportunity. An Enrolling Expert will tell all candidates met for a particular opportunity of the result of the determination process.
Pre-interview Agenda
Acclimate yourself with the obligations and prerequisites of the position you are filling.
Verify you can answer general inquiries regarding the College and the advantages gave.
Detail addresses that will concentrate on employment related issues, for example, asking the applicants how they would manage genuine living, occupation related circumstances.
Record and arrange the inquiries in the request you will be asking them.
Audit candidate’s resume and/or application.
Acquire a livelihood and group guide for excluded level, out of region applicants. This data may be acquired from the Enrolling
Specialist who is arranging your enlistment endeavors.
Interview Rules
When the rundown of occupation related inquiries is made, use it for all candidates for the same position.
Set the candidate calm with starting and inviting comments.
Ask open-finished inquiries which require behavioral portrayals as opposed to just “yes” or “no” answers ( i.e., have them portray a work circumstance in which they took care of anxiety well instead of simply inquiring as to whether they can “deal with anxiety well”).
Tune in; the hopeful ought to do most of the talking.
Stay far from inquiries that have more to do with individual way of life than occupation experience. Phrase the inquiry so that the answer will depict at work qualities rather than individual qualities. On the off chance that the inquiry is not identified with execution at work, it ought not to be inquired.
3.0 Training and Development Strategy
Individual Coaching Method: It is an at work approach in which a director has the chance to instruct a worker, ordinarily his quick subordinate, on a balanced premise. Instructing is helping self as well as other people increase new viewpoints their goals and practices, to comprehend what’s conceivable and how to get to internal assets, for example, inspiration, responsibility, enthusiasm, and so forth as a mentor, the chief delicately faces workers with their weaknesses and makes recommendations for remedial activities. The chief is likewise aware of empowering great execution. Instructing is thought to be a standout amongst the best administration improvement procedures. Steady direction makes the student learn rapidly.
Tutoring Method: Tutoring is an at work way to deal with preparing in which the student is given a chance to take in on a coordinated premise from more experienced individuals from the association. The coach is generally a more established, experienced official who serves as a host, companion, partner and counsel to another individual from the firm. The tutor is given the charge of securing and obligation of helping the new representative. The relationship may be formally arranged or it may grow casually. For tutoring to be profitable, the parties’ advantage must be good and they must see one another’s learning styles and identities. In the event that tutors frame excessively solid bonds with learners, ridiculous partiality may come about. An exceedingly effective tutor protégé relationship may make sentiments of envy among different partners who are not ready to show just as great results out of the tutoring procedure.
Work Rotation Method: This system for preparing includes the moving of students starting with one employment then onto the next to augment their presentation and empower them to acquire a general comprehension of the totality of the association. Other than helping them to overcome fatigue, work revolution allows direct connection with an extensive countless inside of the association, along these lines encouraging future working connections. Learners are arranged to face differentiating styles of operation and principles that fluctuate as indicated by bosses. A few learners may feel more like going by easygoing spectators in the offices than being a piece of the workforce, which would invalidate the reason for occupation turn. Representatives who are searching for all the more difficult assignments may feel baffled when solicited to perform various types from basic occupations at the same level.
4.0 Strategies for Performance Appraisal
Rating Scales: Rating scales comprises of a few numerical scales speaking to occupation related execution measures, for example, steadfastness, activity, yield, participation, disposition and so forth. Every scales ranges from brilliant to poor. The aggregate numerical scores are registered and last conclusions are inferred.
Private Report System: Private report framework is no doubt understood strategy for execution examination framework basically being utilized by the association. In this technique for assessing framework, subordinate is seen by his bosses in regards to his execution in the employment and on his obligations done. From that point Superior composes private cover his execution, principally on his conduct in the association and lead and comments if any. Secret reports will be kept classified and won’t be uncovered to anybody lastly private reports will be sent to the top administration authorities for taking ruling against individual on whom classified report has made. Private reports are the primary criteria for advancing or exchanging of any worker primarily in the administration part (Guest, 2011).
5.0 HR Plan for Training and Development
Period Tutor Topic
Week 1 HR Personnel The essence of training employees in an organization, HR functions, Employees’ rights
Week 2 The Manager Organizational Change, Culture, and Ethics
Week 3 The Technical Manager Emerging issues in Technology
Week 4 Health Officer Workplace Health and Safety
Week 5 Resource person Risk Management
(Cooley et al., 2015)
References
Cooley, S. J., Cumming, J., Holland, M. J. G., & Burns, V. E. (2015). Developing the Model for
Optimal Learning and Transfer (MOLT) following an evaluation of outdoor groupwork skills programmes. European Journal of Training and Development, 39(2).
Guest, D. E. (2011). Human resource management and performance: still searching for some
answers. Human Resource Management Journal, 21(1), 3-13.
Honeycutt Jr, E. D., Ford, J. B., Maurer, S. D., & Gang, X. (2015). Selecting and Training
The Sales Force in China. In Proceedings of the 1996 Academy of Marketing Science (AMS) Annual Conference (pp. 297-302). Springer International Publishing.
Jahan, S. (2015). Employee Training and Development System of Banking Sector of
Bangladesh: An Empirical Study on Eastern Bank Ltd.
Jarvis, P. (2015). Learning expertise in practice: Implications for learning theory. Studies in
The Education of Adults, 47(1), 81-94.
Nabi, G., Wei, S., Raja, M. W., Zhao, S., & Ahmed, B. (2015). So far where we Stand in the
Recruitment and Selection Studies? A Review Study based on earlier Studies. International Journal of Human Resource Studies, 5(2).
Newton, P., Chandler, V., Morris‐Thomson, T., Sayer, J., & Burke, L. (2015). Exploring
selection and recruitment processes for newly qualified nurses: a sequential‐explanatory mixed‐method study. Journal of advanced nursing, 71(1), 54-64.
sedd, (2015).About Us. Retrieved from:
HYPERLINK “http://www.sedd.ae/wps/portal/economic/about%20us/!ut/p/b0/04_Sj9CPykssy0xPLMnMz0vMAfGjzOJN_J0Mfb3dDQ0sPPwMDDwNAzwCPSzDjE18DfWDU_P0C7IdFQHD5YHW/” http://www.sedd.ae/wps/portal/economic/about%20us/!ut/p/b0/04_Sj9CPykssy0xPLMnMz0vMAfGjzOJN_J0Mfb3dDQ0sPPwMDDwNAzwCPSzDjE18DfWDU_P0C7IdFQHD5YHW/