...assess the wing's adherence with by-law requirements, Executive Orders, DOD Directives, and Air Force and MAJCOM instructions. The team is already fully operational however, because the majority of personnel only remain on the team for 2 to 3 years, keeping trained and certified inspectors is a priority. Recently, Headquarters Air Force has established new guidance requiring each MAJCOM IG to establish a training and certification program for all their inspectors. Identifying the needs of Headquarters AMC will consist of organization, person, and task analysis. The methods used to collect data will be focus groups, interviews, documentation, and observation. Because the team is already fully operational and budget cuts are affecting all government agencies, training needs should emphasize a concentration strategy focused on development of the existing workforce, skill, currency and reduced operating costs. Organizational Analysis The AMC Inspector General Team (IG) is one of many directorates within the HQ AMC staff. As such, the Inspector General reports directly to the AMC Commander. The mission of the IG directorate is to “Improve Readiness and Capabilities through Inspections and Complaint Resolution.” This mission statement captures the two main...
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...that most pilots have to face when they have been involved in an accident is whether the accident was caused by a human error or a mechanical failure, most being human errors and this essay will be based on the concept of fatigue as well the risks and management that can be supported to improve this human factor. There are two types of fatigue if it was to be categorised: Physical fatigue and mental fatigue. Physical fatigue is when the individual experiences lack of strength within himself, such as lifting objects where the muscles are fatigued. On the other hand, mental fatigue is to do with the mind not physically such as the level of consciousness decreases as time goes resulting in decrease in attention. This can be dangerous when a task that needs focus is required; pilots are the main victims to this. One of the causes of fatigue is the internal structures that humans have, called a biological clock. This affects the biological and psychological process that humans undergo within the 24 hour time frame. These processes are often called “circadian rhythm”. As stated “circadian rhythm means a pattern which varies on a cycle of...
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...Hierarchical Task Analysis Overall goal: To display the class schedule for 5 courses in a dialog box. Assumptions: We have assumed that user enters all the details correctly in the program. Task Descriptions: To Display the class schedule of 5 courses 1. Run the program on any Java software * You can run your class scheduling program using any Java platforms like NetBeans, Eclipse, and Command prompt. 2. Enter the course details 3.1. Enter the course title * Type the name of the course in the dialog box that appears. 3.2.1. Click ok * After you have typed the course title in the dialog box , click ok 3.2.2. Click cancel * This terminates the program 3.2. Enter the no of Credit * Type the no of credit in the dialog box that appears in the screen. 3.3.3. Click Ok * After you have typed the no of credit 3.3.4. Click Ok on the Warning Dialog box * If you enter the no of credit wrongly a warning dialog box appears explaining the error made. Click Ok on the warning dialog box, then rectify your error 3.3.5. Click Cancel * This terminates the program 3.3. Enter the start time of the course * Type the start time of the course in the dialog box that appears in the screen. 3.4.6. Click Ok * After you have typed the start time of the course 3.4.7. Click Ok on the Warning Dialog box * If you...
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...extremely difficult in the absence of an understanding of the causes of accidents. One cause of accidents is the Human factor (physical and mental capabilities). According to different persons Human Factor is a: • “the scientific study of the relationship between man and his working environment” (Murell, 1965) • “the study of how humans accomplish work-related tasks in the context of human-machine systems” (Meister, 1989) • “applied information about human behavior, abilities, limitations and other characteristics to the design of tools, machines, tasks, jobs and environments” (Sanders & McCormick, 1993) • Studying and enhancing the performance of sociotechnical systems Under human factor is the human error. Human Error is a generic term to encompass all those occasions in which a planned sequence of mental or physical activities fails to achieve its intended outcome, and when these failures cannot be attributed to the intervention of some chance agency. Human Factors (Physical and Mental) * Adverse Mental States * Loss of situational awareness * Complacency * Stress * Overconfidence * Task saturation * Alertness (drowsiness) * Get home-itis * Mental fatigue * Distraction * Physical/Mental Limitations * Visual limitations * Insufficient reaction time * Information overload * Inadequate experience for complexity of situation * Incompatible physical capabilities * Readiness * Inadequate training * Self-medicating...
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...ABA 1 Unit 6 Discussion Chaining is a specific sequence of discrete responses, each associated with a particular stimulus condition. Each discrete response and the associated stimulus condition serve as an individual component of the chain (Cooper). A completion of one specific behavior in the chain leads to the next specific action in the chain. All steps have to be completed correctly in order to move forward and gain mastery of the behavior. • Define target behavior • Reinforce successive elements of the chain • Monitor the results Shaping is the process of systematically and differentially reinforcing successive approximations to a terminal behavior (Cooper). Shaping helps the person get closer to mastery by providing reinforcements along...
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...HRM420: Training & Development Anna Williamson DeVry University Online Verizon Wireless Florida Region LTE Training Plan The Verizon Wireless Florida region Long-Term Evolution (LTE) project implementation team has recently received an influx of new staff. This staff has very little-to-no project management experience, although most are familiar with LTE technology, and there is no current training plan to train new staff in the processes required to turn-up a new cell site. The purpose of this document is to provide a training program to be followed whenever new staff arrives. All project management employees engaged in the LTE project will follow this plan to ensure that everyone is following the same processes consistently. The methodology used to develop this training plan will be based on the Instructional System Design (ISD) methodology. In ISD, there are seven steps to designing a training program: (1) Conducting a Needs Assessment, (2) Ensuring Employees are Readiness for Training, (3) Creating a Learning Environment, (4) Ensuring Transfer of Training, (5)Developing an Evaluation Plan, (6)Selecting the Training Method, and (7) Monitoring and Evaluating the Program (Noe, 2008). Anna Williamson, manager of the LTE implementation team, will be responsible for creating and providing the training. The team members will review each step of the process and will provide feedback and buy-in. Once completed, this program will be used throughout the Florida region to deploy...
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...directly with management teams throughout the company in an effort to help with strategy and the growth of the company. One very important aspect is talent acquisition. Having the right people in key roles within the company is vital to the success and growth. Performing this function includes preparing a job description, recruiting, setting compensation, and retention. In this paper I will go over the entire process. Method of Job Analysis When a new job is created or a vacancy occurs, it is the role of an HR representative to fill that void. In order to perform this function they need to first understand what role they are trying fill and what skills and responsibilities this new role would require. By conducting a job analysis they are able to further define any important elements of any job and then search for the person or people that are a good fit for the company. As important as it is to perform a job analysis before looking for that new candidate, it is equally as important to select the correct job analysis method. Three very common Job Analysis Methods are the Observation Method, Interview Method and Questionnaire Method. Depending on the size of the company, nature of the job...
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...2013 IEEE International Multi-Disciplinary Conference on Cognitive Methods in Situation Awareness and Decision Support (CogSIMA), San Diego User assistance by situational, task- and model-based process information filtering in interactive, semi-automated human-automation systems Marcel Langer and Dirk S¨ ffker o Chair of Dynamics and Control University of Duisburg-Essen Duisburg, Germany Email: {marcel.langer; soeffker}@uni-due.de Abstract operators representing (human or technical) actions. Tasks are described by defining final situations that need to be reached and process information are fused to a situation vector representing the actual state of the entire system. Suitable information is identified by comparison of differences in future situations and used for the detection of valuable information with respect to the defined (sub)task. The hierarchical task analysis [4] of a semi-automated molding process using No-Bake-Technique is additional discussed as an illustrative application example that is completely mapped into the SOM-framework. Furthermore, the results of a user study of selected functionality of the developed process guiding and supervision assistance system are presented. Nowadays, the integration of users into technical systems becomes necessary due to reasons of automation concepts that are not capable of completely integrating process knowledge and manufacturing skills for full automation of technical processes. In such interactive, semi-automated systems human...
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...Human Factors in Maintenance Kevin Carr Embry-Riddle University Nigeria Airways Flight 2120 Nationair DC-8 Flight 2120 took the lives of 247 passengers and 14 crew members; 261 in all; during takeoff on July 11, 1991. The jet was owned by Canadian airline Nolisair, and was being operated by a Nigerian company to transport Nigerian pilgrims in and out of Mecca. The DC- 8 caught fire during take-off from Abdulaziz International Airport, Jeddah, Saudi Arabia. Pilots noticed problems during early stages of take-off and only made it 671 meters in elevation before attempting to turn around for a emergency landing. It was too late; the under inflated tires had overheated began to catch fire. The fire grew and blew out the hydraulics which made the emergency landing impossible. This was the worst wreck a DC-8 had ever experienced and has held the record for many years following. The NTSB concluded that the fire could have been handled by leaving the landing gear extended and away from the plane. Although the pilots failed to make the right decision, and added just one more human error to the equation, it was the obvious neglect by the maintenance team that caused this horrific accident. There are many human factors which played a vital role in the crash. The maintenance team failed to inflate the #2 and #4 main gear tires after recognizing the pressure during the pre-flight. An attempt to inflate the tires failed because there was no nitrogen available at the location. Further...
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...The Human Factor in Aviation Maintenance Kenneth L. Arrington Embry-Riddle University Abstract Aviation maintenance professionals have earned high levels of technical skills training associated with their profession, however research in a number of industrial sectors indicate that up to 80% of accident causes can be attributed to a breakdown in human interaction. Human error cannot be eliminated it is essential fact of the human condition (Maddox, 1998). Maintenance professionals will always try to avoid making errors. Unfortunately, even the most highly trained and motivated professionals will make mistakes, however, with suitable understanding of the human factor and appropriate training, professionals can mitigate the consequences of errors. The human factor component of aviation maintenance can be grouped in four general categories: 1. Effective training for technicians and inspectors; 2. On the job safety of maintenance workers; 3. Human error that compromises public safety; and 4. Overall cost of maintenance errors. The Human Factor in Aviation Maintenance Aviation is an industry where mistakes mean lives are at risk. Airplanes have become more complicated and sophisticated in their evolution within the past 50 years. Maintenance technicians must continuously update their proficiency and knowledge in airplane repair because of the enormous differences in new and old aircraft that are presently in use (Maddox, 1998). Aviation maintenance...
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...JWA-Chapter 3: Worker-Oriented Methods 1. Introduction a. This chapter focuses on methods that focus on attributes or characteristics that people need to be able to complete their jobs successfully. This kind of information is used to hire qualified people. b. Worker-oriented methods are the most ‘psychological’ of the methods of job analysis. 2. Job Element Method c. This method blurs the distinction between what gets done and what abilities are required to do the job. This method breaks the job down into pieces called elements and are described in terms that job incumbents can easily understand. d. JEM focuses on work-behaviors and the results of this behavior rather than more abstract characteristics. e. An element in JEM is a combination of behaviors and associated evidences. f. Contents of Elements i. Contents cover a broad range of behaviors, including cognitive, psychomotor, and work habits. ii. One of the advantages of JEM over more narrow analytic approaches to job analysis is the use of work habits as elements. g. Steps in the JEM iii. Gathering Information for JEM 1. Usually conducted by a professional analyst and a team of six subject matter experts, who are usually incumbents and supervisors. 2. During the first session, SMEs brainstorm and rate a list of elements that the analyst compiles. A list of job elements and ratings of each will be created. The...
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...work/internal processes, op in soc context (not island) When should use team team’s OBJs…..hi complex + interdep complex is task - breadth/depth of skills/expertise/interdepent task -pooled split up, do apart, glue together -sequential 1 way dependency -reciprocal 2 way Leadership: - main lship styles coercive - immediate compliance from ees use str8fwd tasks problem EEs crisis sits NOT use complex tasks self-mot, talented EEs ovr LT authoritative - LT direction and vision for team use new vision/clear direction needed (times of ch) new team member needs guidance you’re expert/source of auth NOT use EE exp, know much as you if not more promoting self-managed teams/participative decis-making affiliative leader - creating harmony among EEs and btwn l and team use str8fwd and perf is adequate diverse/conflicting grps to work together EEs exp personal difficulties NOT use bad EEs perf corrective pef feedback is nec crisis/complex sits, clarity control needed EE task-oriented individs democratic - building commitment and consensus among EEs Use competent, have as much/more knowl as you mems’ work muts b coord you’re unclear about best approach/have competent mems who might have clearer ideas NOT use crisis, no t for meetings/discussions incompetent, lack crucial info.. need close supervision pacesetting - accompl tasks to a hi standard of excellence use mems also pacesetters, indep @ hi standard resource/t constraints nec manager involvement ...
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...Designing an Active Training Sales Program for Wellbridge Clubs Sales Staff Dawnita Blackmon-Mosely Tiaunna Connelly Elizabeth Davis Jesus Elias Jaimi Faux Michael Morris Rodney Ulibarri Webster University Abstract The purpose of this project was to develop a training program for Wellbridge Clubs that focused on teaching sales staff to sell personal training (PT) packages to members, in order to increase Wellbridge sales. The training agenda was designed based on Silberman’s (2006) Active Training, in order to engage the participants in their learning process. The use of immediate learning exercises is intended to draw the participants into the process of guided note taking during the brain-friendly lectures. Through headlines and graphical associations, organized information is presented that is more easily retained. Role-playing scenarios solidify newly acquired information, and action planning provides an opportunity to prepare the participants for on-the-job application. These techniques were chosen because they provide the best option for active involvement of the participants, and thus, their attainment and retention of skill. Keywords: Wellbridge, personal training, active training, human capital Designing an Active Training Sales Program for Wellbridge Clubs Sales Staff Wellbridge Clubs is a fitness management company that was founded in 1983 in Denver, Colorado (Wellbridge Clubs, 2014). Through the operation of 19 athletic clubs nationwide, Wellbridge...
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...------------------------------------------------- Assignment 2a Comprehensive Essay Plan with Journal Article SummariesMarch 14, 2014 March 14, 2014 Essay Plan * Introduction/Purpose of Essay The purpose of this assignment is to explain why companies use job specialization approach to job design and to use the Job Characteristics model to describe how specialised jobs can be modified to eliminate the boredom and low job satisfaction associated with them. This essay will define, analyse and put forward methodologies that will aid in remedying the issues related to job specialisation. * Body/Background 1) Define Job Specialisation. Include quotes and provide examples of Job Specialisation. Describe the advantages and disadvantage of Job Specialisation. 2) Define Job Design. Define the aspect related to Job Design. Include quotes. 3) Define Job Characteristics Model. Describe its elements of the Job Characteristics Model. Describe the effect of each element. 4) Describe how jobs can be modified to eliminate boredom and low job satisfaction. Use quotes and define solutions to the problem. Refer to solutions put forward by the journals. * Conclusion In conclusion it can be seen that the essay has met all goal and objectives that was set out for it at the outset. Job Specialisation, Job Design and the Job Characteristics Model have been defined in detail and the advantages and disadvantages along with the various elements of each...
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...Environment: There are two main locations in aviation maintenance – the ramp, hangar/shop and the relationship environment with the rest of the company. The first one can have issues with noise level, temperature, and other physical problems. The organizational factors with the rest of the company, however, has to do with communication, mutual respect, and cooperation. Actions: Human factors programs analyze the actions of individuals and the reasons they make the decisions that they do. Job Task Analysis (JTA) is used to determine what resources, instruction, and tools are needed to perform a task, as well as a person’s skill level and attitude. Resources: There are physical and non-physical kinds of resources. The physical types include things like tools, computers, test equipment, and manuals. The non-physical resources include time allotted for work, number and qualifications of workers, communication between everyone in the company. Human Factors Analysis and Classification System (HFACS) Model There are four levels of the HFACS Model: 1. Unsafe Acts 2. Precondition for Unsafe Acts 3. Usafe...
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