Human Factors in Safety - Revised on 15-09-2010

8/3/2019 Human Factors in Safety - Revised on 15-09-2010

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HUMAN FACTORS INHUMAN FACTORS IN

SAFETYSAFETY

Ashima Singh

Director/ IRITM


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CAUSE-WISE ANALYSIS OF ACCIDENTS

1960-61

17%

1%1%1%

12%

68%

Rly. Staff Equipment Failure Ot her than Rly. Staff

Sabotage Incidental Not Established


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1997-1998

6%5%

3%

13%

5%

1%

2%

65%

Rly. Staff Equipment Failure Other than Rly. Staff


Combination of factors Under investigation


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2008-09

Rly. Staff Equipment Failure Other than Rly. Staff


Combination of factors Under investigation


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Lkll;

5


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Type of Accidents 2008-09 2009-10

Collisions 13

(7.34 %)

9

(5.56 %)

Derailments 85

(48.02 %)

80

(49.38 %)

Manned Level

Crossing Accidents

7

(3.95 %)

5

(3.09 %)

Unmanned Level

Crossing Accidents

62

(35.03 %)

62

(38.27 %)

Fire incidents 3

(1.69 %)

2

(1.23 %)

Miscellaneous 7

(3.95 %)

4

(2.47 %)

Total 177 162

Category-wise break-up of Accidents


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DETERMINANTS OF EMPLOYEE

PERFORMANCE

COMPETENCIES

MOTIVATION

WORK

CONSTRAINTS

PERFORMANCE


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Competency Based placement specification of:

Knowledge

SkillAbility &

Trait


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Competencies consist of 4 clear cut areas

Task Skills The requirement to performindividual tasks.

Task Management Skills The requirement tomanage a number of different task within the job.

Contingency/Crises Management Skills Therequirement to respond to irregularities andbreakdowns in routine; and

Environment Management Skills - Therequirement to deal with the responsibilities andexpectations of the work.


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RRB Examination

Non-Technical categories

English/Hindi

General Awareness

Arithmetic & Mental Ability

General Intelligence

Technical categories General Science (Additional paper)


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PRESENT EXAMINATION SYSTEM

Test of scholastic

brilliance based on the

principle ofelimination.

Does not assess specific

abilities for job

success.


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COMPETEN

CY MODELLING -

Safety category posts for which

psychological tests have beenprescribed like:

- ASM

- Asstt. Driver (Electric/Diesel)- Motormen


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Determination of Norms

FOptimum MatchingFSelection Ratio

FElement of Risk


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Techniques used for Job Profiling

SMEs (Subject Matter Experts)Conference

WPS (Work Profiling Systems)

Repertory Grid

Task Inventory

Critical Incident

Visionary Interviews Other Interviews


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COMPOSITION OF TEST BATTERY FORCOMPOSITION OF TEST BATTERY FOR

ASMsASMs

ATTRIBUTES

1. INTELLIGENCE

2. DECISION MAKING

3. POWER OF OBSER-VATION

4. DEPTH PERCEPTION

5. SPATIAL SCANNING6. PERSEVERANCE

7. FREEDOM FROMIMPULSIVENESS

TEST NAME

a) TEST OF CLASSIFICATIONb) APM (Advance Progressive Matrices)

TEST OF INFERENCE

a) TEST OF VISUAL SEARCH

b) TEST OF PIC. MATCHING

TEST OF DEPTH PERCEPTION

TEST OF MAP PLANNING

PERSONALITY QUESTION-

NAIRE


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ATTRIBUTES

1. MEMORY

2. INFORMATION

ORDERING3. DEPTH PERCEPTION

4. OBSERVATION

5. TEST OF PERCEPTUAL

SPEED

TEST NAME

BUILDING MEMORY (BM)

TEST OF FOLLOWING

DIRECTION ( FD ) TEST OF DEPTH

PERCEPTION ( DP )

TEST OF NUMBER

MATCHING ( NM )

TEST OF PERCEPTUAL

SPEED ( PS )


ASSTT. DRIVERSASSTT. DRIVERS


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5 Psychological test for Asst. Drivers5 Psychological test for Asst. Drivers


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Contd..Contd..


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Contd..Contd..


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Contd..Contd..


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Contd..Contd..


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Contd..Contd..


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MOTORMENMOTORMEN

ATTRIBUTES

1. INTELLIGENCE

2. FLEXIBILITY OF CLOSURE

3. REACTION TIME

4. MEMORIZATION

5. NUMERICAL ABILITY

6. EMOTIONAL STABILITY(PE)

7. RESTRAINT (PR)

TEST NAME

FORM BOARD TEST

GROUP EMBEDDED

FIGURE TEST

DISCRIMINATIVE

REACTION TESTER

MAP MEMORY

TEST OF NUMBER

OPERATION

PERSONALITY

QUESTIONNAIRE


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SWITCHMENSWITCHMEN

ATTRIBUTES

1. PROBLEM SENSITIVITY

2. MEMORISATION

3. INFORMATION

ORDERING

4. MAP READING

TEST NAME

TEST OF PROBLEM

SENSITIVITY ( TPS ) TEST OF MEMORY ( TM )

TEST OF FOLLWING

DIRECTION ( FD-CT )

TEST OF MAP READING( TMR )


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SELECTION DECISIONS FOR DIRECT

RECRUITMENTS AND PROMOTIONS

STAGE DECISION

SUITABLE SUITABLE WITH NOT SUITABLERESERVATION

Direct Grade C or Not Applicable Grade D in any oneabove in all of the tests.

tests.

Departmental Grade C or Grade D in any one Grade D in two or

promotion above in all test with at least one more tests or one D

tests. Grade A or B in with C in the rest.

other tests.

Description of grading:

Percentile : Above 60th. Above 40th. 20 - 40th. Below 20th.

Grade : A B C D

SUITABLESUITABLE WITH

RESERVATIONNOT SUITABLE


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Year Attenuation1973 46%

1981 48%

1984 42%

COMPARATIVE STATUS OF IMPROVEMENT IN

PERFORMANCE OF PSYCHOLOGICALLY

SCREENED ASMs

COMPARATIVE STATUS OF IMPROVEMENT IN

PERFORMANCE OF PSYCHOLOGICALLY

SCREENED ASMs

100

54

10052

100

58

0 20

40

60

80

100

IRREGULARITIES

1973

1981

1984

Y

e

a

r

Non-Screened Screened


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MotivationTo create a sense of belonging to

something special

Adaptation

Gap between ideal profile required and actualincumbent selected becomes the training need.

Training Need Identification


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Special Training Inputs

Teaching values norms, history and tradition

Internal training centres

On the job socialization

Exposure to a pervasive mythology of heroic

deeds and corporate exemplars

Unique language and terminology

Corporate songs


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Inputs for Motivation

Rigorous up through the rankspolicies.

Tight screening

Incentives linked with ideology.

Awards contests and publicrecognition.

Tolerance for honest mistakes.

Celebrations

Plant and office layout thatreinforces norms.

WHAT YOU DECLARE YOU WILL

ACHIEVE


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Training Programme of Disney

FEmployees are cast members

FCustomers are guests

FA crowd is an audience

FA workshift is a performance

FA job is a part

FA job description is a script

FA uniform is a costume

FOn duty is onstage

FOff duty is backstage


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Business of DisneyBusiness of Disney

TO MAKE PEOPLE HAPPY


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VISION OF INDIAN RAILWAYS

LEAD WISELY AND OTHERS WILL FOLLOW CHEERFULLY AND WITH PURPOSE.

PROPER SELE

CTION

RIGHT ENVIRONMENT

TIMELY TRAINING


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NOTHING WILL EVER BE ATTEMPTED, IF ALLPOSSIBLE OBJECTIONS MUST FIRST BE OVERCOME.

-SAMUEL JOHNS

Documents

Human Factors in Safety - Revised on 15-09-2010