Designing and evaluating a crew resource management training for manufacturing industries

This article presents the evaluation of crew resource management (CRM) training specifically designed for employees within manufacturing industries. The central objective of this training program was to improve teamwork, communication, and stress management skills as well as to increase the workers' situational awareness of potential errors that can occur during the manufacturing process. Eighty employees, all of whom were working in a production unit for gearbox manufacturing, participated in the training program in this study. Effectiveness of the CRM training course was evaluated. The results showed a significant improvement in a wide range of CRM‐relevant categories, especially in teamwork‐related skills, in addition to an increase in the workers' situational awareness after the training program. When comparing the data regarding human error occurring in gear production that were derived from the trained group and a control group, mixed results were produced. Based on the results, it can be stated that CRM training, which was originally developed for the aviation industry, can be transferred to the manufacturing industry. © 2010 Wiley Periodicals, Inc.     

Evaluation of training in patient handling and moving skills among hospital and home care personnel

The aim of the study was to evaluate the training programme in patient handling and moving skills according to the Stockholm Training Concept. The evaluation focused on work technique, musculoskeletal problems, job strain and the experience of the person being transferred. The training programme consisted of two models of learning: traditional groups and quality circles. Fifty-one people employed at geriatric hospitals and in primary care, participated in the training programme. For the evaluation, the participants were video-recorded in one standardized transfer situation: moving the patient from bed to wheelchair, before and after the training. The participants' work technique during the patient transfer was assessed using seven items. A questionnaire covering individual factors, physical exertion, job strain, and musculoskeletal problems, was filled in by the participants before training and also six months after. The results showed improvements in six of the seven work technique items, directly after training. A decrease in the participants' physical exertion during transfers of patients from ‘bed to chair’ was shown six months after completion of the training programme. There was no significant decrease in the participants' musculoskeletal problems and job strain after training. Ninety-eight per cent of the participants were positive about having participated in the training. Training in patient handling and moving skills led to improved work technique. The participants improved their transfer technique and experienced less discomfort during the transfer, and patients experienced greater comfort and safety when being transferred.     

Evaluation of training in patient handling and moving skills among hospital and home care personnel

The aim of the study was to evaluate the training programme in patient handling and moving skills according to the Stockholm Training Concept. The evaluation focused on work technique, musculoskeletal problems, job strain and the experience of the person being transferred. The training programme consisted of two models of learning: traditional groups and quality circles. Fifty-one people employed at geriatric hospitals and in primary care, participated in the training programme. For the evaluation, the participants were video-recorded in one standardized transfer situation: moving the patient from bed to wheelchair, before and after the training. The participants' work technique during the patient transfer was assessed using seven items. A questionnaire covering individual factors, physical exertion, job strain, and musculoskeletal problems, was filled in by the participants before training and also six months after. The results showed improvements in six of the seven work technique items, directly after training. A decrease in the participants' physical exertion during transfers of patients from 'bed to chair' was shown six months after completion of the training programme. There was no significant decrease in the participants' musculoskeletal problems and job strain after training. Ninety-eight per cent of the participants were positive about having participated in the training. Training in patient handling and moving skills led to improved work technique. The participants improved their transfer technique and experienced less discomfort during the transfer, and patients experienced greater comfort and safety when being transferred.     

Computer-related success and failure: a longitudinal field study of the factors influencing computer-related performance

This study used a path analysis of longitudinal data collected from 75 manufacturing employees participating in a computer training course, to test a model of the intrapersonal processes impacting computer-related performance. Gender, computer experience, and attributional style were found to be predictive of computer attitudes, which were in turn related to computer efficacy, task-specific performance expectations, and post-performance anxiety. Computer training was effective in raising user efficacy levels and improving computer performance. In addition, post-training efficacy was predictive of subsequent computer performance. Finally, performance outcomes and future performance expectations were predictive of users’ affective reactions.     

The effects of heuristic rule training on operator performance in a simulated process control environment

In complex work environments, the occurrence of novel system states represents a particular challenge for the design of training. This article is concerned with the use of heuristic rules to prepare operators for the management of unfamiliar fault states. An experiment was carried out to examine the effects of heuristic rule training on operator performance and system management behaviour. Thirty-nine trainee operators from the chemical industry took part in the study. They were trained for 4 h on a PC-based simulation of a process control task. Operators in the experimental group received training on heuristic rules while operators in the control group did not. One week later the operators participated in a 70-min testing session. While the results showed that heuristic rules training led to better diagnostic performance, it was also associated with increased operator fatigue and impaired secondary task performance. The implications of the findings for using heuristic rule training are discussed.     

人力资源管理信息系统设计分析

人力资源管理是企业管理十分重要的工作,在企业管理过程中,人力资源管理的信息化水平将在很大程度上影响到企业的经济利益,越来越受到社会的高度重视。首先介绍了人力资源管理信息系统的设计需求分析,并对该系统所涉及的人事管理子系统、招聘与选拔子系统、绩效评估子系统、薪酬管理子系统和培训管理子系统的总体设计及其性能要求进行了详细论述。     

Impact of Lean Production on Perceived Job Autonomy and Job Satisfaction: An Experimental Study

Previous studies have indicated positive and negative effects of lean production on employees’ perceived work characteristics and job attitudes. The most detrimental consequence of lean production is a decrease in the perceived job autonomy of workshop employees. To reduce these negative consequences, we propose human resource practices for integration with lean production. Drawing on the job characteristics model, we hypothesized that the implementation of lean production combined with human resource practices would enhance perceived job autonomy, job satisfaction, and operational performance. To evaluate our hypotheses, we used an experimental design consisting of a simulation game that mimics a manufacturing company. We implemented lean production combined with human resource practices in this simulated company. The results indicated a significant increase in perceived job autonomy, job satisfaction, and operational performance. Moreover, the results revealed a positive relationship between job satisfaction and operational performance.     

The effects of heuristic rule training on operator performance in a simulated process control environment

In complex work environments, the occurrence of novel system states represents a particular challenge for the design of training. This article is concerned with the use of heuristic rules to prepare operators for the management of unfamiliar fault states. An experiment was carried out to examine the effects of heuristic rule training on operator performance and system management behaviour. Thirty-nine trainee operators from the chemical industry took part in the study. They were trained for 4 h on a PC-based simulation of a process control task. Operators in the experimental group received training on heuristic rules while operators in the control group did not. One week later the operators participated in a 70-min testing session. While the results showed that heuristic rules training led to better diagnostic performance, it was also associated with increased operator fatigue and impaired secondary task performance. The implications of the findings for using heuristic rule training are discussed.     

微粒群神经网络在绩效评价系统中的应用

绩效评价系统是人力资源系统3P模型中的重要一环,是定期考察和评价个人或小组工作业绩的一种正式制度。利用微粒群算法对神经网络进行训练,再将此网络模型应用到人力资源管理系统中的绩效评价系统。最后通过在各级评价标准内按随机均匀分布方式生成的训练样本和测试样本来检测该微粒群神经网络。结果表明微粒群神经网络具有较强的泛化能力,应用在绩效评价系统中具有很高的评价准确率。     

基于Wiki的机房运维知识管理

目前存在的问题是在当前知识爆炸的信息化时代,知识已经成为第一资源要素,通过Wiki知识管理平台收集、整合、管理机房动力及环境运维知识资源,使原本分散的知识内容形成数据库,更有效的实现知识的积累、共享、交流,使部门工作人员充分利用团队的知识力量高效完成实际工作,并对新员工起到培训作用。     

The effects of IT-related attributional style in voluntary technology training

IT training is firmly established as a key condition that influences successful technology adoption, yet little is known about factors that can affect voluntary training participation. We evaluate the predictive value of IT-related attributional style in relation to the intention to participate in voluntary training in the context of a mandatory enterprise resource planning system rollout. We find that individual IT-related attributional style is highly predictive of the intention to participate.     

The influence of multimedia training on users’ attitudes: lessons learned

The workforce within the US is increasingly culturally diverse and mobile. Rapid technological changes, coupled with cultural diversity and employee mobility, have created the milieu for critical issues in organizational training methods. Effective learning systems enable employees to adapt more easily to change, thereby increasing their effectiveness. Multimedia systems can be the solution to enhancing performance effectively and efficiently by accelerated learning. This paper examines such a system developed by Holiday Inn Worldwide for the implementation of a new information system. Individuals’ performance and attitudes were tracked for two primary groups: those receiving training on a new information system using traditional training methods and those using a multimedia CDROM to acquire mastery of the same system. 826 employees participated, 467 of them were trained by the multimedia system. Attitude measures included attitudes toward self: job, training, and technology. Individual performance was measured by standardized tests on employees’ knowledge of the new information system. Our findings demonstrated that users’ attitudes were consistently poorer when trained at sites which employed multimedia training when compared with users trained in using a more traditional approach.     

A multi-level approach of evaluating crew resource management training: a laboratory-based study examining communication skills as a function of team congruence

The article proposes a multi-level approach for evaluating communication skills training (CST) as an important element of crew resource management (CRM) training. Within this methodological framework, the present work examined the effectiveness of CST in matching or mismatching team compositions with regard to hierarchical status and competence. There is little experimental research that evaluated the effectiveness of CRM training at multiple levels (i.e. reaction, learning, behaviour) and in teams composed of members of different status and competence. An experiment with a two (CST: with vs. without) by two (competence/hierarchical status: congruent vs. incongruent) design was carried out. A total of 64 participants were trained for 2.5 h on a simulated process control environment, with the experimental group being given 45 min of training on receptiveness and influencing skills. Prior to the 1-h experimental session, participants were assigned to two-person teams. The results showed overall support for the use of such a multi-level approach of training evaluation. Stronger positive effects of CST were found for subjective measures than for objective performance measures.

Statement of Relevance: This work provides some guidance for the use of a multi-level evaluation of CRM training. It also emphasises the need to collect objective performance data for training evaluation in addition to subjective measures with a view to gain a more accurate picture of the benefits of such training approaches.     

智能化军队训练管理系统设计与实现

军队信息化是未来信息化战争的需要,其中军队训练是军队信息化建设的重要组成部分,既有助于提高军队训练质量,又能使军队具备赢得信息化战争的能力,因此军队训练信息化是军队未来的发展趋势。军队训练管理系统由网络学习模块、资源管理模块、网络考核模块、成绩管理模块、组卷模块、题库管理以及系统管理模块等七个模块组成,且具备智能组卷、智能答疑以及智能学习等特点,解决了现有管理系统存在的缺陷。     

基于数据决策的人力资源服务绩效模型

当前大部分电力企业人力资源服务绩效考核模式较为陈旧,绩效考核的指标较为单一.为了提高电力部门人力资源服务绩效量化管理能力,提出基于数据决策的人力资源服务绩效模型,由此加快电力部门人力资源评价机制的转变,实现电力系统人力资源管理优化配置.通过信息聚类和特征优化采样方法,构建电力系统人力资源服务绩效大数据信息分析模型;采用...     

Efficacy of training procedures in implementing a legislated safety programme

This study examines the effect of training procedures, as measured by the results of a test, on the level of assimilation of a new safety programme in 80 Quebec companies. The Workplace Hazardous Materials Information System (WHMIS) was introduced in the province in 1989. The bipartite safety association representing the manufacturers of transportation equipment and machinery offered two types of WHMIS training services to their members: (a) 4 h employee training courses, and (b) two-day trainer training courses. Companies were free to choose from these and other services to comply with the WHMIS training requirements. A test was issued to a stratified sample of 862 employees approximately one year after the training. On average, the scores were best in plants having employees trained directly by experts from the safety association (type a). The training of internal trainers for companies produced slightly inferior learning results (type b).     

中小型科技企业人力资源管理效能的路径研究——以OA办公软件开发公司为例

随着我国科技技术水平的不断提升,中小型科技企业在市场中的竞争力越来越大。而企业之间的竞争实质上是人力资源的竞争,人才是企业发展的最宝贵资源,因此,中小企业要通过科学的管理手段,加强人力资源管理,才能最大限度地激发员工的热情,在工作中发挥最大价值,实现个人与企业的双赢。对于当前人力资源管理环节存在的问题,企业要及时更新人力资源管理观念,利用现代化管理方式,实现人力资源的高效管理。本文结合OA办公自动化企业,透析中小型科技企业人力资源现状,并提出优化人力资源管理的策略。     

Computer workstation adjustment: a novel process and large sample study

The use of computers in the US workforce is expected to grow throughout the 1990s. Prolonged computer use, repetitive keying, awkward postures and psychosocial issues have been associated with injuries described as cumulative trauma disorders (CTDs). The incidence and reporting of occupationally induced CTDs has increased dramatically since 1980. Proper adjustment of individual computer workstations requires time and technical knowledge. An automated process for computer workstation adjustment was developed using linked-segment anthropometry. Over 3300 employees in a large industrial complex voluntarily participated in this programme by completing a computer workstation questionnaire. Significant relationships were demonstrated comparing both hours and years of computer use with symptoms. A followup questionnaire was completed by 531 programme participants. Ninety percent indicated an improved understanding of proper computer adjustment. Eighty percent of those making recommended adjustments indicated benefits in reduced symptoms and greater work efficiency.