Human and Organisational Performance
Human performance
We collaborate with companies to identify opportunities for performance enhancement by applying Human and Organisational Factors science. By leveraging this scientific approach, we analyse the intricate relationship between individuals, teams, and the organisation itself. Through this partnership, we uncover areas where improvements can be made to optimise performance, productivity, and overall effectiveness. Whether you have a current inefficiency or are anticipating one, we can assist in your problem solving process.
What is Human Factors?
Factors that influence human performance
Benefits of Human Factors at Work
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People are often involved in safety incidents. Research estimates that between 91-96% of all safety incidents relate, at least in part, to people and leadership. This makes sense because people are involved in most aspects of the workflow, including safety critical tasks through the design and operation of equipment or machinery, safety systems and processes. Ignoring human factors in the pursuit of safe and healthy workplaces is to turn a blind eye to the most important information we have available.
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Prevention of Reoccurrence
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Legislation requires that a person conducting a business or undertaking (PCBU) investigates all significant incidents to determine the root cause so that actions can be taken to prevent the same incident happening again. Application of human factors task analysis to investigations can assist in the process of identifying ways to reduce the likelihood of unwanted outcomes being repeated in future. Instead of adding in more ineffective or irrelevant controls as is customary, taking a human factors task analysis approach helps prevent reoccurrence by finding a more accurate intervention that can be integrated to the existing system, rather than assuming that the system needs to be augmented, or that the people are to blame.
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Compliance
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The Work Health and Safety Act 2020 defines 'health' as both physical and psychological. This means that companies and their leadership (including board members) are now legislatively obliged in no uncertain terms to manage risk in this area. While reducing the likelihood of psychological injury is a legislative and moral obligation, investing time in this specific area of human factors also serves to reduce likelihood of unwanted performance – healthy people, operating in a supportive and effective system, perform better.