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Journal articles on the topic 'Human Performance Assessment'

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Author: Grafiati

Published: 6 September 2023

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1

Kolarik, William J., Jeffrey C. Woldstad, and Shuxia Lu. "Real-Time Human Performance Reliability Assessment." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 44, no. 22 (July 2000): 843–46. http://dx.doi.org/10.1177/154193120004402290.

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This paper describes a real-time conditional human reliability model constructed to predict the likelihood of human performance metrics exceeding critical boundaries in a future time interval. The model is implemented by collecting real-time data from selected performance measures, modeling and forecasting these measures, and then converting the forecast results into reliability measures. To demonstrate the feasibility of the proposed model, a prototype software package has been developed and tested for a simple movement task.

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2

Connelly, Edward M. "A Theory of Human Performance Assessment." Proceedings of the Human Factors Society Annual Meeting 31, no. 6 (September 1987): 629–33. http://dx.doi.org/10.1177/154193128703100604.

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Selection of a measure of effectiveness (MOE) (a mathematical function) and using that measure to evaluate performance demonstrations (or exercises, or experimental trials) without first testing the measure, typically results in a disagreement between two ways of assigning effectiveness scores to each performance demonstration. The two ways of assigning effectiveness scores to each performance demonstration are: effectiveness scores assigned directly by the investigator and effectiveness scores assigned by the MOE selected by the investigator. The disagreement often exists even when comparing the rank ordering of the two sets of scored performance demonstrations. A disagreement between the two methods means that one method, possibly both, are not correct. The direct assignment of effectiveness scores to each performance demonstration constitutes a test of the MOE. In this paper, we argue that test is typically not conducted and if it were, the MOE (existing untested MOE's) would likely fail the test. We also argue that the investigator should not select an MOE but rather should have an authority (SME) score performance demonstrations and then synthesize an MOE that will pass the test. A method for synthesizing the MOE is presented.

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Korneyev, Maxim, Ivan Berezhniuk, Volodymyr Dzhyndzhoian, Natalia Nebaba, and Sergiy Voytov. "Efficiency assessment of banking systems’ performance." Banks and Bank Systems 17, no. 3 (September 8, 2022): 72–88. http://dx.doi.org/10.21511/bbs.17(3).2022.07.

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Globalization processes define the modern trends in world economic development, including both international financial markets and the banking systems of different countries. The study aims to evaluate the efficiency of the banking systems of Ukraine and 17 European countries in order to choose the appropriate measures, concerning its increasing. The Data Envelopment Analysis (DEA) was chosen as a tool for evaluating the efficiency of the banking systems; the calculations were made using the Banxia Frontier Analyst software. Also, the BBC and CCR models of linear programming were used to define the existing relationship between the studied indicators. As a result of the study, the groups of efficient and inefficient banking systems were identified, which allowed determining the existing reserves, possible managerial tools and decisions for improving the inefficient banking systems’ performance. Besides, graphical interpretation of the current position (rank) of certain country bank system in relation to other countries’ banking systems was presented. The developed approach is aimed at improving bank management at the macro level and enhancing the efficiency of banking systems.

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Horsfall, I., P. D. Prosser, C. H. Watson, and S. M. Champion. "An assessment of human performance in stabbing." Forensic Science International 102, no. 2-3 (June 1999): 79–89. http://dx.doi.org/10.1016/s0379-0738(99)00055-9.

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5

Koncz, Steven M. "Human Performance in the Nuclear Industry." Nuclear Science and Technology 5, no. 2 (June 30, 2015): 1–6. http://dx.doi.org/10.53747/jnst.v5i2.187.

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Management of employees human performance in the Nuclear Industry is endemic to their safety when working. In the United Kingdom it has been a key focus since 2003. Employees were made aware through a detailed program of workshops, of the error prevention methods and how to apply them. The use of effective incident barriers became embedded in the safety culture. The methodology implemented was personal ownership, to enable self assessment of behaviors, attitudes and beliefs. When put in place, there are many specific barriers, which can reduce the chances of an error occurring. They come under the headings of organisational, procedural and physical barriers. All of these were used in some way and continue to be reinforced on a daily basis. Specific barriers are applied in specific situations. However, some general ones are also effective. In common use are the Take 2 or Take 5 Minutes, point of work risk assessments. Applying the human performance barrier Independent Verification (I.V.) would result in 'Take 3 and I.V.' This would independently double check the risk assessment. New ways of thinking are required to continuously improve and evolve. Results of the error reduction process included; reduced workload, increased plant reliability, efficiencies and productivity.

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Connelly, Edward. "Building Performance Measures: A Human Factors Problem." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 39, no. 18 (October 1995): 1165–69. http://dx.doi.org/10.1177/154193129503901804.

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Performance assessments via institutionalized performance measures are a key part of the ongoing, global restructuring of corporate, industrial, government, and military ways of doing business. Corporations, recognizing that the “game” is played for keeps, are reorganizing to survive and prosper in the national and international environment. Often, this restructuring is not just adding new technology, although it typically takes advantage of new technology. Instead, this is a work environment change supporting effective work interactions. Led by the training and human resources personnel, employees learn to share goals, to communicate effectively and to help each other solve problems in order to function as an effective team. Results of these efforts are truly inspiring. Organizations such as Kodak, IBM, Ford, and others have turned things around, producing profitable units providing quality products and services, and having fun while doing it (Anfuso 1994). A key part of this turn-a-round is the common understanding of how performance is evaluated, a result achieved via instutionalized performance measures. A performance measure is a definition of how performance is to be assessed. The definition is always based on an individual's subjective preference of the worth of demonstrated performances or proposed activities. When the individual is an authority whose performance assessments significantly impact the performance of other individuals and the organization, then that individual's assessment concept demands attention. A performance measure, acceptable to that authority by virtue of it rating performances the same way the authority does, can systematize the assessment process by communicating what data are to be collected and how those data are to be processed to determine the performance rating. Extracting information from authorities for building performance measures does not require advances in computer technology or mathematics. Instead, it requires creating an environment in which the authority can interact with a facilitator to consider alternative workplace outcomes and can provide ratings of the desirability of each outcome. To demonstrate this interaction as a human factors problem, this paper describes the environments necessary to extract the definitions of good performance from authorities. These definitions are the basis for building the equivalent performance measures.

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Matsumoto, Edward D., George V. Kondraske, Kenneth Ogan, Lucas Jacomides, David M. Wilhelm, Margaret S. Pearle, and Jeffrey A. Cadeddu. "Assessment of basic human performance resources predicts performance of ureteroscopy." American Journal of Surgery 191, no. 6 (June 2006): 817–20. http://dx.doi.org/10.1016/j.amjsurg.2005.07.043.

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8

Kumar, Suren, Narges Ahmidi, Greg Hager, Pankaj Singhal, Jason Corso, and Venkat Krovi. "Surgical Performance Assessment." Mechanical Engineering 137, no. 09 (September 1, 2015): S7—S10. http://dx.doi.org/10.1115/1.2015-sep-7.

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This article focuses on human skill understanding in the context of surgical assessment and training which has enormous and immediate application potential to enhance healthcare delivery. Surgical procedural performance involves interplay of a highly dynamic system of inter-coupled perceptual, sensory, and cognitive components. Computer-Integrated Surgery systems are a quintessential part of modern surgical workflow owing to developments in miniaturization, sensors and computation. Robotic Minimally Invasive Surgery, and the engendered computer-integration, offers unique opportunities for quantitative computer-based surgical-performance evaluation. The skill evaluation metrics as discussed need a variety of sensory data that limits the application to very specific robotic devices. The ability to couple quantitative, validated and stable metrics for surgical performance would lead to improvements in assessment and subsequently, training methods. Cognitive assessment can now be extended to also include sensorimotor assessment, with capacity to monitor and track skill across time.

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Matsumoto, Edward D., George V. Kondraske, Lucas Jacomides, Kenneth Ogan, Margaret S. Pearle, and Jeffrey A. Cadeddu. "1880: Assessment of Basic Human Performance Resources Predicts Performance of Ureterorenoscopy in Human Cadavers." Journal of Urology 171, no. 4S (April 2004): 496–97. http://dx.doi.org/10.1016/s0022-5347(18)39072-4.

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Jirgl, Miroslav, Petr Fiedler, and Zdeněk Bradáč. "Human Driver Performance Assessment based on HiLCPS Concept." IFAC-PapersOnLine 55, no. 4 (2022): 345–50. http://dx.doi.org/10.1016/j.ifacol.2022.06.057.

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Kidambi, Phani, Matthew S. Sherwod, and Jason G. Parker. "Human cognitive performance. Sensing, assessment, and augmentation techniques." Journal Européen des Systèmes Automatisés 48, no. 4-6 (October 30, 2014): 397–420. http://dx.doi.org/10.3166/jesa.48.397-420.

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12

Benbrahim, Chahinaze Fikri, Naoufal Sefiani, Anouar Meddaoui, and Kamal Reklaoui. "Assessment of human resource competence and performance indicator." International Journal of Process Management and Benchmarking 7, no. 1 (2017): 20. http://dx.doi.org/10.1504/ijpmb.2017.080937.

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Reklaoui, Kamal, Anouar Meddaoui, Chahinaze Fikri Benbrahim, and Naoufal Sefiani. "Assessment of human resource competence and performance indicator." International Journal of Process Management and Benchmarking 7, no. 1 (2017): 20. http://dx.doi.org/10.1504/ijpmb.2017.10000811.

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Vangsness, Lisa, and Michael E. Young. "Metacognition in Human Factors: The Rewards and Consequences of Repeated Assessment." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 63, no. 1 (November 2019): 1276–77. http://dx.doi.org/10.1177/1071181319631084.

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Recent publications have encouraged researchers to consider how metacognition affects users’ judgments of usability and workload by integrating metacognitive assessments with traditional testing paradigms. However, the repercussions of collecting these measures concurrently are unknown. We used a visual search task to determine how the frequency of metacognitive assessments affected metacognitive accuracy and performance. Frequent assessments did not impact performance on the focal task; however, they did reduce the accuracy of participants’ metacognitive judgments by about 7%. This finding suggests that researchers should consider context when selecting a metacognitive assessment strategy.

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Gettman, Matthew T., George V. Kondraske, Olivier Traxer, Ken Ogan, Cheryl Napper, Daniel B. Jones, Margaret S. Pearle, and Jeffrey A. Cadeddu. "Assessment of basic human performance resources predicts operative performance of laparoscopic surgery." Journal of the American College of Surgeons 197, no. 3 (September 2003): 489–96. http://dx.doi.org/10.1016/s1072-7515(03)00333-8.

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JOHNSON, D. BROOKE, GEORGE V. KONDRASKE, DAVID M. WILHELM, LUCAS JACOMIDES, KENNETH OGAN, MARGARET S. PEARLE, and JEFFREY A. CADEDDU. "Assessment of Basic Human Performance Resources Predicts the Performance of Virtual Ureterorenoscopy." Journal of Urology 171, no. 1 (January 2004): 80–84. http://dx.doi.org/10.1097/01.ju.0000100167.92139.cb.

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17

Nelson, William R. "Functional Models of Complex Human Performance: Application to the Assessment of Pilot Performance." Proceedings of the Human Factors Society Annual Meeting 32, no. 14 (October 1988): 879–82. http://dx.doi.org/10.1518/107118188786762090.

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A method has been developed for formulating integrated models of complex human and machine performance. The functional models can be used to model human tasks, measure human performance, identify problem solving strategies, estimate human error probabilities, define training requirements, investigate accidents, and design decision aids for complex cognitive tasks. This paper summarizes the application of the functional modeling technique to the collection and analysis of data from an experiment designed to assess pilot performance while responding to malfunctions.

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18

Eckenrode, Richard J. "Symposium: Human Performance Assessment in the Nuclear Power Industry." Proceedings of the Human Factors Society Annual Meeting 35, no. 10 (September 1991): 648–49. http://dx.doi.org/10.1177/154193129103501011.

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19

KOLARIK, WILLIAM J., JEFFREY C. WOLDSTAD, SUSAN LU, and HUITIAN LU. "Human performance reliability: on-line assessment using fuzzy logic." IIE Transactions 36, no. 5 (May 2004): 457–67. http://dx.doi.org/10.1080/07408170490426161.

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20

Brown, Tony J. "Human Factors Assessment of Automatic Speech Recognition System Performance." Proceedings of the Human Factors Society Annual Meeting 32, no. 5 (October 1988): 288–90. http://dx.doi.org/10.1177/154193128803200510.

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21

Heard, Jamison, and Julie A. Adams. "Multi-Dimensional Human Workload Assessment for Supervisory Human–Machine Teams." Journal of Cognitive Engineering and Decision Making 13, no. 3 (May 22, 2019): 146–70. http://dx.doi.org/10.1177/1555343419847906.

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Humans commanding and monitoring robots’ actions are used in various high-stress environments, such as the Predator or MQ-9 Reaper remotely piloted unmanned aerial vehicles. The presence of stress and potential costly mistakes in these environments places considerable demands and workload on the human supervisors, which can reduce task performance. Performance may be augmented by implementing an adaptive workload human–machine teaming system that is capable of adjusting based on a human’s workload state. Such a teaming system requires a human workload assessment algorithm capable of estimating workload along multiple dimensions. A multi-dimensional algorithm that estimates workload in a supervisory environment is presented. The algorithm performs well in emulated real-world environments and generalizes across similar workload conditions and populations. This algorithm is a critical component for developing an adaptive human–robot teaming system that can adapt its interactions and intelligently (re-)allocate tasks in dynamic domains.

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22

Voskoglou, Michael. "Methods for Assessing Human–Machine Performance under Fuzzy Conditions." Mathematics 7, no. 3 (March 1, 2019): 230. http://dx.doi.org/10.3390/math7030230.

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The assessment of a system’s performance is a very important task, enabling its designer/user to correct its weaknesses and make it more effective. Frequently, in practice, a system’s assessment is performed under fuzzy conditions, e.g., using qualitative instead of numerical grades, incomplete information about its function, etc. The present review summarizes the author’s research on building assessment models for use in a fuzzy environment. Those models include the measurement of a fuzzy system’s uncertainty, the application of the center of gravity defuzzification technique, the use of triangular fuzzy or grey numbers as assessment tools, and the application of the fuzzy relation equations. Examples are provided of assessing human (students and athletes) and machine (case-based reasoning systems in computers) capacities, illustrating our results. The outcomes of those examples are compared to the outcomes of the traditional methods of calculating the mean value of scores assigned to the system’s components (system’s mean performance) and of the grade point average index (quality performance) and useful conclusions are obtained concerning their advantages and disadvantages. The present review forms a new basis for further research on systems’ assessment in a fuzzy environment.

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23

Bycio, Peter, and Baniyelme Zoogah. "Exercise order and assessment centre performance." Journal of Occupational and Organizational Psychology 75, no. 1 (March 2002): 109–14. http://dx.doi.org/10.1348/096317902167676.

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24

Şahin, Alper. "The Rater Performance Categorization System (RPCS) for Intensive English Programs." Shanlax International Journal of Education 9, no. 3 (June 1, 2021): 225–41. http://dx.doi.org/10.34293/education.v9i3.3986.

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There are several student performance are assessed in Intensive English Programs (IEP) worldwide in each academic year. These student performances are mostly graded by human raters with a certain degree of error. However, the accuracy of these performance assessment is of utmost importance because they feed data into some high stakes decisions about the students and such performance assessments constitute a large number of students’ scores. Therefore, the accuracy of these performance assessments should be given priority by the IEPs. However, when the current rater performance monitors systems which can help the administrators of IEPs to monitor rater performance in performance assessment are away from practicality because they require the use of complex mathematical models and specialized software. A practical and easy to maintain rater performance categorization system is proposed in this paper and it was accompanied by a sample study Its benefits to the administrators of IEPs and their raters are also discussed besides its practical considerations.

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Hawley, John K. "Avoiding Friendly Fire Incidents Through Performance Assessment." Ergonomics in Design: The Quarterly of Human Factors Applications 16, no. 1 (January 2008): 19–22. http://dx.doi.org/10.1518/106480408x282755.

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FEATURE AT A GLANCE: During the combat operations phase of the Iraq War, Patriot air defense missile units were involved in two fratricide incidents. Patriot's unacceptable fratricide rate (18% of engagements) prompted the commanding general of the air defense center to request a human-performance-oriented assessment of the fratricide incidents to complement the official board of inquiry investigation. This article summarizes the results and recommendations from that assessment. Recommendations for solutions to the fratricide problem involved both command and control and training modifications. The article's primary focus is the 3-year follow-on effort to implement and evaluate selected aspects of the recommended fixes.

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Yin Rebecca Yiu, Man, and Kit Fai Pun. "Measuring knowledge management performance in industrial enterprises." Learning Organization 21, no. 5 (July 8, 2014): 310–32. http://dx.doi.org/10.1108/tlo-05-2013-0021.

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Purpose – This paper aims to discuss an integrated paradigm that aligns the measures of knowledge management (KM) performance to attain corporate goals in organisations. It presents the main findings of an exploratory study on the use of the paradigm and the accompanied self-assessment scheme in industrial enterprises in Trinidad and Tobago (T&T). Design/methodology/approach – An integrated knowledge management (IKM) model was derived, incorporating the guiding principles of the Total Quality Management/Business Excellence Models. A host of 20 elements was advocated under 5 assessment criteria, namely, Senior management leadership, KM processes, people development, continuous improvement and results orientation. A four-level self-assessment scheme was developed for facilitating users to determine the maturity status of IKM performance in organisations. An exploratory study was conducted with respondents of 18 companies in T&T. A results-oriented methodology with a self-assessment instrument (includes a set of questionnaire and facilitative tools) was used to acquire the industry practitioners’ views on the potential applicability of the IKM model. The study compared the current with the expected organisational performance and explored the relevance of integrating KM and PM practices in these participating organisations. Findings – The findings provided some useful data sources and managerial insights in integrating KM/PM initiatives with reference to groups of large enterprises vs small- and medium-sized companies in T&T. Empirical evidence showed that the self-assessment analysis could help participating organisations utilise their resources and keep up with improvement progress. The objectives, emphasis and administrative context of the KM/PM integration could be changed with varying resources, constraints and maturity status of organisations. Research limitations/implications – Future research could validate the self-assessment paradigm of KM performance in enterprises across various industry sectors, with the emphasis on human–technology–organisation interactions. Originality/value – It is anticipated that adapting the IKM model and using it for regular self-assessments could help industrial enterprises to enhance their KM and PM capabilities for attaining improvement goals. The results could facilitate information sharing of best practices and create conditions conducive to continuous performance improvement.

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IWASHITA, Go. "Perceived Air Quality, Assessment of Building Materials and Human Performance." Journal of Japan Association on Odor Environment 42, no. 3 (2011): 214–30. http://dx.doi.org/10.2171/jao.42.214.

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Mumaw, Randall J., Emilie M. Roth, Vicki Bier, Dennis Bley, Ronald Boring, and Larry Hettinger. "Human performance and system safety: Alternative perspectives on safety assessment." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 65, no. 1 (September 2021): 284–88. http://dx.doi.org/10.1177/1071181321651043.

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Discussion Panel Abstract: The recent Boeing 737MAX accidents crystalized for the public the complexity of anticipating system and operator performance and developing a system design that prevents catastrophic outcomes. The operational situations, progression of flightcrew actions, and system behaviors that led to the two accidents had not been anticipated by the manufacturer or the regulator. These accidents were only the most recent examples of our failure to anticipate and manage operational complexities and operator performance. The art and science of human factors has yet to perfect risk assessment (or safety assessment) for complex systems. In the not-so-distant past, system risk assessment made estimates of human error probabilities (HEPs) for specific operational tasks, which were combined with estimated equipment failure rates to produce an overall risk estimate. Indeed, these Human Reliability Analysis (HRA) techniques have evolved over decades and are still being developed (e.g., IDHEAS-ECA, Xing et al., 2020), partly because they satisfy the need for a simple quantitative threshold that can be used by industry and regulators: if risk probability is too high, change the design or some other aspect of operations. Through the years, there have been critiques of the HRA approach (e.g., Hollnagel, 1998) that led to revisions, such as focusing on cognitive functions instead of operator tasks, but not to the basic quantitative risk-estimation approach. Other approaches to assessing risk/safety have wandered down other paths: attempting to capture system complexity from an operator’s perspective (Roth, Mumaw, Lewis, 1994; Nuclear Regulatory Commission, 2000), or better documenting the many ways in which system operators manage complexity daily to find ways to improve their capacity (Hollnagel, Woods, & Leveson, 2006). These approaches have used different measures than HEPs; e.g., measures of operator performance, measures of interface usability/design, measures of task complexity, and the analysis of system constraints. In this panel, we offer different perspectives on risk/safety assessment as it relates to operator performance in complex systems. Foundational to assessment is deciding the nature of safety and the role of operator performance. Another important question is, as you move away from simple quantitative measures, how do you establish safety thresholds? That is, what guidance can we give to industry and regulators regarding how to measure safety and how to decide that action is required on the basis of safety.

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Hettinger, Lawrence J., Bart J. Brickman, and James McKinney. "Human Performance Assessment of a Prototype Multimodal Naval Command Center." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 46, no. 23 (September 2002): 1886–89. http://dx.doi.org/10.1177/154193120204602304.

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A user-centered design philosophy attaches primary importance to human-machine system performance as the key criterion in assessing the operational utility of complex systems. When the system under consideration is uniquely novel and emphasizes the use of relatively immature technologies, system validation must occur at a number of points in the design process. Particularly in these situations, human-system performance testing must inform engineering development throughout the entire design cycle, and not just at its conclusion. In this paper we describe an empirical effort designed to validate novel technical approaches to the design of a naval command center intended to support high levels of tactical performance in a severely reduced personnel environment. Using a human-in-the-loop simulation, we assessed the initial validity of our design concepts by measuring individual and team performance in realistic simulated tasks. By analyzing metrics associated with operational system performance, operator workload and situation awareness, we were able to identify functional aspects of the design, as well as those that needed further user-centered development

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Broyles, James W. "Human Performance Assessment to Support Rapid Prototyping and Iterative Design." Proceedings of the Human Factors Society Annual Meeting 33, no. 16 (October 1989): 1089–93. http://dx.doi.org/10.1177/154193128903301612.

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Fourteen U.S. Navy personnel with Aegis Combat System, Naval Tactical Data System (NTDS), and Non-NTDS operational experience participated in an experiment designed to investigate the impact of proposed workstation designs on operator performance, system usability, and training. Human performance data were collected on a sample of operational procedures typically performed in a Combat Information Center (CIC) for a current Navy Combat System and a prototype workstation. The prototype was developed using specific human factors design principles with the goal of reducing training time, improving operator retention of skills for system operation, reducing errors in system operation, improving operator efficiency (e.g., speed & accuracy of performance), and improving user's satisfaction with the user-computer interface. This paper reports only the preliminary results for data collected from seven subjects who performed procedures using the prototype workstation.

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31

Moseley, James L. "Using classroom assessment techniques in a human performance technology course." Performance + Instruction 32, no. 8 (September 1993): 26–27. http://dx.doi.org/10.1002/pfi.4170320808.

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32

Heneman, Robert L., and Ronald A. Berk. "Performance Assessment: Methods and Applications." Industrial and Labor Relations Review 41, no. 3 (April 1988): 480. http://dx.doi.org/10.2307/2523931.

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33

Jones, Mary C., and Timothy C. Kayworth. "An Exploratory Assessment of Web Site Performance." Journal of Internet Commerce 1, no. 1 (January 2002): 17–32. http://dx.doi.org/10.1300/j179v01n01_03.

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Abdul Mutalib, Ahmad Firdauz, Maimunah Sapri, and Ibrahim Sipan. "An assessment model of FM organisational performance." Facilities 36, no. 3/4 (March 5, 2018): 212–26. http://dx.doi.org/10.1108/f-06-2016-0072.

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Purpose The purpose of this paper is to improve the existing model developed by Hsu and Sabherwal (2012) by developing a new dimension of the relationships between a group of constructs (knowledge elements, mediating constructs and facility management [FM] organisational performance) in the model of FM organisational performance. Design/methodology/approach The paper reviews the theoretical studies empirically to all of the knowledge elements (learning culture, intellectual capital and knowledge management) literature, mediating constructs (customer performance, efficiency, innovation and dynamic capabilities) and the organisational performance that relates to FM. Findings The paper identifies the relationships between the knowledge elements, mediating constructs and the FM organisational performance. Subsequently, a proposal of relationships was made to develop the FM organisational performance model. Research limitations/implications The model provides a possible explanation of relationships between the knowledge elements, mediating constructs and the FM organisational performance. Thus, the understanding of the identified relationships will provide a new direction in improving the FM organisational performance. Originality/value Addressing lack of research in identifying the importance of relationships between knowledge and the FM organisational performance, the paper conceptualises the potential relationships into a proposed model. The proposed model integrates with a new mediating construct into the existing research model, which is customer performance. Moreover, knowing that the nature of FM organisation is more towards the non-financial aspects, the paper investigates the nature of the efficiency and organisational performance that is not based on the financial performance, but rather the ability to optimise organisational resources, to achieve organisational goals and customer needs.

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Amaratunga, Dilanthi, David Baldry, and Marjan Sarshar. "Assessment of facilities management performance – what next?" Facilities 18, no. 1/2 (January 2000): 66–75. http://dx.doi.org/10.1108/02632770010312187.

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Zaki Zadeh, Mohammad, Ashwin Ramesh Babu, Ashish Jaiswal, and Fillia Makedon. "Self-Supervised Human Activity Representation for Embodied Cognition Assessment." Technologies 10, no. 1 (February 17, 2022): 33. http://dx.doi.org/10.3390/technologies10010033.

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Physical activities, according to the embodied cognition theory, are an important manifestation of cognitive functions. As a result, in this paper, the Activate Test of Embodied Cognition (ATEC) system is proposed to assess various cognitive measures. It consists of physical exercises with different variations and difficulty levels designed to provide assessment of executive and motor functions. This work focuses on obtaining human activity representation from recorded videos of ATEC tasks in order to automatically assess embodied cognition performance. A self-supervised approach is employed in this work that can exploit a small set of annotated data to obtain an effective human activity representation. The performance of different self-supervised approaches along with a supervised method are investigated for automated cognitive assessment of children performing ATEC tasks. The results show that the supervised learning approach performance decreases as the training set becomes smaller, whereas the self-supervised methods maintain their performance by taking advantage of unlabeled data.

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37

Ribeiro, Maria Miguel, Elona Hoover, Gemma Burford, Julia Buchebner, and Thomas Lindenthal. "Values as a bridge between sustainability and institutional assessment." International Journal of Sustainability in Higher Education 17, no. 1 (January 4, 2016): 40–53. http://dx.doi.org/10.1108/ijshe-12-2014-0170.

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Purpose – The purpose of this paper is to illustrate that values-focused assessment can provide a useful lens for integrating sustainability and institutional performance assessment in universities. Design/methodology/approach – This study applies a values elicitation methodology for indicator development, through thematic analysis of semi-structured interviews and a stakeholder workshop, in a pilot project at BOKU University, Vienna. Findings – This case highlights that many of the values held by university staff and students are pro-sustainability values. Starting from these values may be a useful way of engaging university stakeholders in sustainability dialogues. The paper illustrates how values-based indicators can be integrated into university performance assessments, providing a novel way of thinking about sustainability assessment in universities. Research limitations/implications – The exploratory pilot was carried out in a university with a focus on natural sciences. Further research could replicate and compare the results of this paper in other institutions. Originality/value – Creating a shared understanding of pro-sustainability values can help individuals to reconceptualise sustainability in relation to their own work and motivations. In doing so, it can highlight the inherent synergies between sustainability assessment and institutional performance assessment in the higher education sector, which are usually seen as separate domains.

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Stowers, Kimberly, James Oglesby, Shirley Sonesh, Kevin Leyva, Chelsea Iwig, and Eduardo Salas. "A Framework to Guide the Assessment of Human–Machine Systems." Human Factors: The Journal of the Human Factors and Ergonomics Society 59, no. 2 (March 2017): 172–88. http://dx.doi.org/10.1177/0018720817695077.

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Objective: We have developed a framework for guiding measurement in human–machine systems. Background: The assessment of safety and performance in human–machine systems often relies on direct measurement, such as tracking reaction time and accidents. However, safety and performance emerge from the combination of several variables. The assessment of precursors to safety and performance are thus an important part of predicting and improving outcomes in human–machine systems. Method: As part of an in-depth literature analysis involving peer-reviewed, empirical articles, we located and classified variables important to human–machine systems, giving a snapshot of the state of science on human–machine system safety and performance. Using this information, we created a framework of safety and performance in human–machine systems. Results: This framework details several inputs and processes that collectively influence safety and performance. Inputs are divided according to human, machine, and environmental inputs. Processes are divided into attitudes, behaviors, and cognitive variables. Each class of inputs influences the processes and, subsequently, outcomes that emerge in human–machine systems. Conclusion: This framework offers a useful starting point for understanding the current state of the science and measuring many of the complex variables relating to safety and performance in human-machine systems. Application: This framework can be applied to the design, development, and implementation of automated machines in spaceflight, military, and health care settings. We present a hypothetical example in our write-up of how it can be used to aid in project success.

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Hoek, Jonathon, and Monty Miller. "12 Equipping Humans--Optimizing Performance: The Role of Technology in Human Capital." Journal of Animal Science 99, Supplement_1 (May 1, 2021): 142–43. http://dx.doi.org/10.1093/jas/skab054.242.

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Abstract Human capital influences 100% of the production and business performance achieved in swine production. “Five years from now 35% of the of important workforce skills will have changed.” according to Digital Transformation 1. To meet the coming digital transformation in swine production, the need for innovative human capital strategies has never been greater. Boessen, Artz, and Schutlz 2 found labor is a critical issue for the industry. High performing swine farms achieve it because of their people. Swan 3 noted that “pigs do not achieve excellence; people achieve excellence through their pigs.” Agriculture has been slow to adapt soft skill strategies due to the ambiguity in the value proposition. Cost metrics of turnover, poor performance, and safety are traditionally buried within the P&L under labor with labor impacting 100% of the value chain in pig and pork production. The need to analyze the human impact has never been more crucial, and this led to the 2019 Labor intel Study by sponsors and Summit SmartFarms. Schmidt and Hunter‍ 4 found that the use of general mental ability testing improves the predictability and utility of hiring the right person. The increased validity can be as high as 20% vs. traditional means of recruitment. Assessments have proven to provide intelligence on humans for many years through the principles of industrial psychology. Platforms like Cloverleaf and the Organizational Cultural Inventory have harnessed all the attributes of digital transformation to provide human intelligence for predictive and prescriptive human optimization. Pigmanship training has accelerated the value of assessments through precision training. The next step is to integrate these platforms into an analysis tool that combines production, human resource, and assessment data to quantify the value of organizational health.1. Digital Transformation by Thomas Siebel Rosetta Books 2 National Pork Board. Employee Compensation and HR Practices in Pork Production.3 Swan, M.K. Swine Human Resources: Managing Employees. 4 Schmidt FL, Hunter JE. The validity and utility of selection methods in personnel psychology

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Wahab, Nor Diana A., Risza Rusli, Azmi Mohd Shariff, Azizul Buang, and N. A. Wahab. "Assessment of Human Factor Performance Using Bayesian Inference and Inherent Safety." Advanced Materials Research 845 (December 2013): 658–62. http://dx.doi.org/10.4028/www.scientific.net/amr.845.658.

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Simply attributing incidents to human error is not adequate; human factors aspects should be investigated such that lessons are learnt and the true root causes are established in order to prevent recurrence. Whilst many petroleum and allied industry businesses have investigated and analyzed incidents – whether with major hazards or occupational injuries potential – human factors aspects are rarely addressed sufficiently. Therefore, this paper presents a hybrid methodology that combines a conventional Swiss Cheese model with Bayesian inference to predict the failure probability of human factors. An inherent safety concept associated with human factor is proposed and utilized as preventive measures to overcome the identified root causes. This approach is then applied to offshore safety assessment study. As a result, the failure probability of human factor can be monitored with time and the best preventive measure can be prioritized once human performance is degraded. It is proven that the approach has the ability to act as predictive tool that provides early warnings toward human deficiency. A preventive measure can then be taken to enhance the overall human performance and ultimately to reduce the likelihood of major incidents.

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Wong, Clifford K., and John Lyman. "Distributed Situation Assessment under Varying Environmental Conditions." Proceedings of the Human Factors Society Annual Meeting 31, no. 12 (September 1987): 1360–64. http://dx.doi.org/10.1177/154193128703101213.

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This paper describes a study that is currently examining distributed problem solving performance in a simulated, dynamic battlefield situation assessment task, using computers as the interface between problem solvers and the simulated environment. There are four objectives of this study. First, identify any possible heuristics or strategies used by the group members in dealing with the problem. Second, observe how distributed situation assessment performance varies with environmentally imposed demands. Third, study human communication in both stressed and unstressed situations. Finally, examine how specific group communication protocols employed under different environmental conditions influence situation assessment performance. Thus, the overall objective of the study is to help identify and characterize human problem solving performance and human-machine performance characteristics that emerge when a computer intermediary resource is made an integral part of a distributed problem solving situation.

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Wiggins, Mark W. "A behaviour-based approach to the assessment of cue utilisation: implications for situation assessment and performance." Theoretical Issues in Ergonomics Science 22, no. 1 (May 3, 2020): 46–62. http://dx.doi.org/10.1080/1463922x.2020.1758828.

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Collins, Dale R. "Human Resource Assessment — The Link to Mission." Public Personnel Management 26, no. 1 (March 1997): 1–6. http://dx.doi.org/10.1177/009102609702600101.

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The National Performance Review called for a refocusing and revitalizing of mechanisms to assess human resource program effectiveness by relating such effectiveness to mission accomplishment. The traditional Personnel Management Evaluation (PME) Program used by many federal organizations, which emphasized regulatory and statutory conformance, did not fit this new paradigm. The Defense Contract Audit Agency's Human Resource Assessment Model analyzes the degree of achievement in Strategic Plan goal attainment, and, in so doing, serves as a direct measure of Agency mission accomplishment.

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Alsufyani, Nujud, and Asif Qumer Gill. "Digitalisation performance assessment: A systematic review." Technology in Society 68 (February 2022): 101894. http://dx.doi.org/10.1016/j.techsoc.2022.101894.

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Amzile, Karim, and Mohamed Habachi. "Assessment of Support Vector Machine performance for default prediction and credit rating." Banks and Bank Systems 17, no. 1 (April 2, 2022): 161–75. http://dx.doi.org/10.21511/bbs.17(1).2022.14.

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Predicting the creditworthiness of bank customers is a major concern for banking institutions, as modeling the probability of default is a key focus of the Basel regulations. Practitioners propose different default modeling techniques such as linear discriminant analysis, logistic regression, Bayesian approach, and artificial intelligence techniques. The performance of the default prediction is evaluated by the Receiver Operating Characteristic (ROC) curve using three types of kernels, namely, the polynomial kernel, the linear kernel and the Gaussian kernel. To justify the performance of the model, the study compares the prediction of default by the support vector with the logistic regression using data from a portfolio of particular bank customers. The results of this study showed that the model based on the Support Vector Machine approach with the Radial Basis Function kernel, performs better in prediction, compared to the logistic regression model, with a value of the ROC curve equal to 98%, against 71.7% for the logistic regression model. Also, this paper presents the conception of a support vector machine-based rating tool designed to classify bank customers and determine their probability of default. This probability has been computed empirically and represents the proportion of defaulting customers in each class.

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Zhang, Huan Cheng, Ya Feng Yang, Feng Li, and Li Nan Shi. "Fuzzy Comprehensive Evaluation of Human Performance Management." Advanced Materials Research 756-759 (September 2013): 715–19. http://dx.doi.org/10.4028/www.scientific.net/amr.756-759.715.

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In the College, performance evaluation system is directly related to the harmonious development of the school. Taking into account the factors in the evaluation system is fuzzy, so this paper uses fuzzy comprehensive evaluation model. But the model is too subjective, so this paper combines neural network and data envelopment analysis method, which ensures that fuzzy comprehensive evaluation model is reasonable and scientific, and good school development and teacher self-interest. The performance assessment process, not only enables the combination of qualitative and quantitative analysis, but also fair and reasonably reflect the achievements of teachers, while this method is easy to use, wide application, and can be well applied in practice.

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Farcasiu, M., M. Nitoi, M. Apostol, and C. Constantinescu. "Data collection assessment for the human performance analysis in nuclear installations." Kerntechnik 83, no. 2 (April 16, 2018): 91–95. http://dx.doi.org/10.3139/124.110884.

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Rajini, Dr G., Keerthana Shree V, and Sheela G. "Human Performance Enhancement: A Comprehensive Competencies Assessment In Production Engineering Companies." Restaurant Business 118, no. 3 (March 19, 2019): 51–64. http://dx.doi.org/10.26643/rb.v118i3.7198.

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The general intention of this study is to identify Human Resource Managerial Competencies , to measure the competence among various levels of HR Managers Method: By a survey, data was collected from sample of 120 managers in production engineering companies and multiple regression technique was used with SPSS 21.0 software. Findings: There are four major determinants of Human Performance Enhancement (HPE): HPE Method Specialist, HPE Facilitation, HPE Implementer, and HPE Evaluator .Competencies were grouped as Visionary, Gap Assessor, Strategic Trouble shooter, Forecaster of Consequences, Action Plan Facilitator which are concluded as predictors to determine HPE. All five competency groups have impact on HPE

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Wohl, J., D. Serfaty, E. Entin, J. Deckert, and R. James. "Human cognitive performance in antisubmarine warfare: situation assessment and data fusion." IEEE Transactions on Systems, Man, and Cybernetics 18, no. 5 (1988): 777–86. http://dx.doi.org/10.1109/21.21603.

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Wang, Wenbi. "Workload Assessment in Human Performance Models Using the Secondary-Task Technique." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 56, no. 1 (September 2012): 965–69. http://dx.doi.org/10.1177/1071181312561202.

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