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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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CAUSE-WISE ANALYSIS OF ACCIDENTS
1997-1998
6%5%
3%
13%
5%
1%
2%
65%
Rly. Staff Equipment Failure Other than Rly. Staff
Sabotage Incidental Not Established
Combination of factors Under investigation
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CAUSE-WISE ANALYSIS OF ACCIDENTS
2008-09
Rly. Staff Equipment Failure Other than Rly. Staff
Sabotage Incidental Not Established
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 )
COMPOSITION OF TEST BATTERY FORCOMPOSITION OF TEST BATTERY FOR
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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23
Contd..Contd..
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24
Contd..Contd..
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25
Contd..Contd..
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Contd..Contd..
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COMPOSITION OF TEST BATTERY FORCOMPOSITION OF TEST BATTERY FOR
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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COMPOSITION OF TEST BATTERY FORCOMPOSITION OF TEST BATTERY FOR
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