Human Factors in Maintenance

The aerospace industry has increasingly embraced the usefulness of human factors training as governments give due recognition through regulation. After initial awareness training, organizations generally follow up with recurrent training. However, such programs need monitoring and measuring to ensure that they remain relevant and productive ¾ c ompanies simply can't afford to waste their technicians' time or bore them with irrelevant information. The program therefore must be precise, relevant and applicable.

7 basics for success

Successful maintenance human factors programs include the following key elements:

1. Have 100% support and participation from management and maintenance personnel;
2. Become an integral part of the company's business culture;
3. Focus on communication skills;
4. Tailored to the work environment, including identifying and correcting potential contributing factors;
5. Include behavioral analysis for participants;
6. Incorporate a team approach;
7. Evaluate errors and incidents through data collection, using the information for further training.

Managing for success

To be successful, the program requires senior management participation, support and monitoring. The program should be continuous and usually requires an active advocate to ensure that it remains effective.

Along with endorsing the training, however, senior managers should also participate in the classes themselves and take the message to heart. Management need to be aware of the paradigm shift in the minds of technicians who have participated in the training to facilitate change from within the organization. Without management's enthusiastic participation, an organization will not get the full benefit from the training.

Both groups need to be involved so they can synchronize the language and concepts being taught.

Changing attitudes

The cultural change initiated during a human factors training program will produce excellent results when everyone within the organization wholeheartedly embraces the thought process. The twofold goal is to improve professionalism in our industry and ultimately reduce incidents.

While there may not be an immediate return on investment or dramatic overnight change, the company will soon see a behavior change within the organization that will provide long-term and sustainable benefits.

New tools for technicians

An overall increased awareness of the importance of the safety nets technicians can use to reduce maintenance error is perhaps the largest benefit acquired from human factors training. This translates into a workforce with a much sharper focus on preventing errors that could lead to a significant incident or worse, a catastrophic event.

In general, human factors training can lead to improved quality, a safer environment as well as a more involved and responsible work force. More specifically, the reduction of even minor errors can provide measurable benefits including reducing the cost of rework, fewer missed deadlines, reduction in work-related injuries and fewer warranty claims ¾ all leading to creating more satisfied customers.

Richard Komarniski is president of Grey Owl Aviation Consultants Inc.( www.greyowl.com) He has worked as an aircraft maintenance technician since 1974 holding AME and A&P ratings. For information on safety management system and human factors training or assistance in meeting the FAA and EASA 145 Human Factors Training requirements, contact Grey Owl Aviation Consultants Inc at (204) 848-735, or richard@greyowl.com.