How Can any Organisation reduce human Error as Human Error in the form of Carelessness. what best HR strategy will be the best.
From India, Dehra Dun
From India, Dehra Dun
A policy of educating,training and supervision can reduce HE.(Human Error)
Analyse all HE and find out the pattern,cause and effect.
this analysis can help device remedies for such happenings.
But HE can never be made zero due to the fact that humans are humans and not robots.
But supervisory policies,procedures can mitigate and bring it down to lowest levels possible.
From India, Pune
3131Analyse all HE and find out the pattern,cause and effect.
this analysis can help device remedies for such happenings.
But HE can never be made zero due to the fact that humans are humans and not robots.
But supervisory policies,procedures can mitigate and bring it down to lowest levels possible.
From India, Pune
Dear Ayush,
You could have given little more information like nature of your industry, what kind of operations do you have etc. Secondly, "strategy" is a too big word for the operational problems.
Human errors are a result of:
a) Lack of requisite skills or mismatch in skills
b) Lack of employee training. No efforts made to make sure that quality philosophy percolates down to the last level.
c) No proper records of past errors were maintained. No records available for the repetition of the errors
d) Improper recruitment. Wages not as per the market standards hence inferior quality of the manpower.
e) Non-availability of proper tools, worn out and dilapidated infrastructure etc
f) SOPs not prepared. If prepared, these are just show pieces. Sometimes SOPs not understood by the workers.
g) Lack of faith of management on process-driven approach. Work is person centric than process centric.
h) Lack of adequate sleep. Workers are told to do double shift.
i) No rewards or recognition for the quality output.
HR and Operations need to work in tandem to reduce the job errors. It cannot be the responsibility of the either department alone.
Thanks,
Dinesh Divekar
From India, Bangalore
You could have given little more information like nature of your industry, what kind of operations do you have etc. Secondly, "strategy" is a too big word for the operational problems.
Human errors are a result of:
a) Lack of requisite skills or mismatch in skills
b) Lack of employee training. No efforts made to make sure that quality philosophy percolates down to the last level.
c) No proper records of past errors were maintained. No records available for the repetition of the errors
d) Improper recruitment. Wages not as per the market standards hence inferior quality of the manpower.
e) Non-availability of proper tools, worn out and dilapidated infrastructure etc
f) SOPs not prepared. If prepared, these are just show pieces. Sometimes SOPs not understood by the workers.
g) Lack of faith of management on process-driven approach. Work is person centric than process centric.
h) Lack of adequate sleep. Workers are told to do double shift.
i) No rewards or recognition for the quality output.
HR and Operations need to work in tandem to reduce the job errors. It cannot be the responsibility of the either department alone.
Thanks,
Dinesh Divekar
From India, Bangalore
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