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Human Factors Specialists'Education and Utilization Results of a Survey (1992) / Chapter Skim
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6 Conclusions and Recommendations
Pages 77-82

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From page 77...
... Considering the large number of these other areas, many of which were reported by only one or a few persons, the potential for more widespread application of human factors expertise may be great. Most specialists report that the promotion of human factors is a major function of their current job, yet only about 40 percent of those doing human factors work identified themselves directly with the human factors 77
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From page 78...
... A defined set of core courses to which other electives can be added to meet specific educational objectives is one approach to the solution of this heterogeneity problem. Additional implications for training stem from findings that human factors specialists need, but are not getting, adequate training in supervisory skills and that a large proportion of supervisors of human factors specialists lack adequate knowledge of the area.
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From page 79...
... However, because most of the current graduate education programs in human factors are now filled to capacity with required technical courses, it may be necessary to provide this management training through postgraduate continuing education, company in-service training, or one or more short courses in management and supervision offered throughout the year by various private organizations.
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From page 80...
... One dilemma in interdisciplinary areas such as human factors is that applied problems are often approached from traditional academic perspectives, such as psychology, industrial engineering, computer science, and physiology, rather than from an interdisciplinary perspective. Now that human factors graduate programs and user-centered design approaches in government and industry are well established, significant advances in science and application are possible.
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From page 81...
... Although other surveys have been made of human factors specialists by the Human Factors Society and other organizations, to our knowledge this was the first comprehensive, scientifically based sample survey of the education and utilization of human factors specialists. Now that a data base of survey findings is available and accessible, it is possible for university, industry, and government agencies to carry out additional analyses for policymaking activities.
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Key Terms

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  • specific educational
  • themselves directly
  • factors knowledge
  • meet specific

  • educational objectives
  • factors professionals
  • student internships
  • integration activities
  • continuing education

  • current human
  • work requires
  • linking student
  • factors society
  • traditional academic

  • supervisory responsibilities
  • factors field
  • widespread application
  • major findings
  • work currently

  • explore linking
  • industrial engineering
  • job function
  • government work
  • graduate student

  • provide funding
  • sample survey
  • primary curriculum
  • designing academic
  • training stem


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