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2. Ergonomics - Wikipedia

   en.wikipedia.org/wiki/Ergonomics

   According to its 2017 mission statement, ACE unites and advances the knowledge and skills of ergonomics and human factors practitioners to optimise human and organisational well-being. [39] The International Ergonomics Association (IEA) is a federation of ergonomics and human factors societies from around the world. The mission of the IEA is to ...

3. Human performance modeling - Wikipedia

   en.wikipedia.org/wiki/Human_performance_modeling

   Human performance modeling (HPM) is a method of quantifying human behavior, cognition, and processes.It is a tool used by human factors researchers and practitioners for both the analysis of human function and for the development of systems designed for optimal user experience and interaction . [1]

4. Personnel psychology - Wikipedia

   en.wikipedia.org/wiki/Personnel_psychology

   Personnel psychology is a subfield of industrial and organizational (I-O) psychology. [1] Personnel psychology is the area of I-O psychology that primarily deals with the recruitment, selection and evaluation of personnel, and with other job aspects such as morale, job satisfaction, and relationships between managers and workers in the workplace. [2]

5. Lillian Moller Gilbreth - Wikipedia

   en.wikipedia.org/wiki/Lillian_Moller_Gilbreth

   Lillian Evelyn Gilbreth (née Moller; May 24, 1878 – January 2, 1972) was an American psychologist, industrial engineer, consultant, and educator who was an early pioneer in applying psychology to time-and-motion studies.

6. Cognitive ergonomics - Wikipedia

   en.wikipedia.org/wiki/Cognitive_ergonomics

   Cognitive ergonomics (sometimes known as cognitive engineering though this was an earlier field) is an emerging branch of ergonomics. It places particular emphasis on the analysis of cognitive processes required of operators in modern industries and similar milieus.

7. Work design - Wikipedia

   en.wikipedia.org/wiki/Work_design

   For jobs with a high level of autonomy, the outcomes of the work depend on the workers' own efforts, initiatives, and decisions; rather than on the instructions from a manager or a manual of job procedures. In such cases, the jobholders experience greater personal responsibility for their own successes and failures at work.