Analysis of the organisation is based on a detailed understanding of the activities, procedures, tools and contexts (referred to as a socio-technical system). Human Design Group has more than 30 years' experience in the field of organisational and human factors studies, acquired in various organisations, particularly high-risk ones (nuclear, aeronautical, transport, industrial).
To achieve this, we integrate a Human Factors Integration Plan for our customers right from the design phase. We help them to :
Human Design Group carries out expert assessments and studies to anticipate and understand the risks associated with organisational and human factors for the reliability of facilities. Our teams are involved both in the design of facilities and in safety reviews during the operating phase of sensitive installations.
Socio-technical diagnosis plays an essential role in any approach to integrating organisational and human factors. It also offers its own advantages. By accurately mapping the current state of the organisation, it highlights the interactions between the human, technological and organisational components.
This understanding of internal processes makes it easier to identify bottlenecks, inefficiencies and friction points, thus revealing relevant solutions. What's more, it encourages employee involvement by including them in the thinking and decision-making processes, thereby reinforcing their commitment to change.
A Human Factors Integration Plan (HFIP) is a methodological approach aimed at integrating the needs, capabilities and preferences of users into the design process. It consists of identifying, analysing and taking into account human aspects (cognitive, ergonomic, social, emotional, etc.) to ensure that the complex system is usable, safe and efficient for end users.
The HFIP includes steps such as activity analysis, task modelling, user-centred design, ergonomic assessment, user training and human factors risk management. The aim here is to optimise overall system performance by taking into account the interaction between technical and human components.
Analysis of human and organisational factors enables us to understand how individuals and the organisation will react to the planned change. This includes assessing skills, attitudes, needs and organisational cultures. This information, which is essential for designing appropriate change strategies, includes employees in the process, making it possible to anticipate resistance and design effective training and project communications.
In short, organisational design helps to minimise interruptions in the process, to encourage buy-in from those involved in the change and to guarantee the success of a transition to new practices or organisational structures.
Our approach aims to create products, services, spaces and systems that take account of users' needs, capabilities and constraints, while integrating organisational structures and processes. It can be described in a few key stages:
This design methodology enables solutions to be devised that align the user experience with the organisation's objectives. It encourages collaboration between designers, ergonomists, stakeholders and management teams to ensure holistic, human-centred design.
