Organizational Human Factors focuses on  the optimization of socio-technical systems, including their organizational structures, policies, and processes.

The study of people and the interaction with organizational structures, policies, processes and their environments draws from the disciplines of anthropology/ethnography, industrial design, information design, organizational development and psychology, sociology, learning and cognition, and business.

  • The interaction of humans and products
  • The interaction of humans and physical spaces
  • The interaction of humans and processes
  • The interaction of humans and user interfaces
  • The interaction of humans and learning environments
  • The interaction of humans and organizational systems (rewards, decision-making, cultural models, etc.)

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Examples of past projects include:

Designing a global set of human resource interventions to support a new consulting strategy for a global consulting firm that included new communication, decision-making, and learning & development support systems, as well as recommendations for better alignment with measurement and reward systems.

Investigation and mapping of tacit decision-making and client strategy models used by high-performing business developers for use in the design of electronic performance support systems to guide client conversations in the field.

Investigating and uncovering the real versus perceived value-chain opportunity for the North American operations of an equipment manufacturing company.

Providing original qualitative research to support the business strategy exploration of a governmental technologies and services firm.

Equipping consulting teams with the skills and knowledge to conduct more robust needs analysis of organizational development and design challenges.

Reconciliation of qualitative and quantitative research to provide a more accurate picture of the implications of higher level organizational decisions on the local units of a large, urban school district.