The Human View Handbook for MODAF: Part V â Appendices

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The Human View Handbook Part 5: Appendices Description 10 HV-C Abstract ‘to-be’ – including: *assessment of changed need for office facilities (e.g. central offices function primarily as meeting places and for provision of access to specific facilities and services). *changes in human interaction types that networking technologies need to support. 11 HV-C Concrete ‘to-be’: Specify new technology use options and interaction patterns. 12 HV-D Capture organisational implications of more flexible working patterns, e.g.: Where regular physical proximity as the basis for team building is removed, other structures may naturally build around other links (e.g. conferences). Formal job definitions need to allow for the additional responsibilities/roles and skill requirements of tele-working practice. Figure 23: Sample progression of HVs development showing two different levels of enterprise definitions, with the order shown from one blue star to another. page 42
The Human View Handbook Part 5: Appendices H.5 UAV Scenario The Project: UAV example for dynamic modelling HV elements were produced implicitly as the basis for dynamic modelling activities to assess human and enterprise performance parameters. Specifically, the impact of using UAV technology as part of designing human interaction networks was assessed for impact on human performance. The project was a theoretical application for establishing proof of principles. Examples equivalent to HV-C, D, E were produced. In this model, the activity of the Agents is run as a series of event-based modules. For example, the UAV follows a search path around the terrain (the search path can be defined by the analyst as a series of waypoints), and when it flies over a target it reports a sighting to Agents in the information chain. Each target is specified by the analyst, in terms of its location and a set of five parameters (the parameters are abstract quantities that are responded to by different Agents in the information chain). The Process Figure 24 traces the approximate path of progressing the HV development in relation to MODAF Views. The blue lines between numbered star symbols show the order of progression. Table 9 provides a key to the numbers. Table 9: The order of progression between HVs and MODAF Views. (the colour code separates different types of assessments). UK HV Description 1 HV-B Define performance parameters and assessment objectives 2 OV-5 The tasks required to perform a mission HV-E 3 HV-F Define roles (to be taken by people) to perform tasks Tasks allocated to roles 4 HV-D HV-A List defined job types with certain (standardised) characteristics (e.g. skill, rank), depending on currently envisaged personnel 5 HV-F Existing job types mapped to envisaged roles/tasks Personnel characteristics (for person in intended roles) Assess: the right skills/characteristics for the right demands 6 HV-C Team configurations (e.g. size; organisation; information flow) Network configuration and associated properties (network properties can be affected by human processing and exchange variables) • Communication/interaction structure variables • Network parameters (e.g. size, coupling: amount of information/knowledge sharing and distribution, centralisation) • Organisational conditions (e.g. communication between units can vary according to task needs: e.g. information chain; exchange patterns; dependencies) • Command structure: hierarchical vs. distributed control/authority/information flow • Redundancy options 7 SV-1 Technology use options Available channels of communication (e.g. communication technology) 8 HV-E Resulting tasks and task flow (e.g. sequence diagram; critical path analysis) SV-10c 9 HV-G Conditions, time constraints (e.g. varying time demands, mission phases), task dependencies (e.g. rules, information available, finish one before starting next) page 43
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The Human View Handbook for MODAF: Part V â Appendices

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The Human View Handbook for MODAF: Part V â Appendices