Page 14 - OHS, June 2020

ERGONOMICS
Leveraging Technology to Drive Workplace Ergonomics
Facilitating an effective and sustainable ergonomics process does not have to be old-fashioned and outdated.
BY JOSIAH ALLEN
these three components easier than ever, allowing everyone in an organization to be involved with the ergonomics process, thus making the likelihood of success much higher.
Learning
Workplace training has evolved throughout the years with increased access to technology and better under- standing about how adults learn. While traditional training focused on telling people, research is show- ing—and actions are proving—that the best way for learning to have a sustained impact is to make lessons self-paced and action-oriented.
Compare higher education 20 years ago versus to- day: lecture-style learning meant students scratched notes in shorthand to be reviewed later when studying key concepts, while today’s classrooms increasingly rely on online videos, interactive quizzes and podcasts to enhance learning and knowledge retention.
The diversity of learning tools isn’t the only ad- vancement we have been able to leverage over the years. Health and safety professionals understand that doing more with less has become the mantra of most companies, and “lean” is a common term. But until recently, most of the education provided to employ- ees required hiring a subject matter expert to come on site and deliver the message. This method limits the size of the audience, and it can be inconsistent, time-consuming and costly. What if the roots of a les- son are flawed or misunderstood? Relying on a small group of trained individuals to develop an ergonom- ics process and pass along knowledge themselves can have unintended negative consequences. Rolling out a flawed approach or communicating incorrect key learnings can set organizations back several years and leave them with poor data, ineffective team members, and extra costs to correct the process.
Online training has a high impact, reaches a larger audience and decreases costs significantly. The biggest benefit is that it enables audiences to learn in a way that works for them. Reading, hearing and control- ling the pace, all in the learner’s preferred language, improves retention. Reinforcing key learnings with touch-point quizzes and reviewing content whenever questions arise are benefits of the digital age. The re- sult is a standard set of lessons that overcomes many of the obstacles organizations face when relying on in- person trainings. Online training allows an organiza- tion to internalize the knowledge transfer process and sustain knowledge acquisition.
14 Occupational Health & Safety | JUNE 2020
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Just as methods for long-distance communi- cation have changed over the years, so have those used to facilitate an effective and sus- tainable ergonomics process. Where we were once restricted with face-to-face and pen-to-paper techniques, remote work and easy-to-use assess- ment methods make the development and mainte- nance of a top-tier ergonomics team more attainable than ever. This article will share some key changes in technology that apply specifically to maintaining an effective ergonomics process and how to leverage those changes to mitigate musculoskeletal disorder (MSD) risk factors, injuries and costs at both the mi- cro and macro level.
There are three primary components that fit to- gether to create an effective ergonomics process:
■ Learning—the methods by which people understand what ergonomics is, what it is not and how they can improve jobs by applying ergonomics principles.
■ Doing—the process and methods by which peo- ple quantify MSD risk factors and engage employees.
■ Managing—the methods by which people quantify risk reduction and track return on investment. Technological advances have made access to
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