1. Psychological examinations to prevent critical events UIMC Congress Budapest 2014.10.01. David Zerkowitz Work and organisational psychologist zerkowitzd@budapest.vasuteu.hu

2. Ideal driver (Based on H. Eysenck) cold, pessimistic inconsequent, agressive conscious, rule consciousness receptive, reactive Emotionally unstable Emotionally stable Inactive behaviour, more failure under pressure Risk taking behaviour ( „showing off”) Ideal personality IntrovertedExtroverted

3. Evaluation methods Modular system  Paper tests Intelligence Personality factors*  Instrumental tests Attention*Should be inspected druing the, Reactionwhole procedure, as holistic aspect Stress tolerance*  Interview Carreer orientation Social competences

4. Complexity Projective tests Instrumental tests Ability tests Personality inventories Questionnaires Anamnesys, exploration

5. Personality tests Done in every case Work and organisational „world tests”  Personality stability  Social competencies  Tendencies for:  Agression  Depression  (Suicide)  Psychosomatics  Neurotics Testological discussion: – Use of clinical tests – Legal / ethical issues (personal life, inadequate aspect of intrapersonal conflicts, etc.) Assessment testing or clinical differential Dg?  Latter needs:  Further suggestions for therapy

6. Attention – One channel concentration – Divided attention Reaction – Simple One type of stimuli – Complex More stimuli More modality Visual memory Stress tolerance – Vegetative parameters Instrumental tests

7. Instrumental tests - example Visual memory

8. Safety critical competences „To err is human” Action rehabilitation after omission / blocking – Detecting own faults – Returning after relapses...to keep driving ahead of the train, or running after the situations... Working memory (WM) – Maximum possible workload under stress Time pressure – Short time – Monotony Amount of stimuli

9. Safety critical competences „To err is human” Spanish accident: - Lapse of concentration - WM periphery overload (ignored acoustic signal) Ability to change from monitoring to action Problem of internally vs. externally controlled attention – Internally: person intentionally maintains attention on the req.-ed level – Externally: depends on environmental factors Aptitude tests systems use external controlling - prevention needs more personal data on internal attention capability

10. Simulation and psychological fitness Successful simulation exam = fit the psychological requirements? Simulation: – Training – Exam – Uses complex and specified knowledge What we see: the end of a process Evaluating psych. fitness – Measuring ready to use abilities – Clean environment – No need for learning – Ways to help / develop – Independent evaluating of competences What we see: the beginnig of a process

11. Suitability verification Fitness To have „good”......abilities the applicant is born with; …abilities developed and well established Suitability To use well... …in appropriate: Infrastructural Human Incentive (financial, motivational etc.) } environment Inadequately researched part of the HR / selection systems

12. Questions? Thank You for your attention!