安全标志的标准化生产使用及检验标准

就国内企业在安全标志的选材、制作、检验使用中存在的一些问题,提出了一些针对性较强同时具备可操作性的措施和方法,以便于生产企业和使用单位进一步规范其制作和使用安全标志的标准,使安全标志真正成为为企业传递安全信息的载体.     

导向标志可见域的实验研究

在介绍可见域概念的基础上,将导向标志可见域转化为偏移角和观察距离的关系,开展了不同偏移角下导向标志观察距离的测量实验,分别测定了两种导向标志类型(电光源型和磷光型)在两种环境照度水平(正常照明和无照明)下,9种偏移角(0°、10°、20°、30°、40°、50°、60°、70°和80°)所对应的观察距离。实验发现随着偏移角的增加,观察距离非线性的减少,导向标志的可见域为椭圆形,该椭圆的短轴是偏移角为0°时的观察距离,该项实验的开展为导向标志可见域的确定提供了基础数据。     

The effects of roadway environment and fatigue on sign perception

Drivers were stopped 200 m (656 ft) after passing a warning sign and tested for their recall and recognition of the sign. An average of 5 to 10% of drivers registered the sign under various conditions, but these results were independent of specific sign content or roadway environment. Both objective and subjective measures of fatigue were related to the probability of seeing a sign on a straight and level road but not on a hilly and winding road. It was concluded that under normal daylight conditions warning signs are either redundant (contain information directly available) or irrelevant to the driver's perceived needs and the driving task. Before ruling out their usefulness, warning signs should be evaluated under conditions of degraded visibility.     

基于多因素出口选择的建筑疏散指示优化设计

建筑疏散指示标志关系到人们的生命安全,为了寻找一种更为有效的引导疏散的思路,实现紧急疏散时合理、有效地引导人员逃生,提出了以疏散人员到出口的距离、出口宽度和出口区域人员密度三个因素为基础的出口选择模式作为建筑疏散指示标志的设计规则;研究了仅考虑距离因素选择出口时疏散人员分配失衡的现象,展示了以人员到出口的距离、出口宽度、出口区域人员密度三个因素为基础的出口选择引导模式对建筑疏散的优化效果。研究结果表明:根据距离、出口宽度和出口区域人员密度三个因素来确定疏散指示标志设计的规则,避免了人员密集建筑场所“就近出口”带来的不利因素,实现了疏散资源的高效利用。     

Supervisory safety training

Supervisory Safety Training is one very important aspect of a complete safety effort. If done efficiently, it enables the supervisor to understand and fulfill his/her vital role as the company's front line safety representative to the workforce. However, in order to do this job effectively, a great deal of careful planning must precede the development of the training program used.     

Making safety training stickier: A richer model of safety training engagement and transfer

Introduction: Compared to other types of occupational training, safety training suffers from several unique challenges that potentially impair the engagement of learners and their subsequent application or “transfer” of knowledge and skills upon returning to the job. However, existing research on safety training tends to focus on specific factors in isolation, such as design features and social support. The aim of this research is to develop an overarching theoretical framework that integrates factors contributing to training engagement and transfer. Method: We conducted a comprehensive qualitative review of safety training research that was published between 2010 and 2020. We searched Web of Science, Scopus, and Google Scholar, yielding 147 articles, and 38 were included. We content analyzed article summaries to arrive at core themes and combined them with contemporary models of general occupational training to develop a rich model of safety training engagement and transfer. Results: We propose that training engagement is a combination of pre-training factors such as individual, organizational, and contextual factors, that interact with design and delivery factors. Safety training engagement is conceptualized as a three-component psychological state: affective, cognitive, and behavioral. Organizations should prioritize pre-training readiness modules to address existing attitudes and beliefs, optimize the safety training transfer climate, and critically reflect on their strategy to design and deliver safety training so that engagement is maximized. Conclusions: There are practical factors that organizations can use before training (e.g., tailoring training to employees’ characteristics), during training (e.g., ensuring trainer credibility and use of adult learning principles), and after training (e.g., integrating learned concepts into systems). Practical Applications: For safety training to ‘stick,’ workers should be affectively, cognitively, and behaviorally engaged in learning, which will result in new knowledge and skills, improvements in attitudes, and new safety behaviors in the workplace. To enable engagement, practitioners must apply adult learning principles, make the training relevant, and tailor the training to the job and individual needs. After training, ensure concepts are embedded and aligned with existing systems and routines to promote transfer.     

安全生产培训机构培训管理者素质要求初探

加强安全培训、提高从业人员安全素质是国务院提出的安全生产12项治本之策之一。全国各级安全生产监督管理部门根据相关规定,认定了四个等级总共近4000家安全培训机构。根据安全生产培训机构和培训管理者的现状,基于现代培训理论、安全培训的实际情况和安全培训管理者职能定位分析,提出了安全培训管理者的六项素质要求。     

The effects of driver factors and sign design features on the comprehensibility of traffic signs

PROBLEM: This paper addresses the effects of driver factors and sign design features on the comprehensibility of traffic signs. METHODS: A survey was designed to capture subjects' personal particulars, ratings on sign features, and comprehension scores, and then administered to 109 Hong Kong full driving license holders. RESULTS: Years with driving license and education level were significant predictors of sign comprehensibility. Contrary to expectation, the driver factors of age group, years of active driving, hours of driving, last time driving, driving frequency, and non-local driving experience had no effect on comprehension performance. Sign familiarity was correlated with comprehension score for licensed drivers, whereas sign concreteness, simplicity, and meaningfulness were not. IMPACT ON INDUSTRY: The results of this study provide useful guidelines for designing more user-friendly traffic signs in the future. It identified particular driver groups who lacked good understanding of traffic signs, and this information may assist the relevant organizations to better allocate traffic training resources, and better target future studies of traffic sign comprehension.     

中国石油天然气集团公司海外防恐安全培训

自"9.11"以来,国际非传统安全形势日益复杂,宗教冲突和政治动荡相互交错,恐怖主义活动愈演愈烈,严重威胁着中国石油天然气集团公司海外项目员工人身和资产安全。为有效提升海外项目防恐安全管理水平,切实提高海外员工防恐意识和技能,保障海外项目员工人身和资产安全,负责海外防恐安全管理的国际事业部(海外防恐安全和HSE办公室)认真研究了海外员工的防恐安全培训需求,在充分调研国内外安保培训机构的基础上,组建了专业化的培训团队,开发了针对性的培训课件,建立了一套完善的培训和考核模式,截止目前共培训31000多名海外员工,积累了较为丰富的防恐安全培训经验。     

对安全管理人员培训途径的探讨--初读《安全生产法》

鉴于《中华人民共和国安全生产法》的发布,以及其对生产经营单位安全管理人员的规定和要求,本文分析了这个“群体”的素质、地位和处境,同时介绍了部分工业发达国家对企业安全工程师培训的先进经验,本着“洋为中用”的原则,提出了我国生产经营单位安全管理人员培训的途径和措施。     

铁路交通安全培训“六要素”探讨

结合铁路交通安全的严峻形势,对铁路交通安全培训的＂5W1H＂六要素进行了初步的分析。＂5W1H＂包括原因（WHY）、内容（WHAT）、地点（WHERE）、时间（WHEN）、人员（WHO）、方法（HOW）这六个方面,本文对铁路交通安全培训的政策背景（即原因）、内容、地点、时间、人员和实施方法进行分析,回答这六个方面的问题,寻求合理可行的解决措施,并以此形成有效的铁路交通安全培训模式。     

The guessing of mine safety signs meaning: effects of user factors and cognitive sign features

This study investigated the effects of user factors and cognitive sign features on the guessability of mine safety signs. Sixty na?ve participants guessed the meanings and rated the cognitive sign features of 42 Mainland Chinese mine safety signs. The results showed that some user factors were significant predictors of guessing performance, while some were not. As expected, guessability scores varied significantly with the cognitive sign features of familiarity, concreteness, simplicity, meaningfulness and semantic closeness. The findings emphasize the need to create awareness of the importance of mine safety and promote understanding of mine safety sign meanings amongst people in their work environments. To design more user-friendly mine safety signs, industrial designers should develop and evaluate signs with consideration of the significant user factors and the 5 sign features tested here.     

我国安全培训机构分布现状分析

为了解现有安全培训机构分布状况,对当前全国3813家机构有关信息进行了统计分析。分析结果表明：安全培训机构建设已经进入了规范提高阶段,当前安全培训机构合理利用了各类资源,但四级安全培训机构定位尚不明确。建议充分发挥四级机构作用,建立安全培训机构地域分布合理的判定标准。     

企业安全教育培训工作初探

针对企业安全教育培训工作的现状 ,就如何开展好企业的安全教育培训工作和安全教育培训的对象、内容、形式、方法及效果进行了探讨。     

高腰作训鞋的开发研究

1前言 2001年，我军成功装备99低腰作训鞋，完善了作训鞋的伪装、防护、耐穿用等诸多功能，深受基层部队的欢迎。同时，这对部队现行装备的高腰解放鞋也提出了新要求。部队反映高腰解放鞋存在着不耐穿、易褪色、样式陈旧、防护功能少等弊端，很难满足我军驻边防海岛、山地丛林部队执勤和训练的战术要求。     

Ergonomic work analysis and professional training

The starting point of the study is six research subjects in which ergonomic work analysis is conceived as a ‘tool’ used to develop professional types of training programmes concerning present or future work activities. All these approaches reveal a tendency for instructors to give priority to the experience of the trainee and interventions designed on the basis of concrete work situations. The question is to know if this is the affirmation of the values of an alternative socio-political project or simply that of a cyclical interest corresponding to increasing concerns regarding the management of labor which accompanied the process of the technical transformation and the shrinkage of the job market.     

企业应急培训探讨

应急管理是对突发事件的全过程管理。推动应急管理工作有多种方式和途径,应急培训就是其中的一项。本文拟从介绍应急管理与应急培训、阐述应急培训重要性入手就如何开展应急培训从几个环节上提出了看法,简述了应急培训工作的方法和途径,最后通过事例说明应急培训在实际工作中发挥的重要作用。     

提高安全培训效果方法探讨

搞好安全生产技术培训必须加强安全生产培训工作,整合培训资源,完善培训网络,加大培训力度,提高培训质量。如何保证安全培训质量？如何提高安全培训的效果？这些问题是安全培训部门做好安全培训工作的重点。笔者认为提高安全培训效果应做好以下几项工作。