Abstract
The heart of human factors performance research is the development of an appropriate criterion or effectiveness measure. Typical criteria employed in research from 1941 to 1963 by the U.S. Army Personnel Research Office have included grades, ratings, and situational performance measures, each selected for use according to critical methodological, operational, and administrative considerations. Emphasis is placed upon predicting individual effectiveness. Today's military manager desires an evaluation of a system or subsystem as a totality and is likely to give more wholehearted acceptance to that research product expressed in quantitative units reflecting his goals and mission. Examples are given of the roles human factors scientists play today in helping develop the systems output criterion, similar to human factors performance criteria in some respects but which requires more attention to the need for simulation and to decisions with respect to laboratory vs. field experimentation. A framework of human factors oriented systems research is presented.
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