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Occupational Safety And Health In Human Resources Management
Occupational Safety And Health In Human Resources Management
There is a need to ensure that workplaces as well as the workers are safe and healthy. This means that the welfare, safety and health of the workers, is well taken care off. Harm may occur from certain plants, substances, which are present at the work place. They ought to be minimized or eliminated to reduce the risk the workers are subjected to. Also, it seeks to ensure that there is cooperation, consultation and representation for the workers. It is needs to be effective and fair, which in turn ensures that elements of safety and health are present. The workers are provided with relevant information, advice, training, and education, in regards to safety and health. When workers comply with the safety and health guidelines, it becomes easy to enforce measures as well as compliance (New South Wales, 2011). The people in charge of performing and exercising powers should ensure that the actions are reviewed and scrutinized. This will ensure that the work place strives to ensure that there is improvement in safety and health from the workers. Lastly it ensures that harmony at the work place is strengthened and maintained through the existing laws.
The workers must ensure that their mental and physical health is well taken care. This is in accordance to the workers duties. They should make sure that their safety and health is cared for in a reasonable manner. Fellow workers should not be affected by omission because reasonable care was not practiced. The worker must comply with the rules established by management. This is applicable to everyone who is involved in the business conduct, as well as the undertaking. Every worker must ensure that they comply with the safety and health act. The worker should ensure that they follow the procedures and rules established. All the workers should be notified about the different aspects of the act (New South Wales, 2011).
It is the duty of several people working within the organization to ensure that the laws are being implemented. Those in management should ensure that there is a person, who has the duty of checking up on matters related to safety and health. Safety and health risks should be eliminated in a practible and reasonable manner (Ridley, 2008). If the latter is not possible, a suitable method has to be found to reduce the risks. Essential factors have to be taken into consideration at a certain time and should also be reasonable. This should be for the purpose of ensuring safety and health.
It is expected that the workers exhibit due diligence, when they are at the work place. This is because it is their duty to follow the rules, which have been established. If they do not comply, they risk being fined. This is because they have violated the rules of the business undertaking. The workers are provided with relevant information regarding to safety and health. Thus, they should not engage in any activities, which might affect their lives. The behaviors of the employees play a great role in inducing the risks they face (Ridley, 2008). Certain behaviors, such as drinking and smoking while at the job, are not allowed. Those who come to work drunk or drink while working are not in the right mind, and may not be aware of their action. They are bound to cause injury to others and themselves. Those who smoke while at the job are bound to cause a fire related accident and the results are detrimental. Thus, workers should be aware of the behaviors, which threaten their health as well as safety. Also, workers who have been injured or are suffering from bad health, should keep away from behaviors, such as drinking and smoking. These have adverse effects on people’s health, especially sick or injured people.
The work environment should be conducive for the workers, so that it ensures that they are not interrupted. The risk of being injured or suffering from an illness should be reduced or prevented. This occurs through making sure that the structures and the plant are safe. Safe systems should exist and should be checked upon regularly, to ensure that they are maintained and serve their purpose. Workers should ensure that they store, handle and use the substances, structures and plants, in the most effective manner. The management should provide facilities needed by the workers (New South Wales, 2011). This will assist in making sure that the welfare of the employees is being taken care off. The workers should have access to the facilities and should not be discriminated against. As part of undertaking of the business, the workers are to be provided with instructions, training, supervision and training, regarding the safety and health risks. Regular monitoring of the working conditions as well as the employees should occur. This is meant to ensure that injury and illness are prevented. The issues mentioned before might arise if undertaking and business conducted is not done in a proper manner. In cases whereby, the worker is being provided with accommodation, the management should also provide a good environment.
Work Cited
New South Wales. (2011). Work Health and Safety Bill 2011.
Ridley, John. (2008). Safety at Work 7th edition. New York: Butterworth-Heinemann.
occupational plan
June/9/2014 : Instructor i. If you want to be a good HR manager, you have to understand the business first. This gives you a chance to be able to communicate and integrate well with the employee for effective management. ii. The successful HR manager is business focused and emphasizes people success. By ensuring the employee welfare is adhered to and the employee have the best skills and knowledge to handle their role. iii. Every successful leader and manager has an HR responsibility. This is true because his/her key responsibility is to ensure that he/she manages people very well. June/11/2014: Instructor i. Create an environment does make people effective and engaged. This is to ensure that all the employee work in place that suits them and are happy to work there. ii. HR is not limited to managers every manager and leader has an HR responsibility. It is also not limited to leaders but also to individual employee. All employee should be an eye keeper to the other. iii. Most successful companies who care about their employees. People take care of will be better. In addition, all the employee should care for each other and improve their collaborations. iv. Need to know how to listen because it’s important when you work with another cultures. It is vital to be a good listener to gather necessary information that can push forward business or organization.
June/18/2014 TEAM 2: Instructori. HR field can work with every business major. Since all the organizations need people to work, HR field is mandatory. ii. HR professional needs to know the business, so that he could be able to determine the success factor of the organization since Labor is a key aspect in business. iii. HR now focusing more in developing value of the company, because without human resource there is not organization functioning. iv. HR now focusing in the whole community, it goes back to the community in the form of corporate relationships. B. HR goes in for stage1- Administrative duties; This is the supervisory role of the HR. The HR manager is the mandated to handle this position among other senior executives. 2- Training, rewards; this part of HR deals with remuneration of employee as well as motivation of the them.
3- Integration; this part of HR deals with bringing people together to ensure that there is effective working among employees. 4- Now-realize external business conditions; this last part of HR is to ensure that the employee working according to the market standards such as market pay and terms of service.
June/23/ 2014 TEAM 8 : Instructor Conditions needed for successful change: 1- Leading. It is important to leadership is employed when initiating change process in organizations. 2- Creating a felt need: ensuring the need is felt is a very important aspect of the change process. 3- Build commitment for key people: It is worth to ensure that the key people in an organization are committed towards the success of the firm or business. – Crating different capabilities on strategy to ensure that the main strategies are implemented.
Best systems have right skills and abilities for goals; the systems should ensure that they help organizations to make changes. Performance and rewards; organizations should ensure that they reward their employee well. Incentives to motivate, clear strong leadership brand and etc.. June/25/2014 TEAM 01: Instructor Why does effective HRM matter? It matters because it deals with management of human welfare. Management of people has been seen to affect the economic performance hence the impact is on the Gross Domestic Product. -Management should reward individuals based on their work; all the people that have outstanding result should be rewarded and those with negative results should be punished. The important of positive HRM is quite significant when the management is at its peak to ensure quality results. June/30/2014 TEAM 10 Two responses that can be given in order to solve work issues: 1- Engineering controls (modifying the work environment); changing the business environment is a key step towards adjusting how the management can be improved hence important management process. 2- Management controls ( safety rules, selecting the employees and supervising their training, feedback and rewards); it is important to ensure that all the employee adhere to management control especially training. Workers need to be made aware of the safety rules and they need to follow them accordingly in order to reduce risks in the workplace from taking place. Age and length of service are the two most important aspects of an employees capability. However, the quality of service that an employee offers depends on the skills and knowledge gained. New employee = High risk. Not all new employees are aligned to high risks since some are more qualified than older employees are.
Monday 7/07/2014: Instructor Social and emotional intelligence: This is a key aspect that organization should ensure that it meets. It is the due responsibility of the HR manager and the advice of a social worker. The rest of us? 1-Stress: this is one of the conditions that causes poor production amid organizations around the world. Employee faced with stress are not able to undertake their chores well. 2-conflict: organization that faces unmanaged conflict have limited production and related to low employee retention rates. 3-communications: this is a vital tool for an organization success. Any bridge in the issue may cause serious management problems. 4-Demands: the demand or pressure from customers and stakeholders affect running of the HR management. However it could have both positive and negative effects. 5-Relationships: proper relationships among senior officials and other employees in an organization is a very vital steps towards success. 6- Performance: employee performance greatly affects the entire performance of an organization.
What is social and emotional intelligence? A working definition — Social and emotional intelligence is the ability to be aware of our own emotions and those of others, in the moment and use the info to manage our relationships and ourselves. Self-Awareness 1. Accurate self-assessment – knowing one’s strengths and development needs. The accuracy of the information is important in personal evaluation. 2. Emotional awareness – recognizing one’s emotions and their affects; this helps in evaluating social capacity of an individual.3- Personal Power – must be measured to ensure the type of power than a person has. For example, high scale of personal power is associated to good leaders. Self-Management – 10 competencies 1-Behavioral Self Control – it’s pretty important and powerful. In dealing of affecting and dealing with others. 2- Integrity – Has to do with honesty, doing the right thing in all time. Ethics. You can’t build trust without integrity. 3- Innovation & Creativity — has to do with abstract skills in developing or creating things that can help the management. 4- Initiative & Bias for Action – as a leader or employee you should ensure that your fair in all avenues 5- Achievement Drive — How driven you are in term to go over your goals to be high achievement person. 6- Realistic optimism: make sure you undertake steps that can be attainable or manageable. 7- Resilience — To fail and get back up and to go for next goal to build your resilience. 8- Stress Management – organizations should ensure that they are able to assist employees with stress problems. 9- Personal Agility – ability to be flexible, manage change. Other Awareness 1- Empathy- It is vital to understand individual self for one to be a good leader. 2- Situational / Organizational awareness 3- Service Ethic – Orientation towards helping others. To have intention to help and serve others. Relationship Management1-Communication; effective communication is an important tool towards organization success. 2- Interpersonal Effectiveness: individuals should ensure that they work together to propel interpersonal effectiveness. 3- Powerful Influencing Skills: good leaders should have this skill in order to persuade other employees in meeting business objectives. 4- Conflict Management; a good leader should ensure that he/she able to manage conflicts in the workplace. 5- Inspirational Leadership — Able to lead effectively 6- Catalyzing Change: this is a step towards pushing for change in organizations that change is taking a slow pace. 7- Building Bonds: leader and employees in organizations should build bonds in order to get vital business intelligence. 8- Teamwork and Collaboration – Working together effectively. 9- Coaching and mentoring others – It’s a competency not everyone has it. As you move in career if you do not pay attention it will work against you. 10- Build Trust: organization with high trust from customers flourish but those with limited trust do not go far. 7-09-2014 Wednesday: Instructor HR Greatest Critics: Fails to be business people first – you must be a business man before you be an HR manager! You have to understand the business. Yes, it is vital to ensure that you get the business skills before doing any other business concern even becoming an HR manager. If you start your career – manage your career be careful; ensure that you grasp all the needed information before becoming a professional. This is to ensure that all the gaps are filled. Take charge of your career and ensure you the boss of you career. Mindset Self-awareness & self-assessment: understanding ones capabilities is crucial step as a future leader. Conducting self-assessment is also vital in determining one’s weakness and strengths. Accurate self-assessment – knowing one’s strengths and development needs. The accuracy of the information is important in personal evaluation. Emotional awareness – recognizing one’s emotions and their affects; this helps in evaluating social capacity of an individual. Sometimes if you limit your thinking you’ll be a limit mindset. Be a possible mindset. Expertise : Build your expertise become and expertise is not an instance it’s countering to build your expertise. Ensure that you take slow steps to build your expertise. Your business knowledge. Ensure that your business knowledge is constructed in all the ways possible. Functional expertise; this allows an employee or employer to undertake his roles without future problems or delay in whatever way.
Think and build your expertise from a global prospective. Keep develop your self don’t stop .. be a continuous learner and leader. For the case of advancing your skills, it is important to ensure that you remain active in research and other analysis for organization success. This helps gain missing data or information about the market. Agility you’ll learn it on your career it’s something that can’t be taught in school. It is vital to be alert in your career because employers look for this attributes. 7/14/2014 TEAM 2: Instructor Two main problems of GM is not communicating and not taking responsibility. Poor communication may lead to poor production. How to implement the solution: 1- publically announce a mission statement: this helps the organization towards working towards meeting the mission of the firm or business 2- Improve the confidence: employee will have the confidence in what they are doing knowing that their mission is open and evident. 3- To involve all the departments in a common activity and to be aware of all the problems related to the organization.
-Silos are a barrier to company departments collaborating with each other. -Making communication between all departments a priority: This will helps reduce all the risks related to poor communication. -Awareness committees staffed with employees from all departments increases interdepartmental activation and buy-in laws. This is related with problems such as organization and employee conflict
7-16-2014 TEAM 6 : Instructor Impact of discrimination in a company leads to the following; i. Decline in the performance of the organization: When an organization is faced with the problem of discrimination the employee will start to go into conflicts from time to time leading to poor performance.
ii. Increases employee turnover: The rate of turnover among the employee increase because the cost of employee salaries is high yet the cost of production. This is caused by discrimination in the organization. iii. Decreases production: The rate of production automatically will decline due to difference among the employee. This is because of reduced job motivation and satisfaction. 7/21/2014: Instructor i. Different approaches may be taken for different situations. This is to ensure that all the approaches take a certain perspective in the organization or business. ii. Dealing ineffectively with conflict situations may lead to:
Harm your subordinates: employee working under organizations that has poor conflict management are always prone to danger leading to low employee retentionHarm your whole company by raise the employees’ turn over: this is expected since the cost of salaries or wages are high while the cost of production is also high. Being disrespectful towards your employees is a very bad step. Organization should ensure that managers as well as other leaders are respectful to their employee as well as have good communication with them. Critical point
My critical point is that for one to be a good HR manager you have to learn business first. Before joining this course I did not understand who an HR manager is, but now am able to know what the roles of an HR manager are as well as who such a person hold. Therefore, from the experience and knowledge gained in class it is worth for a HR manager to understand how business works since this is the next step he is going to deal with. In business, the manager is able to learn characteristics of employees and other HR issues. I consider this as a critical point in my career as well.
Occupational health and safety
Occupational health and safety is a field which links several schools of thought with scholarly disciplines so as to minimize on risks pertaining to human health and welfare. The main aim of this program is to promote an environment that is safe for work, but it also has other effects on other areas like communities and families. An effective occupational health and safety department helps an organization to improve its operations and to reduce some unnecessarily incurred costs like insurance and other losses (Goetsch, 2002).
Safety is of extreme importance in any setting, whether at home, school, work, or in social gatherings. Common hazards at the workplace which a safety professional should be well acquainted with are subdivided into various groups and subgroups which are: mechanical hazards, chemical hazards, biological hazards, physical hazards, musculoskeletal disorders and psychological issues like harassment, stress and violence (Hopwood, 2006). One of the key duties of a safety professional is to create a culture of safety by creating awareness among the workers that the safety department is there to ensure a safe working environment for them so as to guard their health. He should be well versed in human psychology so that he can successfully train staff to be in control of their own safety and that of their workmates (Goetsch, 2002).
Many people have the notion that safety professionals’ work is to be bossy and to move around tracking staff with the hope of catching them in the act of breaking the company’s safety rules, but nothing could be further from the truth (Hopwood, 2006). A safety professional should be fully involved, willing to work hands-on and not merely sitting down behind a PC, as many would think. His work involves a lot of travelling and field work, which includes mines, offices and factories. Being involved helps the safety professional to have perfect knowledge of the potential safety hazards that are in the work place. He also has to establish good interpersonal skills with his colleagues at work, because it will be necessary to interact with workers of all levels in order to get feedback and to take note of all hazards and working difficulties so as to pass the right information to his superiors. His career is more of a leadership career than a management career (Spellman, 2004).
A safety professional who wants to undertake independent practice should be able to fully apply the skills and the knowledge they have learnt in the marketplace, which is characterized by intensive competition and high-level technology. A professional safety worker should have a passion and a strong will to learn because working in the dynamic market requires one to be willing to update his knowledge and skills so as to be competent. He should be able to comfortably and efficiently develop and conduct a workplace safety program that positively influences how his trainees work (Hopwood, 2006). For him to succeed in independent practice, he should be an excellent communicator who can convince those he supervises to do what he wants done with simplicity. Respect from those under his supervision should be earned, not demanded. This can only be done by him having a courteous and respectful attitude towards them (Spellman, 2004).
A safety professional should not only have safety response skills and be able to deal with hazards that are encountered at the work place, but he should also be in a position to carry out a safety inspection, examine and do proper documentation of accidents that occur at the workplace. Since a safety professional should be compliant to the safety and environmental standard organizations, he should have the relevant know-how on identifying and handling materials that pose danger to health and safety. Skills that would give him an added advantage include basic chemistry, record keeping, ergonomics, fire and electrical safety (Goetsch, 2002).
References:
Goetsch, D.L. (2002). Occupational Safety and Health for Technologists, Engineers & Managers. New Jersey: Prentice Hall.
Hopwood, D., & Thompson, S. (2006). Workplace safety: a guide for small and midsized companies. New York: John Wiley and Sons.
Spellman, F.R., & Whiting, N.E. (2004). Safety engineering: principles and practices. Blue Ridge Summit: Government Institutes.