About the skill: There are several steps that can be recommended for developing an organisation's safety and health program. Whether or not such programs are chiefly the responsibility of one individual, every supervisor must work to ensure that the work environment is safe for all employees.
1. Involve Mangement and Employees in The Development of a Sfety and Health Plan: If neither group can see the usefulness and the benefit of such a plan, even the best plan will fail.
2. Hold Someone accountable for Implementing Plan: Plans do not work by theselves. They need someone to champions the cause. This person must be given the resources to put the plan in place, but also must be held accountable for what it's intended to accomplish.
3. Determine The Safety and Health Requirements for Your Work Site: Just as each individual is different, so, too, is earch workplace. Understanding the specific needs of the facility will aid in determining what safety and health requirement will be necessary.
4. Assess What Workplace Hazards Exist in The Facility: Identigy the potiential helath and safety problems that may exist on the job. By understanding what exists, preventive measures can be determined.
5. Correct Hazards That Exist: If certain hazards were idenftified in the investigation, fix or eliminate them. This may mean decreasing the effect of the hazard, or controlling it through other means(e.g., protective clothing).
6. Train Employees in Safety and Health Techniques: Make safety and health training mandatory ofr all employees. Employees should be instructed in how to do their jos in the safest manner, and understand that any protective equipment provided must be used.
7. Develop The Mindset in Employees That The Organisation is to be Kept Hazard Free: Often employees are the first to witness problems. Establish a means for them to report their findings, including having emergency procedures in place, if necessary. Ensuring that preventive maintenance of equipment follows a recommended schedule can also prevent breakdown of equipment from becoming a hazard.
8. Continuously Update and Refine the Safety and Health Program: Once the rogram has been implemented, it must continuously be evaluated, and necessary changes must be made. Documenting the progress of the program is necessary for use in this analysis.
Sunday, July 1, 2007
SAFETY AND HEALTH PROGRAMS
As more and more organisations go smoke-free, a major questions arises. That is, what do the smokers do? In such organisations, the answer si simple. They go outside to smoke. But that raises other issues, like lost productivity while employees are outside smoking, or cleanup of ashes and butts scattered on the ground. Should smokers have rights? It has become well-documented that smoking can create health problems. Accordingly, health insurance premiums, as well as othe premiums like life insurance, are significantly higher for those who light up. And in most cases, employers have passed these increased premium costs on to the worker. Companies have become more stringent in developing policies on smoking, and many have banned smoking on company premises altogether. Clearly, the smoker today is disadvantaged, but how far can that go?
Can an organisation refuse to hire someone simply because he or she smokes? Depending on the organisaton, the requirement of the job, and the stat in which one lives, they might! Even so, employers may take this one step further. Companies may, in fact, be able to terminate an individual for smoking off the job--- on ana employee's own time. Do you believe companies have the right to dictate what you do outside of work? If an organisation can take such action against employees for smoking, and justify it aon the grounds that it creates a health problem, what about other things we do? Eating too much fatty food can create a health problem, so should we be susceptible to discipline for being caught eating a Big Mac? Some members of the medical community cite how one or two alcoholic drinks a day may in fact be therapeutic and prevent the onset of certain diseases. Yet, alcohol can be damaging to humans. Accordingly, should we be fired for having a glass of wine with diner, or drinking a beer at a sporting event? What do you think? How far should we permit regulating "wellness" in our organisations?
Can an organisation refuse to hire someone simply because he or she smokes? Depending on the organisaton, the requirement of the job, and the stat in which one lives, they might! Even so, employers may take this one step further. Companies may, in fact, be able to terminate an individual for smoking off the job--- on ana employee's own time. Do you believe companies have the right to dictate what you do outside of work? If an organisation can take such action against employees for smoking, and justify it aon the grounds that it creates a health problem, what about other things we do? Eating too much fatty food can create a health problem, so should we be susceptible to discipline for being caught eating a Big Mac? Some members of the medical community cite how one or two alcoholic drinks a day may in fact be therapeutic and prevent the onset of certain diseases. Yet, alcohol can be damaging to humans. Accordingly, should we be fired for having a glass of wine with diner, or drinking a beer at a sporting event? What do you think? How far should we permit regulating "wellness" in our organisations?
WRITING A JOB ADVERTISEMENT
About The Skill: How do you get individuals to pay attention to your job opening? Get them interested in your organisation? Give them enough information so that those who are not qualified do not respond? The answer to these questions lies in the job advertisement. The more effective your advertisement, the more likely you will be to achieve the dual goal of recruiting.
1. Tell Enough About The Job: Your goal here is to provide enough information about the job so potenetial applicants can determine whether they are interested or qualified.
2.Give The Relevant Information About The Job: This includes providing a job title and a description of job duties. This information should be drawn directly from the job description.
3. List The Minimum Qualities a Successful Job Incument Need: This inclueds specific requirements a job incumbent is required to possess. This may reflect educational levels, prior experience, and specific competencies or skills. Again, much of theis information should be readily available from the job-specification component of the job description.
4. Be Specific About Unique Aspects of The Job: Disclose any pertinent information about the job that an applicant should know about. For example, if the job requires extensive travelling, state so. If experience on specific equipment, technology applications, and so forth, is required, this too, should be stated.
5. Check The Advertisement for Correctness: Make sure the advertisement is properly written, contains no grammatical or puctutation errors, and is to read. Whenever possible, avoid using jargon and abbreviations that may be confusing. Checking for correctness also means reviewing each word to ensure that no terms used may deemed inappropriate or potenetially create an adverse impact.
1. Tell Enough About The Job: Your goal here is to provide enough information about the job so potenetial applicants can determine whether they are interested or qualified.
2.Give The Relevant Information About The Job: This includes providing a job title and a description of job duties. This information should be drawn directly from the job description.
3. List The Minimum Qualities a Successful Job Incument Need: This inclueds specific requirements a job incumbent is required to possess. This may reflect educational levels, prior experience, and specific competencies or skills. Again, much of theis information should be readily available from the job-specification component of the job description.
4. Be Specific About Unique Aspects of The Job: Disclose any pertinent information about the job that an applicant should know about. For example, if the job requires extensive travelling, state so. If experience on specific equipment, technology applications, and so forth, is required, this too, should be stated.
5. Check The Advertisement for Correctness: Make sure the advertisement is properly written, contains no grammatical or puctutation errors, and is to read. Whenever possible, avoid using jargon and abbreviations that may be confusing. Checking for correctness also means reviewing each word to ensure that no terms used may deemed inappropriate or potenetially create an adverse impact.
Subscribe to:
Posts (Atom)