BCN Ncii - Basic - Bandong-Mysalon

TRAINING REGULATIONS
BEAUTY CARE SERVICES (NAIL CARE) NC II
The BEAUTY CARE SERVICES (NAIL CARE) NC II Qualification consists of

competencies that a person must achieve to perform in enhancing of someone’s
personal beauty, such as, performing manicure and pedicure, performing hand spa
and performing foot spa.
The Units of Competency comprising this Qualification include the following:
Unit Code BASIC COMPETENCIES

500311105 Participate in workplace communication
500311106 Work in team environment
500311107 Practice career professionalism
500311108 Practice occupational health and safety procedures
Unit Code COMMON COMPETENCIES

HCS515201 Maintain an effective relationship with clients/customers
HCS515202 Manage own performance
HCS515204 Apply quality standards
HCS515205 Maintain a safe, clean and efficient environment
Unit Code CORE COMPETENCIES

HCS515325 Perform manicure and pedicure
HCS515326 Perform hand spa
HCS515330 Perform foot spa
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BEAUTY CARE SERVICES (NAIL CARE) NCII – BASIC COMPETENCY
HOW TO USE THIS COMPETENCY-BASED LEARNING MATERIAL
WELCOME!
The “BASIC COMPETENCY” a competency which comprises the

knowledge, skills and attitudes required for a TVET trainee to possess.
The module, contains training materials and activities related to

identify learner‘s requirements, preparing session plan, preparing basic
instructional materials and organizing learning and teaching activities for
you to complete.
In this module, you are required to go through a series of learning

activities in order to complete each learning outcome. In each learning
outcome are Information Sheets, Self-Checks and Task Sheet/Job Sheets.
Follow and perform the activities on your own. If you have questions, do not
hesitate to ask for assistance from your facilitator.
Remember to:
 Read information sheets and complete the Self-Check activity.

Suggested references are included to supplement the materials
provided in this module.
 Perform the Task-Sheets to your facilitator for evaluation and
recording in the Achievement Chart. Outputs shall serve as your
portfolio during the Institutional Competency Evaluation. When you
feel the confident that you have had sufficient practice, ask your
trainer to evaluate you. The results of your assessment will be
recorded in your Progress Chart and Achievement Chart.
You must pass the Institutional Competency Evaluation for this

competency before moving to another competency. A Certificate of
Achievement will be awarded to you after passing the evaluation.
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RECOGNITION OF PRIOR LEARNING (RPL)
You may already have some of the knowledge and skills covered in this
module because you have:
 Been working for some time.

 Already have complete training in this area.
If you can demonstrate to your trainer that you are competent in a

particular skill or skills, talk to him/her about having them formally
recognized so you don‘t have to do same training again. If you have a
qualification or Certificate of Competency from previous trainings show it to
your trainer. If the skills you acquired are still current and relevant to this
module, they may become part of your evidence you can present RPL. If you
are not sure about the currency of your skills, discuss it with your teacher.
After completing this module ask your trainer to assess your competency.
The results of your assessment will be recorded in your Progress Chart and
Achievement Chart.
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INFORMATION SHEET 1.1-1
“APPROPRIATE SOURCES”
INTRODUCTION
It is important to use appropriate sources to support your writing. So what

is an appropriate source?
TEAM MEMBER
A person belonging to a specific group of people involved in attempting to

achieve a common goal. For example, a team member could be one of
several institutional investors trading the asset markets together, or a
business person working closely with others within their company.
When you are part of a great team, going to work in the morning feels joyous
and exciting. There is a special feeling when your teammates are working
towards the same goal as you – you‘re able to share in the camaraderie of
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the journey, as well as the achievements.

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Through synergy, a good team is able to create an end result far outweighing
what each individual could produce themselves. However, in order to create
a good team, it‘s essential that you pick the right members.
Some skillsets and personalities types naturally gel well with one another,
whereas other combinations will create a truly catastrophic atmosphere in
any workplace. Unfortunately, no amount of technical proficiency can make
up for a failed team dynamic!
While you‘ll want to screen for specific traits based on your industry and
company culture, if you can find a team member who has a handful (or
preferably all) of the following traits, never let them go!
1. Self-Aware
In order to be a great team player, it‘s crucial to have an unbiased
awareness of what you‘re good at and what you suck at. As a legendary
entrepreneur and YouTube star, Gary Vaynerchuk, says: ―Self-awareness is
being able to accept your weaknesses while focusing all of your attention on
your strengths.‖
In the modern era, we‘re conditioned into improving our weaknesses rather
than doubling down on our strengths. When you follow this path, it‘s hard
to rise above mediocrity.
However, when you‘re brutally honest about your weaknesses, you can
finally accept them and hone other skills that will make you extremely
valuable to your employer.
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Teams benefit when individual members are fully aware of their strengths
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and weaknesses, but it‘s especially important that leaders understand the
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key attributes of their subordinates. Good leaders know how to delegate
effectively, while bad leaders give the inappropriate work to the wrong
workers.
2. Committed to Mastery
If you‘re content to let your skills stagnate, then you will never fulfill your
potential as a team member in any organization. This is particularly crucial
in the Information Age, where industries are changing rapidly and certain
skill sets are becoming obsolete overnight.
As Robert Greene, author of Mastery, states: ―The time that leads to mastery
is dependent on the intensity of our focus.‖ Great team members make time
in their weekly schedule for refining their talents and adding new ticks to
their repertoires.
When every member of the team in committed to personal growth, this not
only creates an awesome working atmosphere, but it constantly brings new
information into the organization which assists creative problem-solving.
3. Intrinsically Motivated
Most employees are heavily motivated by financial gain. This isn‘t good or
bad, it‘s just an economic reality.
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This elephant in the room is apparent to both employers and new
candidates when that popular interview question is asked: ―So, what
attracted you to this role?‖
There is nothing wrong with doing a job for money, but if you‘re doing it only
for money – then you‘ll never be a great team member.
Anyone who has achieved a level of mastery at a skill appreciates the daily
ritual of practice. This intrinsic motivation should fire you to turn up day in,
day out, irrespective of the accolades. It‘s very difficult to be enthusiastic
about something when extrinsic motivations like money, fame, and praise
are all that you have.
If you‘re not intrinsically motivated to perform the daily tasks in your

vocation, you‘re either in an environment where your talents are not being
maximized, or you‘re in the wrong vocation. In both cases, you need to make
a change – immediately!
Most people have experienced the poisonous atmosphere of working with a

team of depressed wage slaves – it‘s no fun at all. Conversely, when your
teammates are passionate about their disciplines and intrinsically
motivated, the positivity is infectious.
4. Reliable
While most employers prioritize personality traits over skills to a
preposterous extent, reliability is something that every employer should
screen for. Even if a person has a phenomenal skill set, if they‘re wishy
washy and don‘t follow through on their promises, then they‘re not a good
team player.
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Although reliability is considered to be a fixed trait, environmental factors
also impact the reliability of employees. For instance, if a team member
strives to do their best, but their boss gives them no praise and constantly
takes credit for the work – this individual will certainly become less reliable.
If a person‘s working environment reinforces that reliability is not rewarded,

then it‘s much more difficult to behave reliably – even if you‘re reliable in
every other area of your life.
Reliability can be improved by implementing flexible working practices.
5. Honest
A team member should be honest about their achievements as well as their
shortcomings. Everyone makes mistakes from time to time, but when people
try to shift the blame and weave false narratives, disasters can occur.
Entrepreneur and author, James Altucher, once said: ―Honesty is the fastest
way to prevent a mistake from turning into a failure.‖
Bad news can be difficult to handle, but the sooner you embrace the truth,
the faster you can innovate and come to a solution. Being honest doesn‘t
mean being brazen – you can deliver constructive criticisms tactfully without
hurting anyone‘s feelings.
When you‘re dealing with an honest person, you know where you stand with
them. You don‘t have to worry about them spinning narratives in order to
achieve a certain agenda, they just say it as it is.
When rapport is based on authenticity rather than falsehood, this creates

deeper relationships. When team members relate to one another better, they
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also produce greater results for the organization.

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6. Positive
Being positive doesn‘t mean behaving like Barney the Dinosaur, singing
gleeful songs to your colleagues and exchanging hugs every day. Positivity
isn‘t about how smiley and talkative you are – it‘s a mindset. You can be
positive in a low-key manner and still have a wonderful impact on your
teammates.
When you‘re conscious about staying positive, you‘ll see failure as feedback
rather than a cataclysmic disaster. Positivity means finding a solution to a
problem rather than passing the blame and dwelling on things you can‘t
control.
Research shows that positive employees are 12% more productive.

Additionally, when you‘re happy, you make better decisions, feel healthier
and make your colleagues happier (and more productive) too.
In the field of sales, the ―Law of State Transfer‖ can be leveraged in order to
make prospects feel happier and excited, which improves their chances of
purchasing. Put simply, whatever emotional state you‘re feeling will rub off
on whoever you‘re talking to. This law applies to interacting with colleagues
as well as sales prospects.
State transference is accentuated when you‘re in a higher status position to

the person you‘re talking to. For this reason, team leaders need to stay extra
vigilant in remaining positive, since their emotional state is likely to rub off
on their subordinates to a significant extent.
Most people have felt their motivation decline when working for a boss who
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micromanages, uses hostile language and takes credit for the team‘s work.
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7. Empathic
Have you ever heard the adage: ―Treat people how they want to be treated‖?
This is atrocious advice.
Here is a much better tip: treat people how you want to be treated.
Empathy is about being aware of how other people feel. If you‘re unable to
put yourself in someone else‘s shoes and see things from their viewpoint,
people are not going to enjoy working with you.
Sure, employees of the Patrick Bateman variety can get ahead by

manipulating and exploiting those around them, but more often than not,
this creates resentment which eventually leads to the person‘s downfall.
Fortunately, empathy isn‘t a fixed attribute – it‘s something you can

improve. Learning how to listen to your colleagues and assess their mood
based on their sub-communications will make you a much better team
player.
If a colleague has donned headphones and is exhibiting closed body

language, they‘re probably doing some serious work and it‘s better to not
disturb them – even if chocolates are being passed around the office and you
don‘t want them to miss out!
When you respect people‘s boundaries and embrace their individuality (even
if you don‘t always agree with them), people will enjoy working with you.
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8. Good Communicator
It‘s impossible to work together as a team if individual members don‘t fully
understand one another. Communication skills are imperative for anyone
working in a team environment.
Arguably the most important communication skill is knowing how to give

tactful, constructive criticism. While you might be voicing a criticism for the
purpose of driving the team forward and solving a problem, if you‘re not
careful, the person on the receiving end may view it as a personal attack.
By showing appreciation for what the person did well, and then explaining
what they could have done better, this creates a positive framework for the
criticism and will lead to a much more positive outcome.
In terms of delivering criticisms, there are cultural aspects to consider.
What‘s considered as direct communication in Holland might be considered
as a social faux pas in England, so be sure your style of communication
reflects the culture of your country, as well as the culture of your company.
Being a good communicator also means knowing when to stay silent.

Oftentimes, if you don‘t have an insightful comment that will drive the
discussion forward, it‘s better to say nothing. Good listeners don‘t receive
the same formal recognition as good talkers, but they‘re just as valuable to a
team.
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9. Confident
Most people would associate confidence with someone like Anthony
Robbins: bold, effervescent and commanding. However, you don‘t need to be
a consummate extrovert to have a deep belief in your inherent worth and
abilities.
People prefer to work with confident (not arrogant) teammates for a number
of reasons.
When you have a positive self-image, you‘re less inclined to engage in

passive aggressive behavior and gossip (which primarily serves as a short-
term self-esteem boost). Confident people prefer to give compliments that
make people feel better, rather than slander their colleagues. Also, confident
people aren‘t as emotionally reactive to failure and criticism. While an
insecure person may view constructive criticism as a personal attack, a
confident person will view the same information as feedback that they can
use to make improvements.
Being in a romantic relationship with someone who is insecure, needy and

hungry for validation is no fun – the same applies to relationships with
colleagues in the workplace!
10. Able to multitasking

In the modern era, employees rarely have the chance to focus on one project
at a time. In most situations, employees are required to juggle a handful of
tasks while rigidly adhering to deadlines. For this reason, multitasking is
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one of the most common traits that employers screen for in job interviews.
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It‘s no surprise that employees who are able to multitask effectively are
always well organized. By sticking to a daily sleep and exercise routine,
decluttering your desk regularly, writing down information that you can‘t
remember and creating a task list in the mornings for your work days, your
ability to multitask will improve exponentially.
Naturally, procrastination is the antithesis of multitasking. If you‘re avoiding

tackling tasks when you‘re supposed to be hard at work, this will negatively
affect all the projects on your calendar when a backlog ensues.
By cutting off distractions such as email and phone notifications while you
work, you‘ll find it easier to overcome procrastination. Also, you may get
better results by doing your least favorite tasks early in the morning and
giving yourself small rewards for tasks completed. By striving for
consistency instead of perfectionism, your productivity and ability to
multitask will increase.
11. Detail-Oriented
Being detail-oriented doesn‘t mean you‘re incapable of grasping grand
visions, it just means that you pay close attention to the small things. For
instance, detail-oriented workers always meticulously proofread their work
before submitting it. Imagine hiring an editor or copywriter that wasn‘t
detail-oriented!
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Paying close attention to details means you recognize patterns that other
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people might be oblivious to. When something is out of place, you can
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depend on detail-oriented employees to notice. This is very helpful in terms
of problem-solving, particularly if a creative solution is required.
Detail-oriented employees are great at reading body language and

determining people‘s intentions. Because of this, these individuals are likely
to respect people‘s boundaries and know when it‘s appropriate to engage
someone. Being detail-oriented not only results in a higher quality of work;
it also entails better social skills.
12. Autonomous
Ego-driven managers love working with subordinates that they can control
and dominate. Unfortunately, this is because they care more about feeling
important than they care about the objectives of the organization.
Micromanaging never produces good results for the company, but it can
help certain managers to feel special temporarily.
13. Adaptable
In this era of mass disruption, market shares can be lost overnight. In order
survive and adapt, companies often have to change trajectories quickly.
When this happens, employees also need to evolve in order to be useful.
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Adaptability is a requirement for employees in this day and age. This comes
down to a willingness to learn new information and pick up new skills.
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Sometimes, employees might have to grow in ways that may not make sense
based on their career goals, but instead for the greater good of the
organization. For those who are calm under pressure and mature enough to
prioritize the organization‘s goals over their own – this makes them
invaluable employees.
While flexible working practices are highly recommended to get the most out
of employees, during urgent situations it‘s important that the employees
reciprocate. This might require working extra hours or grinding especially
hard to get a project completed on time.
Adaptability also means being flexible to the working habits and

personalities of your colleagues. If you‘re collaborating with teammates who
prefer to work remotely, you may need to learn how to use tools like Slack
for video conferencing and Asana for managing projects.
If you‘re outgoing and talkative, you may need to adapt to your introverted
colleagues who require quiet environments in order to work productivity. If
you‘re naturally introverted, asking a few friendly questions here and there
will help to build rapport with your outgoing colleagues.
14. Understands the Industry

Technical competency makes you a valuable asset to a team, but an
understanding of the wider industry makes you irreplaceable. Keeping tabs
on the industry shouldn‘t just be a responsibility for the leadership team –
everyone should have a keen interest in marketplace trends.
By reading industry periodicals and regularly checking what the competition

is offering, you can help the company to stay on the right course and avoid
being blindsided by new threats that no one else noticed.
15. Persistent
As Winston Churchill once said: ―Success is stumbling from failure to failure
with no loss of enthusiasm.‖
When you embrace new challenges and refuse to give up after temporary
setbacks, your chances of success increase exponentially. Fortune favors
the brave, but only the persistently brave.
James Dyson created over 5,000 failed prototypes of a bagless vacuum

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cleaner before he was eventually successful. Even then, he had enormous

challenges bringing the product to market, since this new product presented
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a threat for the manufacturers of vacuum bags.
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After overcoming these obstacles, James Dyson‘s net worth is over $4
billion. Interestingly, he only hires employees who believe that failure is
good!
By keeping a positive attitude and persevering even when things aren‘t going
your way, this rubs off on your colleagues and creates a wonderfully
productive workplace atmosphere.
Conclusion
When you‘re working with a great team, every day can feel like an
adventure. With a bad team, your office can quickly become a dungeon.
Choosing the right team members not only affects the atmosphere of your
workplace, but it significantly impacts employee productivity – which
determines the long-term profitability of the company.
Pick your teammates wisely and be sure to screen for personality traits as
well as hard skills during the hiring process.
SUPPLIER
A supplier is a person, organization, or other entity that provides something

that another person, organization, or entity needs. During transactions,
there are suppliers and buyers. Suppliers provide or supply products or
services, while buyers receive them.
We commonly use the term ‗vendor‘ with the same meaning as ‗supplier.‘
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In business, for example, every company has at least one supplier. Suppliers
supply or provide the company with materials, products, and services.
BusinessDictionary.com has the following definition of the term:
―A party that supplies goods or services. A supplier may be distinguished

from a contractor or subcontractor, who commonly adds specialized input to
deliverables.‖
TRADE PERSONNEL
What trade mean?

Trade involves the transfer of goods or services from one person or entity to
another, often in exchange for money. A system or network that allows trade
is called a market. An early form of trade, barter, saw the direct exchange of
goods and services for other goods and services.
What are the types of trade?

There are five main types of trading available to technical traders: scalping,
day trading, momentum trading, swing trading and position trading.
Mastering one style of trading is very important, but the trader also needs to
be proficient in others. If in doubt, stay out of the market.
1. Scalping
Scalping (or micro-trading) is all about taking very small profits, repeatedly.
Typically, trades last from seconds to minutes. Scalping is a trading strategy
that attempts to make many profits on small price changes. Traders who
implement this strategy will place anywhere from 10 to a few hundred trades
in a single day in the belief that small moves in stock prices are easier to
catch than large ones.
Scalping is an expert skill and, although many people find the idea
attractive (and exciting for adrenaline junkies), I wouldn‘t recommend it for
beginners.
2. Day trading
Day trading is all about buying and selling on the same day, without holding
positions overnight. Compared to scalping, this style calls for holding
positions for minutes to hours versus seconds to minutes. A day trader
closes out all trades before the market closes. Most day traders use leverage
to magnify the returns generated from small price movements.
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Day trading is often glamorized as an easy way to get rich quickly. However,
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this is rarely the case. Day traders typically suffer severe financial losses in
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their first months of trading and many never graduate to profit-making
status. Day traders are handicapped by the bid-ask spread, trading
commissions and other expenses. These costs require day traders to earn
significant trading profits just to break even.
Both scalping and day trading require strong discipline; the time and ability
to learn how to trade a tested and profitable strategy rapidly; and enough
capital to withstand sudden and, possibly, larger-than-expected losses.
Both scalping and day trading are what is known as intraday trading. If you
buy and sell shares in a single day, then you are considered to have traded
intraday. An intraday trader opens (buys) and closes (sells) their trades (also
called positions) within the trading day, leaving no trades open overnight.
3. Momentum trading
In momentum trading, the trader identifies a stock that is ―breaking out‖
and jumps on to capture as much of the momentum on the way up or down
as possible. They focus on stocks that are moving significantly in one
direction on high volume. The typical time frame for momentum trading is
several hours to several days, depending on how quickly the stock moves
and when it changes direction.
4. Swing trading
Swing trading is the art of capturing the short-term trend. It is a style of
trading that attempts to capture gains in a stock within one to seven days.
Swing traders use technical analysis to look for stocks with short-term price
momentum. These traders are not interested in the fundamentals or the
intrinsic value of stocks, but rather in their price trends and patterns.
In my opinion, swing trading and position trading are the only two types of
trading in which a person with a full-time job can still consistently trade
well part-time. Since the holding period is several days, intraday moves will
not affect the swing trader as much as they would a day trader. A typical
holding period for a swing trade is three to seven days.
5. Position trading
Position traders stay in trades for weeks to months. The position trader
endeavors to anticipate whether the current trend will continue for a much
longer term than a momentum or swing trade. Position trading gives traders
who cannot trade frequently a lot of freedom: profit potential is not
diminished and position traders can make considerable gains. Long-term
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traders are not concerned with short-term fluctuations, because they believe
that their long-term investment horizons will smooth these out. Position
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trading is the polar opposite of day trading, because the goal is to profit from
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the move in the primary trend, rather than the short-term fluctuations that
occur from day to day.
None of these types of trading are limited to buying. With certain types of
instruments, the trader can also short (or short-sell) the stock. This means
that profits can be made in both rising and falling markets.
When choosing a trading type to suit your needs, here are some questions to
ask:
 Am I short-term- or long-term-orientated?
 How much time do I have during the day to trade?
 Do I work full-time?
 Am I patient, or do I need to see results quickly?
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SELF CHECK 1.1-1
Choose the letter of the correct answer
1. A person belonging to a specific group of people involved in attempting to

achieve a common goal.
a. Team Member
b. Team Leader
c. Teamwork
d. Team Building
2. Is being able to accept your weaknesses while focusing all of your

attention on your strengths.
a. Intrinsically Motivated
b. Self-awareness
c. Reliable
d. Trust-worthy
3. Isn‘t about how smiley and talkative you are – it‘s a mindset.
a. Reliable
b. Honesty
c. Positivity
d. Self-reliance
4. Doesn‘t mean you‘re incapable of grasping grand visions, it just means

that you pay close attention to the small things.
a. Detail-oriented
b. Sophisticated
c. Trust-worthy
d. Multi-tasking
5. This comes down to a willingness to learn new information and pick up

new skills.
a. Detail-Oriented
b. Autonomous
c. Adaptable
d. Able to multitasking
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ANSWER KEY 1.1-1
1. A person belonging to a specific group of people involved in attempting to
achieve a common goal.
a. Team Member
b. Team Leader
c. Teamwork
d. Team Building
2. Is being able to accept your weaknesses while focusing all of your

attention on your strengths.
a. Intrinsically Motivated
b. Self-awareness
c. Reliable
d. Trust-worthy
3. Isn‘t about how smiley and talkative you are – it‘s a mindset.
a. Reliable
b. Honesty
c. Positivity
d. Self-reliance
4. Doesn‘t mean you‘re incapable of grasping grand visions, it just means

that you pay close attention to the small things.
a. Detail-oriented
b. Sophisticated
c. Trust-worthy
d. Multi-tasking
5. This comes down to a willingness to learn new information and pick up

new skills.
a. Detail-Oriented
b. Autonomous
c. Adaptable
d. Able to multitasking
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“MEDIUM”
INTRODUCTION
Medium is an online publishing platform developed by Evan Williams, and

launched in August 2012. It is owned by A Medium Corporation. The
platform is an example of social journalism, having a hybrid collection of
amateur and professional people and publications, or exclusive blogs or
publishers on Medium, and is regularly regarded as a blog host.
10 Insanely Good Reasons You Should Publish On Medium
We all want to make our content go farther. No matter how many followers
you have on social media and no matter how many people visit your website
every month, sometimes your great content just doesn't get as much mileage
as it could.
Your most loyal readers will read your content, of course. While feeding your
existing audience great content is important, your existing audience is
limited.
There is a much larger audience who has yet to even hear about you or the
awesome stuff you're writing.
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So if your goals include giving your content a second life and continuing to
grow your audience, Medium can definitely help you.
What is Medium all about?

Evan Williams and Biz Stone founded the crazy popular blogging platform in
2012. It touts itself as the place where "everyone has a story to share and
the best ones are delivered right to you."
If you haven't yet taken the leap, here are 10 insanely good reasons you
should syndicate your content on Medium.
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MEMORANDUM
A memorandum is a written message that may be used in a business office.

The plural form of the Latin noun memorandum so derived is properly
memoranda, but if the word is deemed to have become a word of the English
language, the plural memorandums, abbreviated to memos, may be used.
Types of Memorandum
1. Directive memo
A directive memo states a policy or procedure you want the reader or co-
worker to follow.
2. Trip Report Memo

A trip report memo is usually sent to a supervisor after an employee returns
from a business venture.
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The structure is listed below:
 purpose statement
 summary
 discussion
 action
3. Response memo
The purpose of this memo is to provide the audience with desired
information. It usually has four parts: • purpose statement • summary •
discussion • action
4. Field report memo

Memos are often used to report on inspection and procedures. These
memos, known as field or lab reports, include the problem, methods,
results, and conclusions, but spend less time on the methods section.
A field or lab report memo has the following structure:

 purpose of memo
 summary
 problem leading to the decision to perform the procedure
 methods
 results
 conclusions
 recommendations
CIRCULAR
Communication is conducted in a circular manner around the main point.

The point may be left unstated because the verbal and nonverbal
information provided is sufficient for understanding. Stating the point
explicitly is seen as insulting the other person.
NOTICE
Notice is the legal concept describing a requirement that a party be aware of

legal process affecting their rights, obligations or duties. There are several
types of notice: public notice (or legal notice), actual notice, constructive
notice, and implied notice.
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There Are Two Types of Notice
 Statutory Notice - Statutory notice is the minimum legal notice that
an employer must give an employee.
 Contractual Notice - Dismissal without Notice (summary dismissal).
Fixed Term Contracts.
INFORMATION DISCUSSION
Discussions can be an excellent strategy for enhancing student motivation,

fostering intellectual agility, and encouraging democratic habits. They create
opportunities for students to practice and sharpen a number of skills,
including the ability to articulate and defend positions, consider different
points of view, and enlist and evaluate evidence.
While discussions provide avenues for exploration and discovery, leading a

discussion can be anxiety-producing: discussions are, by their nature,
unpredictable, and require us as instructors to surrender a certain degree of
control over the flow of information. Fortunately, careful planning can help
us ensure that discussions are lively without being chaotic and exploratory
without losing focus. When planning a discussion, it is helpful to consider
not only cognitive, but also social/emotional, and physical factors that can
either foster or inhibit the productive exchange of ideas.
Cognitive factors:
 Determine and communicate learning objectives
 Plan a strategy
 Ask good questions
 Provide direction and maintain focus
 Bring closure
Social/emotional factors:
 Demonstrate relevance
 Encourage participation
 Make high-quality participation ―count‖
 Evaluate the discussion
Physical factors:
 Creating a setting conducive for discussion
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FOLLOW-UP OR VERBAL INSTRUCTIONS
If you‘re a boss, supervisor or manager, you‘re probably used to giving a lot

of directions at work. But if you‘re not, you may be someone who mostly
takes instructions from others. To get a task done properly, there are a few
things we can all do to give and follow directions more effectively.
Tips on giving directions:

1. Provide context and be specific: Give all the details. Provide any
background to help that person better understand the task at hand.
Try your best to be as detailed as you can, especially when you have a
set idea about how the task should be done.
2. Ask politely rather than barking orders: Tone of voice can change
everything, especially when telling someone what to do. Speak at a
reasonable volume and use kind, respectful words. Try to avoid
negative language and don‘t forget to say ―please.‖
3. Offer the other person the opportunity to ask questions: Whenever
the one receiving the task is unsure, it‘s important that you allow him
time to ask questions. The better he understands what to do, the
greater chance for a successful outcome.
4. Resist any urge to micromanage: If you give directions properly, you
should not feel the need to oversee or micromanage. Instill faith in
your task-doer by letting him do things without you to the best of his
ability. Provide positive feedback and appropriate gratitude: When the
task is complete, be sure to affirm the person. This makes your team
member feel respected and trusted. And give clear, helpful feedback or
constructive criticism if the task was done improperly.
Tips on taking directions and fulfilling tasks:

1. Actively listen: Try to listen intently, not just hear. When you actively
listen, you can better understand what you need to do. Here‘s a trick
that may help: pretend that there is going to be a quiz after the
conversation. Visually think about what's being said and maybe even
repeat it in your head.
2. Take notes: Instead of trying to remember everything, write it down.
There‘s nothing wrong with keeping notes; it shows that you are
prepared, organized and want to do the job correctly.
3. Ask questions: If you are even slightly unsure of what you are being
asked to do, don‘t be afraid to question. Make sure the other person
allows you the chance to find out all the needed details to move
forward.
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4. Respond with a good attitude: Just as the person giving directions

needs to speak respectfully, it‘s important to respond respectfully. If
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you go into the conversation with a bad attitude, it‘s likely that
performing the task will be much more challenging.
5. Before starting the task, make a checklist: Whenever there is a job
that requires multiple steps, try organizing a to-do list. Check things
off as you go to make sure you don‘t miss anything. Then when you‘re
done, be sure to review your work.
Overall, positive communication and listening are essential when giving and
taking instructions. For some jobs, following step-by-step directions is
pertinent, but in the case of working in an office, warehouse, restaurant,
etc., learning how to provide direction properly and knowing how to take
direction make for a smoother and more productive work environment.
FACE TO FACE COMMUNICATION
Is a concept in sociology, linguistics, media and communication studies

describing social interaction carried out without any mediating technology?
What are the advantages of face to face communication?

One of the benefits of face to face communication is the live feedback
translated through the body language and facial expressions. Other forms of
communication can never provide the advantage. You can also hear the tone
of voice which makes it easier to interpret the person's feelings.
What type of communication is face to face?

Define Face to Face Communication. Face to Face Communication may be
defined as communication when the communicator transmits his message
in person to the receiver in person verbally and even non-verbally. Thus face
to face communication is both verbal and non-verbal.
Here are some useful tips on how to improve face to face

communication skills.
 Watch Your Posture. You may think that words are all there is to
communicate, but your body posture speaks volumes as well. ...
 Maintain Eye Contact. ...
 Choose Your Words Well. ...
 Be Audible. ...
 Listen. ...
 Conclusion.
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SELF CHECK 1.1-2
Choose the letter of the correct answer.
1. A memo states a policy or procedure you want the reader or co-worker to

follow.
a. Directive Memorandum
b. Trip Report Memorandum
c. Response Memorandum
d. Field Report Memorandum
2. The purpose of this memo is to provide the audience with desired

information.
3. Memos are often used to report on inspection and procedures. These

4. A memo is usually sent to a supervisor after an employee returns from a

business venture.
5. Communication is conducted in a circular manner around the main

point.
a. Circular
b. Notice
c. Memorandum
d. Letter
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ANSWER KEY 1.1-2
1. A memo states a policy or procedure you want the reader or co-worker to
follow.
2. The purpose of this memo is to provide the audience with desired

information.
3. Memos are often used to report on inspection and procedures. These

4. A report memo is usually sent to a supervisor after an employee returns

from a business venture.
5. Communication is conducted in a circular manner around the main

point.
a. Circular
b. Notice
c. Memorandum
d. Letter
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“PROTOCOLS ON MEETINGS”
INTRODUCTION
The definition of protocol is ―an official procedure or system of rules that

govern affairs of states or diplomatic occasions.‖ To more narrowly define
board meeting protocol, look to the powers of the board of directors. A board
meeting should not be considered the board's agenda or the board's
meeting.
One of the most effective strategies to run better meetings and development
sessions is to establish a set of protocols at the start.
Meeting Procedures & Protocols
Meetings are a time to discuss important work issues. To get the most out of
meeting time, attendees should abide by meeting procedures and protocols
for a smooth, uninterrupted work session.
Communication
Meeting policies and procedures call for the use of good communication
skills. This includes speaking clearly, being an active listener and making
sure your body language suggests an interest in the discussion. It is also in
good form to stay awake.
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Professionalism
You should always be professional during meetings. Arrive on time and be

prepared to discuss your share of the presentation. If you are the meeting‘s
chairman, provide the group with an agenda.
General Courtesy
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Attendees should silence their smartphones and any other communication
tools they bring with them. According to an article in The New York Times,
some companies have formal policies mandating that employees turn their
devices off during meetings.
Types
The type of meeting you conduct will determine which procedures and
protocols to apply to the meeting. For instance, conference calls have
procedures and protocols related to telephone etiquette that don’t
apply to face-to-face meetings.
Considerations
To maximize your meeting‘s efficiency, quickly review the procedures and

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protocols to the group before beginning the meeting. This way, everyone is
sure to know what the rules are.
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SELF CHECK 1.2-1
1. This includes speaking clearly, being an active listener and making sure
your body language suggests an interest in the discussion.
a. Communication
b. Engagement
c. Face to Face
d. Professionalism
2. The competence or skill expected of a professional.

a. Communication
b. Common Courtesy
c. Face to Face
d. Professionalism
3. Polite behavior that shows respect for other people.

a. Communication
b. Common Courtesy
c. Face to Face
d. Consideration
4. This is to maximize your meeting‘s efficiency, quickly review the

procedures and protocols to the group before beginning the meeting.
a. Communication
b. Common Courtesy
c. Face to Face
d. Consideration
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ANSWER KEY 1.2-1
1. This includes speaking clearly, being an active listener and making sure
your body language suggests an interest in the discussion.
a. Communication
b. Engagement
c. Face to Face
d. Professionalism
2. The competence or skill expected of a professional.

a. Communication
b. Common Courtesy
c. Face to Face
d. Professionalism
3. Polite behavior that shows respect for other people.

a. Communication
b. Common Courtesy
c. Face to Face
d. Consideration
4. This is to maximize your meeting‘s efficiency, quickly review the

procedures and protocols to the group before beginning the meeting.
a. Communication
b. Common Courtesy
c. Face to Face
d. Consideration
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“RANGE OF FORMS”
INTRODUCTION
A form is a document with spaces (also named fields or placeholders) in

which to write or select, for a series of documents with similar contents. The
documents usually have the printed parts in common, except, possibly, for a
serial number.
Forms, when completed, may be a statement, a request, an order, etc.; a

check may be a form. Also there are forms for taxes; filling one in is a duty
to have determined how much tax one owes, and/or the form is a request
for a refund.
Forms may be filled out in duplicate (or triplicate, meaning three times)
when the information gathered on the form needs to be distributed to
several departments within an organization. This can be done using carbon
paper.
What is the use of form?

Form (HTML) A webform, web form or HTML form on a web page allows a
user to enter data that is sent to a server for processing. Forms can
resemble paper or database forms because web users fill out the forms
using checkboxes, radio buttons, or text fields.
PERSONNEL FORMS
Some of the forms and documents in this category include sales sheets,
order sheets and client organizational forms.
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Most Recent – Personnel, HR and Employment Forms
Work Schedule Template

Any company with employees will need to create a work schedule for each
week and often require a schedule for ...
Payroll Register
Payroll register weekly monthly that was designed to track weekly, bi-weekly
or monthly payments to the personnel‘s working for the company
Employee Warning Notice

The employee warning notice is a form that is primarily used by business
management or human resource departments to discipline.
Business Event Log

Document times, incidents, and actions taken with our free business event
log form. This form is available in a Microsoft
Employee Grievance Form

When business office policies are not followed or an employee wants to file a
grievance against another employee, detailed documentation.
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SELF CHECK 1.3-1
1. Is a document with spaces (also named fields or placeholders) in which to

write or select, for a series of documents with similar contents.
a. Form
b. Letter
c. Chart
d. Graph
2. It was designed to track weekly, bi-weekly or monthly payments to the

personnel‘s working for the company.
a. Schedule Template
b. Working Template
c. Audit
d. Payroll Register
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ANSWER KEY 1.3-1
1. Is a document with spaces (also named fields or placeholders) in which to
write or select, for a series of documents with similar contents.
a. Form
b. Letter
c. Chart
d. Graph
2. It was designed to track weekly, bi-weekly or monthly payments to the

personnel‘s working for the company.
a. Schedule Template
b. Working Template
c. Audit
d. Payroll Register
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“ROLE AND OBJECTIVE OF THE TEAM”
INTRODUCTION
Teams are groups of people with complementary skills who are committed to
a common purpose and hold themselves mutually accountable for its
achievement. Ideally, they develop a distinct identity and work together in a
coordinated and mutually supportive way to fulfill their goal or purpose.
Task effectiveness is the extent to which the team is successful in achieving
its task-related objectives. Shared goals are most likely to be achieved
through working together and pooling experience and expertise.
Successful teams are characterized by a team spirit based around trust,

mutual respect, helpfulness and – at best – friendliness. Simply bringing
people together does not necessarily ensure they will function effectively as a
team or make appropriate decisions. Teams are composed of people who
have a variety of emotional and social needs which the team can either
frustrate or help to meet. Teamwork indifference – failing to take action to
promote good teamwork – is a strategy likely to result in mediocre
performance.
When men, in the beginnings of humanity, wanted to hunt the greats

animals there were, he discovered that team work was the best way of
reaching goals. Today, millions of years after that, the successful projects
and the greatest companies, base their development in team work.
But, you should be asking yourselves: what is a team work? Well, it is the
reunion of a group of human beings with different capacities and skills, who
are in charge of tasks that complement themselves between them and have
the purpose of reaching common goals.
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A work team must not be confused with team work, because the first term
constitutes a group of people developing their labor in an autonomous way,
they depend on the same boss, most of the times they work inside a same
department or area, and each of them responds for their work individually;
while the second term refers to a group of people that develop a work plan
that contains task that complement themselves between them in order to be
able to reach a final result, whose responsibility is inherent to the whole
group.
THE “C” CONCEPTS FOR TEAM WORK
1. COMPLEMETATION, each member of the team, according to his or her

own capacities and abilities, is in charge of a part of the project.
2. COORDINATION, the members of the team respond of a team boss and to

a work plan that is programmed according to a determined time.
3. COMMUNICATION, the members of the team must maintain permanent

communication between each other, in order to be able to see the advances,
possible readjustments and feedback mechanisms. In synthesis, the
purpose is to avoid delays.
4. CONFIDENCE, the success of the team work is in the confidence or trust

that must exist among its integrant, regarding the individual contribution.
5. COMMITMENT, in order to achieve the common goal or objective, there

must be commitment towards the project from every single member of the
integrant of the team.
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Companies use teamwork a one of the ways to reach their company
objectives and goals, because the inclusion of groups of people that have
different knowledge, experiences, thoughts and disposal, are the key of
business success.
Team work depends a lot in the communication between its members,

the will to reach the targets and in the kind of leadership practiced by the
immediate boss to be able to unify skills and knowledge of people who are
very different between them, but complementary at the same time.
The main criteria to be able to develop work team that must be taken
into consideration are the following:
1. The problems presented in a company or organization must be solved

orking in a team, because no one has the knowledge or skills to reach the
solution by him or herself.
2. The development of the team work demands each member of the team to
be aware that the main goal is reaching the goal and not individual show off.
3. The team work will allow standing out the individual skills and capacities
of each member of the team, handling those tasks for which they are
prepared, avoiding confusions and frustrations.
4. The identification of the right people for members of the team looking for
complementation must be the initial objective of the team leader.
5. The team work demands a reflection attitude when discussing a

particular subject, always trying to avoid negative, indulgent or
authoritarian attitudes.
6. The team work necessarily requires individuals who work as engines in

the development of the work, pulling the rest in the search of the established
goal.
7. The team work requires the leader of the team to state the
accomplishment vision and share it with the rest of the team, so the work is
motivated.
8. The team work requires people to have a good attitude towards work, as
well as humility, understanding capacity and forgiveness, as well as a great
dose of talent.
9. The team work requires its members to trust each other, despite the
differences that might occur.
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10. The team work requires sacrifice and dedication from its members, in
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Summing up, the team work requires the adequate conformation of a work
team that shares the same ideals and goals through leadership, where the
most important thing is the goals that are pursuit and not the individuals of
the team.
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SELF-CHECK 2.1-1
True or False:
Tell whether the given statement about TEAM WORK is true or false.
Write (T) if the statement is TRUE and (F) if the statement is FALSE. Write
your answer to a separate sheet.
_____________ 1. Companies use teamwork a one of the ways to reach the

company‘s objectives and goals, because the inclusion of groups of people
that have different knowledge, experiences, thoughts and disposal, are the
key of business success.
_____________ 2. FRIENDSHIP is very important in order to achieve the

common goal or objective, that there must be a good relationship towards
the project from every single member of the integrant of the team.
_____________ 3. The team work requires people to have a good attitude

towards work, as well as humility, understanding capacity and forgiveness,
as well as a great dose of talent.
_____________ 4. Teamwork indifference – failing to take action to promote

good teamwork – is a strategy likely to result in mediocre performance.
_____________ 5. Teamwork is not necessary since commitment to work is

the one important to all.
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ANSWER KEY 2.1-1
1. TRUE
2. FALSE
3. TRUE
4. TRUE
5. FALSE
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“SOURCES OF INFORMATION”
INTRODUCTION
Imagine for a moment that you work in the customer service department at
a grocery store. A customer comes in on day and says they need to return a
bag of bread. Most likely, the store you work for already has a set of written
rules in place for how to handle this situation. That written set of rules is
what is known as a standard operating procedure.
Standard operating procedures are written, step-by-step instructions that

describe how to perform a routine activity. Employees should complete them
in the exact same way every time so that the business can remain
consistent. Standard operating procedures help maintain safety and
efficiency for departments such as:
 Production/operations
 Sales and customer service
 Employee training
 Legal
 Financial
A standing operating procedure should never be difficult to read or vaguely

worded. It should be brief, easy to understand and contain actions steps
that are simple follow. A good standard operating procedure should clearly
outline the steps and inform the employee of any safety concerns.
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The standing operating procedures should be the basis for training any new
employees. They should also be updated every year to ensure they stay
relevant to the current needs of the organization.
Why Do You Need Standard Operating

Procedures?
Some business owners have a hard time grasping why standard operating
procedures are necessary. They already trained their employees so why do
they need a written document outlining the process as well?
This is sort of like asking why doctors have a written list of procedures they
follow before performing surgery. Or why the FDA has a written list of
procedures for how restaurants can handle food.
Here are just a few of the reasons why your business needs standard
operating procedures:
1. They save time and money

When the same task is completed in many different ways, it will
always take longer to complete. Having a standard operating
procedure in place streamlines the process so employees can
accomplish more in less time.
2. They provide consistency

Having a standard operating procedure in place ensures that
regardless of who is working, business processes are being completed
the correct way.
3. They improve communication

Standard operating procedures make your employees‘ jobs easier
because no longer do they have to guess as to how they should be
performing their jobs. And they don‘t have to try to rack their brains
to remember what you told them when they were first hired.
4. They allow you to hold your employees accountable

How can you evaluate your employees if you don‘t have written
standards in place? Without standard operating procedures, employee
evaluations become a matter of personal opinion, which is hardly fair
to your employees.
5. They create a safer work environment

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When employees perform the same tasks in completely different ways,

it is not only inefficient it is actually a liability for your business.
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Standard operating procedures ensure that employees perform their
job functions in a safe and consistent manner.
How to Write a Standard Operating

Procedure
Now you know what a standard operating procedure is and why you need
one. However, you may be wondering how you can actually go about
creating your own. Standard operating procedures require a lot of planning
and preparation before you can even begin writing the document.
Here are five steps to follow when creating your own standard
operating procedure:
1. Develop a list of your business processes

To get started, have the managers talk to your employees about the
duties they perform in their jobs every day. This will allow them to
begin creating a detailed list of processes that need standard
operating procedures.
From there, you can review the list with your managers and look for
any redundancies. This list will serve as a starting point for creating
your standard operating procedure.
2. Plan the process

In this step, you will need to decide on a format for your process. Do
you want it to be a step-by-step guide or a workflow diagram? From
there you can create a template. You will also need to decide how your
standard operating procedure will be made visible to your employees.
Will you have a written copy posted or will a copy be available online?
3. Talk with employees

Now that you have your list of processes and you have created your
template, you need to talk to your employees. This is important
because you can‘t fully understand the process unless you have
spoken with the people who actually perform it on a daily basis. Only
speaking with management is not enough.
4. Write and review the process

Once you have spoken with your employees, immediately add your
notes to the template. From there you can review your standard
operating procedure with employees once again and obtain input from
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your managers. You should also determine who will be responsible for
oversight and maintenance of the standard operating procedure.
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Keep in mind that all of your standard operating procedures should
read the same way while still distinctly describing the functions of
each area of your business.
5. Maintain the process

Your work is not finished once the standard operating procedure is
written! In order for it to remain relevant and useful, you must
maintain and update it at least once per year.
A written standard operating procedure not only lets your employee know
how they should be doing their job, it lets them know why. When you
explain to employees why tasks are performed in a certain way they will be
more likely to complete them.
Standard operating procedures are time-consuming to create at first but the

benefits are worth it. They will save you a lot of time and frustration down
the road.
Conclusion
Standard operating procedures are detailed, written instructions on how to
perform a routine business activity. They are easy to read and they explain
every detail of the process being described. It is important to keep in mind
that a good standard operating procedure doesn‘t focus on what needs to be
done but rather how it should be done. A standard operating procedure is
an effective tool that every business should have.
Standard operating procedures will give you a better understanding of your

business processes and help you decide how to move forward. They will
ensure that all employees are performing the business processes in the
same way.
Having standard operating procedures in place will also give you the option
to scale your business more quickly. This is because standard operating
procedures make it easier to replicate these processes across your
organization.
Many businesses choose to implement standard operating procedures by

displaying written documents in areas where they will be clearly visible to all
employees. However, often times there are better tools available to
businesses. Using a workflow management system like Tallyfy is a great way
to create an interactive database of information rather than a cumbersome
document. Feel free to visit our case studies page to read how other
business owners have successfully utilized our app in their businesses.
Job procedures
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A Job Procedure is a written, specific step-by-step description of how to

complete a job safely and efficiently from start to finish.
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 Introduction.
 Developing Safe Job Procedures.
 Breaking the Job Down.
 Identifying Potential Hazards.
 Determining Preventative Measures.
 Conclusion.
Machine/equipment manufacturer’s specifications

and instructions
So why do ‗men‘ throw away the instructions at home? Probably a defiance

against the corporation, a feeling of being macho and this attitude saying
that ‗I don‘t need instructions to operate a television.‘ But safety legislation
doesn‘t really apply in domestic situations, apart from the duty of the
manufacturer who has to provide the instructions under the indicated
regulations.
DO YOU READ THE MANUFACTURER’S INSTRUCTIONS?

It is always advisable to follow manufacturer‘s instructions to understand
the operations of a piece of equipment. However, when we are at home
generally the ‗man‘ will throw away the instructions. Then try and build or
set up the equipment, get frustrated that it doesn‘t work, ask his partner to
fish out the instructions from the dust bin and then admit defeat.
What are the manufacturer's instructions?

Manufacturer instructions provide us with technical information that can
help form a risk assessment, that will then allow us to develop suitable
controls and wear protective equipment to protect us against the hazards
associated to a machine or equipment.
SOURCE:
https://tallyfy.com/standard-operating-procedure-sop/
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SELF CHECK 2.2-1
MULTIPLE CHOICE:
Select your best answer
1. "A group becomes a team when each member is sure enough of

himself and his contribution to praise the skill of the others" says
a. Henry Ford
b. Anonymous
c. Norman Hidle
d. None of the above
2. "You don't get harmony when everybody sings the same note" says
a. Doug Floyd
b. Kareem Abdul Jabbar
c. Anthony Hopkins
d. William Shakespear
3. "A single arrow is easily broken, but not ten in a bundle" says
a. Richard Terence
b. For All
c. Japanese Proverb
d. Swahili Proverb
4. Employee surveys and feedback activities are a great way of breaking

the ice and encouraging the employees to speak freely.
a. Promote Employee Feedback Activities
b. Conduct Employee Feedback Activities
c. Promote Informal Addressing
5. Is a joint efforts (or the lack thereof) of the whole team that eventually
decide the success or failure of a project.
a. Team
b. Group Building
c. Organization
d. Team Building
6. The steps on putting the Team Together.

a. Increased Communication
b. Leads to greater trust among team members
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c. Leads to greater exchange of ideas

d. All of the above
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7. One of the key words for describing the leadership role that refers to
the process of directing the discussion and providing structure for
planning and action to take place.
a. Coaching
b. Stimulation
c. Guidance
d. Coordinating
8. One of the key words for describing the leadership role to be done
both one-on-one and in groups with other team members by giving
feedback, asking if they are having problems, giving helpful
suggestions, and recommending outside resources that can be helpful
in alleviating the problem.
a. Coaching
b. Stimulation
c. Guidance
d. Coordinating
9. Involve improving communication and feedback among team members

through improving the work environment, controlling the operational
climate, and in general, indirectly doing things that help to produce a
cohesive, finely tuned working team.
a. Coordinating
b. Coaching
c. Guidance
d. Stimulation
10. A successful team leader is skilled at dealing with feelings of

people along with practical methods of effective problem solving.
a. True
b. False
c. Maybe
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ANSWER KEY 2.2.1
1. C
2. A
3. C
4. B
5. D
6. D
7. C
8. A
9. A
10. A
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“WORKPLACE CONTEXT “
INTRODUCTION
The extent to which apprentices and their workplace trainers perceived the
workplace to be a learning context is the focus of the research study
reported in this article. In the context of the apprenticeship, the workplace is
a site of informal learning.
Understanding the workplace context
 It is important for all employer-facing staff to have a knowledge of

their sector and its working practices through the relevant Sector
Skills Council, trade journals and attendance at industry events.
 Build relationships with employers so that you and your staff
understand the underlying business needs of each one. This will help
you to understand the context in which they operate.
 Develop strong relationships between vocational subject specialists
and supervisors or line managers from related fields. This will deepen
the understanding of the work context, enable the vocational
specialist to understand the employer‘s priorities for development and
thereby result in better learning materials.
 It is important to understand both the learning and working
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environment of the employee, and to find out about aspects of these

that could have an impact on learning. Examples include:
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b. busy periods, for example summer in Construction, November
to February in Retail.
 Understand who the learners are and their issues, for example:
a. the learners‘ willingness to do ‗homework‘
b. a sector that is unfamiliar with IT.
 Develop a continuing professional development (CPD) program where
employer-facing staff returns to their industry for one week at least
once a year. This will keep them up to date in industry developments
and help to maintain industry links and contacts.
SAFE WORK PRACTICES /SAFE JOB PROCEDURES
Companies should establish Safe Work Practices/Safe Job Procedures for

addressing significant hazards or for dealing with circumstances that may
present other significant risks/liabilities for the company. They should
reflect your company's approach to controlling hazards.
Some regulations require employers to have written procedures/instructions

for specific activities/conditions. The number of practices/procedures and
the degree of detail will depend on the range of work activities your company
performs. It is important that management and supervision are involved in
the development of safe work practices and that they provide adequate
training for workers likely to follow these practices.
Safe Work Practices Safe Job Procedures

Definition
Safe work practices are generally Safe job procedures are a series of
written methods outlining how to specific steps that guide a worker
perform a task with minimum risk to through a task from start to finish in
people, equipment, materials, a chronological order. Safe job
environment, and processes. procedures are designed to reduce
the risk by minimizing potential
exposure.
Development
Safe work practices should be Safe job procedures are usually
developed as a result of completing a developed by management and
Hazard Assessment and should workers as a result of a Hazard
closely reflect the activities most Assessment, accident investigation
common in the company's type or and/or as a supplement to a safe
sector of construction. work practice.
Delivery
All safe work practices should be Safe work procedures should be
kept in a location central to the work included in the company's "Worker
being performed and readily Orientation" program. All workers
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available to the workforce. Some safe should be aware of the fact that safe
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job procedures, which clearly set out established, are in effect, are written
in a chronological order each step in down and must be followed.
a process.
IHSA suggests that you build your collection of safe practices/procedures

incrementally - start with a few major items and add to them as needed.
Avoid simply repeating clear regulatory requirements, rather, if needed,
provide direction on how your company will implement/apply those
requirements.
CONDITIONS OF WORK ENVIRONMENTS
Working conditions covers areas such as welfare facilities, ventilation,

cleanliness, space, lighting and temperature. Your employer must ensure
that your workplace comply with the Workplace Health, Safety and Welfare
Regulations.
Generally speaking, working conditions cover a broad range of topics and

issues, from working time (hours of work, rest periods, and work schedules)
to remuneration, as well as the physical conditions and mental demands
that exist in the workplace.
What does a work environment include?
The term work environment is used to describe the surrounding conditions

in which an employee operates. The work environment can be composed of
physical conditions, such as office temperature, or equipment, such as
personal computers. It can also be related to factors such as work processes
or procedures.
HOW TO
Initiatives to improve work environment and conditions should focus on four

key areas:
 Customer/staff relationship
 Staff/supervisor relationship
 Workplace environment
 Worker wellness
To ensure a good and enabling working environment, the organisation´s

management needs to:
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 help employees achieve work-life-balance

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 allow for constant development of skills
 recognize hard work
 strengthen team spirit
Other factors of work environment and conditions that could be improved by

the organization include:
 Vacation and holidays
 Payment and compensation of overtime
 Job security
 Work intensity and pace
 Teamwork
 Autonomy and freedom
 Flexibility of working hours
 Health and safety
 Training and personal development
You might also consider getting ISO certification. The International

Organization for Standardization (ISO) is a worldwide federation of national
standards bodies. The following ISO standard is applicable for this tool:
ISO 6385:2004 Ergonomic principles in the design of work systems:

 Technological, economic, organizational and human factors affect the
work behavior and well-being of people as part of a work system.
Applying ergonomic knowledge in the light of practical experience in
the design of a work system is intended to satisfy human
requirements.
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SELF CHECK 2.3-1
1. All is true in understanding the workplace context except:

a. It is important for all employer-facing staff to have a knowledge of
their sector and its working practices
b. Build relationships with employers so that you and your staff
understand the underlying business needs of each one.
c. Develop strong relationships between vocational subject specialists
and supervisors or line managers from related fields.
d. It is important that management and supervision
2. A series of specific steps that guide a worker through a task from start to
finish in a chronological order. Safe job procedures are designed to reduce
the risk by minimizing potential exposure.
a. Safe Job Procedure
b. Safe Work Practices
c. None of the Above
3. Practices are generally written methods outlining how to perform a task

with minimum risk to people, equipment, materials, environment, and
processes.
4. Practices should be developed as a result of completing a Hazard

Assessment
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ANSWER KEY 2.3-1
1. All is true in understanding the workplace context except:

a. It is important for all employer-facing staff to have a knowledge of
their sector and its working practices
b. Build relationships with employers so that you and your staff
understand the underlying business needs of each one.
c. Develop strong relationships between vocational subject specialists
and supervisors or line managers from related fields.
d. It is important that management and supervision
2. A series of specific steps that guide a worker through a task from start to
finish in a chronological order. Safe job procedures are designed to reduce
the risk by minimizing potential exposure.
3. Practices are generally written methods outlining how to perform a task

with minimum risk to people, equipment, materials, environment, and
processes.
4. Practices should be developed as a result of completing a Hazard

Assessment
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“EVALUATION”
INTRODUCTION
To begin the course we first need to understand what evaluation means.

There are many definitions of evaluation depending on the context and
discipline, but most have a common thread.
A common definition is: ―The process of determining to what extent the

educational objectives are actually being realized‖ (Tyler, 1950, p. 69)
Another accepted definition is: ―Evaluation is the process of determining

merit, worth, or significance; an evaluation is a product of that process‖
(Scriven, 1991, p. 53)
However, Cronbach and associates (1980) clearly rejected the judgmental

nature of evaluation advocating an approach that recognises the evaluator
as: ―an educator [whose] success is to be judged by what others learn‖ (p.
11) rather than a ―referee [for] a basketball game‖ (p. 18) who is hired to
decide who is ―right‖ or ―wrong‖.
Talking point
Time to vote.
1. Think about the definitions of evaluation. Identify which is your

favorite and post in the discussion with one sentence about why this
definition resonates with you.
2. Use the ‗like‘ button to have your say too. You can click on ‗like‘ to
vote on the your favorite definition and explanation. You might have to
revisit this talking point at a later stage to complete this.
Based on a review of the definitions, there are three key components of

evaluation:
 who is doing evaluation?

 what is the purpose of the evaluation?
 for whom the evaluation is done?
An assumption underpinning this course is that ‗evaluation is an analytical

process that is intrinsic to good teaching‘ (Ramsden, 2003, p. 209).
In the educational evaluation context, Nevo (1983) suggested ten questions
to drive the discussion/review of what evaluation entails.
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These ten questions can provide a scaffold for you to consider in planning
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1. How is evaluation defined?
2. What are the functions of evaluation?
3. What are the objects of evaluation?
4. What kinds of information should be collected regarding each object
5. What criteria should be used to judge the merit and worth of an
evaluated object?
6. Who should be served by an evaluation?
7. What is the process of doing an evaluation?
8. What methods of inquiry should be used in evaluation?
9. Who should do evaluation?
10. By what standards should evaluation be judged?
Personality type refers to the psychological classification of different types

of individuals. Personality types are sometimes distinguished
from personality traits, with the latter embodying a smaller grouping of
behavioral tendencies. Types are sometimes said to
involve qualitative differences between people, whereas traits might be
construed as quantitative differences. According to type theories, for
example, introverts and extraverts are two fundamentally different
categories of people. According to trait theories, introversion and
extraversion are part of a continuous dimension, with many people in the
middle.
PERSONALITY DEVELOPMENT
Personality development has been a major topic of interest for some of the
most prominent thinkers in psychology. Our personalities make us unique,
but how does personality develop? How exactly do we become who we are
today?
In order to answer this question, many prominent theorists developed

theories to describe various steps and stages that occur on the road of
personality development.
Personal development
This includes activities that improve awareness and identity, develop
talents and potential, build human capital and facilitate employability,
enhance quality of life and contribute to the realization of dreams and
aspirations. The concept is not limited to self-help but includes formal and
informal activities for developing others in roles such as teacher, guide,
counselor, manager, life coach or mentor. When personal development takes
place in the context of institutions, it refers to the methods, programs, tools,
techniques, and assessment systems that support human development at
the individual level in organizations.[1]
At the level of the individual, personal development includes the following
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activities:
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 improving self-awareness
 improving self-knowledge
 building or renewing identity
 developing strengths or talents
 improving wealth
 spiritual development
 identifying or improving potential
 building employability or human capital
 enhancing lifestyle or the quality of life
 improving health
 fulfilling aspirations
 initiating a life enterprise or personal autonomy
 defining and executing personal development plans
 improving social abilities
The concept covers a wider field than self-development or self-help: personal

development also includes developing other people. This may take place
through roles such as those of a teacher or mentor, either through a
personal competency (such as the skill of certain managers in developing
the potential of employees) or a professional service (such as providing
training, assessment or coaching).
Beyond improving oneself and developing others, personal development is a
field of practice and research. As a field of practice it includes personal
development methods, learning programs, assessment systems, tools and
techniques. As a field of research, personal development topics increasingly
appear in scientific journals, higher education reviews, management
journals and business books.
Any sort of development — whether economic, political, biological,
organizational or personal — requires a framework if one wishes to know
whether change has actually occurred. In the case of personal development,
an individual often functions as the primary judge of improvement, but
validation of objective improvement requires assessment using standard
criteria. Personal development frameworks may include goals or
benchmarks that define the end-points, strategies or plans for reaching
goals, measurement and assessment of progress, levels or stages that define
milestones along a development path, and a feedback system to provide
information on changes.
NINE WAYS TO MAKE PEOPLE LIKE YOU!
1. Don‘t criticize, condemn or complain.
2. Give honest, sincere appreciation.
3. Arouse in the other person an eager want.
4. Become genuinely interested in other people.
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5. Smile.
6. Remember that a man‘s name is to him the sweetest and most important
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7. Be a good listener, encourage others to talk about themselves.
8. Talk in terms of the other man‘s interest.
TWELVE WAYS TO MAKE PEOPLE THINK IN YOUR WAY

1. Show respect for the others person‘s opinions. Never tell a man he is
wrong.
2. The only way to get the best of an argument is to avoid it.
3. If you are wrong admit it quickly and emphatically.
4. Begin in a friendly way.
5. Get the other person saying Yes, yes immediately.
6. Let the other person do a great deal of the talking.
7. Let the other person feel that the idea is his.
8. Try honestly to see things from the other person‘s point of view.
9. Be sympathetic with the other person‘s ideas and desires.
10. Appeal to nobler motives.
11. Dramatize your ideas.
12. Throw down a challenge.
NINE WAYS TO BRING AROUND PEOPLE WITHOUT GIVING OFFENCE

1. Begin with praise and honest appreciation.
2. Call attention to peoples mistakes indirectly.
3. Talk about your own mistakes before criticizing the other person.
4. Ask questions instead of giving direct orders.
5. Praise the slightest improvement and praise every improvement.
6. Let the other man save his face.
7. Give the other person a fine reputation to live up to.
8. Use encouragement. Make the fault seem easy to correct.
9. Make the other person happy about doing the thing you suggest.
FOUR WAYS TO ANALYZE WORRY
1. Get all the facts.
2. Weigh all the fats-then come to a decision.
3. Once a decision is reached, act.
4. Write the answers of the following questions.
a) What is the problem?
b) What are the causes of the problem?
c) What are the possible solutions?
FOUR WAYS TO OVERCOME WORRY

1. Live in day-tight compartments.
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2. Face the trouble the following ways.

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b) Prepare mentally to accept the worst.
c) Try to improve on the worst.
3. Remind yourself of the exorbitant price you can pay for worry in terms of
your health.
4. Apply the law of averages in your favor.
SIX WAYS TO BREAK THE WORRY HABIT

1. Keep busy.
2. Don‘t fuss about trifles.
3. Use the law of averages to outlaw your worries.
4. Co-operate with the inevitable.
5. Decide just how much anxiety a thing
6. Don‘t worry about the past.
SEVEN WAYS TO PEACE AND HAPPINESS

1. Fill your mind with thoughts of peace, courage, health, hope and prayer.
2. Never try to get even with your enemies.
3. Expect ingratitude.
4. Count your blessings-not your troubles.
5. Do not imitate others.
6. Try to profit from your losses.
7. Create happiness for others.
SEVEN WAYS TO FACE CRITICISM AND GROW STRONG

1. Remember that unjust criticism is often a disguised compliment.
2. Do the very best you can.
3. Analyze your own mistakes and criticize yourself.
4. Learn to relax at your work.
5. Apply the following four good working habits.
a) Clear your desk of all papers except those relating to the immediate
problem at hand.
b) Do things in order of their importance.
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SELF CHECK 3.1-1
MULTIPLE CHOICE:
1. Refers to the psychological classification of different types of

individuals.
a. Personality type
b. Personality traits
c. Personality development
d. Personal
2. Are two fundamentally different categories of people
a. Character and attitude
b. Religion and fate
c. Introvert and extravert
d. Personal and traits
3. That improves awareness and identity, develop talents and potential,
build human capital and facilitate employability, enhance quality of
life and contribute to the realization of dreams and aspirations.
a. Personality type
b. Personality development
c. Personal and traits
d. Personal development
5. How do you make people like you?
a. Be a good listener
b. Smile
c. Talk in terms of the other man‘s interest
d. All of the above
6. How do you make people think your way?
a. Show respect the others persons opinion
b. Begin in a friendly way
c. Let the other person feel that the idea is his
d. All of the above
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ANSWER KEY 3.1-1
1. Refers to the psychological classification of different types of individuals.
Answer: Personality type
2. Are two fundamentally different categories of people

Answer: Introvert and extravert
3. That improves awareness and identity, develop talents and potential,

build human capital and facilitate employability, enhance quality of life
and contribute to the realization of dreams and aspirations.
Answer: Personal development
4. How do you make people like you?

Answer: All of the above
5. How do you make people think your way?

Answer: All of the above
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INFORMATION SHEET 3.2.1
“RESOURCES”
INTRODUCTION
A 'resource' is a source or supply from which a benefit is produced.

Resources can broadly be classified upon their availability—they are
classified into renewable and non-renewable resources. Examples of
nonrenewable resources are coal, crude oil natural gas nuclear energy etc.
Examples of renewable resources are air, water, wind, solar energy etc. They
can also be classified as actual and potential on the basis of level of
development and use, on the basis of origin they can be classified as biotic
and abiotic, and on the basis of their distribution, as ubiquitous and
localized (private resources, community-owned resources, natural resources,
international resources). An item becomes a resource with time and
developing technology. Typically, resources are materials, energy, services,
staff, knowledge, or other assets that are transformed to produce benefit and
in the process may be consumed or made unavailable.
HUMAN RESOURCES
Human Resources is also the function in an organization that deals with the
people and issues related to people such as compensation and benefits,
recruiting and hiring employees, onboarding employees, performance
management, training, and organization development and culture.
What Is a Human Resource?
William R. Tracey, in "The Human Resources Glossary," defines Human

Resources as: "The people that staff and operate an organization," as
contrasted with the financial and material resources of an organization.
A human resource is a single person or employee within your organization.

Human resources refer to all of the people you employ.
Human Resources is also the function in an organization that deals with the
people and issues related to people such as compensation and benefits,
recruiting and hiring employees, onboarding employees, performance
management, training, and organization development and culture.
Human Resources staff is also responsible for advising senior staff about the
impact on people (the human resources) of their financial, planning, and
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performance decisions. Managers rarely discuss the effect of their decisions

on the people in the organizations. It is often predictable that decisions are
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driven by more easily measurable processes such as finance and
accounting.
Human Resources evolved from the term: personnel, as the functions of the
field, moved beyond paying employees and managing employee benefits.
As an organization's most significant asset, employees must be hired,

satisfied, motivated, developed, and retained. See how the new roles of the
HR employees have evolved to better fulfill these needs.
What kind of degree do you need to be a human resource manager?
To become an HR manager, you would need at least a bachelor's degree;

some employers require a master's degree. Degrees are usually in human
resources management, business administration or a related field. You may
also need up to five years of experience. Certification is available but it is
voluntary.
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What are the four human resources?
Human Resource Management has four basic functions: staffing, training

and development, motivation and maintenance. Staffing is the
recruitment and selection of potential employees, done through interviewing,
applications, networking, etc.
Staffing is the process of hiring eligible candidates in the organization or

company for specific positions. In management, the meaning of staffing is an
operation of recruiting the employees by evaluating their skills, knowledge
and then offering them specific job roles
Training and Development is a subsystem of an organization which

emphasize on the improvement of the performance of individuals and
groups. Training is an educational process which involves the sharpening of
skills, concepts, changing of attitude and gaining more knowledge to
enhance the performance of the employees.
Motivation is the reason for people's actions, willingness and goals.

Motivation is derived from the word motive in the English language which is
defined as a need that requires satisfaction.
Maintenance is the process of maintaining or preserving someone or

something, or the state of being maintained.
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FINANCIAL RESOURCES
Financial resources is a term covering all financial funds of the organization.

From an economic perspective financial resources are the part of the
organization's assets (property). ... Finance is one type of resource,
respectively, that inputs into the production process.
How financial resources are structured?
In terms of finance control, financial resources are structured as follows:

 Business funds - cash, deposits with financial institutions and cash
equivalents (securities, checks …)
 Corporate capital - the sum of all money invested in the
organization‘s total assets (equity capital + liability (foreign capital)
 Other financial resources - resources of funds creation and
corporate capital (flow variable - the sum of ―inflow‖ of money into the
company for a certain period)
For a designation of financial resources is also used the concept of financial

assets that can have various forms of securities, which organizations own,
or other form of receivables:
 Money and gold (in cash or in the bank account)
 Shares
 Bonds
 Debentures
 Promissory notes
 Checks
Management area focused on finance is financial management.

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Note: Term Finance is not clearly defined in the theory.

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TECHNOLOGY RESOURCES
Technology resources. Technology resources are information, tools or

devices that motivate students and give information or assistance with
questions. An example of technology resources are interactive white boards,
digital cameras and scanners.
What are the 7 technological resources?
Every technological system makes use of seven types of resources: people,

information, materials, tools and machines, energy, capital, and time.
Technology comes from the needs of people and people's needs drive
technology.
1. People
Technology comes from the needs of people and people's needs drive
technology. Human‘s use what they know, try to learn more, design and
create technology using their knowledge and intelligence. NASA scientists
had to combine their knowledge with new ideas to come up with a space
vehicle and a way to get it to the moon and back safely.
People provide the labor on which technology depends; they are needed to
provide the products and services we use every day. People are also the
consumers of technology and the ones that buy consumer goods produced
such as food, cars, homes, etc.
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2. Information
Technology requires information to solve problems and to create new
knowledge. Information comes from raw data that is processed by collecting,
recording, classifying, calculating, storing, and retrieving it. Information can
be found in many places: in computer files, books, etc., but it is only
valuable when we make use of it. We process information by collecting it,
thinking about it, and applying it to meet our needs and wants.
3. Materials
Natural resources found in nature are called raw materials. These include
air, water, land, timber, minerals, plants, and animals. Synthetic materials
are manufactured materials that may have useful characteristics natural
materials do not have.
Raw Materials
There are two types of raw materials available for humans to use:
 Renewable raw materials are those that can be grown and therefore
replaced. These include trees, animals, and plants.
 Nonrenewable raw materials are those that are used up and cannot
be replaced, such as oil, gas, coal, and minerals.
Limited and Unlimited Resources

Some resources are available in great amounts, like sand, iron ore, and clay,
while others such as fresh water are in short supply. Whenever it is
possible, we should use plentiful materials instead of scarce ones.
Synthetic Materials
People have used technology to make synthetic materials as substitutes for
scarce materials, helping to save our natural resources. Everyday products
such as plastics, acrylic, nylon, Teflon, fiberglass, and gasoline are made
from chemicals or oils. Industrial diamonds are made from a form of carbon.
Synthetics may have qualities that are more useful than the natural
materials they replace.
4. Tools and Machines

Humans have been using tools to create a better world for themselves for
more than a million years. As newer tools were developed through the ages,
they have made life easier and better for humans and are rightfully called
the Creators of Civilization. Tools fall into two categories; hand tool and
machine tools.
Hand Tools
Hand tools are the simplest tools and require human muscle power to make
them work, they extend the power of the human muscle.
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Machines Tools
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Early machine tools were mechanical devices that changed the amount,
speed, or direction of a force. Early machines used human, animal, or water
power to operate.
Most modern machines have moving mechanical parts and use electrical
energy as a power source to move mechanical parts (for example, those that
have electric motors).
Electronic Tools and Machines

Electronic tools are widely used for consumer goods, entertainment, and
manufacturing. Computers are electronic tools used to process information,
operate household items such as microwave ovens, stereo centers,
automobiles, and factory machinery. They provide savings on energy and
labor that result in better quality products at lower costs for everyone.
5. Energy
For thousands of years energy came from animal and human power, later
humans learned to use wind and water as sources of energy. The world uses
a huge amount of energy to make products, move goods and people, and to
heat, cool, and light the places where people work and live.
Renewable energy sources are those that can be replaced such as human
and animal muscle power, and wood. Limited energy sources, such as coal,
oil, natural gas, and nuclear fission (atomic energy), cannot be replaced
once they are used up. Unlimited energy sources, such as sun, wind,
gravitational, tidal, geothermal, and nuclear fusion are those more plentiful
than we can ever use.
6. Capital
Capital is a resource needed to build homes or factories, make toasters or
automobiles, move people or goods. Any form of wealth, such as money,
stock, buildings, machinery, and land, is called capital.
A company needs capital to operate or expand the business and may sell
stock in the company to people. These investors become part owners
(shareholders) in the company and they hope that the company will be
successful so that their stock will become more valuable.
7. Time
Early humans measured time by the rising and setting of the sun and the
change of seasons. It was much later that clock was used to measure time
in hours, minutes, and seconds. In the industrial era, time became more
important because it sets the price of manufactured goods.
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SELF CHECK 3.2.1
MULTIPLE CHOICE:
1. Refers to cash, deposits with financial institutions and cash

equivalents.
a. Business Fund
b. Corporate Capital
c. Personality Fund
d. Trust Fund
2. Are the sum of all money invested in the organization‘s total assets
a. Business Fund
c. Personality Fund
d. Trust Fund
3. That resource of funds creation and corporate capital.

a. Business Fund
c. Other Financial Fund
d. Trust Fund
4. Is the process of maintaining or preserving someone or something, or

the state of being maintained
a. Motivation
b. Maintenance
c. Staffing
d. Training and development
5. Is the process of hiring eligible candidates in the organization or

company for specific positions?
a. Motivation
b. Staffing
c. Training
d. Maintenance
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ANSWER KEY 3.2.1
1. Refers to cash, deposits with financial institutions and cash
equivalents.
a. Business Fund
c. Personality Fund
d. Trust Fund
2. Are the sum of all money invested in the organization‘s total assets
a. Business Fund
c. Personality Fund
d. Trust Fund
3. That resource of funds creation and corporate capital.

a. Business Fund
c. Other Financial Fund
d. Trust Fund
4. Is the process of maintaining or preserving someone or something, or

the state of being maintained
a. Motivation
b. Maintenance
c. Staffing
d. Training and development
5. Is the process of hiring eligible candidates in the organization or

company for specific positions?
a. Motivation
b. Staffing
c. Training
d. Maintenance
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INFORMATION SHEET 3.3.1
“TRAININGS AND CAREER OPPORTUNITIES”
INTRODUCTION
Training and development managers and specialists conduct and supervise

training and development programs for employees. Increasingly,
management recognizes that training offers a way of developing skills,
enhancing productivity and quality of work, and building loyalty to the firm.
TECHNICAL TRAINING
Technical Training teaches the skills needed to design, develop, implement,

maintain, support or operate a particular technology or related application,
product or service.
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“The most effective modality for IT training is actually an “evolving
blend” of modalities.”
It‘s practically passé now to begin an article by saying, ―Digital technologies

are changing business and changing training.‖ But it‘s still true, and new
research confirms that work and training are changing, especially for IT and
other technical employees. Blended learning, for instance, is emerging as
key for effectively up skilling the technical workforce.
―It‘s critical that we‘re not just shoehorning people into one modality or one
delivery format,‖ Schweer says. What‘s more, a preference for e-learning isn‘t
necessarily based on generation. While the stereotype is often that baby
boomers and Generation X employees prefer ILT, and millennials prefer on-
demand e-learning, that‘s not always the case. Instead, the need for
flexibility may determine a preference for e-learning. ―IT decisionmakers and
people who are more established in their career,‖ he says, ―prefer the on-
demand training, because they don‘t have to travel. They have the flexibility
to learn about that technology or acquire those skills on their own time.‖
SUPERVISORY TRAINING
Develop and refine management and supervisory skills training to

strengthen the present and build for the future. Building effective
management and supervisory skills that can help you and your organization
succeed.
What is supervisory development?

The Supervisory Development program is designed for new frontline
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supervisors and for more experienced team leaders looking to update their
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supervision, leadership, and delegation while mastering the development
and motivation of employees.
Why is supervisory training important?

The Importance of Supervisory Training. Training your Supervisors is
essential because it helps your company stay out of the courtroom. ... In
addition to that, training Supervisors how to engage and empower their
employees can lead to increased productivity and employee retention.
What is supervision and management?

Management and Supervision. ... Supervision is giving employees specific
instructions on what is to be done, monitoring their efforts and holding
them accountable for specific results. Management is developing a goal for
what is to be done.
What does it mean to be a supervisor?

Person in the first-line management who monitors and regulates employees
in their performance of assigned or delegated tasks. Supervisors are usually
authorized to recommend and/or effect hiring, disciplining, promoting,
punishing, rewarding, and other associated activities regarding the
employees in their departments.
Types of Supervision
1. Autocratic or Authoritarian supervision: ...
2. Laissez-faire or free-rein supervision: ...
3. Democratic supervision: ...
4. Bureaucratic supervision:
1. Autocratic or Authoritarian supervision:

Under this type, the supervisor wields absolute power and wants complete
obedience from his subordinates. He wants everything to be done strictly
according to his instructions and never likes any intervention from his
subordinates. This type of supervision is resorted to tackle indiscipline
subordinates.
2. Laissez-faire or free-rein supervision:

This is also known as independent supervision. Under this type of
supervision, maximum freedom is allowed to the subordinates. The
supervisor never interferes in the work of the subordinates. In other words,
full freedom is given to workers to do their jobs. Subordinates are
encouraged to solve their problems themselves.
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3. Democratic supervision:
Under this type, supervisor acts according to the mutual consent and
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discussion or in other words he consults subordinates in the process of
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decision making. This is also known as participative or consultative
supervision. Subordinates are encouraged to give suggestions, take initiative
and exercise free judgment. This results in job satisfaction and improved
morale of employees.
4. Bureaucratic supervision:
Under this type certain working rules and regulations are laid down by the
supervisor and all the subordinates are required to follow these rules and
regulations very strictly. A serious note of the violation of these rules and
regulations is taken by the supervisor.
This brings about stability and uniformity in the organisation. But in actual
practice it has been observed that there are delays and inefficiency in work
due to bureaucratic supervision.
MANAGERIAL TRAINING PROGRAM
Managers cannot afford to rest on their laurels. Whether you are looking to
prepare rising leaders to a management position - or a C-level executive –
it‘s critical that you set them up for success by providing them with the
necessary leadership training programs. These programs will help to develop
and improve the essential skills needed for them to be truly effective
managers. Here are five of the most important.
The Top Five Leadership Training Programs for Managers

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1. Basic Communication
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Too many managers rely on their assistants (or Microsoft Word's grammar
check) to ensure the emails they send scan clearly. If the manager, like a lot
of us, has not taken a grammar class since high school, then a refresher
course - including reminders on how to use the various style manuals - is a
great idea. Computer-based grammar checks are often wrong and spell
check will not help if the real word being used means something else. A
grammar refresher will help prevent the occurrence of embarrassing
mistakes, or worse, mistakes that will confuse and frustrate employees.
2. Technical Writing
Managers might have somebody assigned to do most of the writing for them,
but as a manager, being able to produce clear technical writing without
assistance can save time and confusion. Learning how to be a better
technical writer can also help them understand the reports that cross their
desk without having to ask somebody for help and take them away from
their own work. On top of that, sometimes security and confidentiality really
does require that the manager write their own report to the boss or the
boss's boss. Developing technical writing skills can make these logistical
issues easier.
3. Problem Solving
Problem solving is possibly the most important skill for any manager. When
their employees cannot solve the problem, they will lean on the manager for
direction. The manager must be ready to deal with the sticky issues that
cannot be solved immediately. After all, if the problems were easy, then the
employees would solve them themselves.
Developing and improving problem solving skills is vital to anyone who

chooses to lead. The Harvard Business Review puts "solves problems" as
number three of the leadership skills needed for all positions. The only
things they put as more important were inspiring others and displaying high
integrity.
4. Decision Making
Making decisions is what managers do and is the reason so many are buried
in stress and on the edge of burnout. Taking a decision making course that
helps managers go back to the basics of why they make their decisions and
reminds them that even when the decisions are difficult this is the job they
have chosen. This can significantly reduce stress and make it easier for
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managers to make choices that may appear to cause short-term hurt for
long-term gain.
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5. Developing Results-Oriented Skills
Number four on the Harvard Business Review list mentioned earlier is

"drives for results." A lot of managers do not know how to be results
oriented. But this approach is by far the most effective. Driving for results
means that a leader stays focused on the goal and does not get sidetracked
by less important issues. The skills needed to be more results oriented are
specific to industry and the people they will be leading.
20 Types of Management Training
Management training is the development of knowledge and abilities required

to direct people and control resources to achieve goals. This includes general
preparation training for new managers and deep dives into management
capabilities for experienced managers. The following are common types of
management training.
1. Leadership Training
The practice of influencing and motivating people to accomplish shared
goals.
2. Project Management
The planning and control of projects including training that prepares project
managers for professional certification.
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3. Change Management
The practice of leading change by building support, clearing issues,
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supporting agents of change and sidelining resistance to change.
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4. Internal Training
Training in the internal processes, practices, policy and structure of an
organization. For example, training in the human resource and financial
control processes of a firm.
5. Communication Training
Communication training such in areas such as public speaking and
information visualization.
6. Creativity
Techniques for transcending the static and obvious to generate usual value.
Managers may also be trained in creative leadership, the practice of
inspiring creativity in others.
7. Negotiation
Techniques for negotiating agreements and closing deals.
8. Time Management
Improving productivity with approaches that make better use of time.
9. Compliance
Training in rules, regulations and standards for compliance. This includes
training related to standards certification.
10. Quality Training

Quality management, quality control and quality assurance training.
11. Risk Management

Training related to the identification, analysis and treatment of risk.
12. Managing Talent

Techniques for managing highly talented employees and employees with
high potential. Managers may have individuals on their team who are more
influential, higher paid and critical to the firm than themselves. This can
present special challenges for the manager.
13. Strategic Planning

The process of developing strategy.
14. Decision Making

Training related to decision making in areas such as design thinking, critical
thinking and systems thinking.
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15. Measurement & Metrics

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Developing and using management accounting and business metrics.
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16. Performance Management
The process of setting goals, evaluating performance, communicating
performance feedback, rewarding high performers and managing low
performance.
17. Coaching & Mentoring

Training in methods for coaching and mentoring.
18. Managing Up
The process of selling the value of your team and influencing senior
management.
19. Conflict Management

The process of limiting negative aspects of conflict while also recognizing
positive elements of conflict such as creative tension.
20. Financial Management

Financial management training for managers is typically focused on the
development and control of budgets. For example, the process of developing
reasonable estimates.
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HUMAN DIGNITY – consciousness of the basic right of all human beings to
have respect and to have their basic needs met, so that each person has the
opportunity to develop full potential.
DIGNITY OF LABOUR – respect and appreciation for all forms of work

recognizing their contributions to both the individual‘s self-fulfillment and to
societal progress and development.
1. HEALTH AND HARMONY WITH NATURE – refer to holistic health, a

state of physical, mental, emotional, social and spiritual well -being and the
symbiotic relationship between humans and the natural environment
entailing the duty to care of their health and protect other forms of life on
earth as stewards of the environment.
2. TRUTH AND WISDOM – truth and wisdom are the ultimate goals of
intellectual development. Love of truth implies the constant search of
knowledge. Wisdom is the ability to discern and understand the deepest
meanings and values in life and to act accordingly.
3. LOVE AND COMPASSION – love is committed to the good of the whole

human person. It includes love for one self as well as for others. Love seeks
the good of another person without expecting anything in return.
Compassion is being sensitive to the needs and suffering of others and
actively finding ways to improve their condition.
4. CREATIVITY – is the capacity for original thought and expression that

brings new ideas and images into a practical and concrete reality in ways
that did not previously exist.
5. PEACE AND JUSTICE – peace are not merely the absence of violence but
the presence of respect, tolerance, trust, mutual understanding,
cooperation, justice, and freedom. Justice is a cornerstone of piece which is
based on the recognition of the universality of human rights.
6. SUSTAINABLE DEVELOPMENT – sustainable development involves

striving for environment protection, equitable sharing of social and economic
well-being, security and self-sufficiency at the local, national, regional and
global levels, and seeking peace with oneself and with others. It is
sustainable when it is continuing and independent, ensuring the welfare of
present and future generation.
5 FACTORS THAT DEMONSTRATE A STRONG WORK ETHIC
1. Integrity
Integrity stretches to all aspects of an employee's job. An employee with
integrity fosters trusting relationships with clients, coworkers and
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Clients trust the employee's advice. Supervisors rely on the employee's high
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moral standards, trusting him not to steal from the company or create
problems.
2. Sense of Responsibility
A strong sense of responsibility affects how an employee works and the
amount of work she does. When the employee feels personally responsible
for her job performance, she shows up on time, puts in her best effort and
completes projects to the best of her ability.
3. Emphasis on Quality
Some employees do only the bare minimum, just enough to keep their job
intact. Employees with a strong work ethic care about the quality of their
work. They do their best to produce great work, not merely churn out what
is needed. The employee's commitment to quality improves the company's
overall quality.
4. Discipline
It takes a certain level of commitment to finish your tasks every day. An
employee with good discipline stays focused on his goals and is determined
to complete his assignments. These employees show a high level of
dedication to the company, always ensuring they do their part.
5. Sense of Teamwork
Most employees have to work together to meet a company's objectives. An
employee with a high sense of teamwork helps a team meet its goals and
deliver quality work. These employees respect their peers and help where
they can, making collaborations go smoother.
PROFESSIONAL & ETHICAL BEHAVIOR IN THE WORKPLACE
Professionalism and ethical behavior in the workplace can benefit your

career and improve your working environment. Understanding examples of
professional and ethical behavior can help you to develop your own effective
work habits. Be conscious of how you treat co-workers and your workplace
attitude and you can improve your productivity and effectiveness.
Meetings
Business meetings are regular occurrences in the corporate world, and by
following meeting etiquette you can improve your professional image. Be
prepared to contribute to the meeting by reviewing the agenda in advance
and arrive on time. Recognize each speaker that has the floor and do not try
to talk over someone else. Be respectful of the meeting chairperson and
follow the format of the meeting, which would include using the proper
times to ask questions.
Communication
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Ethical treatment of your co-workers and managers means being respectful

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instructions on company memos and ask questions only after you have
thoroughly read the information. Asking questions about information that is
clearly marked on company correspondence is unprofessional and presents
the image of someone who does not follow instructions. Refrain from
repeating office gossip, as helping to spread false or demeaning information
regarding a co-worker is considered unethical.
Time Management
Be early to work so that you can settle into your job duties, say hello to co-
workers and get coffee before your shift is scheduled to start. Follow the
lunch and break schedules by leaving when you are scheduled and
returning on time. Check out and in when you leave for breaks and lunch.
Before beginning your day, check your work schedule so that you know
where you have to be and at what time.
Employee Safety
It is the responsibility of each employee to report suspicious people in the
office or misconduct committed by company employees. Company policies
are designed to create a safe workplace. By reporting violations of company
policy, you are doing your part to maintain a high standard of ethics in your
office that will keep employees and visitors safe. For example, fire exits that
are not properly maintained should be reported immediately for repair.
Employees that do not follow the regulations in regard to proper disposal of
cigarettes in the break area could be causing a fire hazard and that should
be brought to the attention of management.
RESPONSIBILITIES OF PROFESSIONALISM
Ethical Conduct
The specifics of ethical conduct can vary from one organization to the next,
but there is a standard which is universal. Ethical conduct requires
refraining from illegal action or taking advantage of others. In business,
ethical conduct is the compilation of honesty and refraining from deceitful
practices. Ethical conduct requires a business or employee to continually
examine how they operate and what changes need to be made. Ethical
conduct is not always in line with social standards. It is the responsibility of
each individual or business to ensure their behavior is in line with a
personal ethical standard, even when social standards are not meeting an
ethical standard.
Appearance
Professionalism also involves a positive business appearance. This may
differ between industries, but always includes clean clothing. White collar
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jobs such as bankers and salesmen traditionally wear business suits to

show professionalism, while blue collar jobs, such as plumbers and
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construction workers, can show professionalism wearing a polo shirt with
khaki pants.
Respect and Communication
Respect for clients, competitors and co-workers is a universal responsibility
of professionalism. An employee who knows how to remain professional
when faced with a turbulent unhappy customer can take the concerns of the
customer and identify them while remaining respectful. Respect and
communication in a business environment gives all employees the feeling of
safety and collaboration.
Honesty
A component of ethical conduct, honesty is a key responsibility of
professionalism. Businesses who value this component are able to identify
their weaknesses with honest adaptation to the future. Honesty in
communication within a company, with clients and in advertising is
necessary for any company who wants to appear professional to the public.
Competence
Competence is the culmination of what a company says they can do and
what they actually can do. It relies on honesty and respect from within the
business and its leadership. A competent employee knows their job and
knows what skills they are capable of completing. Competence is not
arrogance. When an employee or business is competent they have the skills
to back up their advertised abilities.
THE WORK VALUES OF FILIPINO WORKERS
Filipino workers are considered to be at par best if not the best compared
with other workers in the world. They are resourceful, resilient, persistent
and consistent. They are persevering and will do what it takes just to earn a
decent income for their respective family back home. Most of them speak
English very well, and can work under pressure and in a team. Below are
the attributes of Filipinos on their own language which is Filipino and why
they excel in adapting to their environment and at the same time whip up
satisfactory outcomes.
There are also some of not so good attitudes, but still Filipinos are very good
in dealing with other people overall.
1. "PAKIKISAMA" – "mabuti na yung nakikisama" which means doing

something good for others.
2. "PAKIKITUNGO" – ability of Filipinos to deal with anybody with

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warmth and enthusiasm.

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3. "PAMPALUBAG – LOOB" - fond of bargaining ('tawad or dagdag").
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4. "SALITANG PAG – IWAS" – hide the truth.
5. "GAYA – GAYA", "HAWA – HAWA" – pare-pareho na lang tayo – ―All

For One, One For All" or other meaning is copycat.
6. "UTANG NA LOOB" – something has done something good to

somebody. Return the favor.
7. "BAYANIHAN" – ready to extend helping hands to those in need.
8. "PAMAMAGITAN" – in every argument, somebody has to act as

mediator.
9. "FIESTA GRANDE" – we tend to resort to borrowing just to be able to

create the impression that the family can afford.
10. "HIYA" – shyness can hamper learning from speaking up.
11. "KAPANGYARIHAN" – people with power tend to dominate

others and abuse their authority by taking advantage of the weakness
of others.
12. "PATRIOTISM" – responsibility to maintain loyal and respect of

the people.
13. "PAGSASABUKAS" – Time is gold. Time spent will never come

back. Do today what you can do tomorrow might be too late.
14. "NINGAS-COGON" – enthusiasm is high at the early stage work .

It accelerates and after it has reached the climax when there is no
more excitement and challenge in the job the interest in the job dies
down.
15. "SIYA KASI" – one is always looking for someone to put the
blame on, “Siya naman talaga ang may gusto niyan, tumulong lang
ako.”
16. "BAHALA NA" – come what may, tendency to leave things to

chance, or letting things happen as they will happen.
17. "AMOR PROPIO" - egoism, excessive love of self-sensitivity to

personal affront desire to preserve one‘s good name.
NOW HERE IS THE LIST OF THE ATTRIBUTES OF THE FILIPINOS
1. COMMITMENT – pledge to fulfill a duty or a performance to do

something.
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2. RESPONSIBILITY – dependability, initiative, persistence,

aggressiveness, self-confidence desire to excel.
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3. NATIONALISM – loyalty or devotion, love of country.
4. COMPASSION – deep feeling for another‘s sorrow or hardships which

leads the person to help or sympathize with the one suffering.
5. GOAL ORIENTED – understands the purpose of life and work of the

group or organization.
6. DIGNITY – worth, self-respect, quality of character or ability that wins

the respect and high opinion of other.
7. FAMILY SOLIDARITY – community interest, objectives or standards

that knits a family together.
8. COMPETENCE – the degree of a person‘s capability in doing a certain

piece of work.
9. RELIABILITY – the quality or state of being reliable, dependable.
10. ORDERLY – the quality of being organized in some order,

pattern or sequence.
11. KNOWLEDGEABLE – mentally alert and well-informed marked

by or indicating intelligence or knowledge.
12. LOYALTY – the quality state or instance of being loyal to

work/company.
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SELF-CHECK 3.3.1
Identify the work values from the given statement. Choose your answer
below the box and write it in another sheet of paper.
__________ 1. Time is gold.
__________ 2. Pledge to fulfill a duty.
__________ 3. Desire to excel.
__________ 4. Ready to extend helping hand.
__________ 5. Returned the favor.
__________ 6. Love of country.
__________ 7. Doing something good for others.
__________ 8. Deep feeling for another‘s sorrow or hardship.
__________ 9. Come what may.
__________10.Abuse authority by taking advantage of weaknesses of others.
__________11. The quality, state or instance of being loyal to work/company.
__________12.The quality of being organized in some order,
__________13. Self-respect, quality of character that wins the respect of

others.
__________14. In every argument, somebody has to act as mediator.
__________15. All for one. One for all.

Compassion Kapangyarihan Pagsasabukas Responsibility
Commitment Utang na loob Nationalism Bayanihan Pakikisama
Bahala Loyalty Orderly Gaya gaya Hawa hawa
Pamamagitan Dignity
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“RECOGNITIONS“
INTRODUCTION
Personal Recognition and Appreciation is an Inside Job. Like improvement

efforts, effective reward and recognition is an integrated process, not a bolt-
on program. Since you can't make your team or organization into something
different than you, it has to start with you.
What is Recognition?
 Recognition is ways to make those you work beside feel valued and
appreciated for their work.
 A leader makes others feel important by recognizing them and
creating an environment that is supportive towards others‘
accomplishments
 An effective leadership tool to encourage and motivate others to strive
for superior performance
Now What?
 Showing recognition to an individual is showing their worthy
performance
 Recognize how other leaders are excelling and being successful in the
tasks that they are asked to accomplish
 Recognition allows others to be motivated to strive for excellence and
for others‘ to see the great work of their peers
 This can be used to raise team morale and continue motivation on
goals, tasks, projects, etc.
So what?
 Understand how others‘ like to be recognized
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 Some might prefer large group recognition or a personal note of

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 Be specific and offer examples when recognizing one‘s efforts
 Recognize when the time is right and realize their does not have to be
a huge ceremony
 Recognition can be done in a meeting
What to avoid with Recognition?

 Avoid singling out someone from a large group
 Don‘t mention fails of others‘ while recognizing another individual?
 Avoid the appearance of inconsistency by showing fairness
 Don‘t give an award out because you feel they need one. Rewards
should not be irrelevant or not important.
 Avoid impersonal rewards and recognitions
 Avoid criticism or constructive feedback when recognizing someone
What does type of recognition mean?

Communication between management and employees which rewards them
for reaching specific goals or producing high quality results in the
workplace. Recognizing or honoring employees for this level of service is
meant to encourage repeat actions, through reinforcing the behavior you
would like to see repeated.
What's most important to you when it comes to recognition?

When employees and their work are valued, their satisfaction and
productivity rises, and they are motivated to maintain or improve their good
work. Praise and recognition are essential to an outstanding workplace.
8 Small but Powerful Ways to Recognize Employees
If you‘ve ever felt underappreciated at work (and pretty much all of us have),
then you know how important recognition is in the workplace. According to
Gallup, only one in three workers had received praise or recognition in the
past week, a factor that directly impacts turnover rate and employee
engagement. Employees who don‘t feel recognized are twice as likely to say
they‘ll quit within the next year.
Small businesses might feel like they can‘t afford proper employee
recognition, but it can be very inexpensive to make your team feel
appreciated. People aren‘t solely motivated by money, and smaller, sincere
gestures of thanks can be even more powerful than a bonus. Here are 8
small but powerful ways to recognize employees who are doing a great job.
1. Give Shout-Outs
Knowing you did a good job is one thing, but hearing it from your boss or
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the president of the company is even better. Public acknowledgment is a

great way to inspire and motivate people, while rewarding specific team
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members for a job well done. Email blasts, announcements at company
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meetings, and other company-wide correspondence is a great way to
recognize employees. Plus, it‘s totally free!
2. Offer fun projects or professional/personal development

opportunities
There are always going to be some projects that everyone wants to do—but
unfortunately, not everyone will be able to take them on. If you‘re having a
hard time deciding who should get these fun projects, try meting them out
as recognition. Additionally, if a hardworking employee wants to develop
new professional skills or explore an interest (augmented reality,
woodworking, foreign language, etc.), think about sponsoring them in a
continuing education class or send them to a local conference.
3. Take them to lunch

Who doesn‘t like a free lunch? Besides showing you care, you‘ll be giving
them some one-on-one time they don‘t typically get—a great chance to talk
shop or get to know each other a little better. You can also take lunch TO
your employees—catering for your team is a great way to show them you
appreciate their efforts.
4. Distribute non-cash rewards

Want to thank someone for putting in a few extra hours on a tight deadline?
You don‘t have to open the can of worms that is monetary incentives to say
thank you. Instead, consider giving a gift card to a coffee shop, scratch
tickets, movie tickets, or other universally-appreciated gifts that will let
them know you appreciate them, while giving them a reason to have some
fun.
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Some managers have a stash of lottery tickets or gift cards on hand for just
such occasions. They‘re low cost, and your team will love both the
recognition and the gift.
5. Loosen the reins

If everyone has been doing a great job lately, loosen up a bit. Test out some
casual dress days, or take things a step further and offer some flexible work
options. Why not let employees work outside or from home part of the time?
Or, if someone has made extra contributions, let them head home a few
hours early. This is an especially good gesture during the summer months.
6. Throw a competition, party, or potluck

Appreciation doesn‘t have to mean direct praise—it can be a fun break from
the norm as well. Consider throwing a baking or chili-making competition—
something that will allow your team to show off their hidden talents. You
could throw a pie potluck on March 14 for Pi Day, or allow your employees
to bring their pets to work one day (just make sure the building doesn‘t
object). Team-based games, group baseball outings—get creative, there are
so many options!
7. Encourage peer-to-peer recognition

Recognition is great coming from a manager or the executive level, but it‘s
also appreciated when it comes from peers. Get everyone involved with the
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as signing a card, or nominating someone to be employee of the week. When
everyone gets involved, everyone is invested in the process!
8. Just say thank you!

It‘s a simple gesture, but a powerful one. Communicate with your
employees. Let them know when they‘ve done a great job, and give thanks
for their hard work.
Be Authentic
Whatever you do to honor your employees, make sure it comes from the
heart. Whether you‘re recognizing the work of an individual or the whole
team, appreciation only works when it‘s sincere. Don‘t just offer recognition
for the sake of morale—offer it for a job well done, and offer it often. Giving
praise is just what your office needs for a happier, more productive
environment.
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SELF CHECK 3.3-2
1. Is ways to make those you work beside feel valued and appreciated for
their work?
a. Recognition
b. Certification
c. Diploma
d. Transcript of Record
2. Following are the things to avoid with the recognition except:

a. Avoid impersonal rewards and recognitions
b. Avoid criticism or constructive feedback when recognizing someone
c. Avoid singling out someone from a large group
d. Mention fails of others‘ while recognizing another individual
3. Following are the small but powerful ways to recognize employees except:
a. Give Shout-Outs
b. Distribute non-cash rewards
c. Throw a competition, party, or potluck
d. Don‘t loosen the reins
4. Don‘t just offer recognition for the sake of morale—offer it for a job well
done, and offer it often. Giving praise is just what your office needs for a
happier, more productive environment. Is it true or false?
a. True
b. False
c. None of the above
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ANSWER KEY 3.3-2
1. Is ways to make those you work beside feel valued and appreciated for
their work?
a. Recognition
b. Certification
c. Diploma
d. Transcript of Record
2. Following are the things to avoid with the recognition except:

a. Avoid impersonal rewards and recognitions
b. Avoid criticism or constructive feedback when recognizing someone
c. Avoid singling out someone from a large group
d. Mention fails of others‘ while recognizing another individual
3. Following are the small but powerful ways to recognize employees except:
a. Give Shout-Outs
b. Distribute non-cash rewards
c. Throw a competition, party, or potluck
d. Don‘t loosen the reins
4. Don‘t just offer recognition for the sake of morale—offer it for a job well
done, and offer it often. Giving praise is just what your office needs for a
happier, more productive environment. Is it true or false?
a. True
b. False
c. None of the above
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“LICENSES AND/OR CERTIFICATIONS”
INTRODUCTION
In order to elaborate the difference between professional certificate and

license, first, the definition of two must be illustrated: ... However, a
government agency can decree a certification is required by law for a person
to be allowed to perform a task or job. Certification is different from
professional licenses.
CERTIFICATES, CERTIFICATIONS AND LICENSES
Certificates, certifications and licenses are terms that are often confused,
but there are important distinctions.
A CERTIFICATE verifies that a person has completed a course or series of

courses at an educational institution.
Certificates are typically granted by programs or institutions such as

universities as a result of education focused on one topic (but separate from
a degree program). Course content is developed by faculty committees,
academic leaders or instructors or occasionally through defensible analysis
of the topic area. A certificate demonstrates that the learner understands
course content at a specific period in time and is often listed on a resume as
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Both newcomers to the workforce and experienced professionals may earn
certificates, but they often provide a gateway for achieving a degree.
A CERTIFICATION verifies that a professional has met a certain set of

criteria for a skill or job as measured by a third-party assessment.
Certifications are awarded by a third-party, standard-setting organization

when a candidate passes an assessment process indicating mastery of a
defensible set of standards. The standards are developed through a
comprehensive job analysis resulting in an outline of the required knowledge
and skills for a particular profession. Certifications are not associated in any
way with higher education or degrees and typically require some level of
professional experience before beginning the process.
Upon earning a certification, professionals often receive a designation to use

after their names as a way to differentiate experienced, certified
professionals from their peers.
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After initial certification, the awarding organization requires proof of
continuing education to that ensures the professional standards are
maintained.
A LICENSE is verification by a government agency that a professional is able

to perform a particular occupation in a particular location, such as a certain
state.
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Licenses are similar to certifications, as they indicate competency of a set of

standards and must be renewed with continuing education. However, unlike
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certifications, licenses are typically awarded by the federal, state or local
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government, and they are mandatory for professional practice in their
jurisdiction. Licenses are often required for health, public education, legal
and financial careers.
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SELF CHECK 3.3-3
1. Verifies that a person has completed a course or series of courses at an

educational institution
a. Certificate
b. License
c. Certifications
d. None of the Above
2. Verifies that a professional has met a certain set of criteria for a skill or
job as measured by a third-party assessment
a. Certificate
b. License
c. Certifications
3. Is verification by a government agency that a professional is able to

perform a particular occupation in a particular location, such as a certain
state?
a. Certificate
b. License
c. Certifications
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ANSWER KEY 3.3-3
1. Verifies that a person has completed a course or series of courses at an

educational institution
a. Certificate
b. License
c. Certifications
2. Verifies that a professional has met a certain set of criteria for a skill or
job as measured by a third-party assessment
a. Certificate
b. License
c. Certifications
3. Is verification by a government agency that a professional is able to

perform a particular occupation in a particular location, such as a certain
state?
a. Certificate
b. License
c. Certifications
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“SAFETY REGULATIONS”
INTRODUCTION
Safety regulations are the strongest form of official advice that employers
have to follow, and they are legally enforceable. Regulations are made by
government ministers, often following proposals from the Health and Safety
Executive (HSE), and approved by Parliament
CLEAN AIR ACT IN THE PHILIPPINES
What is Clean Air Act in the Philippines?

Republic Act No. 8749, otherwise known as the Philippine Clean Air Act, is a
comprehensive air quality management policy and program which aims to
achieve and maintain healthy air for all Filipinos. Lifted from: Department of
Environment and Natural Resources. (2003, August).
What are the main goals of the Clean Air Act?

The Clean Air Act (CAA) of 1970 was the first of the major federal
environmental laws. The 1970 Clean Air Act launched an ambitious set of
federal programs to establish air quality goals and to impose pollution
control technology requirements on new and existing stationary sources and
on motor vehicles.
What inspired the Clean Air Act?

Congress designed the Clean Air Act to protect public health and welfare
from different types of air pollution caused by a diverse array of pollution
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BUILDING CODE OF THE PHILIPPINES
What is the Building Code of the Philippines?

THE NATIONAL BUILDING CODE OF THE PHILIPPINES - (a) This Act shall
be known as the "National Building Code of the Philippines" and shall
hereinafter be referred to as the "Code".
What are building codes and standards?

What are Building Codes? Building codes are sets of regulations governing
the design, construction, alteration and maintenance of structures. They
specify the minimum requirements to adequately safeguard the health,
safety and welfare of building occupants.
What is the purpose of building code?

The main purpose of building codes is to protect public health, safety and
general welfare as they relate to the construction and occupancy of
buildings and structures. The building code becomes law of a particular
jurisdiction when formally enacted by the appropriate governmental or
private authority.
How many floors require an elevator Philippines?

ILLUSTRATION 1: A two-story office building has 40,000 square feet on each
floor. Because the building is less than three stories, an elevator is not
required. (To qualify for the exemption, a building must either be under
three stories or have fewer than 3000 square feet per floor; it need not meet
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both criteria.)
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NATIONAL ELECTRICAL AND FIRE SAFETY CODES
What is Fire Code of the Philippines?

The Bureau of Fire Protection (Filipino: Kawanihan ng Pagtatanggol sa
Sunog, acronym BFP) is an agency of the Department of the Interior and
Local Government (DILG) responsible for implementing national policies
related to Firefighting and fire prevention as well as implementation of the
Philippine Fire Code (PD 1185)
What is Electrical Code of the Philippines?

Philippine Electrical Code. The Philippine Electrical Code is used nationally
as the basis for safeguarding persons, buildings and its contents from
hazards that may arise from the use of electricity.
What code sets standards for electrical installation work?

The National Electrical Code (NEC), or NFPA 70, is a regionally adoptable
standard for the safe installation of electrical wiring and equipment in the
United States. It is part of the National Fire Codes series published by the
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National Fire Protection Association (NFPA), a private trade association.

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How many fire extinguishers are required per square meter
Philippines?
The number of sprinkler heads installed depends on the floor area. One
portable fire extinguisher is also required for every 200 square meters of
open space. If that space is divided into two, then two fire extinguishers are
required.
How many fire exits are required in a building Philippines?

Minimum number of workers required in the process shall be allowed inside
at any given time. 1943.03: Exits: (1) At least two exits shall be provided in
every floor and basement of every workplace capable of clearing the work
area in five (5) minutes.
What is a 10 alarm fire?

A 10-75 is a working fire (i.e., there is fire visible from a building), the 10-
76/10-77 assignments are the alarm levels separate from the 1st, 2nd, 3rd
alarms, etc. that are the standard fire department responses to fires in high-
rise buildings.
WASTE MANAGEMENT STATUTES AND RULES
REPUBLIC ACT 9003 January 26, 2001

AN ACT PROVIDING FOR AN ECOLOGICAL SOLID WASTE MANAGEMENT
PROGRAM, CREATING THE NECESSARY INSTITUTIONAL MECHANISMS
AND INCENTIVES, DECLARING CERTAIN ACTS PROHIBITED AND
PROVIDING PENALTIES, APPROPRIATING FUNDS THEREFOR, AND FOR
OTHER PURPOSES
The 3 Rs of Reducing Solid Waste: Reuse, Reduce & Recycle
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Reduce, reuse, recycle! In this lesson, we will explore the three Rs of
reducing solid waste. We will also investigate examples of each of the three
Rs, and how people can do their part to help reduce solid waste.
The Three Rs
There is a common mantra that many of us were taught as children but do
not always think of on a daily basis. The mantra is reduce, reuse, recycle,
otherwise known as the three Rs. Over the last half century, the amount of
waste created per person in the United States has almost doubled. The
concept and promotion of the three Rs was created to help combat the
drastic increase in solid waste production.
Reduce
Let's start with the first R, which is reduce. The three Rs are really a waste
management hierarchy with reduce being the most important strategy. In
order to reduce the amount of waste produced, it is essential to focus on the
source of the waste, or where the waste is originally coming from. Source
reduction is when products are designed, manufactured, packaged, and
used in a way that limits the amount or toxicity of waste created.
The first goal of source reduction is simply to reduce the overall amount of
waste that is produced. The second goal is to conserve resources by not
using raw, virgin materials. In other words, by following source reduction,
fewer raw materials will have to be used to produce products.
Some common industrial examples of source reduction include the creation

of merchandise using fewer materials. For example, the waste created from
disposable diapers, which has contributed a large amount of volume to
landfills over the years, has been reduced by making diapers with 50% less
paper pulp. As technology increased, absorbent gel was created that was
able to replace the paper pulp.
Aluminum cans are also a good example of source reduction because they
are now made with 1/3 less aluminum than they were twenty years ago.
Both of these examples not only reduce the amount of overall waste created,
but they also conserve the natural resources, aluminum and paper pulp,
that are used in the manufacturing.
Although most examples of source reduction take place on the

manufacturing side, there are several actions an individual can take to
reduce the overall amount of solid waste they produce. Some examples
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include sending emails instead of tradition mail, canceling unwanted

catalogs subscriptions, and fixing products instead of throwing them out.
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Reuse
The second most important strategy of the three Rs is to reuse, which is
when an item is cleaned and the materials are used again. This concept can
be difficult because we currently live in a world with many disposable items,
and it takes some imagination and creativity to see how items can be
reused.
There are two main ways that the concept of reusing can be applied to
reduce waste. First, when purchasing a new item, you can look for a product
that can be used repeatedly instead of a version that is only used once and
thrown away. The second way to reuse is to buy an item secondhand,
borrow, or rent an item, instead of buying the product new.
Although the items you reuse may eventually end up being waste, by
reusing them you are reducing the overall amount of waste produced by
giving the item a second function and expanding the typical lifespan of the
item. The process of reusing can also be fun because it gives you the
opportunity to take an old or used item and turn it into something new to
you.
PHILIPPINE OCCUPATIONAL SAFETY AND HEALTH

STANDARD
The Occupational Safety and Health Standards Act will protect the health of
workers in the Philippines. The World Health Organization (WHO)
congratulates the Philippine government for passing the Occupational Safety
and Health Standards Act or the Republic Act (RA) 11058.
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WHO/F. Tanggol
The World Health Organization (WHO) congratulates the Philippine
government for passing the Occupational Safety and Health Standards Act
or the Republic Act (RA) 11058. Once implemented, this significant
legislation will help curb the increasing cases of diseases and injuries in the
work environment that confront the country.
According to the Philippine Statistics Authority, the total cases of

occupational diseases in workplaces reached over 125,000 in 2015. Back
pain is the most common type of occupational disease, making up 32.8% of
the reported cases. This is followed by essential hypertension (11.5%) and
neck and shoulder pain (11.4%). Meanwhile, the most risky industry for
workers was found to be in administrative and support service activities
(34.3%) and manufacturing industry (31.1%), jointly comprising almost two
thirds of the total cases of occupational diseases in 2015.
With the RA 11058, employers are now required to comply with occupational
safety and health standards including informing workers on all types of
hazards in the workplace and having the right to refuse unsafe work, as well
as providing facilities and personal protective equipment for the workers,
among others.
With this law, the Philippines comes closer to achieving the Sustainable
Development Goal 8.8 to protect the labour rights and promote safe and
secure working environments for all workers. It also boosts the
implementation of the WHO-supported Occupational Health and Safety
Sector Plan under the National Environmental Health Action Plan (2017-
2022).
WHO commends the efforts of all stakeholders who supported the passage of
this law to protect the health of workers in the Philippines.
DOLE REGULATIONS ON SAFETY LEGAL REQUIREMENTS
DOLE ensures safe and healthy workplace. ... The labor and employment
chief admitted that non-compliance with OSH standards is not declared
unlawful under Philippine laws because there is no law that penalizes erring
employers, contractors, and subcontractors for non-compliance with OSH
standards.
What is Executive Order No 307?

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These Implementing Rules and Regulations are issued pursuant to the

authority of the Employees Compensation Commission (ECC) under Section
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8 of Executive Order No. 307 establishing the Occupational Safety and
Health Center
What is OSHA in the Philippines?

Occupational health in the Philippines. The practice of occupational health
and safety (OHS) in the Philippines is shaped by both success and failures.
... Small- and medium-scale enterprises suffer from limited resources to
invest in measures for the health and safety of workers.
What is Philippine occupational health and safety standards?

The Occupational Safety and Health Standards Act will protect the health of
workers in the Philippines. The World Health Organization (WHO)
congratulates the Philippine government for passing the Occupational Safety
and Health Standards Act or the Republic Act (RA) 11058.
What are the OSHA standards?

OSHA standards are rules that describe the methods that employers must
use to protect their employees from hazards. There are OSHA standards for
Construction work, Maritime operations, and General Industry, which is the
set that applies to most worksites.
EMIGRATION CLEARANCE CERTIFICATE (ECC)

REGULATIONS
ECC is an important pre-departure document issued by the Bureau of

Immigration (BI) to foreign nationals who are holders of Immigrant or Non-
Immigrant visas leaving the Philippines. It has two types, ECC-A (also
referred to as Regular ECC) and ECC-B.
1. Who should apply for an Emigration Clearance Certificate?
ECC has two (2) types, ECC –A (also referred to as regular ECC and ECC-B.
The following foreign nationals must secure an ECC-A prior to their

departure:
 Holders of Temporary Visitor Visa (also referred to as tourist visa) who
have stayed in the Philippines for six (6) months or more;
 Holders of expired or downgraded Immigrant or Non-Immigrant Visas;
 Holders of valid Immigrant or Non-Immigrant Visas but are leaving for
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good;
 Philippine-born foreign nationals who will depart from the Philippines
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 Holders of Temporary Visitor Visa with Orders to Leave;
 Bona fide seafarers who have stayed in the Philippines for 30 days or
more and has a duly approved discharge from BI.
ECC-B is issued to departing holders of Immigrant and Non-Immigrant visas

with valid ACR I-Cards and is leaving the country temporarily.
2. When should I apply for an ECC?
A foreign national may apply for an ECC at least 72 hours prior to his/her
departure from the Philippines.
3. Does the ECC have validity? Will I be able to use this multiple
times?
The ECC is valid for one (1) month from the date of issue, however, you may
only use this once regardless of its validity.
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SELF CHECK 4.1-1
Choose the correct letter
1. Is a comprehensive air quality management policy and program which

aims to achieve and maintain healthy air for all Filipinos, otherwise known
as the Philippine Clean Air Act.
A. Republic Act No. 8749
B. Republic Act No. 2020
C. Republic Act No. 6969
D. Republic Act No. 8000
2. Is an agency of the Department of the Interior and Local Government

(DILG) responsible for implementing national policies related to Firefighting
and fire prevention?
A. Philippine Electrical Code
B. Bureau of Fire Protection
C. Department of the Interior and Local Government
D. National Fire Protection Association
3. Is a regionally adoptable standard for the safe installation of electrical

wiring and equipment.
A. National Electrical Code
4. An act providing for an ecological solid waste management program.

D. Republic Act No. 8000 118
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ANSWER KEY 4.1-1
1. Is a comprehensive air quality management policy and program which
aims to achieve and maintain healthy air for all Filipinos, otherwise known
as the Philippine Clean Air Act.
2. Is an agency of the Department of the Interior and Local Government

(DILG) responsible for implementing national policies related to Firefighting
and fire prevention?
A. Philippine Electrical Code
3. Is a regionally adoptable standard for the safe installation of electrical

wiring and equipment.
A. National Electrical Code
4. An act providing for an ecological solid waste management program.

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“IDENTIFY HAZARD AND RISKS”
INTRODUCTION
Specific policies and procedures address particular issues or hazards. They

are administrative measures to control workplace hazards and should be
used together with other hazard control measures to eliminate or reduce the
risk of workplace illness or injury.
OCCUPATIONAL HEALTH AND SAFETY IN THE PHILIPPINES (DOLE)
RULE 1000
GENERAL PROVISION
1001: Purpose and Scope:
(1) The objective of this issuance is to protect every workingman against the
dangers of injury, sickness or death through safe and healthful working
conditions, thereby assuring the conservation of valuable manpower
resources and the prevention of loss or damage to lives and properties,
consistent with national development goals and with the State‘s
commitment for the total development of every worker as a complete human
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being.
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(2) This Standards shall apply to all places of employment except as
otherwise provided in this Standard.
1002: Definitions:
For purposes of this Standard and except as otherwise indicated, the

following shall mean:
(1) "Employer" includes any person acting directly or indirectly in the

interest of an employer, in relation to an employee, and shall include
government-owned or controlled corporations and institutions, as well as
non-profit private institutions or organizations.
(2) "Employee" shall mean any person hired, permitted or suffered to work
by an employer
(3) "Industrial Enterprise" shall mean any workplace, permanent or

temporary, including any building or collection of buildings, shed, structure,
yard or any other place, where permanently or temporarily one or more
persons are employed in any manufacturing of goods or products processing
and any other activity similar and incidental thereto.
(4) "Agricultural Enterprise" shall include forestry and logging operations,

farming in all its branches, and among other things, includes cultivation
and tillage of the soil, dairying, the production, cultivation, growing and
harvesting of any agricultural and horticultural commodities, the raising of
livestock and poultry, and any practice performed by a farmer on a farm as
an incident to or in conjunction with such farming operations, but does not
include the manufacturing or processing of sugar, coconut, abaca , tobacco,
pineapple or other farm products.
(5) "Dry Dock" shall include premises where work is performed on shore or
on board ships in which ships or vessels are constructed, repaired, refitted,
finished or broken up and housed.
(6) "Health" shall connote a sound state of the body and mind of the worker,
which enables him to perform his job normally, in a state of well-being.
(7) "Safe or Safety" shall refer to the physical or environmental conditions of

work or employment, which substantially comply with the provisions of this
Standards.
(8) "Work Accident" shall mean an unplanned or unexpected occurrence that

may or may not result in personal injury, property damage, work stoppage
or interference or any combination thereof, which arises out of and in the
course of employment.
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(9) "Work Injury" shall mean any injury or occupational illness suffered by a
person, which arises out of or in the course of his employment.
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(10)"Occupational Illness" shall mean any illness caused by environmental
factors, the exposure to which is characterized or peculiar to a particular
process, trade or occupation and to which an employee or worker is not
ordinarily subjected to or exposed outside of or away from such
employment.
(11)"Recognized Hazards" are those which do not require technical or testing

devices to detect.
(12)"Workplace" means the office, premises or work site, where the workers
are habitually employed and shall include the office or place where the
workers, who have no fixed or definite work site, regularly report for
assignment in the course of their employment.
(13)"Approved" shall mean acceptable to the Secretary in writing after proper

examination showing compliance with prescribed Standards.
(14)"Code" shall mean the Labor Code P.D. 442 as amended.
(15) "Department" shall mean the Department of Labor and Employment.
(16) "Secretary" shall mean the Secretary of Labor and Employment.
(17) "Bureau" shall mean the Bureau of Working Conditions.
(18)"Director" shall mean the Director of the Bureau of Working Conditions.
(19)"Standards" shall mean the Occupational Safety and Health Standards.
(20)"Enforcement officer" shall mean the industrial safety engineer, the labor
regulation officer, or any duly authorized representatives of the Secretary to
enforce this Standards.
(21)"Authorized Representative" shall mean and include chartered cities,

municipalities, employees or officials of other government agencies
empowered by the Secretary of Labor and Employment to enforce the
provisions of this Standards.
RULE 1010
OTHER SAFETY RULES
1011: Promulgation of Rules:
Safety and health rules may be promulgated, amended, modified, or revoked
in the following manner:
(1) The Bureau, on the basis of information submitted in writing by

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interested parties or on the basis of information available to it, upon

determination that a Rule should be promulgated or amended in order to
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serve the objectives of the Code, shall draft a proposed Rule. Conformably
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with the principle of tripartism, the Bureau may ask the advice and
assistance of individuals and organizations, private or public agencies,
particularly recognized workers‘ and employers‘ organizations, having
special knowledge of the proposal under consideration.
(2) The Bureau shall prepare the proposal taking into consideration
suggestions and recommendations available.
(3) The Director shall forward the proposal to the Secretary for approval. The
Secretary shall within thirty (30) days from receipt thereof act on the
proposal. If rejected, same shall be returned to the Bureau with his reasons.
After a reconsideration of the returned proposal, the Director shall resubmit
his proposal in the manner herein outlined.
(4) After approval of the proposal by the Secretary, the same shall be
published in a newspaper of general circulation and shall take effect fifteen
(15) days from the date of publication and shall become part of this
Standards.
1012: Special Rules:

1012.01: Work Conditions or Practices Not Covered by Standards:
Any specific rule applicable to a condition, practice, means, methods,

operations or processes shall also apply to other similar work situations for
which no specific rule has been established.
1012.02: Abatement of Imminent Danger:
(1) An imminent danger is a condition or practice that could reasonably be

expected to cause death or serious physical harm before abatement under
the enforcement procedures can be accomplished.
(2) When an enforcement officer finds that an imminent danger exists in a

workplace, he shall inform the affected employer and workers of the danger
and shall recommend to the Regional Director the issuance of an Order for
stoppage of operation or other appropriate action for the abatement of the
danger.
Pending the issuance of the Order the employer shall take appropriate
measures to protect the workers.
(3) Upon receipt of such recommendation, the Regional Director shall

immediately determine whether the danger exists and is of such a nature as
to warrant the issuance of a Stoppage Order or other appropriate action to
minimize the danger.
(4) The Order shall require specific measures that are necessary to avoid,
correct or remove such imminent danger and to prohibit the presence of any
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worker in such location where such danger exists, except those whose
presence are necessary to avoid, correct or remove such danger or to
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maintain a continuous process or operation. Where stoppage of operation is
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ordered, the Order shall allow such correction, removal or avoidance of
danger only where the same can be accomplished in a safe and orderly
manner.
(5) Immediately after the issuance of a Stoppage Order, the Regional Director
shall furnish the Secretary, through the Director, within forty-eight (48)
hours a copy of the Order and all pertinent papers relating thereto, together
with a detailed description of the work conditions sought to be corrected, the
safety and health rule violated by the employer, and the corrective measures
imposed. The Secretary shall review the Order issued by the Regional
Director and within a period of not more than five (5) working days, issue a
final Order either lifting or sustaining the Order of the Regional Director.
(6) The Order shall remain in effect until danger is removed or corrected.
1012.03: Suspension of Rules:
(1) The Secretary may issue to an employer-applicant a temporary order

suspending the affectivity date of a Rule or any part of this Standards for
the following reasons:
a. the unavailability of professional or technical personnel or of materials
and equipment needed to comply with the rule;
b. necessary construction or alteration of the prescribed facilities cannot be
completed on the affectivity date of the rule;
c. the employer is participating in experiments or studies approved or
conducted by the Bureau designed to demonstrate new techniques to
safeguard the safety and health of workers.
(2) In such a case, the employer-applicant shall establish:

a. the reason why he is applying for a suspension order, specifying the rule
or portion he seeks suspension of;
b. that he is taking all available and necessary steps to safeguard his
workers against the hazards covered by the rule, and that he is prescribing
necessary measures, methods, operations and practices which he must
adopt and use while the suspension is in effect;
c. that he has an effective program for coming into compliance with the rule
as quickly as possible, specifying a given date for compliance;
d. that he has informed his workers of the application and a copy of the
application and reasons thereof have been given to the workers or their duly
authorized representative.
(3) The application shall be submitted to the Regional Director or duly

authorized representative, as the case may be, who after hearing the
workers or their duly authorized representative shall evaluate and
recommend action to the Secretary, through the Director. He may issue an
interim order to be effective until the suspension order is issued by the
Secretary.
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(4) The suspension order, including the interim order, shall prescribe the
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must use and adopt while the order is in effect and while the program for
coming into compliance with the rule is being implemented.
(5) The suspension order shall not be in effect longer than the period needed
by the employer to come into compliance with the rule, or one year,
whichever is shorter, renewable for another year, subject to revocation or
shortening of the period by the Secretary, if such is warranted.
1012.04: Variation Order:
(1) If there shall be practical difficulty or unnecessary hardship in complying

with the requirements of any rule or provision of this Standards, the
Secretary, upon the recommendation of the Director, may issue an order
allowing a variation in complying with such requirements, provided that the
purpose of such rule or provision is substantially served and the safety and
health of the workers remain ensured. The employer affected by such rule or
provision may request in writing the Secretary, thru the Regional Labor
Office, to authorize such a variation stating the grounds for the request and
the measures to be taken or already being taken.
(2) An application for a variation shall contain:

a. a specification of the rule or provision or portion thereof from which the
employer is seeking a variation.
b. an attestation from technically qualified person that the employer is
unable to comply with the rule and detailed reasons thereof;
c. a detailed statement of the measure he will take or is already taking to
protect the workers against the hazards covered by the rule or provision;
and d. a certification that the workers have been informed and a copy of the
application has been furnished the workers or their duly authorized
representative.
(3) A variation order shall stipulate the conditions under which the variation
is permitted and shall be applicable and effective only to the particular
employer and operations covered by the Order. A variation order shall
remain in effect until revoked by the Secretary.
1013: Hazardous Workplaces:
For purposes of this Standards, the following are considered "hazardous

workplaces:"
a. Where the nature of work exposes the workers to dangerous
environmental elements, contaminants or work conditions including
ionizing radiation, chemicals, fire, flammable substances, noxious
components and the like;
b. Where the workers are engaged in construction work, logging, fire
fighting, mining, quarrying, blasting, stevedoring, dock work, deep-sea
fishing and mechanized farming;
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c. Where the workers are engaged in the manufacture or handling of

explosives and other pyrotechnic products;
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d. Where the workers use or are exposed to power driven or explosive
powder actuated tools;
e. Where the workers are exposed to biologic agents such as bacteria,
fungi, viruses, protozoas, nematodes, and other parasites.
OH & S FRAMEWORK
An AIM IS TO:
 Continuously improve the management and standard of OH&S
systems in the workplace for all employees, Temporary staff,
contractors, visitors and clients prescribed by legislation
 Provides a safe and healthy workplace for employees, temporary staff,
contractors and clients to our workplace.
 Increase employee, temporary staff, contractor, visitors and client
awareness and understanding of their personal responsibility and
accountability in regards to OH&S.
 Reinforce a culture of safe working practices in the workplace.
 Reduce or eliminate the workplace incidents and injuries.
 Return injured employees to the workforce at the earliest opportunity
 Reduce the cost of accidents and injuries to the business.
 Promote welfare of employees.
 Consult with employees on OH&S issues.
REASONABLE ACTION
We will take reasonable action to identify, evaluate and control factors in the
workplace which affect the safety, health and welfare of employees,
temporary staff, contractors, visitors and clients.
RESPONSIBLE OFFICER RESPONSIBILITIES
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The responsible officer is the Chief Executive Officer and is responsible for
safety across the whole business. The Responsible Officer will take
reasonable steps to ensure compliance is achieved as per the OHS&W Act,
by ensuring every manager and employee has a Safety Objective to achieve,
there is an adequately trained resource to address and deal with OH&S
matters and that funds are available to correct any potential hazards in the
business.
SENIOR MANAGEMENT RESPONSIBILITIES
Management will work with employees in pursuing the following courses of

action:
• Observing statutory and Valuation Exchange Pty Ltd standards
• Providing and maintaining a safe and healthy working environment
• Providing suitable means of access and egress to workplaces
• Developing, implementing and improving safe work systems
• Monitoring factors that may affect employees‘ occupational health, safety
and welfare
• Providing safe facilities and equipment and ensuring it is maintained in a
safe condition
• Recording and investigating accidents and incidents and implement
appropriate corrective actions.
Promptly and effectively dealing with occupational injury and ill health by
managing occupational rehabilitation programs
• Providing adequate welfare facilities for employees
EMPLOYEES RESPONSIBILITIES
Employees have a responsibility to take care of their own health and safety
and for that of other persons who may be affected by their acts or omissions.
EMPLOYEES ARE REQUIRED TO:
• Perform their work in a safe manner

• Ensure by their actions they do not put at risk the health and safety of
other employees, temporary staff, contractors, visitors and clients
• Cooperate with management in the implementation of OH&S initiatives
• Participate in rehabilitation programs
• Report workplace hazards immediately to their manager
• Report any incidents or injury which occurs at, or in connection with, their
work.
• Complete an incident or accident report form within 24 hours of any
incident or injury incurred.
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WORKPLACE HAZARD MANAGEMENT
HAZARD MANAGEMENT
A hazard can be defined as something that has the potential to cause harm,
injury or damage people or property. We recognizes that the identification,
assessment and control of hazards within the workplace is a key factor in
creating and maintaining a safe and healthy working environment.
Primary responsibility for workplace hazard identification, assessment and

control rests with Leaders. Through the effective management of hazards
leaders can significantly reduce the number and the severity of work related
injuries and illness thereby reducing the impact to both employees and the
company.
Hazard management is a fundamental element of an effective workplace

occupational health and safety management system designed to comply with
OH&S legislation. Identifying, assessing and controlling workplace hazards
and risks promptly will eliminate or reduce the likelihood of their causing
harm to employees who could become exposed to them.
This document provides guidance to managers and employees in regard to:

• Methods to hazard identification
• Risk assessment
• Risk control measures (using hierarchy of controls)
CONTROLLING WORKPLACE HAZARDS
Workplace hazards arise as a result of the activities performed, equipment

used and the physical and environmental conditions of the workplace. The
factors that create hazards can best be controlled by managers and
employees at the workplace. Therefore managers and employees must be
equipped with adequate knowledge, skills and an understanding of the
application of simple hazard management techniques in relation to their
own work environment.
TYPES OF HAZARDS
1. PHYSICAL HAZARD
A physical hazard is an agent, factor or circumstance that can cause harm
with or without contact. They can be classified as type of occupational
hazard or environmental hazard. Physical hazards include ergonomic
hazards, radiation, heat and cold stress, vibration hazards, and noise
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hazards.
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What are some examples of physical hazards?
A physical hazard is defined as "A factor within the environment that can
harm the body without necessarily touching it. Vibration and noise are
examples of physical hazards". Physical hazards include but aren't limited to
electricity, radiation, pressure, noise, heights and vibration amongst many
others.
What are the most common types of physical hazards?

Below are the four common types of hazards you should be aware of at
work.
This is the most common type of workplace hazards:
 slips
 trips
 falls
 exposure to loud noises
 working from heights
 vibrations
 unguarded machinery.
2. BIOLOGICAL HAZARDS
Biological hazards, also known as biohazards, refer to biological substances

that pose a threat to the health of living organisms, primarily that of
humans. This can include samples of a microorganism, virus or toxin (from
a biological source) that can affect human health.
What are the major biological hazards?

Sources of biological hazards may include bacteria, viruses, insects, plants,
birds, animals, and humans. These sources can cause a variety of health
effects ranging from skin irritation and allergies to infections (e.g.,
tuberculosis, AIDS), cancer and so on.
Sources of biological hazards may include bacteria, viruses, insects, plants,

birds, animals, and humans. These sources can cause a variety of health
effects ranging from skin irritation and allergies to infections (e.g.,
tuberculosis, AIDS), cancer and so on.
Examples of types of workplace hazards encountered may include:

 Glare or reflection on computer screens causing eye strain
 Moving heavy objects, over reaching causing strains and sprains
 Hazardous substances contained in chemicals used in the workplace
 Workstation design, desks, chairs, improper ergonomics causing
discomfort
 Work organization including hours of work, work loads and the nature
of the tasks undertaken
 They physical environment including such things as energy sources,
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air quality and house keeping

 Office layout, loose leads, telephone cables, opened drawers causing
slips and trips
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 Unsafe work practices, misusing furniture, equipment, hand tools
 Wet floors, loose carpet ends, cluttered storage space
 Lack of facilities and equipment maintenance
 Insufficient training, supervision or resources
STEPS IN THE RISK MANAGEMENT PROCESS
CHEMICAL HAZARDS
A chemical hazard is a type of occupational hazard caused by exposure to

chemicals in the workplace. Exposure to chemicals in the workplace can
cause acute or long-term detrimental health effects.
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Hazardous chemicals in the workplace are substances, mixtures and
materials that can be classified according to their health and
physicochemical risks and dangers.
Health hazards include skin irritants, carcinogens or respiratory sensitisers

that have an adverse effect on a worker's health as a result of direct contact
with or exposure to the chemical, usually through inhalation, skin contact
or ingestion.
Physicochemical hazards generally result from a substance's physical and

chemical properties, as is the case with flammable, corrosive, oxidising or
explosive substances.
A person conducting a business or undertaking has a primary duty to

ensure, so far as is reasonably practicable, that the health and safety of
workers and other people are not put at risk from the business's use,
handling or storage of hazardous chemicals.
The Work Health and Safety Regulations 2011 implement a system of

chemical hazard classification, labelling and safety data sheet requirements
based on the Globally Harmonised System of Classification and Labelling of
Chemicals (GHS). Transition to the GHS will occur over a five-year period
from 1 January 2012 until 31 December 2016.
 Airborne contaminants
 Asbestos
 Hazardous Chemicals
 Lead Risk Work
 Major Hazard Facilities
 Spray painting and powder coating
 Work requiring Health Monitoring
1. Airborne contaminants
Exposure to substances or mixtures in the workplace can occur through
inhalation, absorption through the skin or ingestion. Most exposure occurs
through the inhalation of vapors, dusts, fumes or gases. For some
chemicals, absorption through the skin may also be a main source of
exposure.
Risk
The response of the body from exposure to substances and mixtures
depends on the nature of the substance, the health effects it can cause and
the amount of the substance or mixture absorbed by the body. Individuals
also have differing abilities to metabolize chemicals which can cause
significant changes in the toxic effects between people. The extent to which a
person is exposed depends on the concentration of the substance or mixture
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in the air, the amount of time exposed and the effectiveness of risk controls.
Substances and mixtures may cause immediate and negative health effects
or it may be decades before effects on the body become evident.
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2. Asbestos
Currently, 500 men and 100 women develop mesothelioma in Australia
every year. This is predicted to rise to 900 by 2020.1At this point it is
expected that there will be between 30–40 000 people diagnosed with
asbestos-related disease.2
Asbestos is a naturally occurring, fibrous silicate mineral. Exposure to

asbestos fibers in the air can cause a range of lung diseases and diseases of
related tissue, including asbestosis and mesothelioma, a form of cancer
which is usually fatal.
3. Hazardous Chemicals
Hazardous chemicals in the workplace are substances, mixtures and
materials that are classified according to their health and physicochemical
risks and dangers.
Hazards include skin irritants, carcinogens or respiratory sensitisers that

have an adverse effect on a worker‘s health as a result of direct contact with
or exposure to the chemical, usually through inhalation, skin contact or
ingestion.
Physicochemical hazards generally result from a substance‘s physical and

chemical properties, as is the case with flammable, corrosive, oxidising or
explosive substances.
Risk
Hazardous chemicals may present an immediate or long term risk to human
health through their toxicological properties, or a risk to safety of persons
and property as a result of their physicochemical hazards. Risks include
 Fire and smoke related injuries

 Explosion related injuries
 Skin exposure: symptoms include skin dryness, blistering, redness,
rashes, and itching.
 Eye exposure: the most common symptoms of eye exposure are
burning, itching, and watering of the eyes.
 Respiratory tract exposure: symptoms may include headache, nose
and throat irritation, dizziness, and disorientation.
 Chronic disease
4. Lead Risk Work

Please note: The definition of Lead Risk Work herein may not represent a
legal definition.
Work that involves the potential exposure to lead is regulated due to the
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potential long-term harmful effects that can occur at relatively low

exposures to lead compounds. Lead risk work occurs when the blood lead
level of a worker involved in a lead process might reasonably be expected to
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rise above 1.45 µmol/L (30 µg/dL) or 10 µg/dL (0.48 µmol/L) for a female
worker of reproductive capacity.
Persons conducting a business or undertaking (PCBUs) are required to

assess each lead process carried out at a workplace to determine whether
lead risk work is being carried out in the process and provide a notification
to Comcare accordingly.
Risk
There are significant risks for workers involved with lead related work, if
lead levels in the body get too high it can cause headaches, tiredness,
irritability, constipation, nauseam stomach pains, anaemia and weight loss.
Continuous uncontrolled exposure can cause more serious symptoms such
as kidney damage, nerve and brain damage and infertility.
5. Major Hazard Facilities

Major Hazard Facilities (MHFs) are sites that store, handle and process large
quantities of hazardous chemicals and dangerous goods, including
explosives that exceed specified threshold quantities. Examples include:
 chemical manufacturing
 gas processing plants
 LPG storage and distribution facilities
 Some warehouses and transport depots.
Risk
 explosion/ fire or chemical release impacting on surrounding areas
ERGONOMIC HAZARDS
An ergonomic hazard is a physical factor within the environment that harms

the musculoskeletal system. Ergonomic hazards include themes such as
repetitive movement, manual handling, workplace/job/task design,
uncomfortable workstation height and poor body positioning.
Ergonomics is the study of how a workplace, the equipment used there and
the work environment itself can best be designed for comfort, efficiency,
safety and productivity. Often we can improve our levels of comfort and
productivity with relatively simple changes.
Although ergonomics is a broad field, the main areas of concern for

workplaces and employees will often relate to:
 workstations (sitting and standing)

 equipment layout and operation
 computer systems
 noise
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 lighting
 thermal comfort
 maintenance tasks performed on plant items.
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Ergonomic issues can be associated with a wide range of concerns including
the physical design of workstations, workspaces, the working environment,
tools, vehicles, computer programs and plant. It can also involve cognitive
processes such as those involved with workload, decision making, skilled
performance and stress. There are procedures for dealing with all these
issues to make sure any difficulties are addressed.
 Confined spaces
 Virtual office
 Officewise
Confined spaces
Hazard, Risk and Remedy information herein adapted from Safe Work
Australia material. Definition of Confined Spaces herein may not represent a
legal definition.
Regulation 5 of the Work Health and Safety Regulations 2011 (WHS

Regulations)defines a confined space as an enclosed or partially enclosed
space that is at atmospheric pressure while occupied and is not intended to,
or designed, primarily as a place of work; and may, amongst other things
have a restricted means of entry and exit.
Risks
Regulation 5 of the WHS Regulations also defines confined spaces as an
enclosed or partially enclosed space that is, or is likely to be a risk to health
and safety from:
 An atmosphere that does not have safe oxygen levels.

 Contaminants including airborne gases, vapors and dusts that may
cause injury from fire or explosion.
 Harmful concentrations of any airborne contaminants.
 Potential engulfment.
The following may not be included within this definition of a confined space:
 A mine shaft or the workings of a mine.

 Places that are intended for human occupancy and have adequate
ventilation, lighting and safe means of entry and exit, such as offices
and workshops.
 Enclosed or partially enclosed spaces that at particular times have
harmful airborne contaminants but are designed for a person to
occupy, for example abrasive blasting or spray painting booths.
 Enclosed or partially enclosed spaces that are designed to be
occasionally occupied by a person if the space has a readily and
conveniently accessible means of entry and exit via a doorway at
ground level, for example: a cool store accessed by a LPG forklift to
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move stock – although the use of a LPG forklift in a cool store can be
hazardous, the door at ground level means that once the alarm is
raised, escape and rescue can happen quickly.
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 A fumigated shipping container with a large ground level opening will
facilitate easy escape and rescue.
 Trenches are not considered confined spaces based on the risk of
structural collapse alone, but will be confined spaces if they
potentially contain concentrations of airborne contaminants that may
cause impairment, loss of consciousness or asphyxiation.
RESPONSE
Response means actions taken in anticipation of, during, and immediately

after an incident to make sure its effects are minimized, and that people
affected are supported. (Adapted from National Strategy for Disaster
Resilience: Building our nation‘s resilience to disasters)
To respond to something is to react to a stimulus. In terms of work health

and safety this means responding to incidents, hazards, claims and the
needs of workers. You will also have emergency response plans for
workplace evacuations and medical response.
Response includes immediate support after an incident, through to

conducting an investigation into the root causes of incidents and
implementing changes to prevent recurrence.
The following topics are included:

 incident notification to your legislative obligation
 site preservation of a notifiable incident
 investigations
Psychological Factors
Such factors include many mental states, psychological traits, or aspects of

the social environment with a negative connotation. In this article we
consider ―psychosocial factors‖ to be any exposure that may influence a
physical health outcome through a psychological mechanism.
What are examples of psychological factors?

There are two main ways that psychological factors can influence physical
conditions: direct and indirect. Direct factors lead to a physical complication
just because you have the psychological issue. For example, depression is a
direct factor on insomnia; just having depression can lead to insomnia.
Physiological Factor
What is physiological factor?

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 of or relating to physiology
 characteristic of or appropriate to an organism's healthy or normal
functioning the sodium level was physiological
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 differing in, involving, or affecting physiological factors a physiological
strain of bacteria.
DEFINITIONS
Terms associated with hazard management are defined below.
Hazard - a condition or situation that has the potential to cause harm to

people at work.
Risk - is the likelihood that exposure to the hazard will cause harm to
people at work and the seriousness of that harm.
ERGONOMICS
Ergonomics (or human factors) is the scientific discipline concerned with

the understanding of interactions among humans and other elements of a
system, and the profession that applies theory, principles, data and methods
to design in order to optimize human well-being and overall system
performance.
Human Factors and Ergonomics (HF&E), also known as comfort design,

functional design, and systems, is the practice of designing products,
systems, or processes to take proper account of the interaction between
them and the people who use them.
The field has seen contributions from numerous disciplines, such as

psychology, engineering, biomechanics, industrial design, physiology, and
anthropometry. In essence, it is the study of designing equipment and
devices that fit the human body and its cognitive abilities. The two terms
"human factors" and "ergonomics" are essentially synonymous.
According to the International Ergonomics Association, within the

discipline of ergonomics there exist domains of specialization:
PHYSICAL ERGONOMICS
Physical ergonomics is concerned with human anatomy, and some of the

anthropometric, physiological and bio mechanical characteristics as they
relate to physical activity. Physical ergonomic principles have been widely
used in the design of both consumer and industrial products. Physical
ergonomics is important in the medical field, particularly to those diagnosed
with physiological ailments or disorders such as arthritis (both chronic and
temporary) or carpal tunnel syndrome. Pressure that is insignificant or
imperceptible to those unaffected by these disorders may be very painful, or
render a device unusable, for those who are. Many ergonomically designed
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products are also used or recommended to treat or prevent such disorders,

and to treat pressure-related chronic pain.
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One of the most prevalent types of work-related injuries is musculoskeletal
disorder. Work-related musculoskeletal disorders (WRMDs) result in
persistent pain, loss of functional capacity and work disability, but their
initial diagnosis is difficult because they are mainly based on complaints of
pain and other symptoms. Certain jobs or work conditions cause a higher
rate of worker complaints of undue strain, localized fatigue, discomfort, or
pain that does not go away after overnight rest. These types of jobs are often
those involving activities such as repetitive and forceful exertions; frequent,
heavy, or overhead lifts; awkward work positions; or use of vibrating
equipment.
The Occupational Safety and Health Administration (OSHA) have found

substantial evidence that ergonomics programs can cut workers'
compensation costs, increase productivity and decrease employee turnover.
Therefore, it is important to gather data to identify jobs or work conditions
that are most problematic, using sources such as injury and illness logs,
medical records, and job analyses.
COGNITIVE ERGONOMICS
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Cognitive ergonomics is concerned with mental processes, such as

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interactions among humans and other elements of a system.[5] (Relevant
topics include mental workload, decision-making, skilled performance,
human reliability, work stress and training as these may relate to human-
system and Human-Computer Interaction design.
Cognitive ergonomics, defined by the International Ergonomics Association

"is concerned with mental processes, such as perception, memory,
reasoning, and motor response, as they affect interactions among humans
and other elements of a system. The relevant topics include mental
workload, decision-making, skilled performance, human-computer
interaction, human reliability, work stress and training as these may relate
to human-system design. "Cognitive ergonomics studies cognition in work
and operational settings, in order to optimize human well-being and system
performance. It is a subset of the larger field of human factors and
ergonomics.‖
ORGANIZATIONAL ERGONOMICS
Organizational ergonomics is concerned with the optimization of socio-

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technical systems, including their organizational structures, policies, and

processes. (Relevant topics include communication, crew resource
management, work design, work systems, design of working times,
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teamwork, participatory design, community ergonomics, cooperative work,
new work programs, virtual organizations, telework, and quality
management.)
Why should you have health and safety policies and procedures?
Health and safety policies and procedures are part of a framework for
effective health and safety management. A general health and safety policy
states management‘s intention to provide a safe and healthy workplace, and
states the health and safety goals of a workplace. It should also demonstrate
the employer‘s acknowledgment of their legal duties and their intention to
voluntarily comply with those duties.
Specific policies and procedures address particular issues or hazards. They

are administrative measures to control workplace hazards and should be
used together with other hazard control measures to eliminate or reduce the
risk of workplace illness or injury.
An objective of the Occupational Health and Safety Act 1985 is the

elimination, at the source, of risks to the health, safety and welfare of
persons at work. Regulations supporting the Occupational Health and
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Safety Act require the elimination of risks as the first step in risk control.
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For example:
Elimination — eliminating toxic substances, hazardous plant or processes

which are not necessary to a system of work.
If risks cannot be eliminated, occupational health and safety legislation

requires that they be reduced so far as is practicable by using one or more
of the allowing methods:
Substitution — substituting a toxic substance, hazardous plant or process

with one known to be less harmful to health. Substitution is not only a
preferred control method, it may also be the least expensive. For example,
substituting a less hazardous material to control a vapor hazard makes
more sense than installing an expensive ventilation system.
Isolation — enclosing or isolating a hazard such as a toxic substance, plant

or process from employees, to eliminate or reduce the risk of injury or
illness. Using a fume cupboard or sound enclosure booths are examples of
moving a hazardous process away from the main work area (and other
employees) to a site where emissions can be controlled.
Engineering controls — changing processes, equipment or tools, for

example:
 machine guards and machine operation controls;
 ventilation to remove chemical fumes and dusts, and using wetting
down techniques to minimize dust levels;
 changing layout of work levels to minimize bending and twisting
during manual handling.
If a risk to workplace health and safety remains after the above methods
have been used, administrative controls should be applied or, if these are
still not adequate, personal protective clothing and equipment worn. These
methods of risk control are not preferred because the source of the risk is
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Too many people are killed and maimed at work each year.
What is a Hazard?
When we refer to hazards in relation to occupational safety and health the

most commonly used definition is ‗A Hazard is a potential source of harm or
adverse health effect on a person or persons‘.
The terms Hazard and Risk are often used interchangeably but this simple
example explains the difference between the two.
If there was a spill of water in a room then that water would present a
slipping hazard to persons passing through it. If access to that area was
prevented by a physical barrier then the hazard would remain though the
risk would be minimized.
What is Risk?
When we refer to risk in relation to occupational safety and health the most
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commonly used definition is ‗risk is the likelihood that a person may be

harmed or suffers adverse health effects if exposed to a hazard.‘
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Categorizing Risk
The level of risk is often categorized upon the potential harm or adverse
health effect that the hazard may cause the number of times persons are
exposed and the number of persons exposed. For example exposure to
airborne asbestos fibers will always be classified as high because a single
exposure may cause potentially fatal lung disease, whereas the risk
associated with using a display screen for a short period could be
considered to be very low as the potential harm or adverse health effects are
minimal.
What are Control Measures?
CONTROL MEASURES include actions that can be taken to reduce the

potential of exposure to the hazard, or the control measure could be to
remove the hazard or to reduce the likelihood of the risk of the exposure to
that hazard being realized. A simple control measure would be the secure
guarding of moving parts of machinery eliminating the potential for contact.
When we look at control measures we often refer to the hierarchy of control
measures.
1. Eliminate the hazard Elimination of the hazard is not

always achievable though it does
totally remove the hazard and
thereby eliminates the risk of
exposure. An example of this would
be that petrol station attendants in
Ireland are no longer exposed to the
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risk of chronic lead poisoning

following the removal of lead from
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2. Substitute the hazard with a Substituting the hazard may not
lesser risk remove all of the hazards associated
with the process or activity and may
introduce different hazards but the
overall harm or health effects will be
lessened. In laboratory research,
toluene is now often used as a
substitute for benzene. The solvent-
properties of the two are similar but
toluene is less toxic and is not
categorized as a carcinogen although
toluene can cause severe
neurological harm.
3. Isolate the hazard Isolating the hazard is achieved by
restricting access to plant and
equipment or in the case of
substances locking them away under
strict controls. When using certain
chemicals then a fume cupboard can
isolate the hazard from the person,
similarly placing noisy equipment in
a non-accessible enclosure or room
isolates the hazard from the
person(s).
4. Use engineering controls Engineering Controls involve
redesigning a process to place a
barrier between the person and the
hazard or remove the hazard from
the person, such as machinery
guarding, proximity guarding,
extraction systems or removing the
operator to a remote location away
from the hazard.
5. Use administrative controls Administrative controls include
adopting standard operating
procedures or safe work practices or
providing appropriate training,
instruction or information to reduce
the potential for harm and/or
adverse health effects to person(s).
Isolation and permit to work
procedures are examples of
administrative controls.
6. Use personal protective Personal protective equipment
equipment (PPE) include gloves, glasses,
earmuffs, aprons, safety footwear,
dust masks which are designed to
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reduce exposure to the hazard. PPE

is usually seen as the last line of
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conjunction with one or more of the
other control measures. An example
of the weakness of this control
measure is that it is widely
recognized that single-use dust
masks cannot consistently achieve
and maintain an effective face piece-
to-face seal, and cannot be
adequately fit-tested and do not offer
much, if any real protection against
small particulates and may lead to a
false sense of security and increase
risk. In such instances an extraction
system with fitted respirators may be
preferable where the hazard may
have significant health effects from
low levels of exposure such as using
isocyante containing chemicals.
What is Risk Assessment?
Risk Assessment is where the severity of the Hazard and its potential
outcomes are considered in conjunction with other factors including the
level of exposure and the numbers of persons exposed and the risk of that
hazard being realized. There are a number of different formulae used to
calculate the overall risk from basic calculations using high, medium and
low categories to complicated algorithms to calculate risks at Nuclear power
stations and other high risk work locations.
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SELF CHECK 4.1.2
CHOOSE THE LETTER OF THE CORRECT ANSWER
1. Is an agent, factor or circumstance that can cause harm with or without

contact.
A. Physical Hazard
B. Biological Hazards
C. Chemical Hazards
D. Ergonomic Hazards
2. Is a physical factor within the environment that harms the

musculoskeletal system.
A. Physical Hazard
C. Chemical Hazards
3. Is a type of occupational hazard caused by exposure to chemicals in the

workplace.
A. Physical Hazard
C. Chemical Hazards
4. Refer to biological substances that pose a threat to the health of living

organisms, primarily that of humans.
A. Physical Hazard
C. Chemical Hazards
5. Means actions taken in anticipation of, during, and immediately after an

incident to make sure its effects are minimized, and that people affected are
supported.
A. Support
B. Response
C. React
D. None of the above
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ANSWER KEY 4.1.2
1. Is an agent, factor or circumstance that can cause harm with or without
contact.
A. Physical Hazard
C. Chemical Hazards
2. Is a physical factor within the environment that harms the

musculoskeletal system.
A. Physical Hazard
C. Chemical Hazards
3. Is a type of occupational hazard caused by exposure to chemicals in the

workplace.
A. Physical Hazard
C. Chemical Hazards
4. Refer to biological substances that pose a threat to the health of living

organisms, primarily that of humans.
A. Physical Hazard
C. Chemical Hazards
5. Means actions taken in anticipation of, during, and immediately after an

incident to make sure its effects are minimized, and that people affected are
supported.
A. Support
B. Response
C. React
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“CONTINGENCY MEASURES AND PROCEDURES”
INTRODUCTION
A contingency plan is a course of action designed to help an organization

respond effectively to a significant future event or situation that may or may
not happen. A contingency plan is sometimes referred to as "Plan B,"
because it can be also used as an alternative for action if expected results
fail to materialize.
A contingency plan is a course of action designed to help an organization

respond effectively to a significant future event or situation that may or may
not happen.
A contingency plan is sometimes referred to as "Plan B," because it can be

also used as an alternative for action if expected results fail to materialize.
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Contingency planning is a component of business continuity, disaster

recovery and risk management.
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The seven-steps outlined for a contingency plan are:
1. Develop the contingency planning policy statement. A formal policy

provides the authority and guidance necessary to develop an effective
contingency plan.
2. Conduct the business impact analysis (BIA). The BIA helps identify and
prioritize information systems and components critical to supporting the
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organization‘s mission/business functions.

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3. Identify preventive controls. Measures taken to reduce the effects of
system disruptions can increase system availability and reduce contingency
life cycle costs.
4. Create contingency strategies. Thorough recovery strategies ensure that

the system may be recovered quickly and effectively following a disruption.
5. Develop an information system contingency plan. The contingency plan

should contain detailed guidance and procedures for restoring a damaged
system unique to the system‘s security impact level and recovery
requirements.
6. Ensure plan testing, training and exercises. Testing validates recovery

capabilities, whereas training prepares recovery personnel for plan
activation and exercising the plan identifies planning gaps; combined, the
activities improve plan effectiveness and overall organization preparedness.
7. Ensure plan maintenance. The plan should be a living document that is

updated regularly to remain current with system enhancements and
organizational changes.
EVACUATION
Plan to Evacuate
A wide variety of emergencies may cause an evacuation. In some instances
you may have a day or two to prepare, while other situations might call for
an immediate evacuation. Planning ahead is vital to ensuring that you can
evacuate quickly and safely, no matter what the circumstances.
Before an Evacuation
 Learn the types of disasters that are likely in your community and the
local emergency, evacuation, and shelter plans for each specific
disaster.
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 Plan how you will leave and where you will go if you are advised to
evacuate.
o Identify several places you could go in an emergency such as a
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friend‘s home in another town or a motel. Choose destinations
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in different directions so that you have options during an
emergency.
o If needed, identify a place to stay that will accept pets. Most
public shelters allow only service animals.
o Be familiar with alternate routes and other means of
transportation out of your area.
o Always follow the instructions of local officials and remember
that your evacuation route may be on foot depending on the
type of disaster.
 Develop a family/household communication and re-unification plan
so that you can maintain contact and take the best actions for each of
you and re-unite if you are separated.
 Assemble supplies that are ready for evacuation, both a ―go-bag‖ you
can carry when you evacuate on foot or public transportation and
supplies for traveling by longer distances if you have a personal
vehicle.
 If you have a car:
o Keep a full tank of gas in it if an evacuation seems likely. Keep a
half tank of gas in it at all times in case of an unexpected need
to evacuate. Gas stations may be closed during emergencies and
unable to pump gas during power outages. Plan to take one car
per family to reduce congestion and delay.
o Make sure you have a portable emergency kit in the car.
 If you do not have a car, plan how you will leave if needed. Make
arrangements with family, friends or your local government.
During an Evacuation
 A list of open shelters can be found during an active disaster in your
local area by downloading the FEMA app
 Listen to a battery-powered radio and follow local evacuation
instructions.
 Take your emergency supply kit.
 Leave early enough to avoid being trapped by severe weather.
 Take your pets with you, but understand that only service animals
may be permitted in public shelters. Plan how you will care for your
pets in an emergency now.
 If time allows:
o Call or email the out-of-state contact in your family
communications plan. Tell them where you are going.
o Secure your home by closing and locking doors and windows.
o Unplug electrical equipment such as radios, televisions and
small appliances. Leave freezers and refrigerators plugged in
unless there is a risk of flooding. If there is damage to your
home and you are instructed to do so, shut off water, gas and
electricity before leaving.
150
o Leave a note telling others when you left and where you are
going.
o Wear sturdy shoes and clothing that provides some protection
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such as long pants, long-sleeved shirts and a hat.
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o Check with neighbors who may need a ride.
 Follow recommended evacuation routes. Do not take shortcuts; they
may be blocked.
 Be alert for road hazards such as washed-out roads or bridges and
downed power lines. Do not drive into flooded areas.
After an Evacuation
If you evacuated for the storm, check with local officials both where you‘re
staying and back home before you travel.
 Residents returning to disaster-affected areas after significant events

should expect and prepare for disruptions to daily activities, and
remember that returning home before storm debris is cleared is
dangerous.
 Let friends and family know before you leave and when you arrive.
 Charge devices and consider getting back-up batteries in case power-
outages continue.
 Fill up your gas tank and consider downloading a fuel app to check for
outages along your route.
 Bring supplies such as water and non-perishable food for the car ride.
 Avoid downed power or utility lines; they may be live with deadly
voltage.
 Stay away and report them immediately to your power or utility
company.
 Only use generators away from your home and NEVER run a
generator inside a home or garage, or connect it to your home's
electrical system.
ISOLATION
Isolation is the process or fact of isolating or being isolated and may refer to:
1. Sociology
2. Psychology
3. Other related human-related issues
 Isolation (health care), various measures taken to prevent contagious

diseases from being spread
 Isolation ward, a separate ward used to isolate patients suffering from
infectious diseases
 Isolation (psychology), a defense mechanism in psychoanalytic theory
first proposed by Sigmund Freud
 Isolation to facilitate abuse
 Emotional isolation
 Social isolation
151
 Solitary confinement, a special form of imprisonment in which a

prisoner is isolated from most or all human contact
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 Solitude, a state of seclusion or isolation, i.e., lack of contact with
people
 Isolation effect or Von Restorff effect, a psychological effect of
distinctive items more easily 'remembered'
What does isolation do to a person?

Mental Health and Isolation. Isolation can increase the risks of mental
health issues such as depression, dementia, social anxiety, and low self-
esteem. ... For example, a person might develop depression because of
intense loneliness, then feel even more isolated because of their depression.
What causes social isolation?

Causes include physical disabilities or illness, advanced age, developmental
delays, intellectual disabilities, neurological disorders, and mental illness.
Effects of social isolation include loneliness, depression, a shortened life
span, increased illness, hallucinations, and delusions.
DECONTAMINATION
Decontamination (sometimes abbreviated as decon, dcon, or decontam) is
the process of cleansing an object or substance to remove contaminants
such as micro-organisms or hazardous materials, including chemicals,
radioactive substances, and infectious diseases.
Levels of decontamination
The effectiveness of decontamination ranges from high-level sterilization to
simple cleaning with soap and water. Levels of decontamination include:
 Sterilization uses a physical or chemical procedure to destroy all

microbial life, including highly resistant bacterial endospores.
 Disinfection uses a liquid chemical to eliminate virtually all
pathogenic microorganisms, with the exception of bacterial spores, on
work surfaces and equipment. Effectiveness is influenced by the kinds
and numbers of organisms, the amount of organic matter, the object
to be disinfected, and chemical exposure time, temperature, and
concentration.
 Antisepsis is the application of a liquid antimicrobial chemical to skin
or living tissue to inhibit or destroy microorganisms. It includes
swabbing an injection site on a person or animal and hand washing
with germicidal solutions. Manufacturer recommendations for
appropriate use of germicides should always be followed.
 Cleaning uses water, detergent, and some mechanical action such as
scrubbing with a gloved hand or brush. Cleaning is often a required
step before sterilization or disinfection of inanimate objects because it
removes all material such as soil or organic material and reduces the
number of microorganisms on an object.
152
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EMERGENCY PERSONNEL
Emergency Personnel is a bespoke emergency care agency working across
the country, specializing in providing short notice, temporary, contract and
permanent staff. Our 24/7 on the road nurse assessor‘s available across the
country provides Emergency Personnel with a distinct advantage in the
healthcare industry providing emergency Care. Our continued success is
based on having a remarkable sense of purpose-to provide outstanding
Emergency care. These include homecare, NHS & private hospitals,
nursing/ residential homes, mental health organizations, international
nursing and community care.
Emergency Personnel‘s growing reputation has been built by proving last

minute Emergency Care packages across the country, each tailored to our
client‘s specific requirements.
EMERGENCY SERVICE
Emergency services and rescue services are organizations which ensure

public safety and health by addressing different emergencies. Some of these
agencies exist solely for addressing certain types of emergencies whilst
others deal with ad hoc emergencies as part of their normal responsibilities.
Many of these agencies engage in community awareness and prevention
programs to help the public avoid, detect, and report emergencies effectively.
The availability of emergency services depends very heavily on location, and

may in some cases also rely on the recipient giving payment or holding
suitable insurance or other surety for receiving the service.
153
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SELF CHECK 4.1-3
CHOOSE THE LETTER OF THE CORRECT ANSWER
1. Is a course of action designed to help an organization respond effectively

to a significant future event or situation that may or may not happen.
A. Risk Management Plan
B. Contingency Plan
C. Basic Need Plan
D. Evacuation Plan
2. Is the process of cleansing an object or substance to remove

contaminants such as micro-organisms or hazardous materials, including
chemicals, radioactive substances, and infectious diseases?
A. Decontamination
B. Isolation
C. Evacuation
3. Uses a physical or chemical procedure to destroy all microbial life,

including highly resistant bacterial endospores.
A. Antisepsis
B. Sterilization
C. Cleaning
D. Antisepsis
4. Uses a liquid chemical to eliminate virtually all pathogenic

microorganisms, with the exception of bacterial spores, on work surfaces
and equipment.
A. Antisepsis
B. Disinfection
C. Cleaning
D. Antisepsis
5. Uses water, detergent, and some mechanical action such as scrubbing

with a gloved hand or brush.
A. Antisepsis
B. Disinfection
C. Cleaning
D. Antisepsis
154
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ANSWER KEY 4.1-3
1. Is a course of action designed to help an organization respond effectively
to a significant future event or situation that may or may not happen.
A. Risk Management Plan
B. Contingency Plan
C. Basic Need Plan
D. Evacuation Plan
2. Is the process of cleansing an object or substance to remove

contaminants such as micro-organisms or hazardous materials, including
chemicals, radioactive substances, and infectious diseases?
A. Decontamination
B. Isolation
C. Evacuation
3. Uses a physical or chemical procedure to destroy all microbial life,

including highly resistant bacterial endospores.
A. Antisepsis
B. Sterilization
C. Cleaning
D. Antisepsis
4. Uses a liquid chemical to eliminate virtually all pathogenic

microorganisms, with the exception of bacterial spores, on work surfaces
and equipment.
A. Antisepsis
B. Disinfection
C. Cleaning
D. Antisepsis
5. Uses water, detergent, and some mechanical action such as scrubbing

with a gloved hand or brush.
A. Antisepsis
B. Disinfection
C. Cleaning
D. Antisepsis
155
= = = = = END = = = = =
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MySALON

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TRAINING REGULATIONS

BEAUTY CARE SERVICES (NAIL CARE) NC II

The BEAUTY CARE SERVICES (NAIL CARE) NC II Qualification consists of

The Units of Competency comprising this Qualification include the following:

Unit Code BASIC COMPETENCIES

Unit Code COMMON COMPETENCIES

Unit Code CORE COMPETENCIES

The “BASIC COMPETENCY” a competency which comprises the

The module, contains training materials and activities related to

In this module, you are required to go through a series of learning

 Read information sheets and complete the Self-Check activity.

You must pass the Institutional Competency Evaluation for this

 Been working for some time.

If you can demonstrate to your trainer that you are competent in a

It is important to use appropriate sources to support your writing. So what

A person belonging to a specific group of people involved in attempting to

the journey, as well as the achievements.

If you‘re not intrinsically motivated to perform the daily tasks in your

Most people have experienced the poisonous atmosphere of working with a

If a person‘s working environment reinforces that reliability is not rewarded,

Reliability can be improved by implementing flexible working practices.

When rapport is based on authenticity rather than falsehood, this creates

also produce greater results for the organization.

Research shows that positive employees are 12% more productive.

State transference is accentuated when you‘re in a higher status position to

Sure, employees of the Patrick Bateman variety can get ahead by

Fortunately, empathy isn‘t a fixed attribute – it‘s something you can

If a colleague has donned headphones and is exhibiting closed body

Arguably the most important communication skill is knowing how to give

Being a good communicator also means knowing when to stay silent.

When you have a positive self-image, you‘re less inclined to engage in

Being in a romantic relationship with someone who is insecure, needy and

10. Able to multitasking

Naturally, procrastination is the antithesis of multitasking. If you‘re avoiding

Detail-oriented employees are great at reading body language and

Adaptability also means being flexible to the working habits and

14. Understands the Industry

By reading industry periodicals and regularly checking what the competition

James Dyson created over 5,000 failed prototypes of a bagless vacuum

cleaner before he was eventually successful. Even then, he had enormous

a threat for the manufacturers of vacuum bags.

A supplier is a person, organization, or other entity that provides something

BusinessDictionary.com has the following definition of the term:

―A party that supplies goods or services. A supplier may be distinguished

What trade mean?

What are the types of trade?

1. A person belonging to a specific group of people involved in attempting to

2. Is being able to accept your weaknesses while focusing all of your

4. Doesn‘t mean you‘re incapable of grasping grand visions, it just means

5. This comes down to a willingness to learn new information and pick up

2. Is being able to accept your weaknesses while focusing all of your

4. Doesn‘t mean you‘re incapable of grasping grand visions, it just means

5. This comes down to a willingness to learn new information and pick up

Medium is an online publishing platform developed by Evan Williams, and

10 Insanely Good Reasons You Should Publish On Medium

What is Medium all about?

A memorandum is a written message that may be used in a business office.

2. Trip Report Memo

4. Field report memo

A field or lab report memo has the following structure:

Communication is conducted in a circular manner around the main point.

Notice is the legal concept describing a requirement that a party be aware of