Employee Health Safety

M.KASHIF.AMIN
KASHIF SAFFIQUE
FARAZ JAFRI
BILAL

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 What is Health ?
 Health at the organizational level
now includes human resource factors
such as turnover rates, the number
of grievances, and the overall morale
of employees of the organization

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 SAFETY ??
 Being protected from the event or from
exposure to something that causes health
or economical losses.
physical
physical

Damage,
error,
Financial
accidents,
harm
Protected
protected

Social Emotional
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 SAFTEY AND HEALTH ADD
VALUES
SAVE :-
 Employer money
 Lower workers compensation insurance costs
 Reduced medical expenditures
 Fewer faulty products
 Lower costs for job accommodations for injured
workers
 Less money spent for overtime benefits.
 Recent estimates of occupational injuries at close
to $170 billion - expenditures that come
straight out of company profits.
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 Cont…
Also create big reductions in indirect
costs:-
 increased productivity

 higher quality products

 increased morale

 better labor/management relations

 reduced turnover

 better use of human resources.

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 EMPLOYEE RIGHTS AND
RESPOSIBILITES
Rights
 To have any risks to your health and

safety properly controlled.

 To be provided, free of charge, with

any personal protective and safety

equipment
 To have rest breaks during the

working day, and to have annual

paid holiday.
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 RESPONSIBILTIES
 Each employee is to place safety and
health requirements as first
importance in the performance of
their work duties.
 Every employee is required to
participate in the States program to
ensure that quality service.
 Do not use defective tools and other
equipment without proper guarding.
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 SOP IN CASE OF EMERGENCY
 EMERGENCY RESPONSE PLAN

 ELECTRICAL SAFETY

 FIRE PREVENTION

 FIRST AID

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 Internal Factors
 Internal factors in health and safety
include:
• Job stress
• Safety
• Diversity and discrimination
• Sexual harassment, violence, and
incivility

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 Job Stress
 A 2002 national survey found that
half of all workers see job stress as a
major problem, which is over double
the proportion who expressed this
view just 10 years earlier

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 Job Role Stressors
 Role ambiguity - lack of clarity and
specificity about one’s occupational
role responsibilities
 Role conflict - the presence of
competing or incompatible role
demands

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 Job Stressors Continued
 Role overload - having too much
work to do, too little time to do that
work, and/or not having the
resources to complete the work
required

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 Emerging Job Stressors
 Conflict between work and family
roles
 Technological advances – may blur
work and nonwork roles
 Increased service industry jobs may
require more emotional regulation
due to frequent customer interaction

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 Safety
 The overall number of occupational
injuries and days missed due to
injuries has declined between 1990
and 2005
 With the expansion of service-
producing businesses, we have seen
an increase in the number of deaths
in the retail and transportation
industries
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 How to Improve Safety
 Safety climate - refers to the shared
perceptions of an organization’s
policies, practices, and procedures
with respect to the priority placed on
safety
 Work design- creating physical
barriers between employees and
known hazards

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 Technology
 Technology can lead to safety issues
through:
• New machinery
• Extensive computer usage

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 Diversity and Discrimination
 Discrimination is associated with
negative mental health outcomes
 Diversity can increase stress and
make communication with coworkers
more difficult

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Sexual Harassment, Violence, and
Incivility
 Increases in the service industry will
increase the potential for aggression
from customers
 Sexual harassment may lead to
psychological distress and overall
health issues

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 HR Responses
 Organizational health and safety
interventions can be classified into
two general categories:
• Initiatives that reduce and prevent
strain and injury from occurring in the
first place
• Initiatives that help to rehabilitate
individuals who have already
experienced strain and injury
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 Preventative Interventions
 Primary interventions - aimed at
reducing or eliminating the source of
strain and risk in the workplace and
are targeted at everyone
 Secondary interventions - target
individuals that are particularly at
risk and help them to manage the
causes of stress, strain, and injury

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 Compensation
*Employees receive compensation from a
company in return for work they performed.

*Compensation is much more than just the

monetary rewards provided by an employer.

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 Compensation Plans

*Incentive Compensation Plan.

*Skill-Based or Knowledge-Based
Compensation
. .

*Team-Based Compensation.

*Performance-Based Compensation.

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 Employee Involvement and Job
Enrichment
*Employee Involvement In Safety &
Health Programs.

Experience has shown that a further

basic requirement of any good safety
and health program regardless of
size or type of workplace is to ensure
employee participation in the design
and operation of the program.
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 Diversity Training

 The basic idea of such training is to

teach employees communication and
conflict resolution techniques to be
used in the framework of working
with culturally diverse teams whose
members may solve

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 How To Provide Employee
Diversity Training
 Identify the type of diversity training from which
your employees would most benefit

 Be prepared to change your ideas and practices

based on the information and skills covered by
the diversity training.

 Create a multicultural committee consisting of

both higher-level management and their
supervisors to brainstorm a plan of action for
implementing a diversity training program.

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 Cont..
 Decide whether you have an internal
staff member who can lead the
diversity training or whether you
need to hire an outside trainer.

 Provide support for the ideas

presented during training and put
initiative programs in place.

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 Work-Life Balance Initiatives
 Work-life balance is a broad
concept including proper prioritizing
between "work" (career and ambition
) on one hand and "life" (pleasure,
leisure, family and spiritual
development) on the other.

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 Benefits Of Work-Life Balance
Initiatives
 Retaining valuable employees and
reducing turnover
 Reducing absenteeism and lateness
 Improving organisational health
through reducing illness and stress
 Increasing productivity and
performance

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 Cont..
 Controlling costs
 Enabling flexible structures, systems
and processes that respond to
diverse client expectations
 Improving client service and
reflecting a diverse client base
 Increasing employee motivation and
commitment
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 Safety Management
 Safety Management aims at
minimizing the chances of risks,
injuries and accidents by
implementing risk management
techniques and safety management .

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Employee Assistance Programs
 Programs aimed at helping
employees that are experiencing a
range of personal concerns such as
stress, family difficulties, substance
abuse, financial troubles, and legal
problems

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 Health Promotion
 Health promotion programs are
aimed at increasing positive health
behaviors such as exercise and
relaxation techniques, while
decreasing negative health behaviors
such as smoking or unhealthy diets

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 Guidelines
 Conduct Health and Safety Audits
 Incorporate Health and Safety into
Performance Appraisals
 Incorporate Health and Safety into
Compensation Systems

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 Guidelines Continued
 Integrate the Health and Safety
Functions Within the Organization
 Monitor the External Environment for
Health and Safety Issues
 Promote the Importance of Health
and Safety

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 Conclusion
 Environmental factors have
increased the importance of health
and safety in the workplace
 Organizations have responded with
various initiatives
 Guidelines have been provided to
promote health and safety in the
workplace
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 THAT’S IT 

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