HUMAN RESOURCE MANAGEMENT

IMPROVING OCCUPATIONAL
SAFETY, HEALTH, AND RISK
MANAGEMENT
"Protecting Your People, Preserving Your Business: Our Commitment to
PRESENTOR 6
Occupational Safety and Health."
 LEARNING OBJECTIVES
1. Discuss OSHA and how it operates.
2. Explain in detail three basic causes of accidents.
3. Explain how to prevent accidents at work.
4. Describe how one company uses employee engagement to improve
workplace safety.
5. Discuss major health problems at work and how to remedy them.
6. Discuss the main elements in an occupational security and risk
management program.
GROUP 6

INTRODUCTION
Health and safety plays a vital part in personal and work life and
the environment around.

Health and safety plan or program has to be a definite plan of

action design to prevent accidents and occupational hazards
and diseases.

When health and safety procedures are followed correctly, they

will reduce the cost such as sick leave, medical care and
disability benefits.
HR AS A PROFIT CENTER

MPROVING SAFETY BOOSTS

PROFITS
There are wrong assumptions on whether safety programs cut
costs by the company.

Claims, sick leave, hospitalizations and including lawsuits for

injuries and death due to accidents in work against a company
are much more costly than cutting costs in safety
improvements.

There is a huge financial return by implementing safe work

practices and improving safety. It's also proven to be cost
effective.
HR TOOLS FOR LINE MANAGERS AND SMALL BUSINESS

SUPERVISOR'S ROLE IN
ACCIDENT PREVENTION
Employee has the primary responsibility for safety but the local
supervisor is responsible for day-to-day inspections. Daily
inspections should always be part of a routine, a daily walkthrough
of the workplace whether outdoor, indoor, or any place that poses
a safety hazard is part of the supervisor's role in accident
prevention.
OSHA (OCCUPATIONAL SAFETY
AND HEALTH ACT OF 1970)
A law that has been passed by Congress in 1970.

With the main purpose of promoting the safety and health of

workers by setting and enforcing standards, provide
education, training, and assistance to employers and
employees.

In addition to its regulatory role, OSHA also conducts

research and collects data on workplace safety and health,
and develops and publishes guidelines and recommendations
to help employers improve safety and health in the
workplace.
Accidents that must be reported under OSHA should be results from
work accidents, or exposure in the work environment.
 IT ALSO HAS THE AUTHORITY TO INSPECT
WORKPLACES TO ENSURE THAT THEY ARE IN
COMPLIANCE WITH THE OSHA STANDARD,
AND TO ISSUE CITATIONS AND PENALTIES TO
EMPLOYERS WHO VIOLATE THESE
STANDARDS.
OSHA INSPECTION TIPS
OSHA RESPONSIBILITIES AND
RIGHTS OF EMPLOYERS AND
EMPLOYEES
Employer's responsibility is to provide a workplace
free from serious recognized hazards and comply
with the standards, rules and regulations issued
under the OSHA.

Employees have the right to a safe and healthful

workplace, get training from your employer as
required by OSHA standards without the fear of
punishment or retaliation.
OSHA RESPONSIBILITIES AND
RIGHTS OF EMPLOYERS AND
EMPLOYEES
OSHA does not cite employees for violation of their
responsibilities, but employees are expected to
comply with all applicable occupational safety and
health standards and all the rules, regulations and
orders issued under OSHA. Employers still have the
right to provide disciplinary actions against
employees with violation of safety rules.
 HR TOOLS FOR LINE
MANAGERS AND SMALL
BUSINESSES
FREE ON-SITE SAFETY AND HEALTH SERVICES

OSHA provides free on-site safety and health services for

small businesses. This service uses safety experts from state
agencies and provides consultations. Usually at the
employer’s workplace.

WHAT CAUSES ACCIDENTS?

There are 3 basic causes of workplace accidents: chance

occurrences, unsafe conditions, and employee’s unsafe acts.
Chance occurrences are more or less beyond management’s
control. We will therefore focus on unsafe conditions and
unsafe acts.
UNSAFE WORKING CONDITIONS
Unsafe conditions are one main cause of accidents.
These include:
FAULTY SCAFFOLDS
IMPROPERLY GUARDED EQUIPMENTS
FRAYED WIRINGS
UNSAFE STORAGE, SUCH AS OVERLOADING
IMPROPER ILLUMINATION
IMPROPER VENTILATION
OTHER WORKING CONDITIONS FACTORS

Work schedules and fatigue also affect accident rates.

Accident rates usually don’t increase too noticeably during
the first five or six hours of the workday, but after six hours,
the accident rate accelerates. This is due partly to the fact
that accidents occur more often during night shift. With
reduced headcounts, employee fatigue is rising. Many
employers are banning mandatory overtime.
UNSAFE ACTS
In practice, it’s impossible to eliminate accidents
just by reducing unsafe conditions. People usually
causes accidents, and no has surefire way to
eliminate unsafe acts such as:

THROWING MATERIALS
OPERATING OR WORKS AT UNSAFE SPEEDS
MAKING SAFETY DEVICES INOPERATIVE BY
REMOVING, ADJUSTING, OR DISCONNECTING THEM
LIFTING IMPROPERLY
WHAT TRAITS CHARACTERIZE “ACCIDENT-
PRONE” PEOPLE?
PEOPLE WHO ARE IMPULSIVE
EXTREMELY EXTROVERTED
LESS CONSCIENTIOUS

Furthermore, the person who is accident prone on one job may not
be on a different job.
For example:

ENTITLEMENT
DRIVING
IMPATIENCE
AGGRESSIVENESS
DISTRACTIBILITY
 BUILDING YOUR
MANAGEMENT SKILLS:
CHECKLIST OF MECHANICAL OR PHYSICAL
ACCIDENT-CAUSING CONDTIONS

I. GENERAL HOUSEKEEPING
-Adequate and wide aisles--- no materials protruding into aisles
-Parts and tools stored safely aster use---not left in hazardous
positions that could cause them to fall
-Even in the solid flooring – no defective floors or ramps that
could cause falling or tripping accidents
-Waste and trash cans—safely located and not overfilled
-Material pilled in safe manners—not too high or too close to
sprinklers heads
-All works are clean and dry
-ALL exits doors and aisles clean of obstructions
-Aisles kept clear and properly marked; no airlines or electric
cords across aisles.
CHECKLIST OF MECHANICAL OR PHYSICAL
ACCIDENT-CAUSING CONDTIONS

II. MATERIAL HADLING EQUIPMENT AND CONVEYANCES

On all conveyances, electric or hand, check to see that the following
items are all in sounds working conditions.
Brakes--- properly adjusted
Not too much play in steering wheel
Warning device---in place and working
Wheels---securely in place; properly inflated
Fuel and oil---enough and right kind
No loose parts
Cables, hooks, or chains--- not worn or otherwise defective
Suspended chains or hooks
Safety loaded
Properly stored
CHECKLIST OF MECHANICAL OR PHYSICAL
ACCIDENT-CAUSING CONDTIONS

III. LADDERS, SCAFFOLDS, BENCHES STAIRWAYS, ETC.

THE FOLLOWING ITEMS OF MAJOR INTEREST TO BE CHECKED:
Safety feet on straight ladders
Guardrails or handrails
Treads, not slippery
No splintered, cracked, or rickety stairs
Ladders properly stored
Extension ladder ropes in good condition
Toeboards
CHECKLIST OF MECHANICAL OR PHYSICAL
ACCIDENT-CAUSING CONDTIONS

IV. POWER TOOLS (STAIONARY)

POINT OF OPERATION GUARDED
GUARDS IN PROPER ADJUSTMENT
GEARS, BELTS, SHAFTING, COUNTERWEIGHTS GUARDED
FOOT PEDALS GROUNDED
V. HANDTOOLS AND MISCELLANEOUS
IN GOOD CONDITION---NOT CRACKED, WORN, OR OTHERWISE
DEFECTIVE
PROPERLY STORED
CORRECT FOR JOB
GOGGLES, RESPIRATORS, AND OTHER PERSONAL PROTECTIVE
EQUIPMENT WORN WHERE NECESSARY
CHECKLIST OF MECHANICAL OR PHYSICAL
ACCIDENT-CAUSING CONDTIONS

VI. SPRAY PAINTING

Explosion—proof electrical equipment
Proper storage of paints and thinners in approved metal cabinets
Fire extinguishers adequate and suitable; readily accessible
Minimum storage in work area

VII. FIRE EXTINGUISHERS

Properly serviced and tagged
Readily accessible
Adequate and suitable for operations involved
JOB HAZARD ANALYSIS
Is a systematic approach to identifying and
eliminating hazards before they occur. According to
OSHA (Occupational Safety and Health
Administration) JHA “focuses on the relationship
between the worker, the task, the tools, the
environment, and ends by reducing the potential
risk to acceptable levels.
SAMPLES:
What Can go wrong? A workers hair or clothing could touch the
lathe. A rotating object that “catches” it and pulls it into the machine.

What are the consequences? The worker could receive a severe

injury as his or her body part of hair is drawn in to the spinning lathe

How could it happen? The accident could happen as a result of the

working leaning too close to the lathe while working at the bench, or
walking too close to the lathe, or bending to reach for an article that
fell close to the lathe.

What are other contributing factors? Speed is one contributing

factor. The problem would occur so quickly that the worker would be
unable to take evasive action once the lathe en-snarled the hair.

The JHA should provide the basis for creating countermeasures.

OPERATIONAL SAFETY REVIEWS

Operational safety reviews are conducted by the agencies to

ascertain whether units under their jurisdiction are
complying with all applicable safety laws, regulations, orders,
and rules.

PROVIDE PERSONAL PROTECTIVE EQUIPMENT

Personal protective equipment, commonly referred to as

"PPE", is equipment worn to minimize exposure to hazards
that cause serious workplace injuries and illnesses.
PPE
( PERSONAL
PROTECTIVE
EQUIPMENT )
DIVERSITY COUNTS

Protecting Vulnerable workers

In designing safe and healthy environments, employers
should pay special attention to vulnerable workers, such as
young, immigrant, aging, and women workers.

REDUCE UNSAFE ACTS

The best plan when it comes to reducing unsafe acts in the

workplace is always a balanced approach. The balanced
approach combines both employee discipline and accident
investigation to learn from and correct wrong practices. It is
also important that safety rules are communicated regularly
to employees.
SCREEN TO REDUCE UNSAFE ACTS
Psychologists have had success in screening out individuals
who might be accident prone for some specific job. The basic
technique is to identify the human trait (such as visual skill)
that might relate to accidents on the specific job. Then
determine whether scores on this trait predict accidents on
the job. For example, screening prospective delivery drivers
for traits like impatience and aggressiveness might be
sensible.

PROVIDE SAFETY TRAINING

Safety training reduces unsafe acts, especially for few new
employees. You should instruct employees in safe practice
and procedures, warn them of potential hazards, and work on
developing a safety-conscious attitude. Safety “propaganda”
posters can help too.
IMPROVING PERFORMANCE THROUGH HRIS
(HUMAN RESOURCE INFORMATION SYSTEM)
Internet- Based Safety Improvement Solutions.
Employers use the web to support their safety training. For example,
Puresafety (www.puresafety.com) enables firms to create their own
training websites, complete with a “message from the safety director”.
Once an employer installs the Puresafety website, it can populate the site
with courses from companies that supply health and safety courses.

USE POSTERS, INCENTIVES, AND POSITIVE REINFORCEMENT

Employers also use various tools to motivate worker safety.

Safety posters are one, but are no substitute for
comprehensive safety programs. Employers should combine
the posters with other tools (like screening and training) to
reduce unsafe conditions and acts, and change posters often.
Posters should be easily visible, legible, and well-lit.
HR IN PRACTICE
USING POSITIVE REINFORCEMENT
Many employeres use positive reinforcement
programs to improve safety. Such programs
provide workers with continuing positive feedback,
usually in the form of graphical performance report
and supervisory support, to shape the worker’s
safety-related behavior.
FOSTER A CULTURE OF SAFETY
Employers and supervisors should create a safety-conscious
culture by showing that they take safety seriously.

According to one safety expert, a workplace with safety-oriented culture

habits:
Teamwork, in the form of management and employees both involved
safety.
Highly visible and interactive communication and collaboration in safety
matters.
A shared vision of safety excellence (specifically, an overriding attitudes
that all accidents and injuries are preventable);
Assignment of critical safety functions to specific individuals and team;
and
A continuous effort toward identifying and correcting workplace safety
problems and hazards.
ESTABLISH A SAFETY POLICY

The company’s written safety policy should emphasize that

accident prevention is of the utmost importance at your firm,
and that firm will do everything practical to eliminate or
reduce accidents and injuries.

SET SPECIFIC LOSS CONTROL GOALS

Set specific safety coals to achieve. For example, set safety

goals in terms of frequency of lost-time injuries per number
of full-time employees.
CONDUCT REGULAR SATETY AND HEALTH
INPECTIONS
Routinely inspect all premises for possible safetyand
health problem ising the checklist such as those in the
building .

ORGANIZE A SAFETY SAFETY COMMITEE

Employees safety committees can improve workplace
safety.
For example
Wearing proper uniform
Wear safety gears and others.
EMPLOYEE ENGAGEMENT GUIDE FOR
MANAGERS
Miliken & company world class safety through employee
engagement Miliken & company , founded in 1865,
design manufactures and market chemicals floor
coverings protective fabrics and textiles. The company
has about 7,000 employees in more than 39
manufacturing facilities and compuses around the
world.
WORKPLACE HEALTH
PROBLEMS AND
REMINDERS
WORKPLACE HEALTH PROBLEMS AND
REMINDERS
Most workplace hazard obvious ones like
unguarded equipment or slippery floors. Many
are unseen hazard (like chemical) that the
company produces as part of its production
processes others like drugs abuse the
employees may create foe themselves. Typical
workplace exposure hazards include chemicals
and other hazardous material such asbentos.
CHEMICAL AIR QUALITY AND INDUSTRIAL
HYGIENE
Osha standard list exposure limits about 600
chemical such as benzene . Hazard our
substance like these require air sampling and
others precautionary measured. Managing such
expose hazard comes under the area of
industrial hygiene.
ALCOHOLISM AND SUBSTANCE
ABUSE IN THE WORKPLACE
Alcoholism and substance abuse are prevalent in the
workplace Two-thirds of people with an alcohol
disorder work full-time Almost 13 million workers use
drugs illicitly 15% of the U.S. workforce has been
hungover, drinking before or during work Employee
alcoholism may cost U.S. employees about $226 billion
per year
DEALING WITH SUBSTANCE
ABUSE
Substance abuse testing is a common way to address
substance abuse Pre-employment tests pick up only
about half of workplace drug users Ongoing random
testing is advisable to detect drug use Combination of
pre-employment and ongoing testing is associated
with a significant reduction in workplace accidents
COMPONENTS OF A DRUG-FREE
WORKPLACE PROGRAM
A drug-free workplace policy
Supervisor training
Employee education
Employee assistance
Drug testing
DRUG-FREE WORKPLACE POLICY
Prohibit the use, possession, transfer, or
sale of illegal drugs by employees

Explain the policy's rationale

Describe the disciplinary consequences

for violating the policy
TOOLS

Several screening tools are available for alcohol

or drug abuse
The 4-item CAGE and the 25-item Michigan
Alcoholism Screening Test (MAST) are commonly
used for self-reporting screening for alcoholism
 JOB STRESS
AND BURNOUT
JOBS STRESS AND BURNOUT
Alcoholism and drug abuse sometimes stem from
job stress.
Northwestern National Mutual Life found that
one-fourth of all employees surveyed viewed
their jobs as the number one stressor in their
lives.

High-stress workers had 46% higher healthcare

costs than their less-stressed coworkers.
EXTERNAL FACTORS THAT
TRIGGER STRESS
Work schedule
Pace of work
Job security
Route to and from work
Workplace noise
Number and nature of customers
PERSONAL FACTORS THAT
INFLUENCE STRESS
Workaholics and people who feel driven to always be on time
and meet deadlines are more prone to stress.
No two people react the same to stress due to personal
factors.

HUMAN CONSEQUENCES OF JOB

STRESS
Anxiety, depression, and anger
Various physical consequences, such as cardiovascular
disease, headaches, and accidents
Possibly even early-onset Alzheimer's disease
CONSEQUENCES FOR EMPLOYERS

High-stress workers have higher healthcare costs,

leading to financial strain on employers.
Reduced productivity and quality of work due to
employee burnout.
Negative impact on employee morale and job
satisfaction.
 REDUCING YOUR
OWN JOB STRESS
COMMON SENSE REMEDIES

Getting enough sleep, eating well, and finding a suitable job

are common sense remedies to reduce job stress.

Additionally, counseling and planning daily activities can also

help in alleviating stress.
EXPERT TIPS
The following expert tips can help in reducing job stress:
Build pleasant and cooperative relationships with colleagues
Find time for detachment and relaxation
Get away from the office for a change of scene and mind
Write down problems and find solutions
Participate in stress-free activities
Create realistic goals and deadlines
Prioritize tasks and review regularly
Ask for help from a parent, friend, counselor, doctor, or
pastor Take care of yourself
 WHAT THE
EMPLOYER CAN DO
WHAT THE EMPLOYER CAN DO
The employer can also help reduce job stress.
The positive relationship between employer and supervisors is
an important factor in one'a peace of mind at work.

THREE-TIERED APPROACH TO
MANAGING WORKPLACE
STRESS
Primary prevention: ensuring job designs are correct
Intervention: individual employee assessment, attitude
surveys, and supervisory intervention
Rehabilitation: employee assistance programs and
counseling
BURNOUT
BURNOUT
Burnout is a growing issue in the workplace
Experts define burnout as the total depletion of physical and
mental resources caused by excessive striving to reach an
unrealistic work-related goal
Burnout can build gradually, leading to irritability,
discouragement, entrapment, and resentment

WHAT TO DO TO REDUCE BURNOUT?

One way to reduce burnout is to put your
job aside once you go home.
DEPRESSION IN THE
WORKPLACE
DEPRESSION IN THE WORKPLACE
Depression is a common mental health issue that affects a
significant number of employees in the workplace.

THE COST OF DEPRESSION IN

THE WORKPLACE
According to a Journal of the American Medical Association
study that depressed workers cost their employers $44
billion per year in absenteeism or reduced performance at
work.
COMPUTER MONITOR AND
ERGONOMIC HEALTH
PROBLEMS AND HOW TO
AVOID THEM.
COMPUTER MONITOR AND
ERGONOMIC HEALTH PROBLEMS
AND HOW TO AVOID THEM.
Even with Advances in computer screen technology, there's still a
risk of computer - related health problems. Problem include
short term eye burning, itching and tearing, as well as eyestrain
or eye soreness. Backaches and neck aches are also widespread.
Computer users may also suffer from carpal tunnel syndrome,
caused by repetitive use of the hands and arms at uncomfortable
angles. OSHA ( Occupational Safety and Health Administration) has
no Specific standards for computer radiation, noise, and
electrical hazards.
Employers can reduce the problem, for
instance, with programs to help workers adjust
their pace of work.

But the NIOSH ( The National Institute for

Occupational Safety and Health) does provide
general recommendations regarding the use of
computer screen
THESE INCLUDE :
Have employees take 3 or 5 minute break From working at the
computer every 20 to 40 minutes, and use the time of other
tasks, like making copies.
Design maximum flexibility into the workstation so it can be
adapted to the individual operator and so that he or she
doesn't stay in one position for long.
Reduce glare with devices such as recessed or indirect
lighting. Give workers a preplacement vision exam to ensure
properly corrected vision.
Allow users to position their wrists at the same level as the
elbow.
Put the screen at or just below the user's eye level, at a
distance of 18 to 30 inches from the eyes.
Instruct users to let the wrists rest lightly on apad for
support. Instruct users to put the feet flat on the floor, or
provide a footrest.
IMPROVING OCCUPATIONAL
SAFETY, HEALTH AND RISK
MANAGEMENT
HOW TO HEIGHTEN SECURITY IN
YOUR WORKPLACE
There’s a lot to keep safe in the workplace. Your employees, first and foremost.
Your facilities. Your technology. Your files. Your intellectual property.
Human resource managers can take several steps to reduce the incidence of
workplace violence. Heightened security measures are the first line of defense,
whether the violence derives from coworkers, customers, or outsiders..

IMPROVE EMPLOYEE SCREENING.

Employers can screen out potentially violent workers before they re hired.
Obtain an employment application, and check the applicant's employment
history, education, and references.
(Sample interview questions include "What frustrates you?" and "Who was your
worst supervisor and why?)
USE WORKPLACE VIOLENCE TRAINING.
You can also train supervisors to identify the clues that typify potentially violent
current employees. Common clues include:
An act of violence on or off the job
Erratic behavior evidencing a loss of perception or awareness of actions
Overly confrontational or antisocial behavior
Sexually aggressive behavior

SETTING UP A BASIC SECURITY PROGRAM

As noted, workplace security relates to protecting employees from internal and
external security risks.
Company philosophy and policy on crime
Investigations of job applicants
Crime awareness training
Crisis management
Having assessed the potential current level of risk, the
employer then turns to improving natural, mechanical, and
organizational security.

Natural security -means capitalizing on the facility's

natural or architectural features to minimize security
problems.
Mechanical security- is the utilization of security systems
such as locks, intrusion alarms, access control systems, and
surveillance systems to reduce the need for continuous
human surveillance.
Organizational security- means using good management
to improve security.
EMERGENCY PLANS AND BUSINESS
CONTINUITY
means that employers need facility continuity and emergency plans. Such plans
should cover early detection of a problem, methods for communicating the
emergency externally, and communications plans for initiating an evacuation.
It is also important to have plans for dealing with health issues

SOCIAL MEDIA AND HR

Social media such as Twitter are obvious choices for quickly communicating
emergency Socimation to large numbers of dispersed individuals