...Improving Behavioural Safety Culture at M/s ITPC Problem Statement: Several Greenfield thermal projects have recently mushroomed under 11th five year plan in India. Being a green field project in the remote location, getting skilled man-power is one of the biggest challenges. As a part of inclusive growth approach, employing plant affected people (PAP) is an obligation. Irrespective of the qualification & educational background, industry needs to employ plant affected people which consists mainly raw hands. Being new to the industry and its requirement, they invariably lack industrial safety and behavioural safety as well. ITPC has experienced 3 fatal accidents and 32 Lost Time Incidents (LTI) which back laid the organization and the plant was required to shut for almost a period of 24 days in totality. Operating a plant with Safety is of paramount priority and with this vision inculcation of safety culture among workmen coming from PAP (Project Affected People) in a Greenfield project is a big challenge. In Indian Thermal Power Company (ITPC), hundreds of unskilled, semi-skilled & unskilled people were engaged. 98% of them are from rural background. Some of them were first generation learner. They have never seen industrial work culture. Operating plant with such raw hands was challenge for ITPC. ITPC top management was in dilemma that to improve the safety work culture where majority of the work force is not even familiar with the ABC of safety. Background: ITPC...
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...Workplace Safety Article: Avoiding Corporate Complacency Every day in the United States on the average, 15 workers lose their lives as a result of injuries or illnesses related to their work - that's over 5700 people. These people leave behind families, friends, and co-workers. The single most common cause is complacency - an attitude that "it won't happen to me." Complacency Kills The Entire Organization Too often individuals and companies become complacent when it comes to safety. Managers are satisfied with mediocre safety performance and do not work to improve the environment by raising safety awareness and eliminating the potential for injury. Employees are content and are not attentive to their work environments. They become convinced that management is not concerned about safety. They begin to think they are not responsible for their own safety. Over time, the entire organization gives little meaningful attention to safety. The result is that employees begin to get in a hurry and take shortcuts on the job. They are more focused on production and getting the job done than getting it done safely. That attitude becomes an organizational norm. Near misses go unreported. No one wants to take the time to fill out forms and employees don't understand the connection between sharing information and eliminating injuries. Managers do not pay attention to reports, so they become unimportant. The number of injuries increases and they become more severe. Everyone becomes...
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...Why be concerned about culture when it comes to safety? The answer: corporate culture influences all the important things that go on in a company. It determines how employees, suppliers, and customers are treated and work together; how well production or services are performed; how distribution is handled and how employee safety is addressed. What causes employee accidents? The most frequent answer is "carelessness of the employees." This is not surprising as committee of industrial safety, stated in the 1990's "The unsafe acts of persons are responsible for the majority of accidents". Even today knowing the important role culture plays on reducing accidents most managers still firmly believe "unsafe actions" or "at risk behaviors" are responsible for most employee accidents. The idea seems to be embedded in their DNA. In other words it is part of their culture. There are four essential elements for effective team management: The culture of the organization must lead, support and protect teams. People, managers and workers, must have or acquire the interpersonal and rational skills required to work effectively on a team. People must be given the opportunity to practice team skills before working on an actual team managed project and continually thereafter. It will take time and patience to develop and hone these skills. As teams progress they must be given the appropriate level of authority to implement ideas and recommendations without management oversight...
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...PUBLIC SECTOR AND COMMUNITY SERVICES ACKNOWLEDGMENTS This publication is based on the Community Services Safety Pack developed by WorkCover New South Wales in consultation with its community services organisations, including the Council of Social Services of New South Wales (NCOSS). This version has been developed to ensure compliance with Victorian law and to incorporate helpful contact information. Consultation with Victoria’s community services peak bodies and relevant government departments informed its adaptation. Please note: if your organisation provides homecare services you should also refer to the Victorian Home Care Industry Occupational Health and Safety Guide that specifically covers home maintenance, meals on wheels, respite, attendant care and personal care. COMMUNITY SERVICES OHS INFORMATION PACK Community services workers play a vital role in caring for our people and helping to maintain a quality of life expected in Australian society, often in challenging and confronting circumstances. The Victorian community services sector employs more than 60,000 people and many volunteers who are committed to providing services that enhance the physical, mental and social wellbeing of individuals. Community services work can be very rewarding, but it can also present challenges in delivering outcomes in a way that balances the rights of clients with the safety and wellbeing of employees. Nobody wants to be injured or otherwise harmed at work, but community services...
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...Regent College Higher Education Assignment front sheet Qualification Pearson BTEC Level 5 HND Diploma Business Student name Unit number and title Unit 15: Managing Business Activities To Achieve Results Assessor name Loganathan Ramasamy Date issued Completion date Submitted on 13/10/2014 30/01/2015 30/01/2015 Assignment title Managing Business Activities To Achieve Results Learning Outcome Learning outcome Understand the importance of business processes in delivering outcomes based upon business goals and objectives Be able to develop plans for own area of responsibility to implement operational plans Assessme nt Criteria 1.1 1.2 1.3 LO1 In this assessment you will have the opportunity to present evidence that shows you are able to: Evaluate the interrelationship between the different processes and functions of the organisation. Justify the methodology to be used to map processes to the organisation’s goals and objectives. Evaluate the output of the process and the quality gateways. Task Evidence no. (Page no) 2.1 2.2 LO2 2.3 2.4 Design plans which promote goals and objectives for own area of responsibility. Write objectives, which are specific, measurable, achievable, realistic and time based to align people and other resources in an effective and efficient way. Implement appropriate systems to achieve objectives in the most efficient way, on time, to budget and meeting organisational standards of quality. Carry out work activities meeting the operational...
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...Room Plan | |Personnel Consulted in Development SWMS |Daniel Beamish, Varinderjit Singh, Bentley Spencer | |Approval |Rev. 1 | |Applicable Legislation |Standards and Codes of Practice | |Work Health & Safety Act 2011 | |...
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...2 HLT 313v Week 1 Assignment: Workplace Safety Initiative Proposal HLT 313v Week 2 DQ 1 HLT 313v Week 2 DQ 2 HLT 313v Week 2 Assignment: Provision and Reimbursement of Health Care Services Essay HLT 313v Week 3 DQ 1 HLT 313v Week 3 DQ 2 HLT 313v Week 3 Assignment: The Joint Commission Workplace Violation PowerPoint HLT 313V Week 4 DQ 1 HLT 313V Week 4 DQ 2 HLT 313V Week 4 Assignment: Managing Quality Assurance in the Workplace Essay HLT 313V Week 5 DQ 1 HLT 313V Week 5 DQ 2 HLT 313V Week 5 Assignment: Benchmark Assignment – Performance Management Plan Proposal Activity Mode aims to provide quality study notes and tutorials to the students of HLT 313v Entire Course Latest Grand Canyon in order to ace their studies. HLT 313V ENTIRE COURSE LATEST GRAND CANYON To purchase this visit following link: http://www.activitymode.com/product/hlt-313v-entire-course-latest-grand-canyon/ Contact us at: SUPPORT@ACTIVITYMODE.COM HLT 313V ENTIRE COURSE LATEST GRAND CANYON HLT 313v Week 1 DQ 1 HLT 313v Week 1 DQ 2 HLT 313v Week 1 Assignment: Workplace Safety Initiative Proposal HLT 313v Week 2 DQ 1 HLT 313v Week 2 DQ 2 HLT 313v Week 2 Assignment: Provision and Reimbursement of Health Care Services Essay HLT 313v Week 3 DQ 1 HLT 313v Week 3 DQ 2 HLT 313v Week 3 Assignment: The Joint Commission Workplace Violation PowerPoint HLT 313V Week 4 DQ 1 HLT 313V Week 4 DQ 2 HLT 313V Week 4 Assignment: Managing Quality Assurance in the Workplace Essay HLT 313V Week 5 DQ 1 HLT...
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...MANAGING CORPORATE RESPONSIBILITY IN WIDER BUSINESS ENVIRONMENT NAME ID INTERNATIONAL COLLEGE OF BUSINESS & TECHNOLOGY LTD Edexcel BTEC Level 7 Professional Diploma in Strategic Management & Leadership Managing Corporate Responsibility in Wider Business Environment Table of Contents INTRODUCTION .................................................................................................................... 2 Page | 1 PART 01: .................................................................................................................................. 3 LO 1.1: Briefly explain how the globalization has an impact on a national economy ......... 3 LO 1.2: Discuss the influence of international institutions. .................................................. 4 LO 1.3: Explain the role of European Union on Unilever, UK. ........................................... 6 LO 2.1: Explain the importance of having good Corporate Governance for the organization ............................................................................................................................................... 7 LO 2.2 & 2.3: Discuss what regulatory requirements exist in the country shaping the corporate governance practices of an organization and their role in ensuring corporate stakeholder’s interest. ............................................................................................................ 8 LO 3.1: Discuss the economics of adopting a policy...
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...Management Plans COP | Code of Practice | D&C | Design and Construction | MSDS | Material Safety Data Sheet | NUL | National Uniform Legislation | NTG | Northern Territory Government | PC | Principal Contractor | PCBU | Person Conducting a Business or Undertaking | PPE | Personal Protective Equipment | SWMS | Safe Work Method Statements | WHS | Work Health and Safety | Practice and code PCBU | A Person Conducts a Business or Undertaking whether:- Alone or with others- Is conducted for profit or gainIt includes partnership or an incorporated association.Note: Employer is captured under the definition of PCBU(Refer to Subdivision 2, Section 5 of the WHS Act 2011). | PC | A PCBU that commissions a construction project is, thePrincipal Contractor (PC) for the project.If the person engages another PCBU as PC for theconstruction project and authorises the person to havemanagement or control to the workplace and to dischargethe duties of a PC, the person so engaged is the PC forthe project.Note: Construction projects can only one PC at anyspecific time.(Refer to Reg 293 of the WHS (NUL) regulations). | A Work Health and Safety (WHS) Legislation was developed as a result of acomprehensive national review into work health and safety laws across Australia, whichinvolved substantial public consultation. This initiative provided a framework to protectthe health, safety and welfare of all workers at work and of all other people who might beaffected by the work. ...
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...Guide Work-related stress What the law says ‘Stress at work is a major issue … together we can successfully manage and prevent it.’ Health and Safety Executive (HSE) ‘Whatever your industry, size of business or location, there are things you can do for the health and well-being of your employees.’ Health, Work and Well-being ‘Work can have a positive impact on our health and well-being. Healthy and well-motivated employees can have an equally positive impact on the productivity and effectiveness of a business.’ Acas ‘Managers need to know what stress is; and also understand what skills, abilities and behaviours are necessary to manage employees in a way that minimises work-related stress.’ CIPD Acknowledgements This guide was written and conceived by John Hamilton, Head of Safety, Health and Wellbeing at Leeds Metropolitan University and a visiting lecturer in health and safety law at Salford Law School, University of Salford. info@stressguidance.org www.stressguidance.org Contents Introduction 2 In this guidance 3 Identifying a problem 4 Preventing harm 6 Protecting individuals 7 Managing the workplace 8 The Management Standards for Work-related Stress 10 Managing stress checklist 11 Further reading 12 About this guide 13 Work-related stress: What the law says 1 Introduction This guidance summarises the legal duties that employers Statutory...
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...A sample written hazard communication plan The management of [this workplace] is committed to preventing accidents and ensuring the safety and health of our employees. We will comply with all applicable federal and state health and safety rules and provide a safe, healthful environment for all our employees. This written hazard communication plan is available at the following location for review by all employees: [Location name]. Identifying hazardous chemicals A list is attached to this plan that identifies all hazardous chemicals with a potential for employee exposure at this workplace. [Attach list]. Detailed information about the physical, health, and other hazards of each chemical is included in a Safety Data Sheet (SDS); the product identifier for each chemical on the list matches and can be easily cross-referenced with the product identifier on its label and on its Safety Data Sheet. Identifying containers of hazardous chemicals All hazardous chemical containers used at this workplace will either the original manufacturer’s label --that includes a product identifier, an appropriate signal word, hazard statement(s), pictogram(s), precautionary statement(s) and the name, address, and telephone number of the chemical manufacturer, importer, or other responsible party -- OR a label with the appropriate label elements just described; OR workplace labeling that includes the product identifier and words, pictures, symbols, or combination that provide at least general...
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...Legal, Safety, and Regulatory Requirements Celletta Tate HCS/341 Human Resources in Health Care 2/11/13 Gina Drake The safety, legal, and regulatory is the most important law an organization because the department involves employing, developing, utilizing, managing and understanding the staff in an organization. Legal concerns can play an important role in staffing, particularly in selection (Gomez-Mejia, Balkin, and Cardy, 2010). Many legal restraints, particularly federal legislation such as Department of Labor, the U.S. Equal Employment Opportunity Commission affects the human resource process. Laws and regulatory requirements are currently in place to standardize and promote workplace safety. Organizations that have a wide range safety programs have resulted in a decrease of accidents, reduced workers’ compensation claims and lawsuits and less accident-related expenditures (Gomez-Mejia, Balkin, and Cardy, 2010). Many experts and managers in the human resource department have executed strategies to act in accordance with federal regulations to efficiently supervise employee health and safety in the workplace. An organization has the responsibility as authorized by all levels of government to offer all employees the assurance of a working environment free from health hazards. According to Gomez-Mejia, Balkin, and Cardy (2010), the two most basic workplace regulations that affect employees are workers’ compensation laws at the state level and the Occupational...
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...P1.1 – Explain Guests model of HRM Guest (1987) shows a model of HRM that is commitment based, which is distinct from compliance-based personnel management. According to Guest, HRM is: * linked to the strategic management of an organization * seeks commitment to organizational goals * focuses on the individual needs rather than the collective workforce * enables organizations to devolve power and become more flexible * Emphasizes people as an asset to be positively utilized by the organization. Guest (1987) sees HRM as a distinct approach to managing the workforce and argues that, although personnel management will also select and train staff, it is the distinct approach in the selection and training that matters. HRM’s approach should be linked to high performance and commitment rather than compliance. Guest (1997) recognizes that, although empirical evidence is only just beginning to show the link between HRM and performance, evidence is already suggesting that HRM works. The view from industry is also suggesting that HRM is taking on a strategic role in industry. The CIPD (2003) HR survey identified HR issues as now being regularly discussed at executive boards and HR managers seeing their role as that of a strategic business partner, with the HR function now focused on achieving key business goals and developing employee capabilities. P1.2 - Compare the differences between storey’s definitions of HRM, Personnel and IR practices. Storey (1992)...
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...Health and Safety in Workplace * developing health and safety policies; * conducting risk assessments which identify hazards and assess the risks attached to them; * carrying out health and safety audits and inspections; * implementing occupational health programs; * managing stress; preventing accidents; * measuring health and safety performance; * communicating the need for good health and safety practices; * training in good health and safety practices; . The employer’s duty of care includes providing: * a physical and psychosocial work environment without risks to health and safety; * safe systems of work; * information, training, instruction or supervision necessary to protect all persons from risks to their health and safety. This includes involving them when: * identifying and assessing the risks to health and safety in the workplace; * making decisions about ways to eliminate or minimize risks; * making decisions about procedures for monitoring the health and safety of workers or conditions at the workplace or providing information and training for workers on risks and controls. Management Role in Safety and Health The specific roles are summarized below: * Management develops and implements health and safety policies and ensures that procedures for carrying out risk assessments, safety audits and inspections are implemented. Importantly, management has the duty of monitoring and evaluating health and safety performance...
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...Legal, Safety, and Regulatory Requirements Valencia Simpson HCS 341- Human Resources Management March 24, 2014 Author Note This paper was prepared for Human Resources Management- HCS341, taught by Alejandra Sipion. Safety, legal, and regulatory requirements in any organization is the most important law because the department involves developing, employing, utilizing, managing and understanding the staff in an organization. According to Gomez, Mejia, Balkin, and Cardy (2010) legal concerns can play an important role in staffing, particularly in selection. Many legal restraints, particularly federal legislation such as Department of Labor, the U.S. Equal Employment Opportunity Commission affects the Human Resource Management process. This paper will discuss the effects of legal, safety, and regulatory requirements have on the Human Resource Management process. Laws and regulatory requirements are currently in place for state and federal divisions to standardize and promote workplace safety. Organizations with extensive safety programs have reduced number of accidents keeping employees safe, decreased workers’ compensation claims and lawsuits and lesser accident-related expenditures for employees who go out under worker’s compensation. (Gomez-Mejia, et al, 2010, p. 511). The Human Resource Management department must take into consideration when hiring new employees the many legal requirements that are set in place by the United States government , state, and federal...
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