HR assignment on: Occupational Health and Safety Management System (OHSMS)

HR assignment on: Occupational Health and Safety Management System (OHSMS)

INTRODUCTION:

An Occupational Health and Safety Management System (OHSMS) is a set of plans, actions and procedures that systematically manage health and safety in the workplace. It is actively endorsed by a committed employer to achieve the following:provision of a safe and healthy workplace and the prevention/reduction of illness and injury equally for employees and contractors;

• identification of workplace hazards, assessment and control of all risks;
• active involvement in health and safety matters by managers, supervisors and employees and their representatives;
• provision of information and training for employees at all levels so they can work safely; and
• Audit and review of the OHSMS.OHS in the construction industry is a persistent problem. In 2003-2007, there were 184 compensated fatalities in the Australian construction industry (an average of 46 compensated fatalities per year). Preliminary data show that, in the 2006-2007 financial years, the incidence rate for fatal injuries in the Australian construction industry was 7.8 per 100,000 employees. This rate was only surpassed by the transport and storage industry (10.8). In 2006-2007 there were 14,120 serious workers’ compensation claims in the construction industry, representing 11 per cent of these claims across all industries. This equates to 39 employees a day sustaining a serious work-related injury or disease requiring one week or more off work (ASCC, 2008). In order to bring about sustained improvements in OHS performance in the construction sector, rigorous, reliable and valid measurement of OHS performance is required. In order to be of use, OHS performance measures must be valid. A valid indicator is one that is a true measure of the concept in which we are interested, in this case OHS performance (Neumann, 1994). Validity is sometimes difficult to gauge, especially in the measurement of abstract concepts like attitudes towards OHS. This is because abstract ideas sometimes do not correspond to the observable indicators we use to measure them. However, validity is an important consideration in any measurement and, particularly when developing new measures, validity needs to be carefully assessed.Australian standards:

According to the Australia Standard, risk management is defined as “A systematic application of management procedures, policies and practices to any tasks of communicating, establishing the  identifying, context, analyzing, treating, evaluating, monitoring and reviewing risks” (Standards Australia & Standards New Zealand, 2004).

Hazards and risks

It means anything that could create harm is a hazard or it can also be expressed as anything in the workplace at the potential to cause harms the people. It could come in the form of fire, electricity, water etc. The objects in the workplace like heavy machineries or toxic chemicals can also be termed as hazards. The way that one does his work can also bring in hazards, e.g. operating heavy machinery under the influence of liquor or drugs could be hazardous (Victorian Government, 2011).When there is an increase in the possibility of that hazard actually causing harm, that’s when risk arises. It can also be termed as the likelihood of a hazard harming us (Victorian Government, 2011) or the chances that a particular hazard will occur. Therefore there would be risk only if there is both presence of hazard and exposure to it (Queensland Government, 2010).

Steps in risk management process

The process of risk management is a mandatory and elementary part of any organization and should be meshed into any organizational culture. The 5 steps in the risk management process are communication and consultation, establishing the context, assessment of risk, treatment of risk and monitoring & review. (Atherley, G, 1975)

Communication and consultation

All the stakeholders of the organization should be actively involved in the risk management process and therefore both internal and external communication needs to be pretty sound. Perceptions about a risk determine the judgments about it. Therefore, perceptions should be identified properly and accounted for. The process is just an exchange of information between the stakeholders.Risk Criteria Development

There should be a proper criteria developed stating the organizational objectives, values and resources. There could be some criteria developed from external sources, like legal and regulatory ones. The Criteria and risk management policy should be in harmony with each other.

Risk Assessment

The first step in this part of the process is risk identification. The sources of the risk, along with impact areas, causes and consequences should be identified. A list of the risks that might somehow affect the organization’s plan to achieve its goal should be tabulated.

Risk Analysis

There should a thorough understanding developed about the risk in order evaluate it properly. The source, cause, the highs and the lows and chances of recurrence of the risk should be scrutinized. The consequences, likelihood etc. should be judged without bias. All the possible consequences of the risk should be judged. (Atherley, G, 1975)

Risk Evaluation

The evaluation of the risk is very important as any flaw in this part would affect the treatment process of the risk. The decision is totally based on this very step. Risk tolerance capabilities of the organization along with other beneficiaries of the risk, should be evaluated. There should be further analysis, if the requirements call for it.Risk treatment

In this step, risk treatments are assessed, analyzing whether the residual risks are tolerable, generating a new risk management if required and carrying on the process till it reaches a level where the organization can tolerate the risk. The benefits should be tallied with the risks and the best suited one should be implemented.

Monitoring and review

This is an integral part of the risk management process and should consider and take into account everything about the process, so that it can be used in the future a similar scenario. It should also keep an eye on any new risk that might be coming up (International Organization for Standardization, 2008).

IMPLEMENTATION, STRUCTURE & RESPONSIBILITY: It was identified and allocated financial and physical resources to enable the effective implementation of this OHS management system. These resources are provided for in the provision of budget allocation to the OHSE unit at university level and in the OHS budget of each academic/administrative unit.

 Responsibility & accountability: There has been a detailed view the OHS management structure and the OHS roles and responsibilities for staff and students in the document. OHS needs spelled out that there should be proper prevention taken in regards to the hazards of noise, vibrations, diesel exhaust fumes, exposure to hazardous substances and psychological conditions caused by psychological hazards. There are workshops teaching proper health and safety measures.  New equipments with lesser noise and vibrations would be used. Communication channels would remain open on all the times. (Nonaka, I., 1994)Monitoring and reviewing process

There would be a essential role of evaluation and monitoring of the current performance to make the policy a success. Lag indicators indicate the successes or failure of any given plan based on how much the policy has been able or successful to prevent the diseases that it was mean to prevent.

Communication

Communication would happen via formal and informal meetings amongst the employees of the organization. They can happen in shift change meetings of the employees, safety/tool-box meetings, during safety workshops held by management/ organization, annual/half-yearly/quarterly general meetings of the company, special group meetings, leaflets, safety brochures, notice boards at the site etc.

Communication The OHS Policy, OHS documentation and all other relevant OHS information is communicated to staff, students, contractors and visitors through the following media:

• The OHSE website

• Targeted and global correspondence and emails to staff and students

• OHSE consultants (Rossi, P., 2004)

CERTAIN STAKEHOLDERS INCLUDES:

• managers
• supervisors
• employees
• health and safety, and other employee representatives
• OHS committees

Key personnel include:

• managers from other areas
• people involved in OHS decision making or who are affected by OHS decisions

 CONSULTATION, COMMUNICATION & REPORTING:

 The primary method of consultation is through direct communication with health & safety representatives, staff and students via OHSE consultants with responsibilities for each area. Health & safety representatives are members of the zone OHS&E committee in their area.

The health and safety committee is comprised of one representative from every concerned field of work and two representatives from the company’s side. They meet once every month to discuss in details the problems and issues with the organization’s health and safety (Bulmer, M. 1993)

PARTICIPATIVE ARRANGEMENTS INCLUDES:

• employee and supervisor involvement in OHS activities, such as inspections and audits
• health and safety, and other representatives
• OHS and other consultative/planning committees
• OHS included in management, staff and employee meetings
• procedures for reporting hazards, and raising and addressing OHS issues

Information and data for evaluating participative arrangements may include:

• feedback from individuals and representatives
• minutes of meetings
• questionnaires
• workshops

Factors that may impact on the design of participative arrangements include:

• language
• shift work and roistering arrangements
• timing of information and data provision
• literacy and numeracy levels

FEEDBACK MECHANISM:

The staff feedback is judicially used in the meetings held with the management reps, as these suggestions are the basis of forming the OHS policy and guidelines. Each of the suggestions and demands would be laid out in the open and detailed discussions would go on regarding all of them. Everyone should be open minded in order to not ignore any suggestions as small or insignificant. The truth of each should be judged, if required practically and then decisions made on them. Once a problem has been rectified, notify the customer who submitted the feedback about the improvements made and invite him/her to do business with you again to see whether if the previous problem still persists. (Bamberger, M, 2000).

THE MAJOR FEATURES OF OHS ARE:

Hazard identification

A hazard is anything with the potential to harm life, health or property. As hazards are the prime identifiable cause of occupational health and safety problems, controlling the risk arising from them offers managers the greatest area of opportunity for reducing injury and illness in the workplace. Hazards arise from the workplace environment, the use of plant and substances in the workplace, poor work design, inappropriate management systems and procedures, and human behavior. A set of procedures can be used in your organization to enable workplace hazards to be identified. a. Safety audit

b. Workplace inspections

c. Accident investigations

d. Consultation

e. Injury and illness records

f. Health and environmental monitoring

g. Complaints

h. Observation

Hazard assessment includes:

Once hazards have been identified, you can then assess their significance. The level of significance will determine the priority assigned to its elimination or control. There are many types of hazards; physical, chemical and biological for example, and methods for assessing them will differ. A few general points need to be considered, however, when assessing hazards.

a. More than one cause

b. Exposure

c. Severity

d. Human differences

OHS PLANS:

An OHS plan is a strategic document which gathers information and sets objectives and goals.  It is concerned with systems and programs.  It is a long term strategy.  However it must be able to be revised as required and should be reviewed regularly.

Barriers to the implementation of a systematic approach to managing OHS may include:

Barriers includes diversity of workers, structural factors, such as multiple locations, shift work and supervisory arrangements, workplace culture issues, such as management commitment, supervisors’ approach to compliance and acceptance of the priority of safetyA systemic approach to managing OHS may include:

It is a processes of: allocation of resources, communication and consultation, hazard management, planning, record keeping and reporting, review and evaluation for ongoing improvement, training and competency

OHS POLICIES AND PROCEDURES:

Policies, procedures and plans may be developed in-house or with the assistance of external consultants. Developing OHS policies and procedures

OHS policies: OHS policies provide a framework for managing health and safety, setting standards and outlining how the organization intends to address issues. A general OHS policy includes health and safety objectives and commitments while specific policies address particular issues and hazards. To ensure relevant and practical policies, employers should consult with employees during development. (Edwards, E,1972)

A general OHS policy might include the following:

• Management commitment to a safe working environment without risks to health
• Training in, and communication of, health and safety practices and procedures
• Commitment to regular monitoring and review of the policy and its effectiveness

MANAGEMENT SUPPORTS IN OHS:

Management supports the OHS policy by fooling certain responsibilities:

• providing a safe and healthful workplace
• ensuring workers are trained or certified, as required
• providing medical and first aid facilities
• providing workers with health and safety information
• supporting supervisors in their health and safety activities
• evaluating health and safety performance of supervisors (Smith, T,1990)

TRAINING NEEDS:

The firm is obliged to provide sufficient, adequate and continuous training for all its employees. This means a compulsory general training scheme for all workers, which must be supplemented with job-specific information where necessary. The training (both basic and specific) increases the workers’ skills to behave safely in the workplace. As a result, organizations with better-trained workers will have a larger stock of safety human capital.

ETHICAL ISSUE:

Reporting of any Illegal or Unethical Behavior: Any Employee who is aware of any illegal or unethical behavior or who believes that an applicable law, rule or regulation or the Code has been violated, must promptly report the matter to the Chief Legal Officer of the Company or otherwise in accordance with the Company’s Policy and Procedure. 

DISCRIMINATION ISSUE:

In keeping with its Discrimination and Harassment Policy, the Company respects the dignity, rights and aspirations of each Employee and is committed to provide an equal opportunity work environment free from discrimination and harassment. (Atherley, G, 1975)

(PART B)

SOURCES INCLUDE:

• external sources such as: OHS legislation and codes of practice, Australian and industry standards, Australian Bureau of Statistics (ABS), OHS authorities, unions and industry bodies, OHS professional bodies, National Occupational Health and Safety Commission (NOHSC)

• internal sources such as:
  • OHS policies and procedures
  • work instructions
  • job and work system analysis
  • safety handbooks
  • employee information papers, brochures, notes, newsletters
  • OHS reports including, workplace inspections, hazard and incident reports, technical reports, consultations and observations

Data collection is a term used to describe a process of preparing and collecting data – for example as part of a process improvement or similar project. The purpose of data collection is to obtain information to keep on record, to make decisions about important issues, to pass information on to others. Primarily, data is collected to provide information regarding a specific topic. (Ebbutt, D,1998).

ASSESING AND EVALUATING COLLECTED DATA:

• Assessment of the program’s cost and efficiency
• Assessment of the program’s outcome or impact
• Assessment of how the program is being implemented
• Assessment of program design and logic theory
• Assessment of the need for the program

DATA COLLECTED BY:  

Relevance- It should be meeting the requirements of the problem. It includes:

1. Units of measurement should be the same.
2. Concepts used must be same and currency of data should not be outdated.

Accuracy- In order to find how accurate the data is, the important points are: Specification and methodology used; Margin of error should be examined; the dependability of the source must be seen. (Booth, R., 1975)

LEGAL REQURIMENT:

All risk assessment reports for atmospheric monitoring or health surveillance for at least 30 years after the date of the last entry.

• Records of all induction or training provided to employees likely to be exposed to hazardous substances for at least five years after …

• All records required under clause 169 which deals with carcinogenic substances for at least 30 years after …

• Each record of employees’ notification of intention to work in areas where exposure to carcinogenic substances or lead risk is involved for at least 30 years after …

• All risk assessment reports indicating that atmospheric monitoring or health surveillance is not required for at least 5 years after …

• All records required concerning an employee ceasing to carry out.

BENEFITS OF DATA COLLECTION:

• It helps in providing information.
• It also helps in choosing the best alternative.
• It works as a source of security for the company in terms of having alternatives etc.

INJURY RATE IN WORKPLACE:

The injury rates in workplace can be determined by Understanding the determinants of work-related injuries that is critical to the implementation of safe and productive work practices. One potentially important determinant is working time–the length of time worked per shift, week, or indeed any other period of time. For example, fatigue associated with long hours of work may increase the likelihood of accidents, and exceptionally long hours may also result in injuries associated with breaching physical endurance limits. While it stands to reason that a relationship between working time and safety does exist, there is limited understanding of the extent and nature of the relationship. For example, it is not clear what effect working an additional hour per week has on the likelihood of injury.

MEAN, MEDIAN AND MODE:

ORGANISATION A:  6,8,4,9,3,7,8,2,8,7,6,4

ORGANISATION B: 3,7,0,8,4,12,9,8,11,8,9,5

ANS)  Arranging them in ascending order:

ORGANISTION A: 2,3,4,4,6,6,7,7,8,8,8,9

ORGANISATION B: 0,3,4,5,7,8,8,8,9,9,11,12

NOW,

 MEAN FOR ORGANISATION A= 2+3+4+4+6+6+7+7+8+8+8+9/12

                                                            =72/12 =6.

MEADIAN= N/2 &N/2+1

                        =6 &7.

MODE= THE NO WHICH OCCURS MAXIMUM NO OF TIMES.

= 8.

MEAN FOR ORGAINSATION B =0+3+4+5+7+8+8+8+9+11+12/12

                                                            =84/12 = 7.

MEADIAN= N/2 &N/2+1

                        =8 & 8.

MODE= THE NO WHICH OCCURS MAXIMUM NO OF TIMES.

= 8.THE VALIDITY AND RELIABILTY ISSUES:

It has been estimated that Pie eating has been linked with all the major diseases of our body. The Pie consumption can also know to be related with the people involved in road accidents and the airline tragedies. The evidences showed that the long-term political damage has been caused by the pie consumption. Thereby it’s not considered to be reliable.

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