Human Resource Management: Striking Penalties And Organising Industry Essay

Question:

Discuss about the Human Resource Management for Striking Penalties and Organising Industry.

Answer:

Introduction

Employee health and safety regulations discusses the strategies with introducing the set of laws, conducting assessment, striking penalties, organising industry campaigns and more which are effecting in accomplishing the required policy result of reducing work related mishaps, injuries and disease. The plans that employment health and safety controllers the employers to observed as ways of prevailing in the place of work to complete the result of policy. Particularly these strategies offer production, managers and employees with resources, motivation and penalty with the plan of varying the performance. Fabius et al., (2013) examined distinction in motivation involving dissimilar group of business. They distinguished that the proper allegations in small and medium enterprises articulated in terms of administrators understanding an individual who may get hurt while in large and well known business they were articulated in terms of social morals. The aim of the literature review is to build up and process descriptive models to discuss the set of actions accepted by regulators directed towards modification into the security outcome. The literature review discusses the new regulations, inspections, prosecution, guidance materials, production campaigns, imposed undertakings and partnership and incentive proposals.

Preface of the new policies

The beginning of a new system is one of the significant approaches, which the government use to manipulate the security practices of business and individuals in the place of work (Robertson et al., 2013). The section refers to a specific occasion of a new guideline, which resembles into the process, rather than the exceptional variety of actions undertaken by controllers. The result refers to the modification in the objective behaviour in the long-term goals, which includes decline in the possible damage. Depending on the variety of contextual factors, the regulation mechanism may offer different conclusions.

Economic climate discusses the industry level activity and the rate of unemployment.

Labour force demographic variables discusses the age of the workers, existence of the union, level of education in the workplace and cultural approaches toward guideline in few of the groups.

Industry variables discuss the amount of the business, manufacturing sector and acceptance of the guideline.

These appropriate factors are expected to have dissimilar effects at dissimilar stages in the process of changing. The level of attention in different groups, which includes the small and medium industries, high and low exposure industries has dissimilar effects. (Phillips et al., 2015). As soon as the industries become aware of the rules and regulations they likely to differ in the decisions.

Conducting inspection with or without the penalty:

Work health and security assessments aims to convince the workers to follow the policy. It may include both instructive and enforcement elements. There are two key body of literature on the impact on the inspection on the performance of the employee and safety conclusions. There are other bodies for socio legal literature. There is also a general body for the quantitative investigation.

Inspection can improve the health and safety outcomes mainly of small business and others that do not have any experience or minimal experience in businesses. Instead of the general injury rate the severity of injuries can be reduced with the help of the inspection. The inspection can show small or medium enterprises with penalties maybe more likely to lead the changes in consequent performance. Depending of the size of the business the different mechanism leads to change. For a small business, the primary method resulting in the modification is to understand the rules and regulations. It is difficult to get in touch with the inspector for a small business. The examiner might be the crucial personality who will provide the company some important information about the management of the problems and suggest controls for the business.

Prosecution:

In criminal law the main purposes of prosecution is to penalize the illegal behaviour, prevent the lawbreaker from re offending and to act as a disincentive to others. While work strength and security offences are illegal offences in the legal system of Australia, it has been argued that in custom, offences are often treated as dictatorial violations rather than illegal offences. The legal representation of the way that prosecution influences performance states that trial demonstrates to the society that illegal acts will be penalized and deter others. Punishment is also proposed to serve a specific restriction effect by sending a signal to the lawbreaker about the significance of their behaviour.

Prosecution has a small effect, which is more significant for the larger business. Large business are more worried about the probable damage of the company’s reputation. A small business has very inadequate alertness of prosecution. The information are mainly gathered from the media and individual contacts (Hughes & Ferrett, 2015). A large business, which has access to the skills and assets to monitor and understand work health and safety prosecution, is able to extract appropriate information that they could apply to improve their own security practices.

Guidance material:

To increase the awareness and offer information about the risks and appropriate controls, guidance materials have been used by the work health and safety regulators. Despite greater use of the management materials and codes of practices by the health and safety controllers, there has been very few evidence of the effectiveness in constructing changes in behaviour. Robertson et al., (2013) recommended that small and medium size enterprises faces difficulty in applying common information to their specific situation, and it strongly favour specific information about what they must do.

Campaigns:

Campaigns mainly work towards providing information of improved observance and growing the apparent possibility of the enforcement. The concept of social marketing is another approach that has been broadly used in the local movements focussing on the health of the public and community goods. Social marketing involves the submission of marketing principles to the endorsement of the social objectives. It involves the utilization of estimation as a substitute to information stipulation. According to Robertson et al., (2013) promotions are more likely to be successful if the company uses a mixture of learning and enforcement. The campaigns organized by the work health and security industry usually consist of a set of performance. These activities include assessments, allotment of guidance objects, workshops, seminars that tries to influence the outcomes of the issues related to health and safety.

If a campaign uses a combination of culture and enforcement, it is more likely to change the behaviour of an individual employee. Threat of administration may be an important way of changing the behaviour mostly among the large businesses. However, acceptance of the advice to the advice and maintaining of services can be more helpful and efficient for the small businesses. It suggests that the needs and abilities of different businesses might be optimal.

Enforceable activities:

Enforceable activities are discussed between the business and the controller as an option to responsibility procedures of the court. Once a controller who has accepted the law enforcement, any violation in the enforceable actions will subject to penalty (Yorio et al., 2015). Activities mainly function for a specific phase of time through which the organisation is required to do a variety of performance or make some transformation in the way the company operates. There have been some assessments of the effectiveness of activities in the health and safety due to the comparatively new and occasional use of the work health and safety (Nielsen, 2014). The learning has been approved by the International Monetary Fund about the utilization of the financial industry in Australia (Shaw et al., 2013). The study discusses that the enforceable activities is quite effective in the transformation of behaviour of the subject of the business.

From the perspective of the business, the enforceable activities propose a way to avoid the negative consequences related with the prosecution and to improve the high-quality elegance of the controller. From a controllers viewpoint they avoid costs and doubt connected with the prosecution and they need the business to build developments to the safety practices and describe them to the controller (Zanko & Dawson, 2012). Sometimes the enforceable activities can be an alternative to the prosecution. There are valid implements, which require businesses to take on the variety of actions and inside changes to make sure the changes in work health and safety practice. Some potential mechanism that describes the changes in work health and safety practices includes- Shame: It is about informing the managers to be aware of the penalty of the business practices and helps in understanding the need of the business and how to fulfil it.

Establish open communication:

A major factor of maintaining the trust of an employee is to encourage open communication on the practical issues related to health and safety. No worker should panic in expressing distress to any matter they believe they would hinder the Occupational Safety and Health (OSH) objective of the corporation. Employing and teaching the best managers to encourage convenient communication within each of the branches or department can help avoid communication related panic. Moreover developing a process of hiring keeping in mind the supervisors anxiety with respect to security of themselves and the people around them can be beneficial It is the job of a human resource manager to check the problems of the employees regularly. The manager needs to communicate one to one to observe and understand about the real problems of the workers. An employee who is feeling uncomfortable in expressing his/her concern to their manager might feel comfortable discussing the same with the human resources experts. It address small health and security issues, such as a spreading illness or discuss weather advice, using a company notice board or email.

Execute strict safety policies:

Preferably, the place of work should be totally risk free. However, some businesses, such as structure and mechanical engineering, essentially involve valuable work and unstable surroundings. Employees are not selected to work in certain high-risk situations should be discouraged from entering risky zones or challenging jobs that are not authorized to complete. . For commercial office surroundings, which require minimal physical risk, recognize all potential risks early and control minor hazardous accident.

Offering health and safety training:

An organisation should implement special health and safety training programs for all the employees of the organisation. The training programs should cover all the necessary plans, which include first aid, and urgent action plan. The perfect way to execute the strategies is by improving the health and safety standards of the workplace.

Conclusion:

Occupational health and safety should never be sidelined as an issue of service delivery. Health and safety for the workers is the most important aspect for the workers motivation and job satisfaction. This can influence the production of the worker and it also plays a big role in the retention process. Employee safety also affects the quality of care. Caring for an individual should always be the main concern and area of apprehension for the performance of the health system. The risks of workplace damage or sickness or else disorder vary both across and inside profession and production. The disclosure of the employee risks differ across the path of their time. Thus, examination which try to describe life course health effect or that use health description as variables to describe life related health effect or that use health characteristics as variables to help out explaining major life line evolutions such as retirement must have good details on the health and safety hazards. The main evaluation of development has been focussed at how well businesses are treating the damage and sickness of which they are responsive. Employees should be treated as a patient in case of health issue. Stakeholder schemes that include worldwide philosophy, nationwide policy encouragement and the participation of proficient councils, fitness facilities, schools can assist OSH (Occupational safety and health) hazard reduction process and fulfil the space. The Personal protective equipment movement represents a significant approach in bringing work-related safety and fitness policies to practice. It also certifies the interests of the health sector’s most significant source and in turn that of the enduring and people they serve, therefore helping to change the health system totally at large.

References:

Fabius, R., Thayer, R. D., Konicki, D. L., Yarborough, C. M., Peterson, K. W., Isaac, F., ... & Dreger, M. (2013). The link between workforce health and safety and the health of the bottom line: tracking market performance of companies that nurture a “culture of health”. Journal of Occupational and Environmental Medicine, 55(9), 993-1000.

Haight, J. M., Yorio, P., & Willmer, D. R. (2013, January). Health and Safety Management Systems–A Comparative Analysis of Content and Impact. In ASSE Professional Development Conference and Exposition. American Society of Safety Engineers.

Hughes, P., & Ferrett, E. (2015). Introduction to Health and Safety at Work: For the NEBOSH National General Certificate in Occupational Health and Safety. Routledge.

Nielsen, K. J. (2014). Improving safety culture through the health and safety organization: A case study. Journal of safety research, 48, 7-17.

Phillips, J. A., Holland, M. G., Baldwin, D. D., Meuleveld, L. G., Mueller, K. L., Perkison, B., ... & Dreger, M. (2015). Marijuana in the Workplace: Guidance for Occupational Health Professionals and Employers: Joint Guidance Statement of the American Association of Occupational Health Nurses and the American College of Occupational and Environmental Medicine. Journal of Occupational and Environmental Medicine, 57(4), 459-475.

Robertson, M., Henning, R., Warren, N., Nobrega, S., Dove-Steinkamp, M., Tibirica, L., ... & CPH-NEW Research Team. (2013). The intervention design and analysis scorecard: a planning tool for participatory design of integrated health and safety interventions in the workplace. Journal of Occupational and Environmental Medicine, 55, S86-S88.

Shaw, C. D., Braithwaite, J., Moldovan, M., Nicklin, W., Grgic, I., Fortune, T., & Whittaker, S. (2013). Profiling health-care accreditation organizations: an international survey. International journal for quality in health care, 25(3), 222-231.

Yoon, S. J., Lin, H. K., Chen, G., Yi, S., Choi, J., & Rui, Z. (2013). Effect of occupational health and safety management system on work-related accident rate and differences of occupational health and safety management system awareness between managers in South Korea's construction industry. Safety and health at work, 4(4), 201-209.

Yorio, P. L., Willmer, D. R., & Moore, S. M. (2015). Health and safety management systems through a multilevel and strategic management perspective: Theoretical and empirical considerations. Safety science, 72, 221-228.

Zanko, M., & Dawson, P. (2012). Occupational health and safety management in organizations: A review. International Journal of Management Reviews, 14(3), 328-344.

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