Employee Health & Safety and Productivity in Human Resources

This presentation explores the relationship between employee health & safety and productivity in the field of Human Resources. It discusses the significance of managing health and safety at work, the impact of psychological issues, acute and chronic health conditions, and the benefits of a safe and healthy workforce. The presentation also covers workplace safety and health hazards, accident prevention, stressors, and the role of management commitment and employee involvement. Additionally, it highlights the importance of external agencies and employee welfare measures in promoting a safe work environment. References are provided for further reading.

Employee health & safety and
productivity in Human Resources

 Poor working conditions
 under distressing conditions, employees will most likely be unable to focus on work, prompting
genuine losses.
 To their own advantage, subsequently, businesses should pay attention to up wellbeing and security
issues and do everything conceivable to improve the living states of employees.
Worker HEALTH

 Significance Managing health and safety at work requires:
 Developing wellbeing arrangements; promoting danger appraisals which differentiates hazard and
survey the dangers connected to them;
 completing health and safety reviews and assessments;
 executing work associated wellbeing programs; overseeing pressure; counteracting mishaps;
estimating wellbeing and wellbeing execution;
 conveying the need for effective wellbeing and safety works on; sorting out wellbeing and security
(Berry, Mirabito, and Baun, 2010).
Significance Managing wellbeing
and security at work

 Depressed representatives are hard to deal with.
 In that they promote disturbance, convey blame sentiments and enjoy viciousness.
 Employees with such passionate issues would benefit from outside assistance through ,listening
mindfully and thoughtfully; broadening enthusiastic help ,removing aggravations .
Psychological issues

 Acute and Chronic wellbeing and conditions have been observed to be connected to work
environment efficiency loss.
 For example, an examination at a British college demonstrated that around 40 percent of
representatives with a self-detailed ceaseless disease announced restrictions in their profitability
when at work.
 For instance: organization X gives nearby exercise center (20 percent of workers report they utilize
it) and bike storerooms (10 percent of representatives report they utilize it), prompting a general
record score for the organization of 1*0.2 + 1*0.1 = 0.3. Wellbeing, prosperity and efficiency in the
work environment 15 2005).
 By and large, the current writing estimates the effect of co-dismalness by including the quantity of
existing conditions for every person.
Acute and Chronic wellbeing
and conditions

 Advantages of a Safe and Healthy Workforce- Increased productivity, Increased proficiency and
quality ,Minimized insurance and medical costs, Minimized compensation payments and rates,
Enhanced image as an employer (Kirsten, 2010).
 Outcomes of an Unsafe and Unhealthy Work Environment-In creased incidents of diseases and
injury, Back wounds are most pervasive, Undetected impacts , Chemicals Exposure , long-term risk.
 Emotional well-being - Psychological side effects can influence profitability and life far from work, it
result in Economic Costs ,Deaths and Violence .
Advantages of a Safe and
Healthy Workforce

 Work related Accidents - Organizational Qualities-Factors most influencing work environment mishaps: –
Working times and conditions – Tools and innovation accessible to carry out the responsibility
 Individual Qualities: Unsafe Employee• Traits that make individuals progressively powerless to mishaps:
Emotionally "low", Stressed (Fabius et al., 2013).
 Violent Employees-Homicide is driving reason for work environment after highway accidents, Signs of
probable violence includes Physical Actions ,Verbal threats , Show weapons ,Intimidation ,Try to get entrance ,
mania, Frustration
 Workers have most probability to be exposured to: Chemical and oil refinery specialists, excavators, material
laborers ,Steelworkers, lead smelters ,Medical experts, plastics industry specialists, painters, shoemakers,
 Diseases associated with Workplace Hazards• Cancer ,Liver, lung, mind, kidney• Lung Disease ,White, dark
colored, and dark lung• Bronchitis, emphysema , Leukemia• • Lymphoma, aplastic anemia• Central sensory
system damage• Skin Diseases, Reproductive Disorders.
Work environment Safety and Health
Hazards

 External environment- there is impressive contrasts in national standards with respect to working
environment wellbeing and safety in the international standards.
 Global organizations - International Labor Organization, World Health organization.
 These associations improve and reinforce national and interior strategies, defines rehearses for
upgrading working environment wellbeing and security. Aides in creating HR for work related
wellbeing.
External environment

 Mishap Prevention-Design a protected workplace , Guards, Safety goggles, handrails , head protectors ,
Warning lights, Self-remedying components , Ergonomics , Automatic shutoffs, Change work condition to
coordinate capacities confinements of representatives
 Mishap Prevention -Health and Safety Committees-At the division level, do usage and organization ,At the
association level, detail approaches, Behavior Modification ,Small level of workforce in charge of larger part of
medical coverage claims, Measure, convey, screen, and strengthen wanted behavior• Assessing Intervention
Effectiveness (Miller, and Haslam, 2009).
 Illness Prevention- Record keeping , minimizing Incidence of Diseases , Monitoring presentation, Genetic
screening
 Occupational Health and Safety Acts(OHS acts) • Mission of OHS acts-To guarantee the security and strength of
America's specialists by setting and implementing norms  giving preparing and training, building up
organizations with organizations , empowering nonstop enhancements in work environment wellbeing and
wellbeing
Mishap Prevention

 Making a Safe Work Environment - Safety Awareness promotion - The main Role of the Supervisor, Communicating the
requirement to work securely. Proactive Safety Training Program ,First guide, protective driving, mishap aversion
methods, dangerous materials, and crisis methodology. Information Technology and Safety Awareness and Training.
 Making a Safe Work Environment -• Typical Safety Rules - Using appropriate security gadgets ,Using legitimate work
techniques ,Following great housekeeping works on ,Complying with mishap and damage detailing systems, Wearing
required wellbeing dress and hardware ,Avoiding going without helmet and casual attitude with safety standards
(Dollard, and Neser, 2013).
 Main Elements for an effective Ergonomics Program• Provide notice and preparing for employees.• Conduct pre-
damage peril assessment.• Involve employees.• File damage reports.• Plan and execute.• Evaluate and survey the
ergonomics program.
 Work environment Violence- Minimizing Violence in the Workplace ,Commitment to counteract savagery ,Identify
regions of potential viciousness, Develop brutality aversion arrangements ,Provide savagery anticipation preparing,
Evaluate program viability.
Making a Safe Work
Environment

 Employment Role Stressors
 Role equivocalness - absence of clearness and explicitness about one's word related job obligations
 Role struggle - the nearness of contending or incongruent job requests
 Role over-burden - having an excessive amount of work to do, too brief period to do that work, as
well as not having the assets to finish the work required (Berry, Mirabito, and Baun, 2010).
 Overseeing STRESS- There are four fundamental reasons why associations should assess pressure
and take care of business: 1. They have the social duty to give a decent nature of working life. 2.
Over the top pressure causes ailment. 3. Stress can result in powerlessness to adapt to the requests
of the activity, which, obviously, makes more pressure. 4. Over the top pressure can diminish
worker viability and along these lines hierarchical execution.
Stressors

The executives Commitment and Employee Involvement
• Management duty and representative inclusion are integral
• Management responsibility gives the power and assets for resolving and managing exercises inside an organization
• Employee contribution proviesthe methods through which laborers create and express their very own pledge to H
and S (Fabius et al., 2013).
• State unmistakably a worksite security and wellbeing approach
• Establish and impart a reasonable objective and target for the wellbeing and wellbeing program • Provide
noticeable top administration contribution in actualizing the program
• Assign and convey obligation about the program • Provide satisfactory specialist and assets to dependable
gatherings
• Hold administrators, bosses, and representatives responsible for meeting their duties • Review program tasks in
any event yearly, to assess, distinguish lacks, and reexamine, as required.
Executives Commitment and Employee
Involvement

 Other agencies-Trade Unions , Employer ,State Governments , Central Government , Agencies of Welfare
Work
 Employee welfare has some targets: • To provide enhanced life and wellbeing to professionals• To address
the diverse needs of workers, • To diminish laborers from mechanical exhaustion and to improve material
and social states ,scholarly, of living of the labourers (Keller, Berryman, and Lukes, 2009).
 Employee welfare measure’s features: Labor welfare involves different administrations, offices and
courtesies gave to professionals to improving their wellbeing, financial advancement ,proficiency, and
position in the society.
 • Welfare measures are inclusive of customary wages and other financial advantages accessible to
profesionals because of legal arrangements
 • Labor welfare plans are regularly evolving and adaptable. New welfare measures are incorporates to the
present regulations.
Agencies

 The motivation for providing these offices are to enhance their work culture and improve their way
of life.
 Main advantages of welfare measures are:
 • They provide enhanced emotional and physical well-being to laborers and accordingly advance a
solid workplace.
 • Facilities like health advantages, lodging plans, and instruction and for families of workers,
entertainment offices that would help improving their quality of life.
 • Employers get stable work constrain by providiing welfare offices.
 Thus, it is with the help of these initiatives, the issues with organizational productivity and
employee health and safety can be effectively resolved within an organization.
Continued

 Berry, L., Mirabito, A.M. and Baun, W., 2010. What's the hard return on employee wellness
programs?. Harvard business review, December, pp.2012-68.
 Dollard, M.F. and Neser, D.Y., 2013. Worker health is good for the economy: Union density and
psychosocial safety climate as determinants of country differences in worker health and productivity
in 31 European countries. Social Science & Medicine, 92, pp.114-123.
 Fabius, R., Thayer, R.D., Konicki, D.L., Yarborough, C.M., Peterson, K.W., Isaac, F., Loeppke, R.R.,
Eisenberg, B.S. and 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), pp.993-1000.
 Hafner, M., Van Stolk, C., Saunders, C., Krapels, J. and Baruch, B., 2015. Health, wellbeing and
productivity in the workplace. RAND EUROPE.
 Keller, S.M., Berryman, P. and Lukes, E., 2009. Effects of extended work shifts and shift work on
patient safety, productivity, and employee health. Aaohn Journal, 57(12), pp.497-504.
 Kirsten, W., 2010. Making the Link between Health and Productivity at the Workplace―A Global
Perspective. Industrial health, 48(3), pp.251-255.
 Kowlessar, N.M., Goetzel, R.Z., Carls, G.S., Tabrizi, M.J. and Guindon, A., 2011. The relationship
between 11 health risks and medical and productivity costs for a large employer. Journal of
occupational and environmental medicine, 53(5), pp.468-477.
 Macdonald, W., Driscoll, T., Stuckey, R. and Oakman, J., 2012. Occupational health and safety in
Australia. Industrial health, 50(3), pp.172-179.
 Miller, P. and Haslam, C., 2009. Why employers spend money on employee health: Interviews with
occupational health and safety professionals from British Industry. Safety Science, 47(2), pp.163-169.
References