Analysis of Safety, Health, and Wellbeing Performance at Mirus

This report provides a comprehensive analysis of the safety, health, and wellbeing performance at Mirus, a non-profit organization. It examines the importance of health and safety audits, employee assistance programs (EAPs), and HR data in ensuring a safe and supportive work environment. The report highlights the strengths of Mirus, such as staff engagement and a positive organizational culture, while also addressing weaknesses like potential fatalities and lack of worker's compensation. Recommendations are provided for improving communication, utilizing action tracking systems, and ensuring compliance with legislation. The analysis covers various aspects including the assessment of health and safety management systems, compliance verification, and risk profile examination. The report emphasizes the role of EAPs in addressing employee issues and promoting a positive work environment, including the use of HR data for better employee welfare and performance.

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Safety, Health and Wellbeing Performance
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Safety, Health, And Wellbeing Performance
Health and safety in the organization is an important aspect to help ensure employees
are cared for. With a safe environment, employees are more likely to perform well, and cases
of staff turnover will also below. Therefore, carrying out a health and safety audit is important
and will ensure the organization operates as per the measure put in place. In the case of
Mirus, a health and safety audit is important and will serve a long way in ensuring the safety
of employees and the management. In the essay, various aspects will be discussed in the
analysis of the aspect of health and safety in Mirus. Both the management and the employees
in the organization play an important role in ensuring all the measures are adhered to and
regularly revised. The government requires that organizations take care of their employees in
all aspects of their lives and the society in which they are operating. Therefore, there are
different ways in which this can be achieved, and it is as discussed in this paper.
Organization Summary
Mirus (formerly Opportunity Housing Trust) is a non-profit making organization and
charity. The services delivered are conducive to the All Wales Strategy in supporting people
with disabilities to live fulfilled and positive lives. The organization is registered with the
Care Standards Inspectorate for Wales (CSSIW) under both Domiciliary and Registered Care
Home regulations. Subsequently, the organization is subject to inspection and scrutiny by the
CSSIW. It adheres to many legal requirements, which allows an approach that links into
many areas of general health and safety legislation.
There are different reasons why we should measure health and safety in an
organization and, in this case, Mirus. When carrying out an activity in the organization, then
we must have objectives and goals to achieve in the end. These reasons include:
 Assess the effectiveness of health and safety management systems against the
required criteria

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 Verify compliance with existing legislation, documented procedures, and best
practice;
 Agree on future objectives to facilitate continuous improvement in health and safety
standards;
 Examine the risk profile and establish if it is appropriate to the organization's
requirements.
Health and safety are high on the organization's agenda, and considerable emphasis
and resources have been placed on managing health and safety-related risks. All staff who
were engaged during the visits were keen to promote the positive culture that exists and
explain in a great deal how they are supported and encouraged to work in a safe manner
(Black, 2012). A number of staff were able to explain the specific control measures that have
been introduced to improve health and safety-related risk to themselves and colleagues in
great detail. Generally, the reoccurring issue appeared to be a lack of consistency (Measuring
Health and Wellbeing, 2014). Where possible, consistency of documentation, practices, and
behaviours should aim for all service locations and the services delivered across the regions.
Whilst there was considerable evidence of good practice, many areas should be addressed to
help ensure statutory obligations are satisfied.
Employee Assistance Program
It is identified as a program that helps assist employees in solving their personal
issues. The main activities involved include identifying the problems and getting proper
strategies that will help solve the problem without affecting their job performance. Some of
the problems include marital, financial, emotional problems, trauma, and retrenchment, and
retirement problems (Black, 2014). Organizations must ensure they communicate their goals
and objectives, ensuring they align with what their employees want to achieve. Confidential
counselling allows employees to have confidential services in which they can discuss their

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well-being and issues affecting their performance at the workplace. In the Mirus case study,
employees are responsive to the counselling and willing to share out their personal issues.
This, therefore, makes it easy to re-evaluate work strategies ensuring employees get the best
out of their work. Before retrenchment and retirements, employees are taken through
counselling and thus preparing them for what awaits them. There are, therefore, well prepared
psychologically and fit their new environment.
MIRUS promotes positive relationships within the workplace by delivering
professional counselling services for Employee Assistance Programs on behalf of a number
of organizations and employers.
An Employee Assistance Program (EAP) is a confidential counselling service offered
by employers to their employees to support their well-being and personal lives. Depending on
the employer's arrangement, EAP may also extend to immediate family members. MIRUS'
EAP service offers initial support and assistance to individuals and groups of employees who
have personal and/or work-related issues that may impact their well-being, work
performance, safety, individual and workplace morale, and psychological health. With the
performance in Minus, there are certain strengths and weaknesses that the system experience.
This is what affects the performance of the system, and recommendations based on the
performance are given to better shape how it works.
Strengths
Staff engagement in which the program incorporates both the employees and the
management take part in ensuring the program is implemented and measures put in place.
Employees are engaged in decision making and to attain the best results, their concerns and
ideas are listened to. The employee assistance program is only effective when employees are
engaged, and their concerns are addressed. It is more cantered to the employees and therefore
measures put in place are in line with employee's issues, ideas, and requirements.

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Employee's assistance program has established a positive culture in the organization
where employees are cared for, and their personal issues addressed. When an organization
such as Mirus establishes a program where counselling is included, then there is a high
chance that employees will attend and speak out about their issues (Black, 2012). This will
help identify the issues affecting employee performance and attend to them appropriately.
The organization believes that when employee's issues are well handled and addressed, then
their performance is more likely to improve and thus register better productivity. With this
kind of organizational culture then employees feel valued and cared for and thus better
performance.
Considerable emphasis and resources have been placed on managing health and
safety-related risks. Mirus has channelled enough resources and professionals to help attain
the set program goals and objectives. Therefore, this has led to the success of the program in
ensuring that employee matters are taken care of and better measures put in place.
Regulation compliance and the measures put in place are in line with the government
requirements. Health and safety in the organization must meet some standards, and therefore,
it is the government's responsibility to put in place regulations. The organizations, in this
case, Mirus, adheres to the regulations by revising their program and getting it right.
Communication between employees and the management is affected. Employees
speak out on their issues and complaints and as well give feedback on how they are treated.
The management then takes up the action to ensure they get the required response that will fit
employees and organization settings.
Weaknesses
Implementing the health and safety program also has some weaknesses, and
organizations that are not taking the measures will be affected somehow. This includes the
following.

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Fatalities may occur from accidents if there are no health and safety measures put in
place. In this case accidents occur from machine operations and therefore if no proper
measures such as instructions on how to handle machines are out in place, then fatalities are
bound to occur.
Workers' Compensation: The organization has no established way to compensate
employees who have suffered injury and fatality at the organization. This is Mirus's weakness
in their program, and therefore employees are forced to live with the pain and injuries they
experience in the process of production.
Production Downtime as employees will be dealing with stress and depression, thus
affecting them to meet deadlines and attain the production goals. Employees well being
aware of work affects their production levels, and therefore, there is a need to help them
address their issues. Else, they take more time for production or attainment of both
organizational and personal goals.
Absenteeism when employees miss work to sort their personal issues and deal with
stressful moments in their lives. The employee may be tired of acting occur, and once they
reach their breaking point, then they choose not to be around people and thus absenteeism at
the workplace. This will affect the organization's performance and productivity levels, thus
affecting goals and objectives achievement.
Recommendations
A large proportion of the role requires a communications strategy to help support the
implementation. Employees and the management must act on communication and feedback
provided on the different measures put in place.
Take a sustained communications campaign approach to raise awareness about the
EAP support and key messages sending information once is not effective.

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Agreement on the use of the action tracking system on SLS or commitment to
utilizing the different system as a plug-in to give managers more of a practical tool to work
with
Ensure that all available copies of the management system are kept up to date by
monitoring changes to legislation. Management System/policy arrangements should be
periodically audited and amended where applicable
Consideration should be had for issuing the health questionnaire to all staff at
appropriate intervals to allow for continuous monitoring of the condition of staff health.
HR Data
HR data refers to any information about employees in the organization. The
information is used to analyze how employees in the organization are achieving the set goals
and objectives as well as achieving their own personal goals. HR data can either be
qualitative or quantitative, depending on the situation at hand. Quantitative data are expressed
through numbers, while qualitative data is expressed through word analysis (Van, 2017).
When collecting hr data, hr surveys are shared with the employees and the managers so to get
corresponding information. This is on the right note. From the information, the organization
is able to implement a better measure that supports employee's stay in the organization and
better performance.
Human Resource Managers can therefore use the information to determine
employee's well-being and predict their future performance. This is achieved through people
analytics, and with better proof of how employees relate, then it can benefit the organization.
As per the case study, data on employee recruitment, turnover, and attendance are collected.
When the data is analysed, it becomes easy to identify the changes and strategies that can be
put in place to ensure better performance (Van, 2017). HR data is an important aspect in the

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human resource department of different organizations ensuring employee's welfare and issues
are well addressed and given the right environment to work in and give better results.
Health and Safety (HS) Audit
A Health and Safety Audit is an assessment carried out by the organization to evaluate
its health and safety policies and the systems and procedures put in place to ensure
employees' safety. For a health and safety audit to work effectively, it should address the main
key areas: protecting workforce well-being and whether the organization is complying with
the laid-down rules and regulations on health and safety (HSE, 2013). A health and safety
audit should be carried out from time to time, ensuring better assessment and safeguarding
employee's well-being.
The case study addresses the issue of health and safety audits in which the well-being
of employees is assessed. When employees are assured of their safety at the workplace, they
tend to improve their performance. The environment in which they work well is conducive
and thus the capability to give better results and improve on the relationships with one
another (HSE, 2013). Staff engagement levels are key, and as an organization employee,
ideas should be included in any of the set rules and regulations. It as well gives them an
opportunity to raise their concerns and thus get responses on time.
Investors In People (IIP) Report
Investors in People reports look at putting people's concerns and care first to help
ensure a work-life balance. Enough research has to be done on how people want to be treated
and cared for in the organization. With this, the managers can be sure of better performance
and enough participation to achieve the organization's goals. Investors in people help the
organizations to achieve accreditation (Smith, 2014). The different levels of accreditation
include accredited silver, gold, and platinum. Most organizations in the world have managed

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different levels of accreditation, thus ensuring they treat their employees well and with
concern for their work-life balance.
In the Mirus, case study accreditation can be achieved by having an assessment done
on the organization. This helps explain why an organization is facing high rates of turnover
and most of its employees not performing well. Therefore, with a better assessment, an
explanation can be given to help support various claims. Measures and strategies can then be
put in place to ensure employees are treated well and with the important role they play in the
organization.
Staff Surveys
Staff surveys can be explained as questionnaires that ate given to the employees to
help collect reviews that will help in evaluating employee morale, moods, and engagement as
they work in the organization. In the questionnaires, the human resource managers' main aim
is to collect reliable information, and therefore employee's details are kept anonymous. The
survey questions are phrased in ways that will capture the employee's attention and have
them provide the required information (Cooke, 2020). In the case study, the Mirus
Organization is concerned about its employees' engagements and the different activities they
are involved in. The survey reports are important in collecting such data and thus ensuring
employees are well versed with which activity they should involve themselves in and the kind
of benefits they are likely to get out of them.
Leading and lagging
Leading usually occur usually occur when the payment and receipts hat occur in the
organization. in Mirus organisation all the five aspects that are stated usually cause some
changes in the funds of the firm. The firm usually allocate some payment un the five aspect
and effect on the Mirus financial status. When the one of the aspect is lagging the
organization usually have some losses in their transaction. Health and safety audit is the

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leading aspect in Mirus. This is because the find that is used in this aspect has no negative
impact on the Mirus transaction. Most of the receipt and payment of this aspects are usually
paid on time this makes all the health and safety audit of the organization to occur on time
and the information of the audit is delivered on time.
The aspect that is lagging in the organization is staff survey, this is because the
employees answering the questionnaires takes time and it delays the transaction of Mirus the
questionnaires need time to be prepared and to be distributed employees requires a lot of
time. The questionnaires do not provide a correct report of the survey of Mirus financial
position. The importance of the company identifying the leading and the lagging aspect is
because it.
Conclusion
Health and safe environment in an organization is an essential factor. With a safe
environment, employees are more likely to perform well, and cases of staff turnover will also
below. The employees of the organization consider a safe environment when they are
looking for employment in a particular organization. Mirus is an non profitable organization
and charity. The organization is registered with the Care Standards Inspectorate for Wales
(CSSIW) under both Domiciliary and Registered Care Home regulations. Subsequently, the
organization is subject to inspection and scrutiny by the CSSIW. Assess the effectiveness of
health and safety management systems against the required criteria, it is one of the reason
why it is important for the organization to measure health and safety.
The strength includes; Employees are engaged in decision making and to attain the
best results, their concerns and ideas are listened to. The employee assistance program is only
effective when employees are engaged.
The weakness includes; Workers' Compensation: The organization has no established
way to compensate employees who have suffered injury and fatality at the organization. This

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is Mirus weakness in their program, and therefore employees are forced to live with the pain
and injuries they experience in the process of production.

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