Definition of Occupational Health Since 1950, the International Labor Organization (ILO) and the World Health Organization (WHO) have shared a common definition of occupational health. It was adopted by the joint ILO/WHO committee on occupational health at its first session in 1950 and revised at its twelfth session in 1995. The definition reads: “occupational health should aim at: the promotion and maintenance of the highest degree of physical, mental and social well-being of workers in all occupations; the prevention amongst workers of departures from health caused by their working conditions; the protection of workers in their employment from risks resulting from factors adverse to health; the placing and maintenance of the worker in an occupational environment adapted to his physiological and psychological capabilities; and, to summarize, the adaptation of work to man and of each man to his job.” The Changing Approach to Occupational Health and Safety The traditional approach Continue reading
Human Resource Concepts
Competency Based Compensation System
In the 1990s, a new idea gained acceptance in a number of organizations that more closely aligned human resource practices with organizational strategies, missions and cultures. A number of organizations switched from a traditional job-based structure to a competency-based structure that emphasized the development and attainment of behaviors, knowledge and skills compatible with and aligned to the organization’s mission and business strategies. The focus of competencies is centered on characteristics of the employee, including behaviors, skills and knowledge that can be demonstrated and positively affect the organization. Competencies emphasize the attributes and activities that are required for an organization to be successful. Therefore, human resource practices using Competency Models tap into the employee capabilities that are aligned to the organization mission and business need. Competency Models when implemented in totality can impact all of the agency’s human resource practices including recruitment, selection, compensation decisions, performance planning, performance evaluation and career Continue reading
Employee Participation and Organization Performance
In the first instance is necessary to define both employee participation as well as what is meant by performance. Employee participation may be defined as the process by which employees are involved in the decision making process of a business rather than merely being expect to following instructions and as such this forms what is referred to in HR as empowerment. Performance on the other hand can be considered from two perspectives, firstly there is the performance of the individual in question and how their personal performance is affected by the concept of employee participation. Secondly there is the performance of the organization as a whole to consider and how this will change with varying degrees of employee participation. Approaches to Employee Participation Traditional views of the organization and approaches to management have seen a clear distinction between the tasks of managers and those of the grass roots level employee. Continue reading
Factors Affecting Organizational Performance
In this uncertain economic and social climate there are many factors that affect the organizational performance. The most essential factors affecting organizational performance are Leadership, Motivation, Organisational Culture and Knowledge Management. 1. Leadership Leadership is the prime factor affecting the success or failure of organisations. It is the process in which one individual exerts influence over others. Leadership is a process that enables a person to influence others to achieve a goal and directs an organisation to become rational and consistent. In organisations where there is faith in the leaders, employees will look towards the leaders for almost everything. During drastic change in times, employees will perceive leadership as supportive, concerned and committed to their welfare, while at the same time recognizing that tough decisions need to be made. True leadership states that leadership skills can be mastered by people who wish to become leaders. The two very important components Continue reading
Absenteeism in the Workplace
Absenteeism is habitual or pattern of absence from the duty. Absenteeism is viewed as indicator of poor individual performance, or poor employee morale. Its found that rate of absenteeism is lowest on pay day it increase considerably the days following payment of wages. Absenteeism is generally higher in young workers below the age of 25 to 28. The young employees spend more of their time with family and friends. Percent of absenteeism is high in night shift as compared to day shift. There are two types of absenteeism which are as follows: Innocent absenteeism: Innocent absenteeism refers refer to employees who are absent for reason beyond their control, like sickness and injury. Culpable absenteeism: Culpable absenteeism refers to employees who are absent without authorization for reasons which are within their control. For example if an employee is on sick leave even though he or she is not sick and if Continue reading
Contemporary Theories/Views on Motivation
Motivation is human psychological characteristic which shows the level of commitment towards a particular goal. Motivation shows that how employee think about his job, if he is motivated than productivity level will be high. Motivation linked with morale as well, if the morale is high it shows employees job satisfaction and they are dedicated and loyal for their works. But if morale is low it results low productivity, absenteeism, and the high staff turnover. In another words performance mainly depend on motivation. Contemporary Views on Motivation In this section we will be discuss about five motivation theories which can be a good example for the managers who are struggling with the low motivation of staff and the high staff turnover and these theorize can help to learn how to motivate the staff. 1. Need Theory of Motivation Concentrates on what people need to live satisfied lives. According to the need Continue reading