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 Management Basics
The Importance of Human Resources Management in Organizations
The functioning of modern organizations is highly dependent on the effectiveness of human resource management, which affects consistently organizational development. In actuality, human resources comprise important assets of any organization. In such a situation, many organizations are concerned with the improvement of the performance of human resources through motivating employees and developing effective approaches to human resource management. Traditionally, human resource management played an important role in the effective functioning of an organization. At the same time, the present epoch is characterized by the development of numerous human resource challenges which were practically unknown in the past. In such a situation it is extremely important to clearly identify the problem or problems and their major causes in order to be able to cope with the HR challenges and maintain the normal functioning of organizations. In this respect, it should be said that the wide implementation of new technologies is one 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
Methods of Workers Participation In Management
Worker’s participation is a system where workers and management share important information with each other and participate in decision taking. Workers’ participation in management is an essential ingredient of Industrial democracy. The concept of workers’ participation in management is based on Human Relations approach to Management which brought about a new set of values to labor and management. Workers participation in management implies mental and emotional involvement of workers in the management of Enterprise. It is considered as a mechanism where workers have a say in the decision-making. It is a process by which authority and responsibility of managing industry are shared with workers. Most important Forms / Methods of Workers Participation in Management are: 1. Participation at the Board level: This would be the highest form of industrial democracy. The workers’ representative on the Board can play a useful role in safeguarding the interests of workers. He or she Continue reading
Top Performance Appraisal Methods Followed by Companies
Performance Appraisal can be described as a formal process of assessment and evaluation of the employees on an individual as well as group level. The word “formal” is crucial, as it is important that the managers or supervisors review the worker or individual on a periodic basis. Even though, PA is only an element of performance management, it is very crucial for the success of performance management as it directly relates to the strategic plan set by the organisation. Managers may choose from among a number of performance appraisal methods. The type of performance appraisal system used depends on its purpose. If the major emphasis is on selecting people for promotion, training, and merit pay increases, a traditional method of performance appraisal, such as rating scales, may be appropriate. Collaborative methods, including input from the employees themselves, may prove to be more suitable for developing employees. 1. 360-Degree Feedback Evaluation Continue reading