Safety, Health & Environment (SHE) is one of the most important aspects in an organization.

Importance of having proper OSHE implementation at the workplace

Proving a safe and conducive work environment is one of the core requirements of being an effective employer.

The approach towards the betterment of HSE implementation in the organization should be seen as a multi-pronged one. If it is done properly, the following benefits can be achieved:

1. Better employee engagement
2. Reduced unexpected expenditure

Step 1: Policy Statement

The first step towards implementing HSE at the workplace is to ensure that the company has an HSE policy statement at the first place. In most companies, HSE policy statement is compulsory by law.

Step 2: HSE Policy

HSE policy helps to steer the direction of the HSE implementation at the workplace. Although the implementation of the strategies have yet to be determined, it is important to have the policy so that the HSE implementation will have clearly-defined objectives.

The next part of the implementation is to get the right set of people to work on the strategies and fine-tune the existing programmes.

Act (Law) -> Regulations -> Guidelines

Ministry of Human Resource

DOSH: Department of Safety and Health (Enforcement)

NIOSH: National Institute of Occupational Safety & Health (Education & Training)

Safety Inspectors

1. Directly employed by DOSH
2. Licensed by DOSH

Objectives of OSHA 1994

1. To ensure the safety, health and welfare of persons at work against risks out of the activities at work
2. To protect person at a place of work other than persons at work against risks out of the activities at work
3. To promote an occupational environment for persons at work which is adapted to
4. additional point

Scope of OSHA

Unsorted – notes

Emergency Preparedness:

1. Ensure appropriate First Aid box

OSH Committee: Fundamentals

Note: DOSH will try as much as possible to find fault of the employer.

Safety Committee: Membership

Chairman: Someone from Top Management

Secretary: Can be appointed among members

Safety Committee Meetings

Must be held at least 3 times in a year.

If the committee member cannot attend 2 meetings consecutively, the person must be removed from safety committee.

Note: After establishment, members should be given trainings.

Terims of Reference for Safety Committee

Factories and Machinery Act 1967 (Act 139)

One incident at parking lot facility (i think Cold Storage) in Section 14, Petaling Jaya, Selangor, Malaysia.

Learning and Development (L&D) is an important function in Human Resources (HR). These days, many of the employees no longer find themselves comfortable doing the same thing over the years. Instead, they are always in pursuit to develop themselves. If you are not able to meet the learning and development needs of your employees, there is a good chance that they are going to leave your company very soon.

Over the years, we can see an increase of the turnover rate among younger employees. Most of them has cited lack of development opportunities as their reason to leave existing employer. A common pattern can be observed when you conduct an investigation to find the reason why your top performers left your company. The top performers are hungry for challenges in their career and they are always looking for the opportunities to learn. However, they often find themselves tied by the constraints set by the more senior employees in the company. Hence, they are not able to do much in their career at the company.

The high turnover rate can make employers freak out. This is putting employees in vicious cycle. Employers refuse to train their employees due to the fear of them quitting and employees feel like quitting because their employer refuse to train them.

Developing Effective Learning and Development Component in the organization

In order for us to develop an effective L&D component in the organization, we need to look into several steps as outlined below:

The steps to develop an effective L&D component in an organization are as follows:

Step 1: Background Assessment

Assessment of the organization’s corporate background and strategic planning.

Firstly, you can look into the organisation’s corporate information. The essential information includes its vision, mission, goals as well as objectives. Besides, the core values of the company are also useful as a guidance on how you want your Learning & Development process to take place.

Resources Assessment: Assessment of existing resources in terms of people, infrastructure and environment

People: Managing Learning and Development process in a large organisation can be a huge task. The number of employee working full-time for implementing L&D initiatives at the company is dependent on the total number of employees at the company. A good rule of thumb of L&D personnel ratio is 1:200, or 0.5% of the total number of personnel.

Step 2: Formulating Learning & Development Policy

Having a policy will be a great help in ensuring successful L&D planning and implementation in the company. An L&D policy should contain some information about the commitments from the leadership, planning and execution of the process and how to carry out an effective evaluation for the process.

Step 3: Formulation of Procedures

After you have finished with the policy, you can create procedures for L&D process.

1. L&D Needs Analysis
2. Training Session Coordination (including registration and payment)
3. Development Programme Coordination
4. Development Programme Evaluation
5. Training Session Evaluation
6. Training Effectiveness Evaluation

Step 4: Implementation

Implementation of policies, processes and procedures. As the procedures have already been developed, it is time to implement them well.

Step 5: Evaluation

You must be able to determine what criteria shall the evaluation be based upon. For example, you can determine how to measure the effectiveness of the training sessions attended by your employees.

Step 6: Continuous Quality Improvement

Corrective/preventive actions based on the assessment result

Human Resources is the most important component in an organisation.

Employment Laws

1. Employment Act 1955
2. Industrial Relations Act 1967 (Act 177)
3. Trade Unions Act 1959 (Act 262)

Resignation and Termination

Resignation can be a challenging topic to the extent that people do not want to talk about it. However, it is important for the employers to address it before it is too late.

Many companies have encountered the issue of having to terminate their employees due to poor performance and other issues. However, not many of them are taking it positively.

Milestones

17 March 2022: Opened for access at fauzan.work