ABSTRACT FOR SAFETY AND WELFARE MANAGEMENT

Health, Safety and Welfare Management deals with the legal and social responsibilities of an organization by means of the services provided by the Human Resource department to ensure a healthy and safe place of work, help elderly & retired employees, help employees cope with their personal problems and provision of recreational facilities. Health and Safety policies deal with the protection of employees and other people affected by an organizations produce & against hazards arising from their employment or links with the organization. They are also concerned with minimising loss and damage to property and prevention of accidents. Occupational health programmes dealing with prevention of ill-health arising from working condition consists of two elements

Occupational Medicine- This is a specialised branch of preventive medicine concerned with diagnosis and prevention of health hazards at the workplace and dealing with stress or ill health that has resulted inspite of preventive actions Occupational Hygiene- This branch is concerned with measurement and control of environmental hazards and comes under the area of work of an ergonomist, engineer or chemist dealing in preventive measures.

Mainly Health, Safety and Welfare Management is concerned with the following steps

Development of Health, Safety and Welfare policies and procedures Identification of hazards and assessment of risks attached to them Audits and Inspections Implementation of occupational health programmes Stress Management Accident Prevention Performance measurement related to health & safety Communication regarding good health, safety and welfare practices Training Organization of the entire Health, Safety and Welfare of the company

Objectives

Employee welfare is in the interest of the employee, the employer and the society as a whole. The objectives of employee welfare are: * It helps to improve. * It improves the loyalty and morale of the employees. * It reduces labor turnover and absenteeism. * Welfare measures help to improve the goodwill and public image of the enterprise. * It helps to improve industrial relations and industrial peace. * It helps to improve employee productivity. Provisions do Factories Act 1948 provides for welfare * Adequate, suitable and clean washing facilities separately for men and women workers. * Facilities for storing and drying clothes. * Canteens, if more than 250 workers are employed. * Welfare officer, wherever more than 500 workers are employed. * First aid boxes are provided.

Needs and significance SIGNIFICANCE / IMPORTANCE / NEED OF HUMAN RESOURCE MANAGEMENT (HRM) HRM becomes significant for business organization due to the following reasons. 1. Objective :- HRM helps a company to achieve its objective from time to time by creating a positive attitude among workers. Reducing wastage and

making maximum use of resources etc. 2. Facilitates professional growth :- Due to proper HR policies employees are trained well and this makes them ready for future promotions. Their talent can be utilized not only in the company in which they are currently working but also in other companies which the employees may join in the future. 3. Better relations between union and management :- Healthy HRM practices can help the organization to maintain co-ordinal relationship with the unions. Union members start realizing that the company is also interested in the workers and will not go against them therefore chances of going on strike are greatly reduced. 4. Helps an individual to work in a team/group :- Effective HR practices teach individuals team work and adjustment. The individuals are now very comfortable while working in team thus team work improves. 5. Identifies person for the future :- Since employees are constantly trained, they are ready to meet the job requirements. The company is also able to identify potential employees who can be promoted in the future for the top level jobs. Thus one of the advantages of HRM is preparing people for the future. 6. Allocating the jobs to the right person :- If proper recruitment and selection methods are followed, the company will be able to select the right people for the right job. When this happens the number of people leaving the job will reduce as the will be satisfied with their job leading to decrease in labour turnover. 7. Improves the economy :Effective HR practices lead to higher profits and better performance by companies due to this the company achieves a chance to enter into new business and start new ventured thus industrial development increases and the economy improves.

Introduction Oxford Brookes University is committed to protecting the health, safety and welfare of its staff and students, including their mental health. Mental well being can be affected by the pressures and demands of work as well as by many factors outside work, and the University seeks to work with staff to identify and reduce the stressors that arise from the employment relationship.

University management has a general responsibility for health and safety in the workplace and in situations arising from the employment relationship, and employees have a reciprocal responsibility to care for themselves and others under the relevant statutory provisions. The statutory framework The Health and Safety at Work etc Act 1974 and the Management of Health and Safety at Work Regulations, 1999, place an obligation on the University to assess the risks to staff of stress-related ill-health arising from work activities, and to take measures to control those risks. The Health and Safety Executive has issued guidance on the management standards for stress at work. In order to meet these statutory duties and the regulatory guidance, the University has adopted this framework for the management of stress at work. HR Management responsibilities Provide appropriate guidance to managers on the stress policy Assist in monitoring the effectiveness of measures to address stress Provide regular management information on sickness absence rates and the causes of absence Advise managers and employees on training requirements Provide support to managers and employees during periods of organisational change and encourage referral to occupational health where appropriate