Kelecton Case Study Summary

However, the control of LOTO in industrial settings should be unified into production planning. This is done to focus on enhancing safety, reducing the rates of accident and removing the cost of accident avoidance. According to Charlot et al. (2007), employees should be sheltered from injuries that come from the transmission of energy that powers machines accidentally. Also, all injuries that arise from the release of accumulated energy when servicing, repairing, maintaining and

Management in healthcare institutions obtains presentations that pertain to workers’ injuries and illness costs. The figures acquire adequate support from the management provided that the data cites credible and the right references. However, researchers lack adequate hard data and research backing to defend direct and indirect cost ratios that they frequently utilize in relation to the safety-related literature.

The Company’s goal is to have zero work-related illnesses or injuries. However, in order to attain this goal, it will require a team effort involving both the Company and the employees. Only through such a coordinated effort can this safety plan be established and sustained.

I, Marion Forbes the recently appointed senior human resources manager at Hallington Utilities Services (HUS), am facing with a dilemma; work out HR strategies with the Organizations mission and handle employee’s issues and concerns. HUS has made changes due external and internal factors encountered in the market as well as the new regulations happening within the sector. All are very complicated and my main issues are privatizing, downsizing, unionization, motivation, training and compensation. With the information collected, I need to figure out

Despite undeniable efforts investing in safety and health within the workplace, occupational accidents continue to account for injuries and deaths every year (Cadieux et al, 2006). In Quebec alone in the year of 2004, 176 deaths and 128,104 occupational injuries were registered by the National OHS board (Cadieux et al, 2006). In order to improve these rates worldwide, Occupational Health and Safety Management systems are developed and implemented in the workplace.

Due to the high rate of illnesses, accidents and injuries in the industry, the organization further developed a hazard recognition program. This was greatly supported by the directives and the standards the organization drafted. The organization also set a safety and health program. This mainly depended on the credibility of management’s involvement in the program. This program provided for the inclusion of the employees in the program. The program also provided for the inclusion of the employees in the different decision making processes such as the safety and health decisions. The employees were also to be included in the decisions that involved change in the work site practices and conditions. The program addressed hazards despite failure by the government standard to regulate it (Brain Mass, 2010).

The injured health care professional may eventually need to change their career path secondary to permanent MSD’s (Menzel & Nelson, 2010). Recent studies report a sixty thousand dollar annual reduction in medical costs when safe staffing is maintained (ANA, 2011). Additionally, reduced malpractice claims, payouts, readmission, denials and fines will be experience when adequate staffing is maintained (ANA, 2011). Most noteworthy, the patient’s may experience less pain or suffering and therefore better outcomes can be anticipated with safe staffing. This sends a clear message to management; powered devices are an investment that can reduce staff injuries while also ensuring the safe handling of the patients as well.

Safety is an important function of our daily lives and requires the same attention we give other functions and processes within our daily job routines. Over the years as we continue to do our jobs and the same processes we can become less safe by using short cuts to make a process easier for ourselves. Also, the equipment we use begins to age and breakdown and cause unsafe conditions. Safety professionals use many different types of safety programs to combat safety related issues or problems one may encounter on a job site. Employee involvement is the most important part of any safety program. Without employee involvement safety programs are not as successful, because employees are sometimes not aware of the process and steps in place to protect them.

According to the Bureau of Labor, statistics indicate that more than 4.1 million people were hurt or injured on-the-job in 2006 and 5,488 were killed in 2007 (Gomez-Mejia, Balkin, & Cardy, 2010, p. 511). Laws and regulatory requirements are currently in place to standardize and promote workplace safety. Organizations with extensive safety programs have reduced number of accidents, decreased workers’ compensation claims and lawsuits and lesser accident-related expenditures (Gomez-Mejia, et al, 2010, p. 511). This paper discusses the effects of legal, safety and regulatory requirements in

This paper requires that students assume the role of a HR manager for Widget Maker, a large US-based company with offices in several states. Requests and grievances from employees were submitted to the HR Department. They are a requests four months of unpaid maternity leave, with a guarantee of job and salary security upon her return; a grievances from small group of employees that are distressed about unsafe equipment and reluctant to return to work until the machines are safe and the last grievance is an older male employee who believed that his department has repeatedly treated him differently due to his sex, age, and religion.

Costs associated with workers compensation can be greatly curtailed if companies initiate safety programs and safety awareness at the workplace. Most of the workers who come to see me at my law practice say they have suffered injuries while doing mundane things like stocking shelves without a step ladder or other related devices. Poorly maintained equipments and lack of basic safety devices also contributes greatly to worker injuries causing an increase in the number of workers seeking

It is our job as health care providers to prevent or abolish safety risks to the patient and to ourselves. Considering Ulrich and Kear (2014) show that four to eight million people are injured in the United States due to safety issues in the

The Saw Stop defense will help inhibit future events for a total cost of $20,139, which is a return in investment of $10 per $1 invested in EHS, when compared to another injury event costing (in direct and indirect cost) $198,573. This amount does not include the retraining and hiring cost of a new employee, which is estimated at 20 to 21 percent of employee’s salary, if the injury sustained had prevent the experienced employee from returning to work. Furthermore, it does not include the intangible cost of lost production because of employee morale and the further intangible cost to the employee injured and his family. This is an opportunity for learning, investment of the EHS management systems, and defenses to preserve employee

Accord to Sears, Bowman, Blana, & Hogg-Johnson (2017) stated that the “total national medical and productivity cost for occupational injuries and illnesses has been estimated at $250 billion annually (p.763). This could possibly prevent the employees from suing the company. Informing them of the two citation that need to be taken care of before the compliance officer do their follow up. This is very important that this be done because it could help to prevent any future incidents from happening. Gathering the remaining employees and provided them with a paid training that goes over the safety rules for operating the equipment. Making sure that they are aware that this training is mandatory and everybody must sign off on it stating that they understand how to use the equipment

During 2006, the first part of Alan’s plan was to convince bankers into giving Ford Motor Company billions of dollars to complete this company overhaul. Once they were provided with the right amount of money, the plan was able to be executed. With this plan came a timeline; by the year 2009, the company planned to have the ‘One Ford’ mission in action and to see production increase. Because of such a short timeline, HRD was ultimately involved throughout the entire process. As part of the company’s “One Team” approach, certain areas of the plan are discussed and analyzed to examine if anything can be improved; this is accomplished by using everyone in the company. Employees are able to share how they feel about certain areas of their work and give their opinions on how certain things should change or stay the same; after everything is examined, the leaders of the company are the ones held responsible and accountable for making the changes, if any, to whatever was examined (Ford Motor Company, 2010). During this process, new strategies can also be provided by using the employee’s opinions and assessments of their strengths and weaknesses. This ultimately shows the use of human resource development as part of the company’s competitive strategy. Without the employees understanding how to complete their job correctly, the company would plunder. Thus, the company makes