Evaluating Workplace Health and Safety Management Systems - Assignment Example

EVALUATING WHS MANAGEMENT SYSTEMS EVALUATING WHS MANAGEMENT SYSTEMS For effective and efficient management of business, the rules and regulations of World Health Survey are important (Leask, and Fyall, 2006.) Better allocation of resources and sound management lead to overall success of business. However, most people do not know the rules of WHS hence poor services are offered to the public. Based on the report below, it is clear that employers, managers, and employees need to be taught on risk management policy among other policies of WHS on management for success in any enterprise. In consultation with representative of workers and workers themselves, the procedures and risk management policy for WHS of the organization was developed effectively and efficiently. The sampling at Wollongong store was successful hence the need to implement the program globally. Due to global proposed systems, Austrian Hardware aims at providing safe conditions for workers at work place and to comply legally across jurisdictions. There is need for corporate culture, operations and integration with management systems of Australian Hardware. Australian Hardware is committed to WHS in various ways like, first aid and treatment of injuries for the workers and customers among others as discussed in the report below. First Aid Incidents Looking at the data on First Aid Incidents, the workers are ill treated by those in management. First, for the first case on 1 July 2012 of a new worker who got an accident by lifting a lawn mower, the worker could not have been re-trained but be given first aid. The employee was new to the organization hence needed to be treated well. Second, on 10 Sep 2012, another new employee was cut but no first aid was given. Initiating safety action meeting by team leader could not help such a new employee at Wollongong. Third, on 24th Oct 2012, it is clear that the organization values customers’ life than those of workers since first aid was offered to the customer. The customer’s falling was accidental and there was no need for training of staff at Melbourne. Fourth, on 1 April 2013, a new staff fall down and treatment was administered thus indicating change in giving first aid to employees at Freemantle. Medical Treatment Injury Through safety and work health Act of 2011 which is supported by WHS, the sick workers do not need to be mistreated. Looking at medical treatment injury, a lot need to be done. First, on 1 July 2012, a new staff was injured and treated for a day at Sydney. The treatment was not enough for the worker as he or she missed work for 10 days. There was no need for the meeting as falling was accidental. Second, on 4 July 2012, two employees who engaged in horseplay were not treated yet they were burnt. The employees could have been treated. Also, there was no need for regulator to be notified after six weeks. Moreover, the regulator was not supposed to embarrass the team leader. Those in management are supposed to relate with each other well at Perth. Third, on 19 Sep 2012, it is clearly seen that the treatment of workers is not recognized at all. The psychologically ill employee was arrested at Ballarat instead of treating the patient. Fourth, on 13 Nov 2012, there is great improvement as the unconscious driver was taken to hospital for medication. Lastly, on 11 Jan 2013, there was great improvement at Ballina since the employee was given the best treatment. However, there was failure on the part of team leader who never reported the matter to the regulator by not knowing his responsibilities. Lost Time Injury Lost Time Injury (LTI) is facing great challenges. The employees were absent in various days due to sickness but their absenteeism were not recorded. The regulator was supposed to know that the employees were absent due to sickness. For instance on 7 Aug 2012 a new customer who was depressed had her report not recorded in the action column at Bendigo. The same happened at Port Arthur. Also, the injured employees were given few days for leave. The team leader initiating safety action meeting, remedial coaching and training is not important. The hurt employees are suppose to be given enough sick leave, get their full salary and to be compensated for injuries sustained at work place. Near Miss Incident The near missed incident is abused. The workers who escape narrowly from injuries are not compensated or even taken for psychological treatments in case of tremors. The incidents are not even reported or recorded as it happened at Darwin, Wollongong, Port Macquarie, and Malvern. Giving training to employees when such incidences occur is good especially for the new employees but not the only solution as it happened at Wollongong in 2nd Nov 2012. According to WHS Act of 2000 (sheet 1), near miss incident should not be neglected (Landorf, 2009). Lost Time Injury Frequency Rate Lost time injury frequency rate is not considered by most organizations. First, on 9 Sep 2012, at Gold Coast, a new employee serving customers fall and had sore back but no actions were recorded. He was given 2 day’s leave and the matter was not forwarded to regulator and no compensation was given. The back might still be aching after two days and his output will be less as compared to when he is normal but no compensation is given. Second, on 27th May 2013, at Perth, a new employee slipped and no actions were recorded. He felt to unknown substance and this was not reported to the regulator. One day leave was not enough as the injuries might be big since he or she felt on unknown substance. Conclusion Employees are important people for the success of the business just as customers. Retaining employees is very important for an organization. The problem in poor handling of the employees might not be with the employers but those in management. However, employers are above those in management hence need to be trained on better management of employees. Recommendations After a year of implementation the program has not succeeded fully due to lack of support the inferior workers who fear to expose their employers and managers. However, based on the above report, teachings need to be offered on first aid incidents, medical treatment on injury, lost time as a result of injury, near miss incident, and lost time injury frequency rate. The seminars need to begin immediately and will take a period of one month for fast implementation. It is recommended that, those in management like team leaders and regulators need to be taught on their roles and how to relate with the employees. Also, all employers need to be taught on how to handle their workers. Furthermore, training needs to be carried out on employees about their rights so that they are not mishandled by management. All workers need to be trained on safety awareness. However, it is worth to note that there is improvement on how the customers are handled when there is an accident or an injury that concerns them (Law, Chan, and Pun, 2006). Reference list Landorf, C. (2009). Managing for sustainable tourism: a review of six cultural World Heritage Sites. Journal of Sustainable Tourism, 17(1), 53-70. Leask, A., & Fyall, A. (Eds.). (2006). Managing world heritage sites. Routledge. Law, W. K., Chan, A. H. S., & Pun, K. F. (2006). Prioritizing the safety management elements: a hierarchical analysis for manufacturing enterprises. Industrial Management & Data Systems, 106(6), 778-792. Appendixes Time line indicating how teachings from WHS will be offered to citizens of Wollongong based on the above report. Group Date Venue Time Employers 1ST June 2013 Wollongong 8 Am-12 noon Regulators 7th June 2013 Wollongong 8 Am-12 noon Team leaders 14th June 2013 Wollongong 8 Am-12 noon Employees 21ST June 2013 Wollongong 8 Am-12 noon Read More