Human Resources Management Systems

1. Human Resources Management Systems Occupational Health and Safety Chapter 13 Copywrite C 1999 PMi www.pmihrm.com

2. Human Resources Management Systems: A Practical Approach • By Glenn M. Rampton, Ian J. Turnbull, J. Allen Doran ISBN 0-459-56370-X Carswell Copywrite C 1999 PMi www.pmihrm.com

3. Occupational Health and Safety Occupational health and safety (H&S) can be described as the identification, evaluation and control of hazards associated with the work environment and for the purposes of this course,includes industrial hygiene (environmental monitoring of air and water quality and noise levels, as well as ergonomics). Copywrite C 1999 PMi www.pmihrm.com

4. Occupational Health and Safety (Cont’d) Other general H&S activities include: medical testing, medicals (pre-employment, during employment, post-employment), medical treatment, first aid, preventative measures (i.e./flu and travel shots), accident prevention and education, accident investigation, recommendations for correction of procedures, equipment, union/management committees, and worker compensation boards. Copywrite C 1999 PMi www.pmihrm.com

5. Increased Awareness of OH&S Issues • Workers’ Compensation Board costs • Safety legislation • Increasing health care costs • Trends in health care responsibility • Technology • Security and privacy Copywrite C 1999 PMi www.pmihrm.com

6. Legislation H&S legislation has three major aims: • Prevention: setting minimum standards in the workplace, along with the means of enforcing these standards. • Employment Security/Compensation: ensuring that injured workers receive appropriate “Worker’s Compensation”, medical attention, rehabilitation support, and a suitable job to return to, or extended financial support if they are not. • Employer Liability: ensuring that the employer meets the established H&S standards, and is accountable when the standards are found not to be met. Copywrite C 1999 PMi www.pmihrm.com

7. Legal Implications in OH&S - Due Diligence: • Whether appropriate OH&S policies and procedures exist • Whether legislation, policies and procedures are translated into effective H&S programs • Whether H&S legislation, policies, procedures and programs are understood, applied and monitored throughout the organization Copywrite C 1999 PMi www.pmihrm.com

8. Role of an HRMS in OH&S An organization’s HRMS has a key role to play in collecting, storing and reporting of in formation to assist personnel at all levels of the organization carry out their H&S responsibilities Copywrite C 1999 PMi www.pmihrm.com

9. Role of an HRMS in OH&S (Cont’d) • Keep a roster of safety inspections • Maintain the results of accident investigations, as well as identify and report on trends • Maintain a roster of employees that have received H&S training and/or certification as well as individuals who are qualified to provide such training • Collect information and provide regular reports on injuries, medical time-off, and worker’s compensation statistics Copywrite C 1999 PMi www.pmihrm.com

10. HRMS Should Maintain Statistics to: • identify trends • compare and manage costs • identify priority areas for joint safety committee attention • allow comparisons with other organization’s in the same sector • provide reports and returns for the government, and for internal use Copywrite C 1999 PMi www.pmihrm.com

11. Information Shared with other HRMS Modules Staffing • pre-employment health declaration • pre-employment medical Benefits • medical & drug requirements Attendance Management • medical/health reasons for absence • accident investigation • first aid Copywrite C 1999 PMi www.pmihrm.com

12. Information Shared with other HRMS Modules (Cont’d) Wellness Programs • preventative measures • periodic medical testing • education • safety inspections • industrial hygiene programs • Employee Assistance Program (EAP) Employee Relations • H&S union / management committees • incident reports Copywrite C 1999 PMi www.pmihrm.com

13. Inspection Checklists Include: • Safe use and maintenance of machinery, tools and equipment. • Environmental factors such as noise, atmosphere, temperature. • State of storage areas and facilities, especially as pertaining to hazardous materials. Copywrite C 1999 PMi www.pmihrm.com

14. Inspection Checklists (Cont’d) Include: • Storage and use of hazardous materials (do material safety data sheets exist, and are the materials concerned being stored and used properly?. Has training been complete in accordance with WHMIS?) • Existence and quality of personal protective equipment. • State of working and walking surfaces. • Adherence to safe working practices. • State and quality of emergency facilities and equipment. Copywrite C 1999 PMi www.pmihrm.com

15. In Each Check listed Area HRMS Should Document: • Department Inspected, Date, Time • Name of Inspectors • Hazards Observed • Recommended Action, Date Action Taken • Result of follow-up Review by Safety Committee, Date of Follow-up • Safety Committee Sign-Off Copywrite C 1999 PMi www.pmihrm.com

16. HRMS Accident Reporting Information • Description of Accident, Location, Date, Time • Machinery, Tools, Equipment Involved • Mitigating Environmental Conditions (lighting, atmosphere, chemicals, working surfaces) • Name of Person(s) Involved • Description of Injury • Job Being Performed • Analysis of Causes • Recommendations • Name and Signature of Investigator, Date • Follow-up Action Taken, Date Copywrite C 1999 PMi www.pmihrm.com

17. Effect on HR of an Accident • time lost from work due to an accident often triggers the requirement for either a replacement worker or overtime • an injured employee's progression through sick leave, short-term disability, long-term disability, workers compensation, restricted return to work and unrestricted return to work must be tracked, preferably with the HRMS • external agencies (i.e./Workers' Compensation Boards) and contractors (such as health case workers) both require and generate data. Most of this information should come from and/or be entered into an HRMS Copywrite C 1999 PMi www.pmihrm.com

18. Effect on HR of an Accident (Cont’d) • depending on the nature and cause of an accident, there may be labour relations issues which arise, up to and including strike action. Information regarding other accidents in the same location, or of the same nature or cause, would normally held by HRMS • additional benefits or levels of benefits may be triggered for an injured employee, and, depending on the nature of the employer's coverage there could be increased costs for the employer and/or employee Copywrite C 1999 PMi www.pmihrm.com

19. Question 1 What are some of the factors which are causing occupational health and safety to be the target of increased management attention? Copywrite C 1999 PMi www.pmihrm.com

20. Question 2 Many health professionals see their first duty as being to the individual worker, not the employer. Discuss the varying perspectives on this point of view, and comment on how the different views could impact on the nature of the supporting information systems. Copywrite C 1999 PMi www.pmihrm.com

21. Question 3 For what reasons have H&S modules often not been included in HRMSs in the past? Has anything changed to now make inclusion of occupational health and safety issues in an HRMS more likely? Copywrite C 1999 PMi www.pmihrm.com