BY: JUDY M. COMETA

1. BY: JUDY M. COMETA MODULE 5 MAINTENANCE OF HUMAN RESOURCES

2. MAINTENANCE OF HUMAN RESOURCES • EMPLOYEE ORIENTATION • PHYSICAL WORKING CONDITIONS • MOTIVATION/THEORIES

3. MAINTENANCE OF HUMAN RESOURCES 4. PERFORMANCE APPRAISAL/SYSTEMS 5. COMPENSATION ADMINISTRATION 6. MANAGEMENT LABOR RELATIONS 7. EMPLOYEE MOVEMENT

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5. It is a day set aside for new employee/s to get acquainted with the company. A time to get a lot of your questions answered. Introduce on policies, procedures, company history, goals, culture, punching in and work rules. And a great time to be introduced to the opportunities. WHAT IS AN ORIENTATION???

6. Is it important??? • ABSOLUTELY • (pls add more pix here)

7. Purposes of Orientation 1. To Reduce Startup Costs • help the employee get "up to speed“ much more quickly • thereby reducing the costs associated with learning the job.

8. Purposes of Orientation • To Reduce Anxiety • Any employee, when put into a new, strange situation, will experience anxiety that can impede his or her ability to learn to do the job. • Proper orientation helps to reduce anxiety by entering into an unknown situation, and helps provide guidelines for behavior and conduct, so the employee doesn't have to experience the stress of guessing.

9. Purposes of Orientation • To Reduce Employee Turnover - Employee turnover increases as employees feel they are not valued, or are put in positions where they can't possibly do their jobs * Orientation shows that the organization values the employee, and helps provide the tools necessary for succeeding in the job.

10. Purposes of Orientation • To Save Time for the Supervisor * The better the initial orientation, the less likely supervisors and co-workers will have to spend time teaching the employee.

11. Purposes of Orientation • To Develop Realistic Job Expectations, Positive Attitudes and Job Satisfaction * It is important that employees learn as soon as possible what is expected of them, & what to expect from others

12. Why is Orientation Program sometimes fail??? • The program was not planned ; 2. The employee was unaware of the job requirements; 3. The employee does not feel welcome.

13. Two Kinds of Orientation 1. Overview Orientation • deals with the basic information •  conducted by the personnel department with a little help from the branch manager or immediate supervisor 2. Job-Specific Orientation - Deals much on the content that is specific - conducted by the immediate supervisor

14. 1. Overview Orientation • government in general, the department and the branch  • important policies and general procedures (non-job specific)  • information about compensation and benefits  • safety and accident prevention issues  • employee and union issues (rights, responsibilities)  • physical facilities 

15. 2. Job-Specific Orientation • function of the organization, and how the employee fits in  • job responsibilities, expectations, and duties  • policies, procedures, rules and regulations  • layout of workplace  • introduction to co-workers and other people in the broader  organization. 

16. Tips 1.   Orientation should begin with the most important information (basic job survival).  2.   Orientation should emphasize people as well as procedures and things.  Employees should have a   chance to get to know people and their approaches and styles in both social and work settings.  3.   Buddy an employee to a more experienced person, but make sure the more experienced person   wants to buddy up, and has the  inter-personal skills.  This provides ongoing support.  4.   Introduce employees to both information and people in a controlled  way.  A new employee can't absorb everything at once, so don't waste your time.  Space out introductions. 

17. EVALUATION What you could do: • Good training programs ask for participant evaluations. • At the end of your new employee orientation, offer a brief, five question survey focused on the presentation. Follow up with a survey that focuses on content in ten days or so. • Encourage feedback about what information the new employee would have liked to receive during the new employee orientation program. • Find out what information was overload or unneeded. • Incorporate the suggestions to improve your new employee orientation program.

18. THE BEST EMPLOYEE ORIENTATION… • has targeted goals and meets them, • makes the first day a celebration, • involves family as well as coworkers, • makes new hires productive on the first day, • is not boring, rushed or ineffective, and • uses feedback to continuously improve.

19. PHYSICAL WORKINGCONDITIONS Occupational health should aim at: • the promotion and maintenance of the highest degree of physical, mental and social well-being of workers in all occupations; • the prevention amongst workers of departures from health caused by their working conditions; • the protection of workers in their employment from risks resulting from factors adverse to health; • the placing and maintenance of the worker in an occupational environment adapted to his physiological and psychological capabilities; • and, to summarize, the adaptation of work to man and of each man to his job

20. PHYSICAL WORKINGCONDITIONS Workplace safety is an important management responsibility in industry. • “HEALTH IS WEALTH” (PICTURE HERE!)

21. To ensure the safety and health of workers in a business the following elements are needed: • management leadership and commitment • employee engagement • accountability • safety programs, policies, and plans • safety processes, procedures, and practices • safety goals and objectives

22. ELEMENTS • safety inspections for workplace hazards • safety program audits • safety tracking & metrics • hazard identification and control • safety committees to promote employee involvement • safety education and training • safety communications to maintain a high level of awareness on safety

23. Reasons for establishing good occupational safety and health Standards 1. MORAL • An employee should not have to risk injury at work, nor should others associated with the work environment

24. Reasons… 2. ECONOMIC Poor occupational safety and health performance results in cost back to the government *Ex. Medical treatment; loss of employment

25. Reasons… • 3. LEGAL • Occupational safety and health requirements may be reinforced in civil law and/or criminal law • It is accepted that without the extra "encouragement" of potential regulatory action or litigation, many organisations would not act upon their implied moral obligations.

26. Common Workplace Hazard Groups Workplace hazards are often grouped into physical hazards, physical agents, chemical agents, biological agents, and psychosocial issues Physical hazardS: • Slips and trips • Falls from height • Workplace transport • Dangerous machinery • Electricity Physical agents: • noise • vibration • ionizing radiation Chemical agents: • Solvents • Heavy metals

27. Common Workplace Hazard Groups Workplace hazards are often grouped into physical hazards, physical agents, chemical agents, biological agents, and psychosocial issues Physical hazardS: • Slips and trips • Falls from height • Workplace transport • Dangerous machinery • Electricity Physical agents: • noise • vibration • ionizing radiation Chemical agents: • Solvents • Heavy metals

28. Having A Safe Workplace is Smart Business People First Keeping your employees safe and healthy is good for your business. To do that: • Offer prevention and wellness activities • Have options in place so injured employees can receive immediate treatment • Consistently search for and eliminate workplace hazards • Offer early intervention and rehabilitation programs from drug and alcohol abuse and mental health problems • Make free flu shots available

29. A Safe Environment Heavy equipment, electrical hazards, even keyboards can pose health threats to your employees. For a safer work environment: Conduct a routine maintenance and housekeeping measures Frequently check for proper ergonomic conditions Check all equipment for unsafe wear and tear Educate workers on identifying hazards and risks Make sure employees wear necessary protective equipment Create and rehearse a worksite disaster plan Control and eliminate toxic chemical use where you can Make your workplace smoke-free

30. LET US REMEMBER THAT… Safety starts with a company’s leadership. To establish and communicate your vision, mission, policies and trust: • Keep confidential medical information protected • Offer educational programs to improve health and safety • Thoroughly analyze accidents for prevention • Have a zero tolerance policy for workplace violence • Offer access to cost effective health care benefit programs • Begin an employee assistance program

31. THE LAW… • PIX HERE

32. OUTLINE OF THE PHILIPPINESOCCUPATIONAL SAFETY AND HEALTH STANDARDS(As Amended) SECTION RULE 1000 - GENERAL PROVISIONS 1001        Purpose and Scope 1002        Definitions 1003        Administration and Enforcement 1004        Special Inspection, Investigation and Review 1005        Duties of Employers, Workers and other Persons 1006        Confidentiality of Trade Secrets RULE 1010 - OTHER SAFETY RULES 1011        Promulgation of Rules 1012        Special Rules 1013        Hazardous Workplaces RULE 1020 - REGISTRATION 1021        General Provision 1022        Registrable Unit 1023        Period of Registration 1024        Registration RULE 1030 - TRAINING OF PERSONNEL IN OCCUPATIONAL SAFETY & HEALTH 1031        Training Programs 1032        Accreditation 1033        Training and Personnel Complement 1034.01   Qualification of Safety Consultant 1034.02   Prohibition in the Practice of Occupational Safety and Health

33. OUTLINE OF THE PHILIPPINESOCCUPATIONAL SAFETY AND HEALTH STANDARDS(As Amended) RULE 1040 - HEALTH AND SAFETY COMMITTEE 1041        General Requirements 1042        Types & Composition of Health & Safety Committee 1043        Duties of the Health and Safety Committee 1044        Terms of Office of Members 1045        Duties of Employers 1046        Duties of Workers 1047        Duties of the Safety Man 1048        Other Types of Safety Organizations RULE 1050 - NOTIFICATION AND KEEPING OF RECORDS OF ACCIDENTS AND OR OCCUPATINAL ILLNESSES 1051        Definitions 1052        Special Provisions 1053        Report Requirements 1054        Keeping of Records 1055        Evaluation of Disability 1056        Measurement of Performance RULE 1060 - PREMISES OF ESTABLISHMENTS 1060.01   General Provision 1061        Construction and Maintenance 1062        Space Requirements 1063        Walkway Surface 1064        Floor and Wall Opening 1065        Stairs 1066        Window Openings 1067        Fixed Ladders 1068        Overhead Walks, Runways and Platforms 1069        Yards

34. OUTLINE OF THE PHILIPPINESOCCUPATIONAL SAFETY AND HEALTH STANDARDS(As Amended) RULE 1080 - PERSONAL PROTECTIVE EQUIPMENT AND DEVICES 1081        General Provision 1082        Eye and Face Protection 1083        Respiratory Protection 1084        Head Protection 1085        Hand and Arm Protection 1086        Safety Belts, Life Lines and Safety Nets 1087        Use of Safety Shoes RULE 1090 - HAZARDOUS MATERIALS 1091        Scope 1092        Definitions 1093        General Rules 1094        Hot and Corrosive Substances 1095        Storage 1096        Use of Lead and Its Components RULE 1100 - GAS AND ELECTRIC WELDING AND CUTTING OPERATIONS 100.01    General Provisions 1100.02    Personal Protective Equipment 1100.03    Welding and Cutting in Confined Spaces 1100.04    Underground Tank and Similar Confined Space Work RULE 1140 - EXPLOSIVES 1141        General Provisions 1142        Definitions 1143        Authorization 1144        Limitation 1145        Quantity and Distance Tables 1146        Storage of Explosives 1147        Records of Disposition of Explosives

35. OUTLINE OF THE PHILIPPINESOCCUPATIONAL SAFETY AND HEALTH STANDARDS(As Amended) RULE 1150 - MATERIALS HANDLING AND STORAGE 1150.01    General Provisions RULE 1160 - BOILER 1161        Definitions 1162        General Provisions 1163        Power Boilers 1164        Heating Boilers 1165        Cleaning and Repairs 1166        Personal Protective Equipment 1167        Color Coding 1168        Requirements in the Preparation of Boiler Pressure Vessel Plans RULE 1170 - UNFIRED PRESSURE VESSELS 1171        Definitions 1172        Steam Heated Pressure Vessels 1173        Closed Steam Heated Pressure Vessels 1174        Open Steam Heated Pressure Vessels 1175        Water and Air Pressure Tanks 1176        Refrigeration Tanks 1177        Compressor 1178        Gas Cylinders RULE 1200 - MACHINE GUARDING 2101        Definitions 1202        Provisions of Guards 1203        Standard Machine Guards 1204        Machine Guard at Point of Operation 1205        Transmission Machinery Guarding 1206        Woodworking Machinery 1207        Guarding Mechanical Power Presses and Foot and Hand Power Presses

36. OUTLINE OF THE PHILIPPINESOCCUPATIONAL SAFETY AND HEALTH STANDARDS(As Amended) RULE 1210 - ELECTRICAL SAFETY 1211        Philippine Electric Code 1212        Electrical Safety Inspection 1213        Inspection Fees 1214        Requirements in the Preparation of Electrical Plans RULE 1220 - ELEVATORS AND RELATED EQUIPMENT 1221        Definitions 1222        General Provisions 1223        General Requirements 1224        Standards Requirements 1225        Requirements in the Preparation of Plans RULE 1230 - IDENTIFICATION OF PIPING SYSTEM 1230.01    Scope 1230.02    Standard Requirements 1230.03    Definitions 1230.04    Methods of Identification of Contents of Piping System 1230.05    Visibility 1230.06    Location of Stenciled or Lettered Legends 1230.07    Type and Size of Letters for Stencils RULE 1410 CONSTRUCTION SAFETY 1411        Definitions 1412        General Provisions 1413        Excavation 1414        Scaffoldings 1415        Construction Equipment 1416        Plant and Equipment 1417        Demolitions 1418        Mechanical Demolition 1419        Explosives

37. OUTLINE OF THE PHILIPPINESOCCUPATIONAL SAFETY AND HEALTH STANDARDS(As Amended) RULE 1420 - LOGGING 1421        General Provisions 1422        Hand tools 1423        General Logging Operations 1424        Use and Maintenance of Power Saws 1425        Logging Engine 1426        Logging Engine Operations 1427        Tractor Yarding 1428        Lines, Blocks, Rigging RULE 1940 - FIRE PROTECTION AND CONTROL 1941        General Provisions 1942        Definitions 1943        Building Construction and Facilities 1944        Fire Fighting Facilities 1945        Flammable and Combustible Solids 1946        Electrical Installation 1947        Alarm Systems and Fire Drills RULE 1950 - PESTICIDES AND FERTILIZERS 1951        Scope 1952        Definitions 1953        General Provisions 1954        Pesticides 1955        Fertilizers 1956        Disposal of Unwanted Materials

38. OUTLINE OF THE PHILIPPINESOCCUPATIONAL SAFETY AND HEALTH STANDARDS(As Amended) RULE 1960 - OCCUPATIONAL HEALTH SERVICES 1961        General Provisions 1962        Hazardous Workplace 1963        Emergency Health Services 1964        Training and Qualifications 1965        Duties of Employers 1966        Occupational Health Programs 1967        Physical Examination RULE 1970 - FEES 1971        General Provisions 1972        Explosives 1973        Local Fabrication of Boilers/Pressure Vessels 1974        Certificate of Safety Practitioners/Consultants RULE 1980 - AUTHORITY OF LOCAL GOVERNMENT 1981        General Provisions 1982        Authority to Chartered Cities 1983        Authority to Municipalities 1984        Authority of Other Government Agencies 1985        Application of this Standards of Existing Plans and Authorities 1986        Duplication of Inspection RULE 1990 - FINAL PROVISIONS 1991        False Statement or Representation 1992        Separability 1993        Resolution of Conflicts and Overlapping Jurisdictions 1994        Repeal of Prior Safety Orders 1995        Penal Provisions 1996        Effectivity

39. DEPARTMENT ORDER NO. 16(Series of 2001)  . TRAINING AND ACCREDITATION OF PERSONNEL ON OCCUPATIONAL SAFETY AND HEALTH.

40. MOTIVATION/ MOTIVATION THEORIES 1. THEORY OF NEEDS 2.TWO FACTOR THEORY 3. EXPECTANCY THEORY

41. MOTIVATION THEORIES • THEORY OF NEEDS • By: David McClelland • An American Behavioral Psychologist

42. 1. Human motivation comprises three dominant needs: 1. The need for Achievement 2. Power 3. Affiliation By: Theory of Needs of David McClelland. (1961)

43. 1. NEED FOR ACHIEVEMENT • It is the extent to which a person wants to perform difficult and challenging tasks on a high level . • They want to have success and need to receive positive feedback often • They like to work alone or with other high achievers • McClelland believes that these people make the best leaders

44. NEED FOR AFFILIATION • means that people seek good interpersonal • They want to be liked and accepted by others, and attach importance to a personal interaction. • They tend to conform to the norms of their work group. • They strive to make and keep relationships with a high amount of trust and mutual understanding. • They prefer cooperation over competition. • Obviously, they perform well in customer service and client interaction situations. • McClelland believed that a strong Need for Affiliation undermines the objectivity and decision-making capability of managers.

45. THE NEED FOR POWER • typical for people who like to be in charge • People with a high need for personal power want to direct and influence others. • A high need for institutional power means that people like to organize the efforts of others to achieve the goals of the organization.

46. THEREFORE FOR McCLELLAND • The importance of the different needs at work depends upon the position one occupies. • The need for achievement and the need for power are typical for middle and top managers.

47. TWO FACTOR THEORY By: Frederick Herzberg *people are influenced by two factors 1. Hygiene Factors 2. Motivation Factors

48. 1. HYGIENE FACTORS • Working conditions • Quality of supervision • Salary • Status • Safety • Company • Job • Company policies and administration • Interpersonal relations

49. 2. MOTIVATION FACTORS • Achievement • Recognition for achievement • Responsibility for task • Interesting job • Advancement to higher level tasks • Growth