HR hse Debunking the Myths

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HR hse Debunking the Myths

  1. 1. HR and HSE: Debunking Safety Myths to increase your company's bottom line Alfred B Phillips HRMATT’s 9th Biennial Conference Hilton Trinidad & Conference Center Date
  2. 2. Some Common Safety Myths Safety is about a safety manual that costs a lot of money Accidents will happen, therefore some can’t be prevented We have never had a facility or critical accident so we are doing okay. All accidents are investigated by the Safety department The Safety department is responsible for our safety Once a person has a certificate in safety, with some experience, they can be a safety officer. HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 2
  3. 3. Definitions Safety Control of accidental loss Loss Avoidable waste of any resource Accident An event which results in unintended harm or damage Incident An event which could or does result in unintended harm or damage HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 3
  4. 4. Can you list applicable Safety laws and standards that your company follows? As a minimum standard, the company should be in compliance with the TT OSH Act, the EM Act, and all attendant rules and regulations. You should also have in place a Safety Management System (SMS) such as OHSAS 18001 or ISO 14001. As an HR professional there are key elements of the Act that you should be familiar with, such as the Annual Risk Assessment, the General Duties of both employers and employees, the Right to Refuse Work, considerations for Young Persons in the workplace and Welfare facilities. HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 4
  5. 5. Strategic Approach Formula HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 5 PLAN ACT CHECK DO
  6. 6. Three modes of control Pre-contact control Things that prevent accidents such as inspections, audits and assessing risks, etc Contact control Contact with sources of energy above the threshold limit Post-contact control After the accident, the extent of losses can be controlled in many ways. HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 6
  7. 7. Develop a Safety Culture A safety culture is a behavioral climate within a company that promotes, rewards, and controls safety in such a way as to make safety a part of business instead of a condition of business. (Patricia A. Ice, 1999) HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 7
  8. 8. The Safety Culture Who will identify our loss exposure, evaluate the risks, and develop, implement and monitor the work to be done? Changing the culture in your company must be a team effort, beginning at the most senior level of the organization and permeating through to every employee. HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 8
  9. 9. The Safety Culture The HR professional should be actively involved and engaged in activities such as routine facility inspections, audits, risk assessments and accident investigations, etc. Benefits will include an appreciation for the risks and hazards employees are exposed to on a daily basis. This will improve the relationship between HR/management and the people “on the floor”, but only if HR’s presence at audits and inspections contributes to the overall proactive safety culture, as opposed to being reactive. HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 9
  10. 10. Accident Studies In 1969 a study of industrial accidents was undertaken by Frank E. Bird, Jr., then the Director of Engineering Services for the Insurance Company of North America. An analysis was made of 1,753, 498 accidents reported by 297 cooperating companies. For every reported serious or major injury –there were 9.8 reported minor injuries – 30.2 property damage accidents were reported for each major injury. These studies resulted in a 1-10-30-600 Ratio. HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 10
  11. 11. AccidentRatioStudy(1969) HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 11 Figure 3. Accident Ratio Study (Source: Bird, 1969) 600 Incidents with No Visible Injury or Damage 30 Property Damage Accidents 1 Serious Or Major Injury 10 Minor Injuries or Illness
  12. 12. What should be investigated? All accidents and incidents should be evaluated for their Risk Potential There are more incidents than accidents Lessons learned from near-misses are free The causes and potential are the same HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 12
  13. 13. Who is responsible for the safety and health of others? As Dr W Edwards Demming and other management specialists have discovered, about 15% of a company’s problems can be controlled by employees, while 85% or more is controlled by the managing system. In other words, management is responsible for the safety and health of all employees and others. HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 13
  14. 14. The Safety Culture Management, including HR, must lead in building the organization's safety culture. The first step to achieve this is an understanding of the company’s Safety Management System. HR should be HSE’s sponsor. That commitment will only be fruitful if HR understands the requirements of an effective safety management system. Moreover, HR must be committed to develop human capital in the HSE department. HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 14
  15. 15. Qualifying in Safety In 2009, SRG/SHEQ Institute conducted research into the requirements for safety professionals and para- professionals in the industry. Our research yielded the following: There are not enough qualified safety professionals and para-professionals to service the existing companies in Trinidad and Tobago. The timeframe to satisfy this requirement is over than ten (10) years There exists at present no standardized stratification of qualifications in the field of safety. HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 15
  16. 16. Qualifying in Safety HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 16 Qualifications and Credits Framework Levels Main Stages of Education Employment 7 Doctorate; Higher Diploma Executive 6 Postgraduate Safety Manager 5 Degree Safety Engineer/ Safety Specialist 4 Associate Degree/Diploma Assistant Safety Engineer/Specialist/ Coordinator 3 Diploma Safety Technician 2 Certificate Safety Monitor 1 Certificate (Introductory)
  17. 17. Qualifying in Safety Implications for the HR practitioner: HR must be able discern the different qualifications and certifications presented to them during the recruitment process HR must understand what the HSE person does, and what the HSE system requires to avoid putting square pegs in round holes. HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 17
  18. 18. Qualifying in Safety Investigation reports have demonstrated that, in certain instances, accidents could have been prevented even during the recruitment process, and certainly at the professional development stage. Every time there is an accident/incident it costs the company money. Therefore, the HR professional must know and understand the company’s processes and the HSE management system to ensure that recruitment and training are commensurate with the company’s overall objectives. HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 18
  19. 19. Safety Accountability – Key Positions HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 19 Top Manager By Law (OSH Act TT) Controls resources HSE Officer Advises, develops and implements the HSE Management System Supervisory Level (Crucial to the HSE Plan) Carries out policies, procedures and safe practices to ensure work is done safely
  20. 20. Safety Accountability Implications for the HR practitioner: HR must be aware of the chain of responsibility and ensure that it is communicated to all employees. As sponsor, HR must provide support to the HSE person to ensure that he is not unduly overburdened with the responsibility for safety when, by law, the responsibility does not rest solely on his shoulders. HR must safeguard the integrity of the post of HSE Officer by ensuring that the employee holding that post is not compromised due to the exigencies of the operations. HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 20
  21. 21. Safety Culture is Key The communication of company-wide roles and responsibilities as they relate to safety is directly linked to promotion of a proactive safety culture within the organization. HR and HSE must take the lead in developing a proactive safety culture. This will save lives and improve the company’s bottom line. HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 21
  22. 22. HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 22 Injury & Illness Costs • Medical • Compensation Costs (Insured Costs) •Building damage •Tool and equipment damage •Product and material damage •Production delays and interruptions •Legal expenses •Expenditure of emergency supplies and equipment •Interim equipment rentals •Investigation time •Wages paid for time lost •Cost of hiring and/or training replacements •Overtime •Extra supervisory time •Clerical Time •Decreased output of injured worker upon return •Loss of business and goodwill { { $5 to $50 Ledger Costs of Property Damage (Uninsured Costs) $1 to $3 Uninsured Miscellaneous Costs $1
  23. 23. Action Items Get familiar with key aspects of the OSH Act TT such as the Risk Assessment, General Duties, Right to Refuse Work, Young Persons and Welfare. Review your company’s SMS to determine if it is a proactive one. If it isn’t, initiate an evaluation to improve your safety plan. If you are not already part of your company’s accident investigation and inspection teams, consider contacting your HSE Officer to be included in an investigation and/or inspection tour. HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 23
  24. 24. Speaker’s Contact Info HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 24 Phone - 1 868 740 1319 E-mail - sheqinst@gmail.com

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