Unit 1

Task 1

Performance Objectives: What Are They and How Do They Work?

1. Creativity
Employers value creativity, and employees value creativity in order to be successful in their careers. To some
extent, and in their own unique ways, everyone is creative. There are tried-and-true methods for enhancing
creativity and creative thinking. Some of them are as basic as going for a stroll, learning a new skill, or doing
nothing at all!

2. Solving Difficult Problems

Complex problem solving requires creativity, as well as analytical and logical reasoning. It's also one of the
characteristics that sets humans apart from robots. Use techniques like focusing on the solution rather than the
problem to improve your problem-solving abilities.

3. Flexibility of thought
Cognitive flexibility is a distinct cognitive talent associated to resilience and the ability to cope with
unpredictably changing circumstances. Do not be concerned if some people are born with more cognitive
flexibility than others. Self-awareness, physical activity, and altering up habits are all strategies to improve it
for everyone. Physical activity causes the body to create feel-good hormones that aid learning in both the body
and the brain. Changing habits also promotes metal flexibility by forcing the brain to adjust rapidly to new
inputs.
4. Emotional Intelligence

Emotional intelligence refers to a person's capacity to analyse emotions (both their own and those of others)
and make intelligent judgments as a result. It is a necessary ability for cooperation and efficient teamwork,
especially when it comes to customer service, among other things.
• The following are some examples of emotional intelligence goals:
•
• Twice a week, devote 30 minutes to self-reflection, jotting down feelings and experiences, and reflecting on
behaviour and where you want to go in the following three months.
• In the following three months, practise active listening and paying attention to nonverbal subtleties in
communication during team meetings and one-on-ones.
• Improve interpersonal and communication skills by devoting an hour over the next three months to learning
through books, articles, podcasts, and presentations.

5. Skills that cut across disciplines

• Understanding a company from several viewpoints and the alignment between various divisions is
becoming increasingly important in enterprises.
• The following are some instances of cross-disciplinary skills objectives:
• Have a knowledge-sharing coffee date every two weeks with a colleague from a different department to
learn about their duties and how they contribute to the company' overall performance in the next six months.
• Once a month, spend a half-day shadowing a colleague from a different department to learn about their
duties for the next six months.
• To obtain a better grasp of the business at the end of the month, start a monthly lunch and learn session at
work.

Performance Objectives and Targets: What Role Do They Play?

As a manager, set a personal growth target for your employees. Keep a close eye on how you engage with staff
and what methods you apply when allocating responsibilities. It's possible that you'll discover places where you
can improve. Employees, for example, may profit from additional training opportunities. Develop goals and
programmes for personal progress and consistency among supervisors in collaboration with other managers.
Staff members are held to the same set of standards. Setting goals helps employees improve the areas of their
work lives that are important to them, which improves performance. If you give an active, engaged employee
the aim of finishing a human resource management training course in six months, she will naturally feel
compelled to take action to attain that goal, especially if you offer a reward upon completion.
Regular feedback is also crucial for an employee's personal development. Consistent, albeit casual, meetings
with the team may be a great source of encouragement, especially when the quarter is coming to a close and they
need a little more drive to accomplish their goals.
Developing Effective Goals
When creating personal goals for the workplace, use a standardised approach to develop attainable and
unambiguous targets. Begin with a word that instructs workers, then tell them what they must accomplish and
the conditions under which they must do it. As an example, set a target of By the end of the week, you should
have sold 25 gift cards. Employees will have a clear aim to work toward.
Goals should be aggressive and demanding while staying realistic; else, employees would believe that attempting
is futile. Other effective objectives include having employees study and report on the company's social media
analytics, such as likes, retweets, and shares, at the beginning of each week. Employees might also be required
to earn certification in a relevant sector, such as advertising or marketing, within a fair but stringent time limit.
Deadlines are critical to achieving goals.
The Most Important Aspects of a Successful Health and Safety Management System
Dashboard Visualization that is easy To understand

In one area, track essential Safety data and obtain real-time insights with customized displays such as graphs,
tables, and more.

Analytical Analytics
Determine where to focus efforts for greatest effect by uncovering the fundamental causes and key contributors
of incidents using real-time intelligent models.
Open and Secure System Interfaces
Support for electronic connections to assets, equipment, and laboratories allows you to securely exchange data
with other systems.
Dynamic Reporting
With comprehensive reports that transform data inputs into important knowledge for making educated decisions,
you can easily collect, analyse, and share information.

Mobile Responsive

Allow employees to easily execute activities and assigned tasks from their mobile devices, delivering real-time
task status information.

Permissions & Security Roles that are Robust

To keep compliant with global data security and privacy requirements, define global security settings and
manage data access and functionality for each end-user.

Examine how recording and communication systems are used

Keeping records is an effective risk management tool. A complete set of up-to-date safety policies should be
kept among the documents. This will aid in new employee orientation, current employee training updates, and
ensuring that insurance needs are met.
Keeping correct records also helps you to assess your company's health and safety performance and make
required modifications. Naturally, the amount of depth and degree of documentation required depends on the
size and scope of the organisation, but even a simple register of safety regulations and induction records is a
good place to start.
It's also critical that everyone in the company be aware of the documents they must keep, as well as where they
are stored, so that everyone has access to them.
Determine which records are required for each process and create a mechanism to keep them updated on a
regular basis. The Taxation Office, Fair Work, Safe Work, and the relevant office of business and consumer
affairs all have resources available to farm enterprises. Make use of these resources and, if necessary, seek
expert assistance. Back up your files to a master document on a regular basis. Keep this file distinct from your
regular files. This is a safeguard against any problems with agricultural records.

System of Communication
Communication in the workplace is critical to an organization's capacity to be productive and run effectively.
1. Communication in the workplace boosts employee productivity.
Effective lateral and work group communication, according to research, improves overall corporate
performance. Employees with the greatest output grades also received the most effective communication from
their bosses, according to research. Gertrude, for example, works in engineering and has won awards for her toy
ideas. She is an excellent communicator when it comes to her ideas and how they will be used by children in the
 real world. She also receives explicit instructions from her bosses, allowing her to produce drawings swiftly and
efficiently.

2. Employee Job Satisfaction Can Be Improved Through Workplace Communication

Employees that have access to upward communication feel more empowered. When information goes upward
in an organisation, this sort of communication mainly consists of feedback. Employee work satisfaction rises
when bosses or managers are able to listen to and respond to their employees.
Employees are also pleased when there is a high level of downward communication, or information flowing
down from superiors or supervisors to direct subordinates. Gertrude just wrote her employer an email proposing
that her department's design software be upgraded. Her upward communication input was not only recognised
but also implemented, resulting in a very satisfied design team.
3. Communication in the workplace can also help reduce absenteeism and turnover.
Workers place a high value on communication. Employees must have confidence that their superiors are
providing them with accurate and up-to-date information. They also want to be able to communicate their ideas,
opinions, and concerns inside the organisation. Studies have shown that organisations with good
communication can keep their surviving staff even after a layoff.
How to Keep Track of Information
Here are some records to keep:
• Any events and injuries, including near misses, are reported using safety reporting protocols. This will aid in
determining what activities should be taken to improve and prevent recurrence.
• Hazardous chemicals on site, as well as an asbestos registry if the workplace has any.
• Documents for machinery registration.
• Certain instructions on testing, maintenance, and inspection for specific types of equipment.
• Workplace systems for hazard identification, risk assessment, and control are in place. This is especially
beneficial for demonstrating that you are actively keeping your workplace secure by being proactive.
• Workers and contractors get training and inductions.

Information Communication Techniques

Oral communication skills are another crucial area for small business owners and managers to learn
since they are constantly called upon to deliver presentations, conduct interviews, or lead meetings.
Presentations might be given to staff as part of a training programme or to potential customers as
part of a sales pitch. In any instance, effective presentation skills may pique people's curiosity and
instil confidence. When hiring new staff, performing performance assessments, or doing market
research, interviewing skills may be required. Meetings or conferences may be useful tools for
communicating with workers or interested parties outside the business in order to address problems
or define objectives.
Future Developments Recommendation
• Enhance facility usage and employee satisfaction.
o The most difficult component of a conference should not be booking a hotel.
Provide the correct balance of space management, workplace services, and user
interactions to provide high-quality occupant experiences.
• Lease management and accounting should be optimized.
o New restrictions will have far-reaching consequences for your company. Secure and
simplify your processes to meet new regulations and assess financial consequences
before they occur.
• Ensure that capital projects are of the highest possible quality.
o With comprehensive, collaborative project management and planning tools, you can
take charge of your initiatives. Organize activities, identify hazards, and ensure that
projects are completed on schedule and on budget.
• Improve the efficiency of operations and maintenance.
o Reduce operating costs and improve the management of preventative and condition-
based maintenance by using tracking to better understand the state of your facilities
and assets.
 Unit 1
Task 2

Health and Safety Policy

Health and Safety Policy's Major Goals

Section 2 of the HSE mandates that all companies with five or more employees create a documented
policy statement. It establishes the foundation for employee health and safety obligations as well as
basic operating procedures. When it comes to the construction and substance of the policy, there is
no one-size-fits-all strategy or structure; rather, it must represent the unique circumstances of each
business.

General terms and conditions of the policy include:

• Determine the responsibilities and functions of managers, specialists in health and safety,
and other workers.
• Coordination of actions aimed at identifying, analysing, and implementing remedies to
possible safety issues.
• Define procedures for promoting, planning, and regulating all elements of workplace
health and safety.

The policy's main objectives should be articulated explicitly in the broad statement of purpose.
• the understanding that management is accountable for ensuring that health, safety, and welfare
are managed effectively and efficiently
• the acknowledgement that the organisation would follow all health and safety regulations
• It is the responsibility of management to ensure that, as far as is practically feasible, all
measures are taken to prevent harm. Included are production, design, building, operation, and
maintenance of all plant, machinery, and equipment, as well as the commitment to monitor
and reassess objectives in light of important changes.
Health and Safety Policies in an Organization: Moral, Legal, and Financial Needs
In a company, there are three critical health and policy requirements: :

1. Moral Reasons
Employees should not be allowed to become unwell or wounded at work. Every year, the cost of
helping people recover from workplace accidents is estimated to be in the billions of dollars. We
all know we have to offer a safe working environment, but just because we checked the box doesn't
mean we can ignore it afterwards. We must guarantee that everyone is on board with our safe
working techniques; including them in policy development, risk management, and the
development of safe working procedures will ensure that they are totally committed to our
methods.
2. Financial Reasons
There may be some investment duties here, but we may estimate the degree of financial
commitment necessary by measuring the "cost vs the result." This can include things like training
classes, newer and better work equipment or machinery, or even basic knowledge, guidance, and
supervision that doesn't have to be expensive.

3. Legal Reasons
We must adhere to statute law, or the Acts and Regulations enacted by Parliament, which allow us
to define our own health and safety goals and implement them to guarantee that we are complying
with the law and avoiding criminal and/or civil prosecutions and convictions.
The employer is legally responsible for employee welfare, health, and safety in the workplace, and
we use the phrase "to the extent reasonably practicable," which is why we can set our own
objectives, also known as "goal-setting" safety management, and our workplaces should be safe
places to work as long as what we do is compliant.

The Major Effects of a Company's Health and Safety Policies on a Variety of

Stakeholders
Collaboration, partnerships, and alliances with internal, interface, and external
stakeholders are required for effective occupational health care in the workplace.
Identification of important stakeholders, rigorous study of their views and positions,
and growth of stakeholder engagement and involvement are all necessary aspects for
effective collaboration with diverse stakeholders. Stakeholder analysis is used to assess
and comprehend stakeholders from an organization's perspective. Identifying and
categorising significant stakeholders is the first step in stakeholder analysis. Following
their identification, questions regarding their position, interest, influence, inter-
relationships, networks, and other stakeholder qualities are posed, with reference to
their past and present situations, as well as their future potential.
Stakeholder maps and a power-interest matrix of the stakeholders are used to display
the findings. Stakeholder analysis is a tool that helps an organisation and its numerous
stakeholders identify, plan, and implement strategies for managing stakeholder
relationships and maximising the potential of diverse stakeholders in the development
of occupational health care.
Stakeholders should be consulted and information shared.

Establishing ground principles for successful stakeholder communication will save time, eliminate
roadblocks, and, in the end, ensure that the project is completed on time and on budget. When
talking with corporate stakeholders, there are numerous communication approaches that should be
used. All of the communication strategies discussed here have advantages and disadvantages, so
choose the best one for the message you want to communicate to stakeholders.

Schedule a Meeting
Stakeholder meetings are the most frequent form of communication used by businesses, owing to
its ability to save time when communicating with a big group of individuals.
Send Out a Newsletter

Act proactively and define a newsletter to be sent out to stakeholders at set intervals using the
company's intranet or collaborative platform. It's a terrific way to include even those who aren't
directly participating in the project. You should avoid using e-mail for situations that require quick
feedback because it is a one-way communication channel. Act proactively and define a newsletter
to be sent out to stakeholders at set intervals using the company's intranet or collaborative platform.
 It's a terrific way to include even those who aren't directly participating in the project. You should
avoid using e-mail for situations that require quick feedback because it is a one-way
communication channel.
Screen-to-Screen Meetings over the Internet
Separate face-to-face encounters, as time-consuming as they may be, are the most effective
approach to get the word across to stakeholders. Because not everyone reacts the same way to
different presentation styles, engaging with stakeholders separately allows you to address their
problems in greater detail and with better control. Of course, because so many meetings are held
via online communication and collaboration tools, screen to screen is becoming the new face to
face as a result of physically distributed teams and the rising tendency of involving independent
contractors in projects. It's not necessary to provide a presentation; instead, concentrate on the
conversation.
Report on the Project Summary
In most cases, project summary reports are given out at predetermined intervals (weekly, monthly).
The procedure has previously been agreed upon here, so there should be no issues if the project is
completed on time and on budget. With facts and statistics to back it up, the best performing aspects
of the project should be highlighted, assuring stakeholders that the issue is under control.
Make a conference call appointment.
Conference calls are most typically utilised when a meeting is not possible due to the urgency of
the matter. So, anytime you sense a problem that needs to be addressed right away, plan a
conference call, which can be done in a matter of minutes or hours. Keep in mind that conference
calls are best for one-way communication, so having an agenda ready before the call begins is a
smart idea.
The Data and Consultation Required for the Development of Health and Safety Policies
The employer is responsible for developing a health and safety policy or programme. However, in
order for such a policy or programme to be recognised and effective, it will require the employees'
dedication and endorsement. As a result, employees must be involved at the early phases of policy
or programme development. The employees' health and safety representative or the occupational
health and safety committee, for example, are examples of this.
Workplaces require a health and safety policy or programme for a variety of reasons, including:

• to clearly demonstrate management’s full commitment to their employee’s

health and safety;
• to show employees that safety performance and business performance are compatible;
• to clearly state the company’s safety beliefs, principles, objectives, strategies
and processes to build buy-in through all levels of the company;
• to clearly outline employer and employee accountability and responsibility for workplace
health and safety;
• to comply with the Occupational Health and Safety Act; and
• To set out safe work practices and procedures to be followed to prevent workplace
injuries and illnesses.

A health and safety programme incorporates an organization's health and safety aspects, as well as
objectives that enable the firm to fulfil its purpose of protecting its personnel at work. The
Occupational Health and Safety Regulations, Section 4, outline the minimal standards for a health
and safety programme. Some of the rules outlined in the legislation may not apply to all
workplaces.
A Health and Safety Policy Document's Objectives
A health and safety policy guarantees that the company follows the Occupational Safety and Health
Act as well as any applicable state laws. It contains instructions for developing and executing
programmes that will decrease workplace dangers, save lives, and improve employee health.

Significance

A well-defined health and safety strategy will aid in reducing the frequency and severity of work-
related injuries. Lower workers' compensation expenses, decreased downtime, and improved
production are all benefits of fewer accidents.
Scope
In terms of health and safety, a corporate policy specifies the duties of management and employees.
It stipulates that a work site study be conducted in order to assess the presence of dangers. It also
lays out the methods for hazard prevention and control, as well as the necessary personnel training.
Responsibilities
Employers are accountable for maintaining a safe workplace. Employers are required to notify
employees of safety requirements, give training, remove or decrease dangers, and provide
protective equipment under the Occupational Safety and Health Act. They must conduct testing on
the job and keep correct records. Employees must play an active role in maintaining workplace
safety by adhering to safety standards, rules, and laws.
A Health and Safety Policy Document as well as a Health and Safety Management System are
required.
A health and safety policy outlines a company's overall strategy and commitment, as well as the
procedures in place to manage health and safety. It's a one-of-a-kind document that spells out who
does what, when, and how. If you employ five or more employees, you must have a documented
health and safety policy. If there are less than five employees, they are not required to write
anything down, however it is recommended that they do so in the event that something changes.
The following are the three elements of the health and safety policy document:
Part 1 - Statement of Intent
The company's health and safety goals should be included in the statement. should use
straightforward language, and should sign and date the statement as the company's owner or most
senior executive. It's also a good idea to designate a review date. The statement of purpose must
also be posted somewhere where all workers may see it, such as on the staff bulletin board.
Part 2 - Responsibilities
This part of the policy provides the names, positions, and responsibilities of the company's health
and safety representatives.

Part 3 - Health and Safety Preparations

The details of the precise systems and processes in place are detailed in the preparations section.
This section of the policy should define how to manage the risks connected with company
operations. This must be tailored to the unique business. If you don't utilise chemicals, it's pointless
to provide safety regulations for dealing with chemicals.
An employer's occupational health and safety organisation should be covered by the system. The
following are the essential components of an effective safety and health management system:

1. Policy and Commitment

Effective safety and health policies should provide the business with a clear path to follow. As part
of a demonstrated commitment to continual improvement, they will contribute to all elements of
business performance. Responsibilities to people and the workplace shall be addressed in a way that
complies with the law's spirit and text. Financial losses and liabilities will be reduced through cost-
effective ways to protecting and developing people and physical resources. Stakeholder
expectations, whether they are shareholders, employees or their representatives, consumers, or
society as a whole, can be satisfied in a larger framework.

2. Planning

The workplace should devise a strategy to implement the Safety Statement's safety and health
policy. For the policy to be implemented, an effective management structure and mechanisms need
be put in place. All managers and staff should have safety and health objectives and targets.
3. Implementation and Operation
For effective implementation, organizations should develop the capabilities and support
mechanisms necessary to achieve the safety and health policy, objectives and targets. All staff
should be motivated and empowered to work safely and to protect their long-term health, not
simply to avoid accidents.

4. Measuring Performance
The organization's safety and health performance should be measured, monitored, and evaluated.
Performance can be compared to agreed-upon benchmarks to determine when and where
improvements are required. The effectiveness of the safety and health management system is shown
through active self-monitoring. Self-monitoring considers both hardware and software (premises,
plants, and chemicals) (people, procedures and systems, including individual behaviour and
performance). If controls fail, reactive monitoring should investigate the accidents, illnesses, or
occurrences that may have resulted in injury or loss to determine why they failed.

5. Performance Auditing and Reviewing

The organization's safety and health management system should be reviewed and improved on a
regular basis so that its overall safety and health performance improves. The company can use what
it has learned from relevant experience. Data from monitoring and independent audits of the entire
safety and health management system should be used to conduct a systematic evaluation of
performance. These serve as the foundation for meeting the organization's obligations under the
2005 Act and other legislative provisions. A significant commitment to continual improvement,
including the creation of risk control policies, methods, and procedures, should be made.

Creating a Management System for an Organization

A designing of Organizational Management System introduce a new line of communication
devices for the Asian market required reorienting its sales, marketing, and support functions.
Migrating to cloud-based business applications called for changes to the IT organization.
Although every company is different, and there is no set formula for determining the appropriate
design for organization, we have identified 10 guiding principles that apply to every company.
These have been developed through years of research and practice, using changes in
organization design to improve performance. These fundamental principles point the way for
leaders whose strategies require a different kind of organization than the one they have today.
 Critical Review of a Health and Safety Policy

Advantages Disadvantages
Defining the responsibilities of each staff : It's Important to Be Safe
When it comes to the safety of themselves and Some employees go into their jobs blindly,
their coworkers in the workplace, each trusting that their employer has taken all
employee will know exactly what they are reasonable precautions to keep them safe. When
accountable for. they are covered by worker's compensation
insurance, they feel safe. Human errors in
Demonstrating that a company cares about judgement and harmful acts, on the other hand,
its employees' health and safety: can occur everywhere in a company, putting
employees at risk.

Employees and visitors to the workplace want Workers who are perceived as having special
to feel safe. When it comes to their protection, requirements, such as being pregnant,
putting in place health and safety measures handicapped, or advanced in age, may be more
gives them piece of mind. vulnerable to safety hazards. Work for a
company that treats employees fairly,
Assist employees in making better decisions regardless of their circumstances.
in the future: Equipment
Employees who are aware of the repercussions Some job tasks come with a higher level of
of risky acts are less likely to repeat them in the danger. Employers should make purchasing
future, minimising the risk of damage to and training in the usage of safety products and
themselves and others. equipment a top priority. They may also be in
charge of employing equipment to safeguard or
Increasing the effectiveness of behaviour save others' lives. If your employment
management : necessitates the use of protective clothing or
Employees should be aware of the acceptable equipment, be sure you put it on every day.
and inappropriate behaviour in the workplace, Don't work for a company that fails to keep
thanks to health and safety rules that spell out safety equipment in good operating order, in
the expectations. stock, and ready to use on a regular basis.
Adverse Events
Saving time: Experiencing some safety issues as a result of
Health and safety issues will be addressed happenings in the outside world. Natural
effectively, saving time and money, with a catastrophes, acts of war, terrorism, sabotage,
solid policy in place. criminality, and other bad occurrences can put
employees and consumers at danger. What
important is that the company has a set of
safety procedures in place for significant
events.
Internal and External Factors affecting Occupational Health and Safety
Policies and Practice
The conduct of an employee is influenced by a number of internal and external factors,
some of which are more important than others. Policies, procedures, and office culture
are examples of internal elements that are within the company's direct control. External
elements, on the other hand, are those that are outside the company's direct control,
such as the economy and workers' personal lives.
Compensation and Promotion
Perhaps the most powerful internal incentive for an employee's conduct is whether she
believes the firm compensates her fairly for her job and gives her the opportunity for
promotion she deserves. Because income and job possibilities are so important to a
person's life, they may have a big impact on their conduct. If the firm falls short on
compensation or promotion, an employee may believe that the corporation is taking
advantage of her, especially if she notices that her coworkers are treated better.
Culture in the workplace
In the workplace, cliques and office politics exist, diverting people's attention away
from the goal. Discourage selfish opportunism and destructive rivalry by turning them
become liabilities through discipline and disincentives. In their workplace, encourage
collaboration, constructive competition, and respect for people's individuality.
Discrimination and Harassment
Discrimination and harassment are always a possibility. This might be external,
stemming from larger society biases or unique employee psychological issues. It can
also be internal, as a result of business rules that favour some groups over others. If
an employee is afraid of being mistreated, neither he nor the organisation will achieve
their full potential. Make it a high priority to keep an eye out for these dynamics and
remove them as soon as possible. Most importantly, treat employee complaints of
harassment seriously.

Internal and external factors are evaluated.

When designing a project, it's critical to understand the internal and external aspects
that may influence the outcome. There are several outstanding strategic planning
methodologies that take into account all of these considerations. Two of the most
often utilised planning methodologies are SWOT analysis and PEST analysis.
Internal and External Influencing Factors: Actions for Organizational Practice
Every company has its own distinct culture. Almost everything that influences an
organization's capacity to compete and adjust successfully to changes in the external
environment is a part of its culture. Internal elements influence how the organisation
progresses, both as a self-contained unit and in reaction to its external environment.
Internal Factors:
Mission
Why does an organization exist? What is its purpose? Answering these fundamental questions
describes an organization's mission. A successful organization has a clear sense of its ultimate
purpose and knows how it intends to fulfill that purpose.
Communication
Successful organizations thrive on robust communication practices, where teams and team leaders
communicate freely and often to improve results. This two-way communication up and down the
hierarchical structure extends from top to bottom. Organizations with communication deficiencies
often have rigid leadership structures that destroy trust.
Organizational Structure
At one time, most organizations had highly hierarchical structures, with many layers of
leadership and management defining the organization from top to bottom. More recently, there
is a growing understanding that organizations with flat structures few hierarchical layers from
top to bottom outperform organizations with hierarchical structures.
Learning
Learning is one of the most fundamental human activities and accounts directly or indirectly for the
success of any organization. As technological advances lead to faster rates of change, successful
organizations need to find a way to respond that encourages innovation and builds into every
employee's experience the opportunity to learn and explore.

External Factors
Affecting an organization
Political, economic, social, and technical variables may all have an impact on an organisation. In
these broad domains, the same internal elements that lead to an organization's success also describe
that organization's connection with the external world. For example, a company with a defined goal
can better explain itself to the outside world and connect itself with the good qualities in each area.
Leaders who can learn and convey what they've learned within their companies may also learn from
and communicate effectively with the business's external environment, resulting in a continuous
 exchange of ideas that benefits both the organisation and the environment.
Improvements to Policy and Practice
Follow these steps to receive the greatest outcomes while implementing effective rules and
procedures at work.

Step 1: Consultation
Follow these steps to receive the greatest outcomes while implementing effective rules and
procedures at work.
Consultation should ensure that everyone in the workplace knows the value of corporate rules and
procedures, as well as why they must be followed.
Step 2: Adapt the policy to the needs of the company
Policies and procedures must be adapted to the needs of the company, not just copied from a generic
rulebook.
If you adopt policies and procedures from another source, make sure to modify them to your
company's and workplace's needs.

Step 3: Clearly define obligations – be specific!

All policies should be brief and to the point. All steps in the procedure should be written in plain
English. This will result in the creation of a 'auditable standard,' or a standard that can be used to
determine whether or not occupational health and safety requirements are being met.
The responsibilities described in an auditable standard should be defined in sufficient depth so that
employees know exactly what is expected of them.

Step 4: Make the policy practical.

Ascertain that the company has the necessary time, resources, and staff to implement the policy.
It's pointless to establish a policy that aspires to the greatest possible practise if businesses can't
actually implement the procedures outlined.
This is where the policy and procedure are in the process of being developed. Once you've
completed these steps, you'll have the rules and procedures you need to keep your workplace
healthy and safe.
Step 5: Make the Policies and Procedures available to the public
Put policies and procedures in writing and distribute them to the whole staff. Keep all policies and
procedures in one manual if at all feasible, and make copies available to all staff. If a firm has an
intranet, safety documents should be posted there as well.

Conclusion for a Health and Safety Policy that Works

It is necessary to create new, longitudinal data sets containing detailed information on workers'
employment histories and the specific demands of the job, as well as objective information on the
health and safety risks to workers in the job, to allow effective examination of the relationship
between health and employment and work-related factors among older workers. Because they are
expensive to develop, such data sets do not already exist.
A perfect longitudinal data collection would include baseline information on a representative
sample's health state and past employment histories, including overrepresentation of minorities and
other high-risk groups. The survey would collect data from respondents and their employers on a
regular basis, providing researchers with consistent, reliable, and continuous information on
respondents' employment and earnings, risk factors associated with employment, such as work
organisation and job demands on physical and mental capacity, and exposure to risk factors such as
harmful chemicals. These data are required to track work and retirement trends in ageing worker
cohorts, as well as to measure the health impacts of labour. These data are also required to evaluate
the implications of health, occupational health hazards, family duties, and other causative variables
on later-life employment. The old Retirement History Survey and the newer Health and Retirement
Study, as well as other longitudinal surveys presently available, do not provide accurate or
continuous data on the risk variables to which people are exposed during employment.
Creating an ideal data collection would be extremely expensive, but it may be the only way to get
enough data to fully understand the link between workplace risk factors and employees' health and
employment patterns later in life. Modifying current longitudinal and non-longitudinal surveys to
include critical information about occupational health hazards is a more restricted and less
expensive option. Another option is to collect data from a convenience sample, which is less
expensive to collect longitudinal records than a nationally representative, random sample with
periodic in-person or telephone survey updates. Conducting detailed baseline interviews with a
sample of workers and recent retirees from a big national firm is one option. To create lifetime work
histories and measure future employment and retirement patterns in the cohort, personnel and other
administrative records, as well as less frequent in-person interviews, would be employed. Because
of the scale of the federal workforce, targeted sampling for better evaluation of demographic
groupings would be possible. However, it is unlikely that it will be possible to assess a wide range
of jobs.
 Evidence

EV 3 Policy

EV 5 HSE Alert

EV 9 MOM - Safety Committee Meeting

EV 10 Proposal for OHS Policy Revision

EV 11 Letters (Consultation with Stakeholders)