OCCUPATIONAL HEALTH

Occupational health 

OBJECTIVES 

Occupational health aims to prevent occupational diseases, protect workers from the health risks present in the workplace where they work, and establish conditions suited to environmental conditions and physical and psychological capabilities of workers. 

In this context three specific objectives are defined: 

Maintain and promote the health and working capacity of employees. 
Improve working conditions to promote the health and safety of workers. 
Develop systems and organizational cultures that promote health and safety at work, promoting a positive organizational climate, greater efficiency and optimizing business productivity.


The World Health Organization (WHO) defines health as a multidisciplinary occupational activity that promotes and protects the health of workers. This discipline seeks to control accidents and diseases by reducing risk conditions. 

Occupational health care is not limited to the physical condition of the worker, but also deals with the psychological question. For employers, occupational health is a support worker development and maintenance of their working capacity. 

The most common problems we must address the occupational health are fractures, cuts and sprains from accidents, repetitive motion disorders, hearing problems or ear and illness caused by exposure to unsanitary or radioactive substances, for example. You can also handle the stress of work or labor relations. 

It is important to note that precarious employment affects occupational health. A company that has their black workers (ie, that do not have medical coverage) and having inadequate physical space for work threatens the health of people. 

What is occupational health program? 

It consists of the planning, organization, implementation, monitoring and evaluation of all activities designed to preserve, maintain and improve individual and community health workers in order to prevent accidents and occupational diseases. 

The main purpose of an occupational health program is to provide safety, security and care to employees in the performance of their work. 

The increase in accidents, some more serious than others, due inter alia to technological changes or poor employee training, handling delicate materials use, inadequate infrastructure and to some extent by human failure, make necessary for every company to have a manual to guide to minimize these risks and set the protocol to be followed in case of accidents. 


An occupational health program should have the basic elements to meet these objectives, which include general information on accident prevention, medical evaluation of employees, investigation of accidents occurring and a program of training and dissemination of rules to avoid them.

The objectives having the Occupational Health Program are: 

Define promotion and prevention activities to improve working conditions and health of employees. 

Identifying the cause of occupational accidents and diseases and control related risk factors. 

When a company develops its Occupational Health Program, manages benefits: the quality of the work environment is improved, greater satisfaction is achieved in personal and consequently the productivity and quality of products and services is also improved. 


The Occupational Health Program consists of the planning and implementation of activities in medical, industrial hygiene and safety, aiming to maintain and improve the health of workers in businesses. 

SALARY AND ADMINISTRATION

THE CHARACTER

  WAGE

Salary is the remuneration in money or its equivalent paid by the employer to the employee based on the position that he holds and the services it provides. Direct salary is exclusively one received as consideration for the service in the busy office. In the case of employees working part-time, is the number of effective hours worked per month. The resulting indirect wage clauses is the collective labor agreement and plan of social services and benefits offered by the organization. Includes bonuses, prizes, commissions, tips, additional profit sharing, overtime, etc. The sum of direct and indirect wages are compensation. Pay is salary is gender and species. The nominal wage is the amount of money allocated in individual contract for the position held. In inflationary economy, the nominal wage suffer erosion if not updated regularly. According to its complexity

Salary can be considered in different ways:

It is paying a working

It is a measure of the value of an individual in an organization

Locate a person in a status hierarchy within the organization

THE SALARY FOR PEOPLE

In exchange for a wage (interchangeable symbolic element: money) man is able to engage much of yourself, your effort and your life. The salary is the source of income that defines the pattern of life for each person depending on their purchasing power.

THE SALARY FOR ORGANIZATIONS

Wages are both a cost and an investment. Cost, because wages are reflected in the cost of the final product or service. Investment because money represents application by a factor of production (labor) as an attempt to get a higher return.

WAGE COMPOUND

There is a lot of internal (organizational) and external (environmental) factors that determine wages determining their values. The set of external and internal factors is composite wage (wage mix). The factors are:

-Types of positions in the organization

-Wage policy of the organization

-Financial capacity and overall performance of the company

-Labor market situation

-Economic conditions (inflation, recession, cost of living)

-Unions and collective bargaining

-Labor law

CONCEPT OF SALARY ADMINISTRATION

It is the set of rules and procedures to establish or maintain structures of equal and fair wages in the organization, concerning:

Wages with respect to the same charge of the organization (internal balance of wages). It is achieved through assessment and classification of positions on a previous program description and analysis of charges.

Wages with respect to the same charges from other companies operating in the labor market Is achieved by investigating wages.

With this information a wage policy, which is a particular and specific aspect of the general policies of the organization is defined.

Increase the flexibility of the organization giving the means to staff mobility, streamlining development opportunities.

wage policy 

The set of principles and guidelines that reflect the direction and philosophy of the organization as it pertains to issues of remuneration of its employees. It is static. It should contain: 

Fee structure and salaries 

Salaries admission 

Forecast salary increases 

Collective (or cost of living) 

Individual, in addition to collective 

by promotion 

by escalafonamiento 

merit 

Wage policy should take into account other important aspects of the reward system personnel: social benefits, incentives and performance incentives dedicated employees, growth opportunities or career advancement, job security (stability in the company, etc.).

TRAINING AND DEVELOPMENT OF HUMAN TALENT

People are dynamic resource organizations. 
The Human Resource has an incredible attitude to develop new skills, gain new knowledge and change attitudes and behaviors. 

In recent years it has been observed as the leading and competitive companies have understood that only through a rational investment in training programs managed to collect the level of competence required in new markets. 
Section Training and Staff Development, performs diagnostics to identify training needs in order to develop skills both technical and involves mental-Reinduction Induction programs are designed and Guidance This useful for human development and generate a sense of belonging for members of the organization. The performance is evaluated using an instrument designed for that purpose, according to established labor skills, in order to identify the limitations and necessary improvement plans are drawn.

Training for human talent represents an action to provide, develop and / or improve attitudes, skills, abilities and skills in order to make them capable of influencing the processes of transformation and technological innovation, and to improve their living conditions. 

Training at all levels is one of the best investments in human resources and one of the main sources of personnel welfare of every organization. 

Training and development of human talent are all activities to guide, direct and integrate employees in the workplace. 

-Training: The process of teaching and learning designed to refine and specialize the comocimientos participant, giving it knowledge, develop you skills, and attitudes have occasion to modify to achieve the goals of course, to improve work processes and job performance.

BIG DREAMS IN THE TALENT HUMAN ADMINISTRATION

IMPORTANCE OF DEVELOPING MANAGEMENT SKILLS

It is one of the main tools in the development of human capital . Competency management makes the difference between what a training course, with a structure that encloses training , training and experience that are necessary to define requirements for a position or to identify the capabilities of a worker or a professional.

It would be important then validate more operational knowledge or experiences less mental - by calling in some way , which is a form of "call" this move to a larger number of people , and also make it more understandable and acceptable to all workers company .

A critical issue that directly addresses the model is driving innovation to technological elliderazgo since workers know their own competence profile and required by him as holding or seeking , identifying and acting on the actions needed to achieve the required profile . It encourages innovative climate and from the base, primarily through self development.

All this can deepen the strategic alliance company - to attract workers with better HR career development, mobility, flexibility and increased employability .

Business projects help make low cost, high value added Net through the use of best HR of the company, assigning them to the needs of each project and allowing the capitalization of experience and knowledge

Organizations are expanding their vision and strategic action. All production process is carried out with the joint participation of many partners. 

Each of which contributes some recourse. 
  Providers contribute raw materials, basic supplies, services and technology. Shareholders and investors contribute capital and investments that constitute the financial support to acquire resources; employees contribute with knowledge, skills and abilities to decision-making and choice of alternatives that invigorate the organization; customers and consumers contribute acquiring goods or services placed on the market; members of the organization contribute something hoping to get a return on their investment. Strategic alliances are a means through which the organization gets new partners to strengthen and consolidate their businesses and expand boundaries. 
The more intimate partner organization is the employee: this inside her and gives life and dynamism.

Fundamentals of modern people management 


The talent management is based on three fundamental aspects: 
. 1 Human beings are endowed with personality and possess knowledge, skills and capabilities essential for the proper management of organizational resources. 
2. Intelligent Activators of organizational resources: People are own power source that streamline the organization, rather than passive, inert and static agents. 

3 Members of the organization: Investment in the organization effort, dedication, responsibility, commitment, risks, etc.. Hoping to receive returns of these investments: salaries, financial incentives, career growth, career, etc.. Any investment is only justified when you bring a reasonable return.