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INTRODUCTION OF HUMAN RESOURCE MANAGEMENT
INTRODUCTION:
Human resource management is the qualitative improvement of human
beings who are considered the most valuable assets of an organization-the sources,
resources and end-users of all products and services. But, it is much more than its
parent disciplines viz., personnel Management and behaviour and science. It is also
more comprehensive and deep-rooted than training and development, its approach
is multi-disciplinary from the beginning to the end.
MEANING:
Human resource management is concerned with people dimension in
management. Human esource management is the term increasingly used to refer
to the philosophy, policies, procedures and practices relating top management of
people within organization. It see!s to achieve the fullest development of human
resources to fullest possible social economic development.
DEFINITION:
"ccording to Coleman HM or Manpower planning is defined as #the
process of determining Manpower requirements and the means for meeting those
requirements in order to carry out the integrated plan of the organization$.
National Institute Of Personnel Management Of India-#personnel management
or HM is the part of management concerned with people at wor! and with their
relationship with in the %rganization. It see!s to bring men
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and women who ma!e up an enterprise enabling each to ma!e his own best
contribution to its success both as an individual and as member of wor!ing group.
#Human resource management is about understanding your men. It is about
understanding their culture upbringing and finding out at style to suit the same in
order to ma!e them more productive$.
History of Human Resources Management&
'tages in the evolution of Human esources Management&
O!ECTI"ES OF HUMAN RESOURCE MANAGEMENT:
%b(ectives are pre-determined goals to which a group activity in an
organization is directed.
%b(ectives determined the character of an organization and serves as the
basis for voluntary co-operation.
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'cientificManagement
)"
*aternalistic)"
Industrial*sychologica
l )"
Industrialevolution
)"
+elfare )" *ersonnel'pecialists
)"
Behavioural'cience )"
Humanelations )"
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%perations and co-ordination among employees. It also provides a bench
mar! or standard of performance.
aluating performance to improve service rendered enterprise to society,
which leads to more efficient individual or group performance, to establish in the
minds of those associated with the enterprise-employee, shareholder, creditor,
customer and public at large - the fact that the enterprise is rendering to accomplish
the basic organizational goals.
#he ltimate mission or purpose is to relate future human resources to
future enterprises, need so as to ma/imize the future returns on investment in
human resources
THE HR FUNCTIONS:
H) 0M1' %2 M"3"4)M)3
M"3 Human esources is the most important asset
M"5HI3)
M%3)6 Human esources can be only real competitive
M)H%7' advantage
#$at %oes an HR %o& HR in t$e 'ast HR to%ay
• ecruiting *ersonnel department Human esources
• raining ransaction 'trategic8.
• 5ounseling *olicing )nabling8.
• Managing salaries Bureaucratic hurdle 2acilitator8.
• *olicy decision 'tand alone soldier Integrated leader
• 7ealing with unions *olicy ma!ing 7ecision Ma!er
• Ma!ing career plans Bac!room operate Business *artner
• )mployee welfare %nly H doing H 9ine 2unction8.
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Broadly spea!ing e/perts has generally classified the functions into two
ma(or categories, viz.,
:. Managerial functions and
;. %perative functions.
() MANAGERIA* FUNCTION:
Management may be the process of allocating an organization inputs
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+/, Organi0ing:
"fter a course of action has being determined, an organization plan may be
established to carry it out. "ccording to !)C)Massie, ?an organization is a structure,
a frame wor! and a process by which a cooperative group of human beings
allocates its tas!s among its members, identifies a relationship and integrates its
activities towards common ob(ectives$. his is done by designing the structure of
relationship among (obs, personnel and physical factors.
+c, Directing:
7irecting the subordinates at any level is a basic function of the managerial
personnel. It is involved with getting the person together and as!ing them
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+%, Coor%inating an% contro..ing:
5oordinating refers to balancing timings and integrating activities in an
organization, so that a unity of action in pursuit of a common purpose is achieved.
In the words of erry, #5oordinating deals with the tas!s of blending efforts
in order to ensure a successful attainment of an ob(ective$. It ta!es place at all
levels, from top management through the superior and those for whom he is
responsible.
5ontrolling is the act of chec!ing, regulating and verifying whether it occurs
in conformity with plan that has been adopted the instruction issued and the
principles established. It is greatly concerned with remedial actions. 5onducting
separate interviews, auditing, training programmers1 etc., are some of the means
for controlling the management of personnel.
1) O'erati2e Functions:
he operative functions of personnel management are concerned with theactivities specifically dealing with procuring, developing, compensating and
maintaining an efficient wor! force.
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hese functions are also !nown as service functions.
O'erati2e functions of HRM
)mployment Human 5ompensation )mployee
esources ewards elation
7evelopment emuneration 5ommunication
%rganizational raining and 'alary and Morale
7esign 7evelopment Benefits @ob
'atisfaction
@ob 7esign *erformance "dministration 4rievances
"ppraisal Incentives edress
"wards 7iscipline
@ob "nalysis *erformance Maintenance
Improvement
Auality of +or! 9ife
*articipationAuality
Human esources 5areer *lanning
*lanning ecruitment Management
'election Induction 7evelopment
*lacement %rganization
7evelopment
O!ECTI"ES OF THE STUD3
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o anticipate, identify, evaluate, and control wor!place hazardous conditions
and practices.
o develop effective safe operating procedures and comprehensive safety
and health programs.
o address identified hazards, conditions, and practices in a cost effective
manner.
o support employees and managers in developing a positive organizational
safety culture.
o wor! effectively with labour and management in an effort to address
safety and health issues.
o measure and evaluate occupational safety and health performance.
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NEED FOR THE STUD3
In the I37I"3 te/tile industries the H department plays an important role
in giving the safety and health of the employee in his wor! in the organization.
hese all aspects relates to the study on H)"9H '"2)6 in #'p edible
products pvt.ltd$.
HEA*TH 4SAFET3 is nee%e% in or%er to&-
)/plain that occupational health and safety is more than accident prevention
that it encompasses all aspects of wor!ing conditions.
)/plain why managementCs commitment to health and safety is crucial.
)/plain why training is a critical component of any health and safety
programmer.
ecognize a number of occupational hazards and some of the types of wor!
generally associated with those hazards.
7iscuss the range of hazards in their own wor!places.
*rovide information which helps to counsel the subordinate.
*rovide information to diagnose deficiency in employee regarding s!ill,
!nowledge, determine training and developmental needs and to prescribe the
means for employee growth.
*revent grievances and in disciplinary activities.
SCO-E OF THE STUD3
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'cope of the study tends to the limits of the study. he scope is as follows&
'tudy on the employee H)"9H '"2)6 in the organization.
'tudy on the feedbac! of the employees about their H)"9H '"2)6.
he scope of the H)"9H '"2)6 study is as follows, In HM areasonly.
:. emuneration administration.
;. alidation of selection programs.
D. )mployee training and development program.
0. 4rievances and discipline management.
E. H planning
SIGNIFICANCE OF THE STUD3
() o protect the employees health who are is the factories.
1) o provide the various safety measures to the employee.
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5) he study is helpful to the company to identify the problems relating to (ob
dissatisfaction and to remedial measures.
6) 5ompany is e/pected to derive advantages by getting opportunities of
!nowing strengths and wea!ness in H area.
7) he study is useful to academicians and scholars to ma!e futures insights.
METHODO*OG3 OF STUD3
RESEARCH DESIGN:
" esearch 7esign is an arrangement of conditions for collection and analysis of
data in a manner that aims to combine relevance to the research purpose with
economy in procedure.
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he research design used for the study is in simple random method.
'imple random design includes surveys and fact-findings enquire of different
!inds. he ma(or purpose of descriptive research is description of the state of
affairs, as it e/ists at present.
SAM-*ING TECHNI8UE&-
he type of sampling technique adopted in this pro(ect analysis is simple
random sampling. )mployees various departments were approached and
administered questionnaire to !now their opinion about welfare measures in the
organization.
Source of %ata&
he relevant data has been collected from the primary and secondary
sources.
Methodology is a systematic procedure of collecting information in order to
analysis a phenomenon. he collection is done through two principle sources
viz.
*rimary data
'econdary data
-RIMAR3 DATA:9
It is the information collected directly without any reference. It was mainly
interviews with concerned officers and staff, either individually or collectively.
'ome of the information had been verified or supplemented conducting personal
with personal observations.
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T$e %ata inc.u%es: 9
• Interviews with the officers of the M'9.
• By observation.
• hrough telephone interview.
• By mailing of questionnaire.
• hrough schedule.
SECONDAR3 DATA:
'econdary data are those which have already been collected by someone else
and which have already been passed through the statistical process.
'econdary data has been collected from the following&
+eb sites
Brochures.
SAM-*ING SIE:
'ample size& :EF respondents.
'ample nit& he wor!ers at the production unit 'p edible products pvt.ltd
*IMITATIONS OF THE STUD3
7uration of pro(ect is Ewee!s only.
'ample size is limited to :EF labours only.
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he study is made only on the company and therefore inter comparison is
not possible.
he study is limited by time, cost and effective constraints.
FOOD -ROCESSING INDUSTR3 IN INDIA
he food processing industry in India is segmented into food grain G pulse
milling, fruit G vegetable processing, mil! and mil! products, beverages,
fish, poultry products, meat and meat products, aerated water G soft drin!s,
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beer G alcoholic beverages, brea!fast cereals, bread, biscuits,
confectioneries, malt protein and edible oils G fats.
9i!e many other industries, the food processing industry also comprises of
both the organized and unorganized sector. 5ertain branded and pac!ed
products such as butter, cheese, ghee, (ams, (ellies, fruit G vegetable (uices,
sauces and !etchup, soups, broths, fruit pulp and fruit (uice based drin!s
are already e/empted from )/cise 7uty. his should be e/tended to all
processed products made from perishable goods such as poultry, meat,
mil!, fruits and vegetables.
he industry is estimated to grow at -:; percent, on the basis of an
estimated 47* growth rate of -J percent, during the enth 2ive 6ear *lan
period. alue addition of food products is e/pected to increase from the
current J percent to DE percent by the end of ;F;E. 2ruit vegetable
processing, which is currently around ; percent of total production will
increase to :F percent by ;F:F and to ;E percent by ;F;E. 4iven the size of
the industry and the nascent development stage, the food processing sector is a !ey focus area for the 4overnment of India. he importance of the
sector is further enhanced by the fact that over KF percent of the population
depends upon agricultural activity for livelihood.
he 4overnment has therefore been focusing on commercialization and
value addition to agricultural produce, minimizing preGpost harvest
wastage, generating employment and e/port growth in this sector, througha number of regulatory and fiscal incentives. he potential for processed
food as per the stated vision
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Source: Vision, Strategy and Action Plan for Food Processing Industries in India.
Prepared by Rabo India Finance Pvt. td. for !inistry of Food Processing
Industries, "overnment of India, April #$$%.
In order to achieve the mar!et potential, the investment required in capacity
creation and setting up requisite infrastructure in the period ;FFD-F0 was
s.EF billion. Between ;FF-:F it is e/pected to be s.0DK billion. ands.K billion. in ;F:0-:E. he sectoral brea!down is as follows
represented on ne/t page& -
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he source for these funds will be a combination of investment by industry
players, debtGequity from financial institutions, foreign direct investment
and 4overnment funding through financial schemes. he contribution fromfinancial institutions, equity from industry
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he unorganized sector in food processing requires an investment of about
I3 :FF billion. In the ne/t ten years
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J. 2oster public-private partnerships for infrastructure creation and
technology pgradation
. eplicate successful Indian and international business models including
cooperative models in production, processing and mar!eting of food
products
2ood processing has an important role to play in lin!ing Indian agriculture
to consumers in the domestic and international mar!ets. he agriculture
sector in India contributes a fourth of the country1s 47* and provides
employment to appro/imately two thirds of the population. However, its
potential has not been tapped due to underdevelopment of the food
processing sector in India.
%ne of the most important challenges facing the country is providing
remunerative prices to farmers for their produce without incurring the
additional burden of subsidies. his challenge could be addressed if
cereals, fruits, vegetables, mil!, fish, meat and poultry etc. are processed
for consumption in the domestic and international mar!ets. he impact of
increased economic growth in agribusiness through food processing can
play a significant role in reducing rural poverty and increasing rural
income. 2urther, food processing leads to significant employment
generation not only directly but also across the supply chain in
production of raw materials, storage of produce and finished products and
distribution of food products to consumers.
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2or e/ample a grant of I3 .K million
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income classes and increasing need for convenience and hygiene will drive
demand for
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Future Em'.oyment Generation
2ood processing has significant potential for employment generation not
only directly but also across the supply chain in production of raw
materials, storage of produce and finished products and distribution of food
products. )mployment intensity is significantly higher in the 'mall 'cale
Industries
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he employment intensity in the organized sector is :.J direct and .0
indirect per million on investment. he ratio of indirect to direct
employment is therefore D.E. abo India has estimated investment required
in the organized sector of 2*I as I3 K billion. in the ne/t ten years.
Hence the employment generation potential in the organized sector is J.;
million including :.J million direct and .0 million indirect for an
estimated investment of I3 K billion.
he unorganized sector in food processing requires an investment of aboutI3 :FF billion. in the ne/t ten years
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he employment intensity is estimated to be appro/imately :F direct
employments per I3 million of investment in the unorganized sector
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However, ''Is can play an important role in procuring from farmers and
primary processing of produce to increase shelf life and ma!e it available
to processor G mar!eters who have access to the final consumer.
here is a strong need to provide necessary training and 7 support to
''Is to promote product innovation. "lso, ''Is have limitations in terms of
investments on brand development. here is a need to promote public
private participation in supporting collective investment by ''Is in
branding.
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COM-AN3 -ROFI*E
Intro%uction
S' e%i/.e 'ro%ucts has been successfully catering to the diverse needs of the clients by offering
highquality 'pices and 'pices 4rinding 'ervices. +e are an I'% FF:&;FFJ 5ertified 5ompany
engaged in manufacturing, supplying and e/porting a wide range of 'pices such as 5oriander,
ed 5hilli and urmeric. +e are also counted among the leading 'ervice *roviders of 'pices
4rinding 'ervices which are inclusive of 5oriander 4rinding 'ervices, ed 5hilli 4rinding
'ervices and urmeric 4rinding 'ervices. %ur products are high on demand in various e/port
houses, wholesale and retail chains, hotel chains, repac!ers, etc.
he company was established in :K at 4untur
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#$y Us&
he company has proved its mettle in the world of domestic and international mar!ets. he
company e/ports the 'pices to %man and has envisaged e/porting in other parts of the world
e/cept India. +e have gained loyalty of the customers with the help of following factors such as &
• imely delivery
• *lanned e/ecution
• Auality offering
• 5ompetent team of professionals
• +ell-developed Infrastructure
• eliable 'ervice *rovider
-ro%ucts :
he company brings forth the best-quality Corian%er -o
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OARD OF DIRECTORS
4ovindaswamy avindran
5hairman
%ver 1= 3ears of e/perience in procuring, manufacturing and mar!eting pure Indian spices.In :J, introduced spices in attractive and convenient consumer pac!s that set a new trend in
Indian spice mar!et.'uccessfully launched instant mi/es, asafoetida, blended spices, pic!les masala thereafter.
"ctively involved in production planning, product formulation, business development, pro(ect
management, quality control, distribution and e/port management." visionary who initiated the tough tas! to set a distribution net wor! on foreign soils instead of
e/porting containers conventionally
OARD OF DIRECTORName Designation
4ovindaswamy avindran 7irector
'ureshbabu 7aggubati 7irector
MISSION
he mission of the company is to provide authentic Indian food e/perience to the consumers
across the world.
"ISION
he vision of the company is to grow profitably and to be among the top E processed food brand
in and from "*.
STRATEG3
In terms of principles
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http://www.allcompanydata.com/in/director/govindaswamy-ravindran/1340218http://www.allcompanydata.com/in/director/govindaswamy-ravindran/1340218http://www.allcompanydata.com/in/director/sureshbabu-daggubati/458855http://www.allcompanydata.com/in/director/govindaswamy-ravindran/1340218http://www.allcompanydata.com/in/director/govindaswamy-ravindran/1340218http://www.allcompanydata.com/in/director/sureshbabu-daggubati/458855
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9aunch all products under '* )dible *roducts .
%perate only in categories in a mar!et where '* )dible *roducts is among top three plays
in that category.
'ell only vegetarian products under '* )dible *roducts.
'et industry standard for hygiene and 2ood safety.
s the route of organic growth as well as acquisitions.
ORGANIATION STRUCTURE
4ovindaswamy av
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provided by us, carry rich taste and savor. 5oriander 'eeds are added in number of cuisines
especially deserts to add flavor and aroma to the dish.
Dry Re% C$i..i
+e are rec!oned as one of the prominent Manufacturers, 'uppliers and )/porters of Dry Re%
C$i..i. %ur cultivation e/perts are wellversed with the entire process of cultivation of 7ry ed
5hilli. +e follow the international set standards while processing 7ry ed 5hilli under the
supervision of quality analysts. 7ry ed 5hilli adds high flavor and tastes to the various dishes.
RED CHI**I -O#DER
he company has gained trust of the clients as a reputed Manufacturer, 'upplier and )/porter of
Re% C$i..i -o
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he company has come up as a dependable Manufacturer, 'upplier and )/porter of Turmeric
Finger. +e employ the latest techniques and machinery during the production of urmeric
2inger. +e have a team of quality auditors that are responsible for chec!ing the quality of the
urmeric 2inger prior to its delivery. %ur clients can place bul! orders of urmeric 2inger as per
their requirement.
he company is one of the credible Manufacturers, 'uppliers and )/porters of Turmeric
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Corian%er Grin%ing Ser2ices
+e hold specialization in providing Corian%er Grin%ing Ser2ices as per the demand of our
customers. +e have the advanced machinery for providing quality 5oriander 4rinding 'ervices.
+e have well-trained team of professionals responsible for carrying out the (ob of 5oriander
4rinding without any flaw. %ur 5oriander 4rinding 'ervices are widely appreciated for
timeliness. 2urther, we are capable of rendering 5oriander 4rinding 'ervices as per the demand
and specification provided by the client.
Re% C$i..i Grin%ing Ser2ices
+e are counted amongst the well-!nown 'ervice *roviders of Re% C$i..i Grin%ing Ser2ices.
+e ma!e use of sophisticated tools and machinery while rendering ed 5hilli 4rinding 'ervices.
+e have highly trained wor!ers and machine operators who wor! under the supervision of
engineers and professional. he entire e/ecution of ed 5hilli 4rinding 'ervices is done in
professional manner satisfying the needs of the customers. 2urther, clients can easily avail ed
5hilli 4rinding 'ervices at minimal service charge.
Turmeric Grin%ing Ser2ices
he company is e/celling in its domain as a renowned 'ervice *rovider of Turmeric Grin%ing
Ser2ices. +e are successfully rendering the urmeric 4rinding 'ervices with the help of our
highly dedicated and e/perienced professionals, engineers, machine operators and other s!illful
wor!ers. +e adhere to the global set standards while rendering urmeric 4rinding 'ervices. +e
have team of e/perienced professionals in order to e/ecute the entire process of urmeric
4rinding efficiently.
COM-ETITORS:
• )verest masala
• 4ovind foods
• Mtr masala
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• S#OT ANA*3SIS
Strengt$s
" firmCs strengths are its resources and capabilities that can be used as a basis for
developing a competitive advantage. )/amples of such strengths include& *atents
'trong brand names
4ood reputation among customers
#ea>nesses
he absence of certain strengths may be viewed as a wea!ness. 2or e/ample, each of the
following may be considered wea!nesses& 9ac! of patent protection
" wea! brand name *oor reputation among customers
O''ortunities
he e/ternal environmental analysis may reveal certain new opportunities for profit and
growth. 'ome e/amples of such opportunities include& "n unfulfilled customer need
T$reats
5hanges in the e/ternal environmental also may present threats to the firm. 'ome
e/amples of such threats include& 'hifts in consumer tastes away from the firmCs products
3ew regulations
Increased trade barriers
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INTRODUCTION TO EM-*O3EES
HEA*TH AND SAFET3
Goa. of t$e Mo%u.e
his Module provides trainees with general bac!ground information on
occupational health and safety, and on the magnitude and variety of health and
safety problems worldwide, and e/plains the role of the health and safety
representative.
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Meaning:
%ften referred to as %H"', this is the general area of concern in employment
that covers the physiological and psychological well being of persons engaged in
wor!. )mployers have a common law duty to ta!e reasonable care to guard their
employeesC health and safety at wor!.
usiness Definition for: Hea.t$ an% Safety:
Health and safety within an organization is often coordinated by a
particular person, but it is the responsibility of all employees. Maintaining a safe
wor!ing environment and safe wor!ing practices and ensuring that employeesC
health is not detrimentally affected by their wor! is a statutory duty of
organizations.
OHAS Definition for: Hea.t$ an% Safety&
" federal agency that oversees the federal laws requiring employers to
provide employees with a wor!place free from hazardous conditions
%'H" was created by law in :KF to oversee wor!place safety and health.
oday, it covers more than :FF million employees and si/ and a half million
employers. Miners, transportation wor!ers, many public employees, and those who
are self-employed are about the only ones not covered by %'H". Businesses that
use no employee wor!ers, such as independent contractors or volunteers, are also
not sub(ect to %'H". +or!ers are considered employees under %'H" if you
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5ontrol the actions of the employee,
Have the power to control the employeeCs actions, and
"re able to fire the employee or modify employment conditions.
%'H" itself employs more than ;,FFF inspectors, plus hordes of
investigators, engineers, physicians, educators and others in more than ;FF
offices nationwide.
Hea.t$ an% safety management Definition:
%rganized efforts and procedures for identifying wor!place hazards and
reducing accidents and e/posure to harmful situations and substances.
O/?ecti2es
"t the end of this Module, trainees will be able to&
e/plain that occupational health and safety is more than accident prevention
O that it encompasses all aspects of wor!ing conditionsP
e/plain why managementCs commitment to health and safety is crucialP
e/plain why training is a critical component of any health and safety
programmerP
recognize a number of occupational hazards and some of the types of wor!generally associated with those hazardsP
7iscuss the range of hazards in their own wor!places.
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http://www.businessdictionary.com/definition/organized.htmlhttp://www.businessdictionary.com/definition/procedure.htmlhttp://www.businessdictionary.com/definition/accident.htmlhttp://www.businessdictionary.com/definition/exposure.htmlhttp://www.businessdictionary.com/definition/organized.htmlhttp://www.businessdictionary.com/definition/procedure.htmlhttp://www.businessdictionary.com/definition/accident.htmlhttp://www.businessdictionary.com/definition/exposure.html
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T$e History of #or>'.ace Hea.t$ 4 Safety
+or!place safety and health slowly became issues as the nited 'tates
rapidly industrialized. nions and reformers first promoted the need for safer
wor!ing conditions. +or!ers had few options if they became in(ured or ill on the
(ob until state governments created regulations for industries li!e coal mining and
manufacturing. Many viewed the system of state laws that protected wor!ers as
imperfect, and 5ongress stepped in to regulate wor!place safety at the beginning of
the :KFs.
#or>'.ace Safety an% Hea.t$ in t$e *ate (@t$ Century
5oncern over wor!ersC safety and health on the (ob arose in the late :FFs as
the nited 'tates became an industrial power. he increasing use of heavy
machinery in areas li!e mining, railroad freight and manufacturing resulted in
accidents that crippled or even !illed wor!ers.
+or!ers and their families during the late :JFFs had little recourse e/cept to
sue employers who could afford more talented lawyers. 'tates too! tentative steps
toward regulating industries li!e coal mining and manufacturing
"s early as :J, but not until the early :FFs did the actions of states force
industries to reduce the possibility of wor!-related accidents or illness.
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-rogressi2e Era Reforms
7uring the *rogressive )ra in .'. history
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government. %'H" established safety standards, researched wor!place hazards
and educated wor!ers about their rights.
OSHA Contro2ersy
'ince its inception, %'H" has inspired controversy along political lines.
*olitically liberal critics assert %'H" ta!es too long to act on new information
requiring a revision of safety standards and poorly enforces the standards it has
enacted. *olitical conservatives argue %'H" is overly cautious, imposing costly
and unnecessary regulations on industry. "s a result, politicians on both sides of
the aisle have repeatedly called for the reform of %'H"
I) #$at is occu'ationa. $ea.t$ an% safety&
%ccupational health and safety is a discipline with a broad scope involving
many specialized fields. In its broadest sense, it should aim at&
the promotion and maintenance of the highest degree of physical, mental and
social well-being of wor!ers in all occupationsP
the prevention among wor!ers of adverse effects on health caused by their
wor!ing conditionsP
the protection of wor!ers in their employment from ris!s resulting from
factors adverse to healthP
the placing and maintenance of wor!ers in an occupational environment
adapted to physical and mental needsP
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In other words, occupational health and safety encompasses the social,
mental and physical well-being of wor!ers that is the #whole person$.
'uccessful occupational health and safety practice requires the collaboration
and participation of both employers and wor!ers in health and safety programmes,
and involves the consideration of issues relating to occupational medicine,
industrial hygiene, to/icology, education, engineering safety, ergonomics,
psychology, etc.
%ccupational $ea.t$ issues are often given less attention than occupational
safety issues because the former are generally more difficult to confront. However,
when health is addressed, so is safety, because a healthy wor!place is by definition
also a safe wor!place> he converse, though, may not be true - a so-called safe
wor!place is not necessarily also a healthy wor!place. he important point is that
issues of both health and safety must be addressed in every wor!place. By and
large, the definition of occupational
Health and safety given above encompasses both health and safety in their
broadest conte/ts.
*oor wor!ing conditions affect wor!er health and safety
*oor wor!ing conditions of any type have the potential to affect a wor!erCs health
and safety.
nhealthy or unsafe wor!ing conditions are not limited to factories O they
can be found anywhere, whether the wor!place is indoors or outdoors. 2or many
wor!ers, such as agricultural wor!ers or miners, the wor!place is #outdoors$ and
can pose many health and safety hazards.
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*oor wor!ing conditions can also affect the environment wor!ers live in,
since the wor!ing and living environments are the same for many wor!ers. his
means that occupational hazards can have harmful effects on wor!ers, their
families, and other people in the community, as well as on the physical
environment around the wor!place. " classic e/ample is the use of pesticides in
agricultural wor!. +or!ers can be e/posed to to/ic chemicals
7uring and after spraying, the chemicals can be absorbed through the s!in,
and the wor!ers can ingest the chemicals if they eat, drin!, or smo!e without first
washing their hands, or if drin!ing water has become contaminated with the
chemicals. he wor!ersC families can also be e/posed in a number of ways& they
can inhale the pesticides which may linger in the air, they can drin! contaminated
water, or they can be e/posed to residues which
May be on the wor!erCs clothes. %ther people in the community can all be e/posed
in the same ways as well. +hen the chemicals get absorbed into the 'oil or leach
into groundwater supplies, the adverse effects on the natural environment can be
permanent.
%verall, efforts in occupational health and safety must aim to 're2ent
industrial accidents and diseases, and at the same time recognize the connection
between wor!er health and safety, the wor!place, and the environment outside the
wor!place.
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#$y is occu'ationa. $ea.t$ an% safety im'ortant&
+or! plays a central role in peopleCs lives, since most wor!ers spend at least
eight hours a day in the wor!place, whether it is on a plantation, in an office,
factory, etc. herefore, wor! environments should be safe and healthy. 6et this is
not the case for many wor!ers. )very day wor!ers all over the world are faced with
a multitude of health hazards such as&
dustsP
gasesP
noiseP
vibrationP
nfortunately some employers assume little responsibility for the protection of
wor!ersC health and safety. In fact, some employers do not even
Nnow that they have the moral and often legal responsibility to protect wor!ers. "s
a result of the hazards and a lac! of attention given to health and safety, wor!-
related accidents and diseases are common in all parts of the world.
Costs of occu'ationa. in?uryB%isease
+or!-related accidents or diseases are very costly and can have many
'erious direct and indirect effects on the lives of wor!ers and their families. 2or
wor!ers some of the direct costs of an in(ury or illness are&
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the pain and suffering of the in(ury or illnessP
the loss of incomeP
the possible loss of a (obP
Health-care costs.
It has been estimated that the indirect costs of an accident or illness can be
four to ten times greater than the direct costs, or even more. "n occupational
illness or accident can have so many indirect costs to wor!ers that it is often
difficult to measure them. %ne of the most obvious indirect costs is the human
suffering caused to wor!ersC families, which cannot be compensated with money.
he costs to employers of occupational accidents or illnesses are also estimated
to be enormous. 2or a small business, the cost of even one accident can be a
financial disaster. 2or employers, some of the direct costs are& payment for wor! not performedP
medical and compensation paymentsP
repair or replacement of damaged machinery and equipmentP
reduction or a temporary halt in productionP
increased training e/penses and administration costsP
possible reduction in the quality of wor!P
3egative effect on morale in other wor!ers.
'ome of the in%irect costs for employers are&
the in(uredGill wor!er has to be replacedP
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a new wor!er has to be trained and given time to ad(ustP
it ta!es time before the new wor!er is producing at the rate of the original
wor!erP
time must be devoted to obligatory investigations, to the writing of reports
and filling out of formsP
accidents often arouse the concern of fellow wor!ers and influence labour
relations in a negative wayP
*oor health and safety conditions in the wor!place can also result in poor
public relations.
Hea.t$ an% safety 'rogrammers
2or all of the reasons given above, it is crucial that employers, wor!ers and
unions are committed to health and safety and that& wor!place hazards are controlled - at t$e source whenever possibleP
records of any e/posure are maintained for many yearsP
both wor!ers and employers are informed about health and safety ris!s in
the wor!placeP
there is an active and effective health and safety committee that includes
both wor!ers and managementP
#or>er $ea.t$ an% safety efforts are ongoing.
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)ffective wor!place health and safety programmes can help to save the
lives of wor!ers by reducing hazards and their consequences. Health and safety
programmes also have positive effects on both wor!er morale and productivity,
which are important benefits. "t the same time, effective programmes can save
employers a great deal of money
-oints to remem/er
%ccupational health and safety encompasses the social, mental and physical
well-being of wor!ers in all occupations. *oor wor!ing conditions have the potential to affect a wor!erCs health and
safety.
nhealthy or unsafe wor!ing conditions can be found anywhere, whether the
wor!place is indoors or outdoors.
*oor wor!ing conditions can affect the environment wor!ers live in. his
means that wor!ers, their families, other people in the community, and the
physical environment around the wor!place, can all be at ris! from e/posure
to wor!place hazards.
)mployers have a moral and often legal responsibility to protect wor!ers.
+or!-related accidents and diseases are common in all parts of the world and
often have many direct and indirect negative consequences for wor!ers and
their families. " single accident or illness can mean enormous financial loss to
both wor!ers and employers.
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II) Etent of t$e 'ro/.em
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a product, etc. he consistently high fatal accident rates in developing countries
emphasize the need for occupational health and safety education programmes that
focus on prevention. It is equally important to promote the development of
occupational health services, including the training of doctors to recognize wor!-
related diseases in the early stages.
) Diseases
'ome occupational diseases have been recognized for many years, and
affect wor!ers in different ways depending on the nature of the hazard, the route of
e/posure, the dose, etc. 'ome well !new occupational diseases include&
"sbestosis
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reproductive problemsP
'tress-related disorders.
Many developing countries report only a small number of wor!ers affected
by wor!-related diseases. hese numbers loo! small for a variety of reasons
that include&
inadequate or non-e/istent reporting mechanismsP
a lac! of occupational health facilitiesP
" lac! of health care practitioners who are trained to recognize wor!-related
diseases.
Because of these reasons and others, it is fair to assume that in reality, the
numbers of wor!ers afflicted with occupational diseases are much higher. In
fact, overall, the number of cases and types of occupational diseases are
increasing, not decreasing, in both developing and industrialized countries)
I%entifying t$e cause of occu'ationa. %isease
he cause of wor!-related diseases is very often difficult to determine. %ne
factor is the latency period
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present new and often un!nown hazards to both wor!ers and the community. hese
new and un!nown hazards present great challenges to wor!ers, employers,
educators, and scientists, that is to everyone concerned about wor!ersC health and
the effects that hazardous agents have on the environment.
-oints to remem/er
here are at least ;EF million occupational accidents every year worldwide, at
least DDE,FFF of which result in death.
7eveloping countries have more fatal accidents than industrialized nations,
emphasizing the need for health and safety education programmes that focus
on prevention. 'ome occupational diseases have been recognized for many years and affect
wor!ers in different ways. 'uch diseases are still problems in all parts of the
world.
he numbers of wor!-related diseases in developing countries are much
higher in reality than the numbers that are reported.
he numbers of cases and types of occupational diseases are increasing in
both developing and industrialized countries.
It is often difficult to identify the cause of both occupational accidents and
diseases.
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III) T$e range of $a0ar%s
here is an unlimited number of hazards that can be found in almost any
wor!place. here are obvious unsafe wor!ing conditions, such as unguarded
machinery, slippery floors or inadequate fire precautions, but there are also a
number of categories of insidious hazards
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I") Im'ortance of management commitment
In order to develop a successful health and safety programme, it is
essential that there be strong management commitment and strong wor!er
participation in the effort to create and maintain a safe and healthy wor!place. "n
effective management addresses all wor!-related hazards, not only those covered
by government standards.
"ll levels of management must ma!e health and safety a priority. hey must
communicate this by going out into the wor!site to tal! with wor!ers about their
concerns and to observe wor! procedures and equipment. In each wor!place, the
lines of responsibility from top to bottom need to be clear, and wor!ers should
!now who is responsible for different health and safety issues.
-oints to remem/er
'trong management commitment and strong wor!er involvement are
necessary elements for a successful wor!place health and safety programme.
"n effective management addresses all wor!-related hazards, not only those
covered by government standards, and communicate with wor!ers.
") T$e im'ortance of training
+or!ers often e/perience wor!-related health problems and do not realize
that the problems are related to their wor!, particularly when an occupational
disease, for e/ample, is in the early stages. Besides the other more obvious benefits
of training, such as s!ills development, hazard recognition, etc., a comprehensive
training programme in each wor!place will help wor!ers to&
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ecognize early signsGsymptoms of any potential occupational diseases
before they become permanent conditionsP
"ssess their wor! environmentP
Insist that management ma!e changes before hazardous conditions can
develop.
-oints to remem/er
" comprehensive health and safety training programme in each wor!place
will, among other more obvious benefits, help wor!ers to recognize any early
signsGsymptoms of potential occupational diseases before they become permanent
conditions, to assess their wor! environment, and to insist that management ma!e
changes before hazardous conditions can develop.
"I) Ro.e of t$e $ea.t$ an% safety re'resentati2e
"s health and safety representative your role is to wor! proactively
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D. "lthough these Modules have been developed for the protection of
wor!ers, you may occasionally need to share some of this information
with your supervisors and employer in the process of wor!ing towards a
safe and healthy wor!place.
Being a health and safety representative is not always easy, but helping to
protect the lives of your fellow wor!ers is worth all the time and effort you put into
the (ob.
"II) Summary
+or!ers in every occupation can be faced with a multitude of hazards in the
wor!place. %ccupational health and safety addresses the broad range of
wor!place hazards from accident prevention to the more insidious hazards
including to/ic fumes, dust, noise, heat, stress, etc. *reventing wor!-related
diseases and accidents must be the goal of occupational health and safety
programmes, rather than attempting to solve problems after they have
already developed.
Hazards in the wor!place can be found in a variety of forms, including
chemical, physical, biological, psychological, non-application of ergonomic
principles, etc. Because of the multitude of hazards in most wor!places and
the overall lac! of attention given to health and safety by many employers,
wor!-related accidents and diseases continue to be serious problems in all
parts of the world. herefore, trade unions must insist that employers control
hazards at the source and not force wor!ers to adapt to unsafe conditions.
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Management commitment to health and safety and strong wor!er
participation are two essential elements of any successful wor!place health
and safety programme. he most effective accident and disease prevention
begins when wor! processes are still in the design stage.
I%entifying $a0ar%s in t$e '.ace
7iscuss the hazards that may be associated with these (obs
+elder O " welder can be burnt from the spar!s and there is always the
danger of the wor! process starting a fire. here is the problem of the intenselight which can cause permanent eye damage as well as the fumes given off
by the process which can damage the lungs.
Mechanic - 7epending on the precise nature of a mechanicCs duties, there
may be safety problems from cuts and falls, etc., and e/posure to chemical
hazards& oils, solvents, and asbestos and e/haust fumes. Mechanics can also
have bac! and other musculos!eletal problems from lifting heavy parts or
bending for long periods.
*ort wor!er - "gain hazards depend largely on the nature of the (ob and in
particular the cargo being handled. *ort wor!ers often have no idea of the
dangerous nature of the cargoP there may be a sign on the side of a bo/ or
drum, but the information may not be in their language or in words that
ma!e much sense to the average wor!er. he condition of the cargo is also
important as lea!ing drums or split bags can be very hazardous for the
handlers. %ther ris!s include falls, cuts, bac! and other musculos!eletal
problems as well as collisions with fast moving vehicles such as for!-lift
truc!s or delivery truc!s
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e/tile wor!er - he te/tile wor!er faces a variety of problems. 2irst there
is the problem of safety with many machines around that are often
unguarded, as well as the ris! of fire with so much combustible material in
the wor!place. hen there are the hazards of noise and vibration. here is
also e/posure to dust from the material which can seriously affect the lungs.
)/posure to cotton dust can lead to the occupational disease !nown as
byssinosis.
ractor driver - %ne of the most serious problems with tractors is that they
often overturn and, if they have no safety cab, the driver can easily becrushed. %ther problems include noise, vibration and e/posure to chemical
herbicides and pesticides when being sprayed by tractor.
"gricultural wor!er - +hen spraying crops the wor!er may be e/posed to
hazardous chemicals contained in the spray. Many pesticides and herbicides
that have been banned in some countries because of their to/ic effects are
still used in many developing countries. If spraying ta!es place on a windy
day, the spray can be breathed into the lungs and blown on to the s!in where
it can cause damage. It can also be absorbed into the body through the s!in.
)lectronics assembly wor!er - "n electronics assembly wor!er can suffer
eye problems from doing close wor!, often in poor light. Because such
wor!ers sit still for long periods with inadequate seating, they can also suffer
from bac! and other musculos!eletal problems. 2or some wor!ers there are
the dangers of solder fumes or solder #flec!s$ in the eye when the e/cess
solder is cut off with pliers.
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%ffice wor!er - Many people may thin! that office wor!ers have no health
and safety problemsP this is far from true. 'tress is one of the most common
complaints, as well as e/posure to chemical hazards from office machines
such as photocopiers. *oor lighting, noise and poorly designed chairs and
stools can also present problems
5onstruction wor!er - 5onstruction wor!ers face a variety of hazards,
particularly safety problems such as falls, slips, trips, cuts, and being hit by
falling ob(ects. here are also dangers from wor!ing high up, often without
adequate safety equipment, musculos!eletal problems from lifting heavyob(ects, as well as the hazards associated with e/posure to noisy machinery.
Miner - he hazards of mining are well !nown and include the ever present
danger of dusts, fire, e/plosion and electrocution, as well as the hazards
associated with vibration, e/treme temperatures, noise, slips, falls, cuts, etc.
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A STUD3 ON DATA ANA*3SIS AND INTET-RETATION
-ART9A
TA*E: I")(
7etails of age of respondents
Age N(7
Below;E ;; :E
;E-DE K: 0K
DE-0E 0F ;
"bove0E :K :;
INTER-RETATION:9
2rom the above table it can be observed that :EL of the respondents are below;E
age group, 0KL of the respondents are ;E-DE age groups, ;L of the respondents are DE-
0E age groups, and :;L of the respondents are "bove0E age group.
GRA-H: I")(
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TA*E: I")1
7etails of gender of respondents
4ender 3Q:EF L
Male :FD
2emale 0K D:
INTER-RETATION:9
2rom the above table it can be observed that L of the respondents
are male persons and D:L of the respondents are female persons.
GRA-H: I")1
T A*E: I")5
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7etails of the education of respondents
)ducation 3Q:EF L
9ess than degree JE EK
4reater than degree 0E DF%thers ;F :D
INTER-RETATION: 9
2rom the above table it can be interpreted that EKL of the respondents are
less than degree, DFL of the respondents are greater than degree, and :DL of the
respondents are others.
GRA-H: I")5
TA*E: I")6
7etails of the designation
7esignation 3Q:EF L
op level ;D :E
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Middle level JK EJ
9ow level 0F ;K
INTER-RETATION:9
2rom the above table it can be observed that :EL of the respondents are op 9evel
designation, EJL of the respondents are Middle 9evel designation, and ;KL of the
respondents are 9ow 9evel designation.
GRA-H: I")6
TA*E: I")6
7etails of "nnual income
"nnual income 3Q:EF L
Below FFFF DE ;D
BG+FFFF-JFFFF 0 D:
BG+JFFFF-:FFFFF EF DD
"bove:FFFFF : :D
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INTER-RETATION:9
2rom the above table it can be observed by the ;DL of the respondents are BelowFFFF
annual income,D:L of the respondents are BG+FFFF-JFFFF "nnual income ,BG+JFFFF-
:FFFFF "nnual income,and:DL of the respondents are "bove:FFFFF "nnual income.
GRA-H: I")7
-ART
TA*E: I")=
Basic minimum requirements
61
*articulars 3Q:EF L
'trongly agree K E:
"gree EF D0
7isagree :0
'trongly disagree :F
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INTER-RETATION:9
2rom the above table we observed that E0L of the respondents are strongly satisfied and
;KL of the respondents are satisfied, and:DL of the respondents are dissatisfied, and L of therespondents are strongly dissatisfied with the proper training period.
GRA-H: I")
TA*E: I")
*roviding medical facilities
INTER-RETATION:9
63
*articulars 3Q:EF L
'trongly satisfied ;E :K
'atisfied 0F ;
7issatisfied EE DK
'trongly dissatisfied DF ;F
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2rom the above table we observed that :KL of the respondents are strongly satisfied and
;L of the respondents are satisfied, and DKL of the respondents are dissatisfied, and ;FL of the
respondents are strongly dissatisfied with the medical facilities by providing by your
organization.
GRA-H: I")
TA*E: I")@
+or!ing hours
INTER-RETATION:9
2rom the above table we observed that :EL of the respondents are
strongly satisfied and DFL of the respondents are satisfied, and 0KL of the respondents are
64
*articulars 3Q:EF L
'trongly satisfied ;D :E
'atisfied 0E DF
7issatisfied KF 0K
'trongly dissatisfied :; J
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dissatisfied, and JL of the respondents are strongly dissatisfied with the wor!ing hour by
providing organization.
GRA-H:9I")@
TA*E: I")(
o prevent accidents at the wor! place
INTER-RETATION:9
65
*articulars 3Q:EF L
'trongly satisfied 0; ;J
'atisfied : 0F
7issatisfied 0F ;K
'trongly dissatisfied K E
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2rom the above table we observed that ;JL of the respondents are strongly satisfied and
0FL of the respondents are satisfied, and ;KL of the respondents are dissatisfied, and EL of the
respondents are strongly dissatisfied with the safety and health programs to prevent accidents at
wor! place by providing organization.
GRA-H: I")(
TA*E: I")((
educing the e/posure of dust
INTER-RETATION:9
2rom the above table we observed that DFL of the respondents are strongly
satisfied and 0FL of the respondents are satisfied, and :KL of the respondents are
66
*articulars 3Q:EF L
'trongly satisfied 0E DF
'atisfied F 0F
7issatisfied ;E :K
'trongly dissatisfied ;F :D
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dissatisfied, and :DLof the respondents are strongly dissatisfied with the reducing
the e/posure of dust.
GRA-H: I")((
TA*E: I")(1
he e/posure to dangerous chemicals
INTER-RETATION:9
2rom the above table we observed that D;L of the respondents are
strongly satisfied and 0:L of the respondents are satisfied, and ;FL of the
67
*articulars 3Q:EF L
'trongly satisfied 0J D;
'atisfied ; 0:
7issatisfied DF ;F
'trongly dissatisfied :F K
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respondents are dissatisfied, and KL of the respondents are strongly dissatisfied
with the reducing the e/posure of dust.
GRA-H: I")(1
TA*E:9I")(5
educing the e/posure to noise on your wor! place
INTER-RETATION:9
2rom the above table we observed that :L of the respondents are strongly
agree and DJL of the respondents are agree, and ;L of the respondents are
68
*articulars 3Q:EF L
'trongly agree ; :
"gree EK DJ
7isagree 0D ;
'trongly disagree ;: :0
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disagree, and :0L of the respondents are strongly disagree with the reducing the
e/posure to noise on your wor! place.
GRA-H: 9 I")(5
TA*E: I")(6
*erformance of the machinery at the wor! place
*articulars 3Q:EF L
'trongly agree JF ED
"gree ED DE
7isagree :F K
'trongly disagree K E
INTER-RETATION:9
2rom the above table we observed that EDL of the respondents are strongly
agree and DEL of the respondents are agree ,and KL of the respondents are
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disagree, and EL of the respondents are strongly disagree with the performance of
the machinery at the wor! place.
GRA-H:9I")(6
TA*E: I")(7
5anteen facilities with low price and high quality
INTER-RETATION:
70
esponse 3Q:EF L
'trongly satisfied 0E DF
'atisfied : 0:
7issatisfied ; :
'trongly dissatisfied :E :F
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2rom the above table we observed that DFL of the respondents are strongly
satisfied and 0:L of the respondents are satisfied, and :L of the respondents are
dissatisfied, and :FL of the respondents are strongly dissatisfied with the canteen
facilities with low price and high quality.
GRA-H: I")(7
TA*E: I")(=
o avoid chemical hazards
INTER-RETATION:9
71
*articulars 3Q:EF L
'trongly agree EE D
"gree KF 0K
7isagree : ::
'trongly disagree
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2rom the above table we observed that DL of the respondents are
strongly agree and 0KL of the respondents are agree, and ::L of the respondents
are disagree and L of the respondents are strongly disagree to avoid chemical
hazards.
GRA-H: I")(=
TA*E: I")(
o avoid physical hazards
INTER-RETATION:9
72
*articulars 3Q:EF L
'trongly satisfied D0 ;D
'atisfied E 0D
7issatisfied ; :
'trongly dissatisfied ;; :E
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2rom the above table we observed that ;DL of the respondents
are strongly satisfied and 0DL of the respondents are satisfied, and :L of the
respondents are dissatisfied and :EL of the respondents are strongly dissatisfied
with the provide to avoid physical hazards.
GRA-H: I")(
TA*E: I")(
o provide medical compensation payments to labours
73
*articulars 3Q:EF L
'trongly agree 0K D:
"gree K: 0K
7isagree : :D
'trongly disagree :D
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INTER-RETATION:9
2rom the above table we observed that D:L of the respondents are
strongly agree and 0KL of the respondents are agree, and :DL of the respondents
are disagree and L of the respondents are strongly disagree to provide medical
compensation payments to labours.
GRA-H: I")(
TA*E: I")(@
he in(uredGill wor!er has to be replaced.
74
*articulars 3Q:EF L
'trongly agree EF DD
"gree 00
7isagree ; :K
'trongly disagree J
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INTER-RETATION:9
2rom the above table we observed that DDL of the respondents are
strongly agree and 00L of the respondents are agree, and :KL of the respondents
are disagree and L of the respondents are strongly disagree with the in(ured G ill
wor!er has to be replaced.
GRA-H: I")(@
TA*E: I")1
o avoid biological hazards
75
*articulars 3Q:EF L
'trongly agree EJ DK
"gree : 0F7isagree ;; :E
'trongly disagree
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INTER-RETATION:9
2rom the above table we observed that DKL of the respondents are
strongly agree and 0FL of the respondents are agree, and :EL of the respondents
are disagree and L of the respondents are strongly disagree with to avoid
biological hazards.
GRA-H: I")(@
TA*E: I")1(
o avoid psychological hazards
INTER-RETATION:9
76
*articulars 3Q:EF L
'trongly agree 0F ;K
"gree E 0D
7isagree DF ;F
'trongly disagree :E :F
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MBA Programme
2rom the above table we observed that ;KL of the respondents are
strongly agree and 0DL of the respondents are agree, and ;FL of the respondents
are disagree and :FL of the respondents are strongly disagree with to avoid
psychological hazards.
GRA-H: I")1(
TA*E: I")11
he safety measures ta!en by the company to prevent accident
77
*articulars 3Q:EF L
'trongly satisfied 0
'atisfied F 0F
7issatisfied :E :F
'trongly dissatisfied 0
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MBA Programme
2rom the above table we observed that EKL of the respondents are
strongly satisfied and DKL of the respondents are satisfied, and EL of the
respondents are dissatisfied and :L of the respondents are strongly dissatisfied
with the availability and access the drin!ing water.
GRA-H: I")15
FINDINGS
:. Most of the respondents are in the age group of ;E-DE.
;. Ma(ority of the respondents are in the gender of males.
D. 9arge 3umber of respondents are in the education less than degree.
0. Most of the respondents are having there designation in the middle level.
E. Ma(ority of the respondents are annual income is in betweenJFFFF-
:FFFFF.
. Ma(ority of the respondents satisfied with health and safety measures.
K. 9arge number of the respondents are satisfied with the proper training
period.
J. Most of the respondents are satisfied with reducing the e/posure of dust.
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. 4ood number of respondents are satisfied with e/posure to chemicals
:F.Ma(ority of the respondents are agreed with the reducing the e/posure to
noise at wor!place.
::. Most of the respondents are satisfied with the performance of the
machinery at wor!place.
:;.Most of the respondents satisfied with the canteen facilities with low price
and high quality.
:D.9arge number of respondents agreed to avoid the chemical hazards.
:0.Most of the respondents agreed with to avoid the physical hazards.
:E.Most of the respondents are satisfied with the medical facility and
compensation provided by '* )dible *roducts *vt.9td.
:.Most of the respondents are agreed with the in(uredGill wor!er has to be
replaced.
:K.Ma(ority of the respondents agreed to avoid biological hazards.
:J." good number of respondents agreed to avoid psychological hazards.
:.Most of the respondents are satisfied with safety measures ta!en by
company to prevent accident.
;F.Ma(ority of the respondents are satisfied with the availability and access
of the drin!ing water.
80
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SUGGESTIONS
:. 5ompany should form health and safety measures with the help of selected
representatives of labours.
;. 5ompany should get feedbac! from labours about health and safety
measures facilities.
D. 5ompany can form a safety committee which will help to reduce accidents
and all improves and develop measures for safety.
0. he requirements provided by the organisation have to be improved.
E. It is suggested that, a very few number of respondents are satisfied with
medical facilities, the organisation should improve better facilities for the
labours.
. It is suggested that, a few respondents are not satisfied with wor!ing hoursP
the organisation should provide proper wor!ing hours to the labour.
K. It is suggested that, the noise level cannot be controlled, wor!ers should be
provided with earplugs so that e/posure to noise can be reduced.
J. o plan for the te/tile wor!er protection because he faces a variety of
problems.
. It is suggested that, the company should provide Medical e/aminations
conducted by the employers for the wor!ers from time to time.
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CONC*USION
he study concluded that, the labour Health and 'afety measures in #'p
edible products pvt.ltd$ are effective but not highly effective. It is essential that the
wor!ers be aware of the various occupational hazards in the industry. "t the same
time, it is necessary that the management ta!e the necessary steps to protect
wor!ers from potential hazardous situations.
"s health and safety representative your role is to wor! proactively
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M/a -rogramme
8UESTIONNAIRE ON HEA*TH AND SAFET3 OF THE *OOUR IN
S- EDI*E -RODUCTS -"T)*TD:
Name :
Age :
Gen%er :
E%ucation :
Designation :
Income :
:. Is the management follows basic minimum requirements for the wor!ers1
health and safety measures>
". 'trongly "gree B. "gree
5 .7isagree 7. 'trongly disagree
;. "re you satisfied with the proper training timings in your organization>
". 'trongly satisfied B. satisfied
5. dissatisfied 7 .'trongly dissatisfied
D. "re you satisfied with medical facilities providing by your organization>
". 'trongly satisfied B. satisfied
5. dissatisfied 7. 'trongly dissatisfied
0. "re you satisfied with wor!ing hours>
". 'trongly satisfied B. satisfied
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5. dissatisfied 7 .'trongly dissatisfied
E. "re you satisfied with the safety and health programs to prevent accidents at
the wor! place>
". satisfied B. dissatisfied
5. highly satisfied 7. highly dissatisfied
. How do you feel about reducing the e/posure of dust>
". 'trongly satisfied B. satisfied
5. dissatisfied 7. 'trongly dissatisfied
K. +hat is your opinion on reducing the e/posure to noise on your wor! place>
". 'trongly satisfied B. 'atisfied
5. 7issatisfied 7. 'trongly dissatisfied
J. How do you feel about performance of the machinery at the wor! place>
". satisfied B. dissatisfied
5. highly satisfied 7. highly dissatisfied
. 7o you have canteen facilities with low price and high quality>
". 'trongly satisfied B. 'atisfied
5. 7issatisfied 7. 'trongly dissatisfied
:F. 7oes your organization providing any facilities to avoid chemical hazards>
". 'trongly agree B. agree
5. disagree 7. 'trongly disagree
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::. 7oes your organization providing any facilities to avoid physical hazards>
". 'trongly agree B. agree
5. disagree 7. 'trongly disagree
:;. 7oes your organization provide any medical and compensation payments
to employees>
". 'trongly agree B. agree
5. disagree 7 .'trongly disagree
:D. he in(ured G ill wor!er has to be replaced.
". 'trongly agree B. "gree
5. 7isagree 7. 'trongly disagree
:0. 7oes your organization provide any facilities to avoid biological hazards&
". 'trongly agree B. agree
5. disagree 7. 'trongly disagree
:E. 7oes your organization provide any facilities to avoid psychological
hazards>
". 'trongly agree B. agree
5. disagree 7. 'trongly disagree
:. +hat is your opinion about availability access of the drin!ing water>
". 'trongly satisfied B. 'atisfied
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5. 7issatisfied 7. 'trongly dissatisfied
:K. +hat is your satisfaction level about the safety measures ta!en by the
company to prevent accident>
". strongly satisfied B. dissatisfied
5. dissatisfied 7. strongly dissatisfied
:J. "ny suggestionsRRRRRRRRRRRRRRRRRRRRRR
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I*IOGRA-H3
AUTHORJS NAMETIT*E OF THE
OO;
NAME OF THE
-U*ISHER
7r. * 'ubba ao)ssentials of HM
Industrial elationsHimalaya *ublishing House
5 B Mamoria*ersonnel
ManagementHimalaya *ublishing House
)dwin B 2lippo*ersonnel
Management
ata Mc.4raw Hill
*ublishing 5ompany 9td.,
3ew 7elhi
7avid " 7ecenzo
'tephen * obbins
*ersonnel G Human
esource Management
*rentice Hall of India
*rivate 9td., 3ew 7elhi
#ESITES "ISITED:
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