health & safety sp edible

8/19/2019 Health & Safety Sp Edible

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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.

2

'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

-o


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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.

40


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MBA Programme

*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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MBA Programme

#$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&

42


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MBA Programme

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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MBA Programme

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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MBA Programme

)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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MBA Programme

II) Etent of t$e 'ro/.em


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MBA Programme

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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MBA Programme

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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MBA Programme

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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MBA Programme

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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MBA Programme

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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MBA Programme

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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MBA Programme

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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MBA Programme

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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MBA Programme

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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MBA Programme

%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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MBA Programme

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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MBA Programme

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

58


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MBA Programme

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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MBA Programme

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

60


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MBA Programme

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


62/88


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MBA Programme

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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MBA Programme

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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MBA Programme

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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MBA Programme

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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MBA Programme

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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MBA Programme

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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MBA Programme

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

69


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MBA Programme

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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MBA Programme

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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MBA Programme

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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MBA Programme

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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MBA Programme

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


75/88

MBA Programme

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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MBA Programme

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


78/88


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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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MBA Programme

. 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.

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MBA Programme

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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MBA Programme

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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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>


5. dissatisfied 7. 'trongly dissatisfied

0. "re you satisfied with wor!ing hours>



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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>


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>



:F. 7oes your organization providing any facilities to avoid chemical hazards>

". 'trongly agree B. agree

5. disagree 7. 'trongly disagree


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M/a -rogramme

::. 7oes your organization providing any facilities to avoid physical hazards>



:;. 7oes your organization provide any medical and compensation payments

to employees>


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&



:E. 7oes your organization provide any facilities to avoid psychological

hazards>



:. +hat is your opinion about availability access of the drin!ing water>



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: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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