Department Of Labor May Be Used To Comply With Osha'S Hazard Communication Standard: Fill & Download for Free

OSHA ComplianceOccupational Safety and Health Administration (Labor Department of USA Government)__________________________OSHA Compliance AssistanceOSHA offers a variety of compliance assistance products and services to help employers comply with OSHA requirements and prevent or reduce workplace fatalities, illnesses, and injuries. These resources include the OSHA website, publications and guidance documents, training materials and courses, cooperative programs, free On-site Consultation services, and Compliance Assistance Specialists. If you are in a state with an OSHA-approved State plan, you may be subject to different or additional requirements, and other compliance assistance resources and cooperative programs may be available to you.General InformationThe OSHA website at www.osha.gov provides information on OSHA's activities and programs, including laws and regulations, Web-based training tools called "eTools," posters and other publications, education and training programs, cooperative programs, and agency contact information. Online users can read OSHA's e-newsletter, QuickTakes, which provides timely information about agency activities.A variety of OSHA publications are available on the agency website and through the OSHA Publications Office. Publications can be ordered online or by calling (800) 321-OSHA.In addition, employers and employees can call (800) 321-OSHA toll-free for workplace safety and health information or assistance 24 hours a day. Employers and employees can also submit questions electronically to OSHA by clicking on the "Contact Us" link at the bottom of each OSHA webpage.Non-English-speaking Employers and EmployeesOSHA maintains a Spanish-language webpage at www.osha.gov/as/opa/spanish/index.html and a page with compliance assistance resources for employers with Hispanic employees at www.osha. gov/hispanic. In addition, the agency has Spanish-speaking operators available at (800) 321-OSHA. Many OSHA publications, training materials, and videos are available in Spanish.Education and Training OptionsThe OSHA Outreach Training Program trains individuals to teach others the basics of occupational safety and health. After taking a one-week course, trainers teach 10- or 30-hour courses on construction or general industry safety and health standards.OSHA Training Institute (OTI) Education Centers, located throughout the country, offer OSHA courses and seminars to the public. Courses run from one-half day to four days and vary in price. Topics include recordkeeping, machine guarding, hazardous materials, ergonomics, and construction- related issues. OSHA also presents webcasts on new rules, guidance documents, and technical subjects. Course schedules are available on the OSHA website.In addition, OSHA awards training grants under the Susan Harwood Training Grant Program to nonprofit organizations to train employees and employers to recognize, avoid, and prevent safety and health hazards in their workplaces.OSHA’s Cooperative ProgramsOSHA offers a variety of programs under which businesses, labor groups, and other organizations can work cooperatively with the agency to help prevent fatalities, injuries, and illnesses in the workplace.Through OSHA's Alliance Program, OSHA works with groups committed to safety and health, including businesses, trade or professional organizations, unions, and educational institutions, to leverage resources and expertise to develop compliance assistance tools and resources and share information with employers and employees to help prevent injuries, illnesses, and fatalities in the workplace. OSHA and the organization sign a formal agreement with goals that address training and education, outreach and communication, and promotion of the national dialogue on workplace safety and health.OSHA's On-site Consultation Program offers free and confidential assistance to small and mediumsized businesses in all states across the country, with priority given to high-hazard worksites. Consultation services are totally separate from enforcement and do not result in penalties or citations. The service is largely funded by OSHA and delivered by state governments using welltrained professional staff. Employers can use this service to identify and correct hazards at their worksites and improve their safety and health management systems. Additionally, the On-site Consultation Program recognizes small employers that operate exemplary safety and health management systems through the Safety and Health Achievement Recognition Program (SHARP). Active SHARP sites are exempt from OSHA's programmed inspections.The OSHA Strategic Partnership Program (OSPP) provides the opportunity for OSHA to partner with employers, employees, professional or trade associations, labor organizations, state On-site Consultation Programs, and/or other interested stakeholders. OSHA Strategic Partnerships (OSPs) are designed to encourage, assist, and recognize efforts to eliminate serious hazards and achieve model workplace safety and health practices. Each OSP develops a unique, formal agreement that establishes specific goals, strategies, and performance measures. The OSPP is available to all private sector industries and government agencies in locales where OSHA has jurisdiction.The Voluntary Protection Programs (VPP) are OSHA's premier recognition programs for employers and employees who have implemented exemplary workplace safety and health management systems. A hallmark of VPP is the principle that management, labor, and OSHA work together in pursuit of a safe and healthy workplace. On average, VPP participants have injury and illness rates more than 50 percent below the Bureau of Labor Statistics’ (BLS) national average for their industry. OSHA's other VPP initiatives, VPP Corporate (a streamlined process for large organizations to bring sites into VPP) and VPP Mobile (offered to employers with non-fixed worksites), provide new opportunities to qualify.The OSHA Challenge Pilot uses the VPP model as a foundation to provide a roadmap to eligible employers interested in implementing effective safety and health management systems. Volunteer Administrators help guide the participants through a three-stage process. Graduates of OSHA Challenge receive recognition from OSHA and an invitation to apply for VPP with possible expedited approval. OSHA Challenge is available to general industry and construction employers in the private and public sectors under OSHA's Federal jurisdiction.The Role of Compliance Assistance SpecialistsCompliance Assistance Specialists (CASs) in each OSHA area office provide general information about OSHA standards and compliance assistance resources. Small businesses, trade associations, union locals, community and faith-based groups, and others may call on CASs to speak at seminars, workshops, and other events. CASs promote OSHA's cooperative programs, training opportunities, and information and tools available on the OSHA website or from the agency. CASs are not involved in enforcement activities.Additional InformationFor compliance assistance products and services, call (800) 321-OSHA, visit the OSHA website at www.osha.gov, or contact your nearest OSHA regional, area or state office listed on the website.

For the novice :Understand the evolution of HRMIn 1960s ′ the subject restricted to:Personal Management consisting of :RecruitmentWage and salary administrationLabor lawsIn 1970’s the recruitment personnel found the person recruited need to be trained and developed. Hence new word coined HRD - Human Resource DevelopmentThe following functions got addedTraining and DevelopmentSkill developmentTeam managementIn 1990’s the concept got further development that human resource ha to be Managed . It becomes part of Corporate Strategy management. The new term got coined Human Resource Management .The following functions further addedStrategy ManagementHuman capital ( work force ) deploymentHuman resource planning and deploymentIn 2000 on wards ,with the Advent of Digital era and Information technology, the subject further . It has gone beyond recruitment , training, Development and management of Human resources. It is now Human Resource investment HRIThe organization is calling recruitment is capital expenditure. They work on return on investment concept ( ROI)Current role can be broadly classified as below:HR plays an integral role in the success of an organization overall -by recruiting and selecting the best candidates to fill job vacancies.Furthermore, HR continues to work closely with management teams within the company to ensure workforce efficiency.Human Resources, also called HR, derived from what was formerly known as the personnel department. The former personal department worked independently from the other departments in the organization and was primarily responsible for handling the administrative duties for the company.In essence, personnel handled the recruiting and interviewing of job candidates and the exit interviews for the employees who terminated employment with the company.Personnel were also responsible for keeping track of employees’ attendance records, employment law, administering benefits, and were pretty much reactive in supporting the needs of the organization. This was the extent of the duties that were performed by the personnel department.Nowadays, HR is proactive in the strategic planning process and the development of an organization.HR plays an integral role in the success of the organization overall –by recruiting and selecting the best candidates to fill job vacancies.Furthermore, HR continues to work closely with management teams within the company to ensure workforce efficiency.There are several facets of Human Resources today.The major functions of Human Resources are:strategic management,workforce planning and employment,human resource development,policy formulation,total rewards, labor relations, andrisk management.Let's take a look at the functions of HR and how each impacts an organization.Strategic ManagementHuman Resource professionals are proactive in planning for the future by meeting the continuous short-term and long-term strategic objectives of the organization.Workforce Planning and Employment (recruitment and selection)Workforce planning involves recruitment, selection, orientation, and exit process. Department managers collaborate with Human Resources to determine staffing needs and to fill job vacancies in a timely manner whenever the need(s) arise. The HR recruitment team strategically recruits and selects only the best candidates for the company and ensures workforce efficiency thereafter in an effort to help the organization accomplish it goals and objectives.Human Resource Development (training & development)HR is responsible for ensuring that employees receive the appropriate training (whether in-house or off-site) to adequately perform their jobs. Thus, employees will be equipped to help achieve desired departmental and company goals and objectives. Encouraging employees to take advantage of the tuition reimbursement benefit will give employees an incentive to further their education and use their acquired skills and knowledge for the betterment of the company in general. HR SPECIALIST also assists with change management and performance management needs of the organization.Total Rewards (compensation & benefits)The HR benefits team is responsible for acquiring and administering an attractive compensation and benefits package for new hires. This might include: a competitive salary range, medical and dental insurance, choice of life insurance, tuition reimbursement, 401k, flexible spending account, and more. The HR recruiter should promote and offer an attractive rewards package to those candidates who meet the selection criteria at some point during the interview process. A competitive reward package will attract top talent and hopefully retain them once hired.Most organizations use a computerized system, Human Resource Information System (HRIS) to in-put and keep track of employee data. HR compensation analyst and payroll specialist oversees the salary administrations of new hires, process payroll, employee benefits, attendance, vacation days, and maintain employees files. PAYROLL SPECIALIST also responds to employee inquiries regarding their salaries and other benefits.Policy FormulationHuman Resources keeps new hires and current employees abreast of the policies and procedures of the organization. This might include (but not limited to) the distribution of employee handbook, code of conduct manual, and performance appraisals guidelines.Employee and Labor RelationsThe employee relations team seeks to align the employees’ needs and rights with the needs of the organization. Things such as: union and non-union issues, discrimination issues, and sexual harassment claims are matters that should be handled by the labor relations department. Employers must stay in compliance with the law in making sure that every employee is treated fairly. Employees are encouraged to contact employee relations should they ever feel that they were treated unfairly or to resolve other workplace problems.Risk ManagementThe HR risk management team along with the department manager-should be proactive in detecting risk items that could pose a possible threat to the company:such as the removal of hazardous waste material from a work area within the organization.Health care institutions in particular, should take extra precautions in providing a safe work environment for its workers as well as its clients and customers.HR should provide safety training and issue handbooks to its employees to educate them on risk management issues.Employers face a legal obligation to provide a safe and hazard free work environment.Employers must also comply with OSHA (occupational safety and health administration) in keeping accurate records for all work related injuries.Concluding, understandably, some may still use the terms personnel and human resources interchangeably. However, keep in min that a HR professional’s role is not just limited to administrative duties in the company anymore, but instead, they provide continuous support in the planning process and the development of an organization.THE SEVEN WAYS (INDICATIVE)DAY 1 AND 2Step 1 understand the various recruitment methods practiced inPrivate small organizationLarger private organizationGovernment organizationNote down ,key points learnt that are to referred and rememberedDay 3&4Step2 Under stand that industrial laws governing labour and legal provisionsNote down the points governing the labour and various dispute resolution methods, Employee realtionship aspects.Day 5and 6Step 3Understand Training managementPerformance assessment managementTermination managementNote down the points that are to be referred and rememberedDay 7Step4 &5Understand policy management and development of HR policy Manual.Job description and definitionDeveloping management system procedures and in house operating proceduresNote down the points to be referred and rememberedDay 8Step 6Understand how human capital is treated as part of Company Balance Sheet and how it is linked to Return on Investment conceptsNote down the points to be referred and rememberedDay 8Stpe 7Understand the Risk Management AreasDeveloping action plan for getting employees engaged in Risk avoidance and Risk mitigation Activity (s)Note down the points to be referred and rememberedDay 9 and 10Plenty of public domain material available to conclude as belowSeven waysRecall all noted points and get an over view of the HR evolutionNote down the leading methods used by great organization in this areaUnderstand how Quality Management principles are used to run a Cost Effective HR Activity (s).Note down the famous books and journals that you can refer as guidesFrom public domain read case studies how HR related issues are handled and solvedIdentifying good HR management gurus and seek their guidanceHave self confidence that your learning will never let you down.Remember this is the first seven steps ,If you have courage to take these steps, your destination of becoming HR specialist is unstoppable.You will find your own methods to succeed.Blessings and best wishesRecently I came across this article .It may give some inputs on the subjectToday, the HR executive role is shifting to align with more forward-thinking practices.Modern human resource executives must contribute ideas and lead organizations in advancing corporate objectives.Additionally, HR executives must grow and change in parallel with their respective organizations. This is especially vital, as large enterprises grow nimbler and consumer-centric.The following 7 passages reveal a few of the relatively newer responsibilities of human resources executives in the modern work environment.Responsibility 1: Participate in Planning and DevelopmentIn the modern marketplace, human resource executives serve as strategic partners.They participate in the identification, development and execution of corporate objectives. In this capacity, HR executives align the work of their business unit to achieve company goals.The participation in company planning allows human resource leaders to gain a profound understanding of the organizational activities needed to aid in the sustainable growth of the enterprise.Responsibility 2: Provide Employees With Career AssistancePeriodically, human resource leaders conduct staff member evaluations. Today, HR professionals take an active role in helping employees advance their careers.Instead of simply grading employees on a checklist of performance points, modern human resource specialists help workers identify areas for improvement and develop specific action steps.By helping employees with career development, modern HR professionals gain deeper insight into available human capital and the availability of internal candidates for potential role succession. This helps organizations gain a marked advantage in filling future roles and meeting forthcoming market demands.Responsibility 3: Find and Recruit Employees That Advance Company ObjectivesToday’s human resource executives do more than post ads and interview job candidates to fill open positions. Modern HR executives formulate employer brands designed to attract the right job candidates.In this responsibility, human resource leaders work to promote their respective firms as highly favorable workplaces. HR executives often earn this kind of accolade for organizations by creating a positive culture and providing satisfactory compensation and benefits as ways to attract ideal work candidates.Responsibility 4: Serve as Leaders of ChangeModern human resource leaders frequently lead change initiatives for their organizations. As a result, current HR executives yield strong project management skills in their corporate toolboxes. The professionals are skilled at helping organizational stakeholders make the connection between change initiatives and strategic needs, minimizing change resistance and employee unrest.Shaping organizational culture, managing staff member satisfaction and weighing the success of change initiatives are all a part of the human resource professional’s scope of responsibility in the modern workplace.Responsibility 5: Advocate for EmployeesWhile fulfilling their role as employee advocates , HR executives play an integral part in the success of organizations. In this regard, human resource professionals contribute to building a work environment where employees feel satisfied and motivated.To promote this outcome, HR leaders deploy effective practices such as employee empowerment, goal setting and open communication, resulting in a positive culture that leads to the workforce delivering better consumer experiences.Responsibility 6: Provide Support for Domestic Violence VictimsThe Centers for Disease Control (CDC) forecasts that domestic violence can affect 1 in 4 women and 1 in 7 men in the United States.The issue has grown so prevalent that employers can no longer afford to think of domestic violence as a matter best left to the local authorities. As a result, today’s HR professionals encourage those who’ve experienced domestic violence to seek help in the workplace.To encourage this, human resource professionals promote an organisational culture where sraff members do not feel intimidated or ashamed organizational to approach to HR employees with domestic violence concerns.Responsibility 7: Ensure No Cyberbullying At WorkTraditionally, workplace intimidation took place solely in the office.Today, however, the connectivity of the internet extends the influence of bullies Internet to victims’ personal workstations and homes, an activity called cyberbullying.Employees and supervisors know that this can happen in the workplace, yet dealing with office cyber bullying may prove challenging.Despite this, contemporary human resource executives strive to eliminate this kind of negative activity in the workplace.Modern HR professionals are leaders in their organizations. The specialists sponsor the organizational mission, vision, values and goals among staff members, and they monitor and adjust organizational activities to ensure the success of various initiatives. Human resource specialists contribute to enterprises by managing the most important asset of any organization, the people who complete the daily tasks that result in productive outcomes. Their work aids in the global success of their organizations.Such article can further the learning strength of HRMThanksBeyond 10 days and moving further:Human Capital Management.Get an insight in the following ISO standardInternational Standard for human capital reportingAn organization is only as good as its people – which is why the workforce of a company is often one of its largest costs. But measuring the true return on that investment can be a tricky business. It just got a lot easier with the first International Standard for human capital reporting.It is well known that effective human resources (HR) strategies can have a positive impact on organizational performance. And with workforce costs making up to 70 % of an organization’s expenditure, it is important to get that strategy right.There are many different HR management systems and processes aimed at maximizing the return on investment in staff, but they vary from business to business and country to country, making it difficult to accurately benchmark and be internationally relevant. A new ISO standard just published provides globally agreed ways of doing just that.ISO 30414, Human resource management – Guidelines for internal and external human capital reporting, is the first International Standard that allows an organization to get a clear view of the actual contribution of its human capital. Applicable to enterprises of all types and sizes, it provides guidelines on core HR areas such as organizational culture, recruitment and turnover, productivity, health and safety, and leadership.Dr Ron McKinley, Chair of the ISO technical committee that developed the standard, said ISO 30414 will enable organizations to gain a better understanding of their impact on staff and help maximize employee contribution for long-term success.“Workforce reporting is about rethinking how organizational value should be understood and evaluated, and allowing for more data-driven decision making across workforce management,” he explained.“What’s more, by providing a number of relevant key metrics that are recognizable on an international scale, multinational companies can more easily transfer human capital information, better control their international HR activities and provide greater transparency for all their stakeholders,” he said.“But the standard is not just for multinationals. Organizations of all sizes, including small and medium-sized companies, can benefit from being able to choose the metrics that are most relevant to them.”Governments and policy makers also stand to benefit, said McKinley, by acquiring greater knowledge of human capital development in their country’s organizations in relation to others, which is important for political labour market initiatives.ISO 30414 was developed by ISO technical committee ISO/TC 260, Human resource management, the secretariat of which is held by ANSI, ISO’s member for the USA. It can be purchased from your national ISO member or through the ISO Store.HRM best practices are:Providing security to employeesSelective hiring: Hiring the right peopleSelf-managed and effective teamsFair and performance-based compensation/li>Training in relevant skillsCreating a flat and egalitarian organizationMaking information easily accessible to those who need it