Health, Safety and HRM

Lois Tetrick & Michael T. Ford

What is Health?

Health at the individual employee level is not just the absence of illness but also includes positive health or optimal functioning

What is Health Continued

Health at the organizational level now includes human resource factors such as turnover rates, the number of grievances, and the overall morale of employees of the organization

External Environment

Four external factors affect the ways that organizations deal with health issues:
Americans with Disabilities Act (ADA) Family and Medical Leave Act (FMLA) Rising health care insurance costs General workforce trends

Americans with Disabilities Act

The ADA was designed to promote the employment of individuals with disabilities Disabilities are defined as impairments that limit one or more major life activities but do not prevent individuals from performing the essential duties of the job

Family and Medical Leave Act (FMLA)

The Family and Medical Leave Act of 1993 requires employers to provide up to 12 weeks of job-protected leave for employees who need it for family or medical crises The FMLA does not require paid leave by the company

Rising Health Care Insurance Costs

Per capita health care expenditures increased between 5% and 9% per year between 1993 and 2002 Insurance companies provide incentives and support to reduce accidents and illnesses

General Workforce Trends

The workforce is becoming older, includes more women, and is ethnically and racially diverse affecting internal health related issues

Internal Factors

Internal factors in health and safety include:

Job stress Safety Diversity and discrimination Sexual harassment, violence, and incivility

Job Stress

A 2002 national survey found that half of all workers see job stress as a major problem, which is over double the proportion who expressed this view just 10 years earlier

Job Role Stressors

Role ambiguity - lack of clarity and specificity about ones occupational role responsibilities Role conflict - the presence of competing or incompatible role demands

Job Stressors Continued

Role overload - having too much work to do, too little time to do that work, and/or not having the resources to complete the work required

Emerging Job Stressors

Conflict between work and family roles Technological advances may blur work and nonwork roles Increased service industry jobs may require more emotional regulation due to frequent customer interaction

Safety

The overall number of occupational injuries and days missed due to injuries has declined between 1990 and 2005 With the expansion of serviceproducing businesses, we have seen an increase in the number of deaths in the retail and transportation industries

How to Improve Safety

Safety climate - refers to the shared perceptions of an organizations policies, practices, and procedures with respect to the priority placed on safety Work design- creating physical barriers between employees and known hazards

Technology

Technology can lead to safety issues through:

New machinery Extensive computer usage

Diversity and Discrimination

Discrimination is associated with negative mental health outcomes Diversity can increase stress and make communication with coworkers more difficult

Sexual Harassment, Violence, and Incivility

Increases in the service industry will increase the potential for aggression from customers Sexual harassment may lead to psychological distress and overall health issues

HR Responses

Organizational health and safety interventions can be classified into two general categories:
Initiatives that reduce and prevent strain and injury from occurring in the first place Initiatives that help to rehabilitate individuals who have already experienced strain and injury

Preventative Interventions

Primary interventions - aimed at reducing or eliminating the source of strain and risk in the workplace and are targeted at everyone Secondary interventions - target individuals that are particularly at risk and help them to manage the causes of stress, strain, and injury

Compensation

Financial incentives may promote safe behaviors as long as the incentive programs are aligned with other organizational systems

Employee Involvement and Job Enrichment

Organizations can involve their employees in the development and implementation of policies and practices related to occupational health and safety

Diversity Training

Diversity training can be integrated with other, more general training initiatives such as team building, mentoring programs, and management training

Work-Life Balance Initiatives

Flexible work hours and childcare assistance Flexible leave options that go beyond the requirements of the FMLA

Safety Management

Ways to target and prevent injuries:

Eliminate hazards entirely by redesigning jobs such that exposure to hazards is no longer necessary Block access to hazards that the organization cannot eliminate Training employees to recognize hazards and avoid them

Employee Assistance Programs

Programs aimed at helping employees that are experiencing a range of personal concerns such as stress, family difficulties, substance abuse, financial troubles, and legal problems

Health Promotion

Health promotion programs are aimed at increasing positive health behaviors such as exercise and relaxation techniques, while decreasing negative health behaviors such as smoking or unhealthy diets

Guidelines

Conduct Health and Safety Audits Incorporate Health and Safety into Performance Appraisals Incorporate Health and Safety into Compensation Systems

Guidelines Continued

Integrate the Health and Safety Functions Within the Organization Monitor the External Environment for Health and Safety Issues Promote the Importance of Health and Safety

Conclusion

Environmental factors have increased the importance of health and safety in the workplace Organizations have responded with various initiatives Guidelines have been provided to promote health and safety in the workplace