How to complete a risk assessment

Risk assessments should always be carried out by a person who is experienced and competent to do so, competence can be expressed as a combination of Knowledge, Awareness, training, and experience. If necessary consult a more experienced member of staff or external professional help to assist with the risk assessment. Remember competence does not mean you have to know everything about everything, competence also means knowing when you know enough or when you should call in further expert help.

A risk assessment is a systematic examination of a task, job or process that you carry out at work for the purpose of;

• • Identifying the significant hazards that are present (a hazard is something that has the potential to cause someone harm or ill health).
  • Deciding if what you have already done reduces the risk of someone being harmed to an acceptable level, and if not;
  • Deciding what further control measures you must take to reduce the risk to an acceptable level.

Risk Assessments should also be carried out to satisfy the requirements of legislation but above all to ensure the Health & Safety of employees. For any business owner, this will prove to their employees that they have their staff's best interests at heart.

A separate risk assessment should be carried out for all tasks or processes undertaken by your organisation, they should be carried out before the task starts, or in the case of existing or long running tasks, as soon as is reasonably practicable. Risk Assessments should also be reviewed on a regular basis; monthly, annually, bi-annually, depending on risk, or if something changes i.e. a new worker, a change of process or substance etc.

If the risk is not adequately controlled decide which new control procedures are required and ensure these procedures are implemented. The control measures are the actions performed to reduce either the probability of the accident happening or the severity of the outcome, and where possible both. When considering what measures to put in place it is important to consider both severity and likelihood, in order to minimise the overall risk. When deciding what new control measures will be required, it is helpful to work through the ‘hierarchy' of controls. It does help to get a few people to check your risk assessment; other people may spot something that you have missed, also start a register of risk assessment so that you can find them quickly if needed.

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Removal of wisdom teeth

Wisdom teeth are the third set of molars that usually appear between ages 17 and 21. They often lack enough room to come in normally, and should be removed to prevent pain and possible infection.

The American Dental Association says warning signs that wisdom tooth need to come out include:

Today’s Health Tips

* Pain.

* Infection.

* Cysts in the mouth.

* Damage to neighbouring teeth.

* Gum disease.

* Tooth decay.

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Employee centric Industrial relations strategies, the key to profits in an organization

Profits in a company are something which every company management aims to achieve. This success however not just depends upon the output but on a couple of factors which are all in a way responsible for achieving the bigger goal of getting profits for the company. The biggest resource that a company can be proud of is the human resource of the company and the company has to make efforts to keep this resource with them for a long period of time. The Company's management in consultation with their Human resource department has to formulate policies that will be suitable for the employees. Hence Industrial relations strategies need to be formulated with the aim to maintain harmony in the company. The strategies need to be such which should keep the comfort level and happiness of the employee in mind and at the same time should be maintaining professionalism in the company. Further, the Industrial relations strategies should be such that they act as catalysts in avoiding strikes, drop in productivity and above all avoid attrition which should be their top priority.

Also, at times there is a requirement of taking strict actions regarding maintaining discipline in the company, the company policies should be tweaked at such times for the benefit of the company.
 

In a company mutual trust between the management and the employees is the key to its success. It is vital to understand that every relationship is symbiotic and similarly this employee management relationship proves very critical in industrial relations strategies. If the employee is happy he will definitely give his more than 100% towards the organization. To further enforce the management employee relation, companies should undertake trainings for their employees so that it builds up their confidence and they feel more a part of the company. Also it's a morale booster for the employees as they feel freshness in their mundane routine. Further, the heads of departments need to be given some behavioral training, language refine ness classes , basically training on how to politely deal with employees so that they are not rude and a cohesive atmosphere is maintained in the company.

Well, off late a step to further enhance good relations between the employee and employer the concept of collective bargaining has come in. The employee organizations and employer sit across the table and formulate combined terms and conditions of working and work on the facilities that will be given to the employee. It basically makes things crystal clear between both the parties and gives a chance to the employee to put across their points during the drafting of the rules.

Employee participation is one of the most effective and peaceful ways towards implementing industrial relations strategies. To accentuate employee participation, collective bargaining is the best means where they can settle their issues with the management where the management also gives a sound hearing to their points. This gives the management also an overview to the employee issues and they always stand guard on these points in future as well. This is the most democratic way where both the employee and employer have a say and have best coexistence.
 

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