The role of employee safety knowledge manual

1. What is the role of the Occupational Safety and Health Management Manual?

The Occupational Safety and Health Management Manual is an organization’s guide to organizational activities and products based on the requirements of the “Occupational Safety and Health Management System Audit Specification”. A document prepared for the characteristics of an organization's occupational safety and health policy and describing its occupational safety and health management system.

It summarizes the system and is the main document in the system documents. It is also the programmatic document that should be followed for a long time in implementing and maintaining the normal operation of the system. Internally, it is the basic regulation for the implementation of occupational safety and health management within the organization, providing unified standards and consistent codes of conduct for various occupational safety and health management activities; externally, it is a written expression of occupational safety and health assurance capabilities, so as to ensure that the requirements are met. Party and third parties have confidence in the organization's technical and management capabilities to ensure that occupational safety and health in production activities meet specified requirements.

The IS0 14001 standard does not explicitly require organizations to prepare an environmental management manual, but only mentions that environmental management can be included in the organization's overall management activities. The introduction of the standard suggests that organizations can select an existing management system that is consistent with the IS0 9000 series as the basis for a specific environmental management system.

Therefore, organizations can implement the integration of environment and quality in environmental management system documents. As a result, the quality management system documents and environmental management system documents can be complete, avoid duplication, and facilitate implementation and management.

However, in view of the current backward environmental management status of most organizations, and in order to strengthen environmental awareness and highlight key points, it is still recommended that organizations prepare independent environmental management documents in the early stages of establishing an environmental management system. The preparation of the management manual is different from the preparation of other levels of documents. On the one hand, it requires summarizing the practice of enterprise professional management and refining the experience of enterprise management in accordance with the management theory; on the other hand, it requires that the system elements recommended by the management system audit specifications be followed. The existing inherent system of the organization is inherited and self-improved to provide conditions and norms for the applicability and effectiveness of the organization's occupational health, safety and environmental management.

Therefore, the preparation of the management manual is essentially a comprehensive review and improvement of the organization's occupational health and safety and environmental management system. Hope my answer can help you.

2. What is the use of writing an employee handbook? The role of an employee handbook

The employee handbook is a good form of introduction.

1. Company profile. An overview of our company's history.

Current status and affiliations. Let new employees have a general understanding of the company's nature, business scope, leading products (including labor and services), market distribution, registered capital, existing capital and realized profits and taxes, etc., so as to have full confidence in the company's strength and competitiveness.

Briefly review the company's entrepreneurial history, briefly elaborate on the company's strategic goals and development plans, and show the company's bright prospects to employees to inspire fighting spirit and lay a solid foundation for the implementation of target management. 2. Company culture.

Corporate culture is the sum of the ideology and behavioral norms of an enterprise with its own characteristics, which roughly includes corporate philosophy, corporate norms, corporate image and corporate spirit. Corporate philosophy is the behavioral guide for all corporate activities, and its core is values.

Introduce the company's business philosophy in the employee handbook, that is, the values ????that are always followed, so as to unify employees' thinking and work together for the overall goals of the company. The corporate spirit is the fusion and sublimation of the company's internal norms and external image. It embodies the company's business philosophy and unique style. It is the banner and clarion call for the company to move forward in the market waves.

Enterprise spirit is a silent and intangible belief, but it can usually be expressed in short and loud slogans or slogans. The condensed corporate spirit can be printed on the title page of the employee handbook in order to be eye-catching and inspire fighting spirit.

3. Organizational structure 5. Policies and regulations. This part contains a lot of content and involves the vital interests of employees, so it can be said to be the highlight of the manual; the first is the personnel policy, that is, the basis for employee selection and employment, assessment standards, and promotion conditions.

Hiring (dismissal) procedures; followed by salary benefits, that is, salary structure and classification, and calculation of seniority. Various bonus and subsidy payment methods: probation period benefits, etc.; there are also labor disciplines, that is, the signing of labor contracts, commuting hours, and leave systems.

Other systems, such as the reimbursement system (referring to travel expenses, medical expenses, etc.), vehicle use system, safety system, health system, confidentiality system, etc., may be introduced in slightly different details as necessary. Modern companies provide employees with various social insurances (such as pension insurance, medical insurance, life insurance), as well as other benefits, such as providing work clothes, free lunches, providing rare books, providing single apartments or renting subsidies, and providing annual Vacations, etc. should also be included in this section to reflect the company's care and demonstrate the good working and living conditions and necessary protections the company has created for its employees.

6. Code of conduct. The spirit of a modern company must be reflected in the appearance and demeanor of its employees (including clothing, hairstyle, makeup, etc.).

Every word, deed, and action of employees represents the corporate image. The company's requirements in these aspects should be written clearly and specifically in the employee handbook so that employees can compare them regularly and continuously improve their moral cultivation and civilized qualities.

Although the code of conduct for dealing with others is an integral part of the corporate culture, it is listed as a separate section in order to attract special attention from employees and consciously strengthen daily training to make it a habit. Before the main text of the employee handbook, the chairman can deliver a speech, sincerely welcome the new employees, wish them a successful career, and sign the book personally, which makes people feel more cordial.

Appendices can be added after the main text, including the factory logo, the meaning of the factory emblem, the factory song, the name, location, person in charge, zip code, telephone number, fax and website of the overseas agency, etc. The cover can be designed with a meaningful pattern, and photos can be published on the inside.

Add picture inserts if necessary. 2. Issues that should be paid attention to when compiling and printing employee handbooks. The employee handbook is a guide for new employees to enter the company, and it is also a window for employees to understand the company.

Must be carefully written and printed. In the process of compilation and printing, we should try our best to avoid the following problems, which may be called seven taboos: One taboo is greed for too much and seeking perfection.

The employee handbook is not a comprehensive guide to the company. It is neither possible nor necessary to be all-inclusive and comprehensive. The content contained in the manual should be the matters that employees are most concerned about and have the highest degree of relevance to their daily work and immediate interests. They are usually matters that occur frequently and require strong handling procedures.

The contents of the manual should not be too detailed to avoid being disorganized and inconvenient to read. As for specific details involving a certain aspect, employees can check relevant documents or consult relevant functional departments.

Second, avoid being obsolete. The employee handbook can only be written based on the company's current situation. Three taboos include confusing titles.

Some employee handbooks have different titles, and sometimes the company's requirements are used.

We think it will be used again later.

In fact, we here represent the company, so it is better to use company all the time. When something requires employees and the company to work together and coordinate to complete it, then use us.

, wouldn’t it be better? There are also employee handbooks in which subject words such as employee, employee, and employee appear alternately.

It is easy to cause unnecessary doubts, so it is best to always call them employees. As for calling employees you or you, although it doesn't affect the overall situation, there are still skills.

For example, you can use "you" in the chairman's speech to show the superior's respect and care for subordinates, and to exaggerate the welcome atmosphere; and in the main text, you might as well use "you", which seems more direct. ,kind. Four taboos include lengthy paragraphs and sentences.

The employee handbook should be as concise and smooth as possible, easy to understand and remember, in order to enhance its effectiveness. Five taboos include grammatical errors.

From the frame to the paragraphs, from the sentences to the punctuation, the manual must be thought over and over again. It must not only be concise and smooth, but also strive to be well-proportioned and beautiful, and dedicate quality products to employees. 6. Avoid speaking harshly.

Harsh tone is a common problem in some company official documents. The employee handbook is not a compilation of rules in the general sense, and it is best to use them sparingly.

Words such as "strictly prohibited" and "absolutely not allowed" should be used with caution, as you will be responsible for the consequences. Changing orders to communication and calling out the soul to employees is undoubtedly a civilized move for modern companies.

Not only does it require employees to assume obligations and abide by the system, it also explains the rights that employees can enjoy. The company aims to create a civilized, relaxed, safe and warm working environment to maximize the talents of our employees. Please ask us with a few more requests and a negotiated tone.

To shorten the distance between managers and subordinates, integrate the company and employees, and promote team spirit, it is in line with the essentials of establishing a modern humanistic corporate culture. Why not? 7. Avoid rough printing.

The employee handbook is the early written information that new employees receive. It undoubtedly embodies the company's spirit and represents the company's image. The quality of the employee handbook is not only reflected in scientific selection and careful writing, but also first of all in the quality of the exquisite binding and printing.

Only in this way can employees stay.

3. What is the meaning of safety knowledge?

Original publisher: banjing0731

The meaning of safety work: first, to predict danger; second, to eliminate danger. It is a general term for predicting the existence of inherent or potential dangers in various fields of human activities, as well as the various methods, methods and behaviors adopted to eliminate these risk factors. In a certain sense, safety work is to avoid losses and prevent disasters. Five Elements of Safety Safety Culture Construction of enterprise safety culture is people-oriented, internalizing thoughts, externalizing behaviors, and safety awareness. Safety concept determines safety awareness, and safety awareness determines safety behavior. Hanging safety banners, posting slogans, posters, producing posters, publishing newsletters, distributing promotional materials, playing promotional videos, broadcasting safety knowledge Safety legal system - to establish a long-term mechanism for enterprise safety production, we must adhere to "law and order" and use Laws and regulations are used to regulate the safety behavior of enterprise leaders and employees, so that safety production work has laws and regulations to follow, and a legal order for safety production is established. To adhere to "law and order", we must "legislate", "understand the law", "obey the law" and "enforce the law". Safety Responsibility - Safety responsibilities must be implemented at all levels. Enterprises should sign a safety production responsibility letter step by step. The responsibility letter must have specific responsibilities, measures, rewards and penalties. Safety investment - Safety investment is the basic guarantee for safe production. It includes two aspects: one is talent investment, and the other is capital investment. Safety technology - To improve the level of safety management, we must increase investment in safety technology and use advanced scientific and technological means to monitor the entire process of safety production. For example, install closed-circuit television monitoring systems, fire sprinkler systems, X-ray safety inspection machines, satellite positioners (GPS), driving recorders, etc., and apply modernization, automation, and informatization to safety production management.

4. What role does the factory employee handbook play?

The role of the employee handbook

The "employee handbook" is a reference to corporate rules and regulations, corporate culture and corporate strategy. Concentration is the "law and regulation" of the enterprise.

At the same time, it also plays a role in displaying corporate image and spreading corporate culture. It not only covers the main contents of rules and regulations in all aspects of enterprise human resource management, but also makes up for some omissions in the formulation of rules and regulations because it adapts to the unique business development needs of enterprises. From the perspective of an enterprise, a legal "employee handbook" can become a "weapon" for effective corporate management; from the perspective of a worker, it is a channel for employees to understand the corporate image and identify with the corporate culture, and it is also a guide for their own work standards and behavioral norms. guide. In particular, when a company unilaterally dismisses employees, the legal "employee handbook" often becomes one of the powerful bases.

Article 25 of the "Labor Law" stipulates that the circumstances under which the employer may terminate the labor contract at any time include "serious violation of labor discipline or the employer's rules and regulations", but if the employer does not provide for it, or If the regulations are not clear, when labor disputes arise, they will be passive because there is no basis or the basis is unclear. Developing a legal "employee handbook" is a right granted to enterprises by law, and it is also a necessity for enterprise management.

The "Labor Contract Law" and the "Labor Dispute Mediation and Arbitration Law" have been promulgated one after another. With the legislative purpose of protecting workers, they have put forward higher requirements for the human resources management of enterprises. Therefore, from the aspects of adjusting the enterprise's human resources management concept, improving the level of employee relationship management, avoiding labor conflicts, and establishing harmonious labor relations, it is tailored according to the size of the enterprise, management characteristics, industry characteristics, employment methods and types. A quality employee handbook is vital to the growth and development of your business.

Contents of the Employee Handbook

Preface to the Handbook

Explain the purpose and effectiveness of this employee handbook.

Company Profile

Provide every employee with an in-depth understanding of the company's past, current situation and culture. You can introduce the company's history, mission, customer list, etc.

General provisions of the manual

Generally include provisions such as etiquette codes, public property, office security, personnel file management, employee relations, customer relations, supplier relations, etc. This helps ensure that employees behave in a way that the company agrees with, thereby achieving mutual recognition between employees and the company.

Training and development

Generally, new employees are required to participate in induction training organized by the Human Resources Department and other unified organizations before taking up the job; as well as various trainings held by the company from time to time to improve business quality and professional skills.

Employment and Recruitment

Describe relevant matters such as the start of employment, probation period, employee evaluation, transfer and resignation.

Assessment and promotion

Generally divided into probation assessment, promotion assessment, regular assessment, etc. Assessment contents generally include: completion of indicators, work attitude, work ability, work performance, cooperation spirit, service awareness, professional skills, etc. The assessment results are "excellent, good, qualified, extended and dismissed".

Employee compensation

One of the issues that employees are most concerned about. A detailed explanation of the company's salary structure, salary benchmarks, salary payment and performance evaluation methods should be given.

Employee Benefits

Describe the company's welfare policy and welfare programs provided to employees.

Working hours

Let employees understand the company’s regulations on working hours, which are often related to expenses. The basic content is: office hours, business trip policies, detailed regulations on various holidays and related expense policies, etc.

Administrative management

Most of them are binding clauses. For example, the management of office supplies and equipment, the management of each person's own work area, rewards and punishments, and the copyright statement of employees' intellectual achievements, etc.

Safety rules

Generally divided into safety rules, fire handling, accident and emergency handling, etc.

Manual Attachments

Other documents related to the above terms or that employees need to know. Such as financial system, social insurance system, etc.

5. Why improve employees’ safety knowledge and awareness

Safety production work has always emphasized the policy of “safety first, prevention first, comprehensive management”, which is one of the keys to ensuring safe production. The first is to strengthen employee safety education and training. Necessary safety education and training for employees is the main way to enable employees to understand and master safety laws and regulations, improve employees' safety technical quality, and enhance employees' safety awareness. It is the basis for ensuring safe production and doing a good job in safety.

1. Develop a practical education and training plan

First, formulate a full-year safety education and training plan, clarify work ideas, and propose work goals. It will take over the overall situation and guide the entire year safety education and training work. Then, combined with the safety production situation, a quarterly training plan is formulated to clarify quarterly work priorities, work content and quarterly overall arrangements. Finally, formulate monthly training plans based on different training objects, content, and focus. To truly achieve it, there are annual plans, quarterly plans, and monthly plans; there are training plans for special operators, new worker training plans, and rotation training plans for all employees. With a plan, training can be carried out normally and orderly. The Machinery Branch of Qingdian Industrial Company insists on developing effective and targeted safety production training plans for special operations personnel, team leaders, all employees, temporary employees and other personnel.

2. Safety education centered on "people-oriented"

According to the analysis of casualty accidents over the years, more than 90% of accidents are caused by people's unsafe behaviors. The quality of safety work depends on the safety awareness and skill level of each employee. To this end, the focus of safety education and training should be "people-oriented". The Machinery Branch of Qingdian Industrial Company insists on combining reality and careful planning, specifically focusing on employees' safety awareness, scope of responsibilities and safe technical operations. Provide education and training for each skilled worker, especially those in special types of work, on the professional knowledge and practical skill levels that junior, intermediate and advanced technicians should possess, as well as professional ethics and political, ideological and behavioral norms, to improve their safety awareness and operational skills. level.

Go deep into front-line teams to carry out safety production education, let the training go out of the classroom and go deep into the grassroots level, bring knowledge and skills to employees, improve employees' safety awareness, and enable them to respond to various external environments that may cause personal injury during the production process Conditions and unsafe behaviors are in a state of high alertness and vigilance, thereby preventing accidents from happening. This kind of training method that goes out of the classroom to talk about safety and impart knowledge and skills is not only easy for employees to accept, but also willing to accept it. On the one hand, through education, the safety production policy of "safety first, prevention first" can be deeply rooted in the hearts of the people, thereby improving employees' safety awareness; on the other hand, through operating skills training, employees' operating skills can be improved to improve labor efficiency. The quality of workers ensures safety.

3. Innovate safety education forms

Safety education can also innovate safety education forms to play a better educational role. In addition to the traditional methods of safety education, including examinations on operators with unconventional content and safety education for those who violate regulations and accidents, we should actively explore new ways and methods, innovate safety education forms, and broaden the scope of safety education. In order to further strengthen employees' safety awareness, firstly, experienced senior comrades are often invited to explain safety knowledge and accident case analysis to employees, so that employees are deeply inspired. The second is to compile the collected aphorisms and maxims into a booklet and distribute it to each employee as a guide for their own safe operation, building a "trinity" traffic safety system for units, families, and individuals.

4. Strengthen safety education for front-line team leaders

As safety production managers, front-line team leaders play an extremely important role in safety production. Therefore, it is very meaningful to strengthen safety education and training for team leaders and improve their safety awareness and operational skills. In view of this, the Machinery Branch of Qingdian Industrial Company has clarified that the team leader of each team is the first person responsible for the team, that is, the team's safety production management personnel. It conducts safety education and training for team leaders every year, mainly teaching relevant team leaders safety production management and safety technology. Operations, accident case analysis, "Safety Production Law" and other laws and regulations to improve the safety quality of team leaders. At the same time, team leaders integrate team safety education into daily work, consciously instill various safety ideas into employees, and subtly improve Their safety awareness and safety knowledge level have been improved, and safety education for the team and team has been regularized. And use safety production inspections once every four weeks to provide safety education to front-line employees.

5. Comprehensively improve the safety awareness of construction workers

The person in charge of the second-level unit is the first person responsible for safety in production. Only when the safety awareness of the person in charge of the unit is enhanced and his thoughts are taken seriously, can he truly attach importance to safety education and training, and enable on-site managers and operators to enhance their awareness of safe production, master the necessary safety knowledge and safe operation skills, and carry out their duties in production. During the process, we must abide by the rules and disciplines and avoid any illegal command or operation behavior to achieve the effect of preventing safety accidents. It is emphasized that production units must strictly implement the "safety first, prevention first" policy and safety production policies in production, strictly implement operating procedures, abide by labor disciplines, eliminate illegal command and illegal operations, and make use of major safety incidents that have occurred in the past. Conduct safety awareness education on accident cases and losses caused to society and families. Let them always tighten the string of safety production, pay attention to safety production at all times during production, and prevent accidents from happening.

6. Organize drills and trainings on various safety plans

In order to effectively protect the health and life safety of employees at work and production and operation activities, effectively prevent, timely control and eliminate To minimize the harm caused by sudden production safety accidents to units and employees, each unit must actively formulate emergency rescue plans for production safety accidents and organize employees to conduct drills. The Machinery Branch of Qingdian Industrial Co., Ltd. takes into account the actual situation of the unit and promptly formulates and modifies the emergency rescue plan for production safety accidents every year.

6. The importance of rules and regulations and how to abide by them

The importance of rules and regulations and their observance: Systems generally refer to work procedures or codes of conduct that require everyone to abide by them. It also refers to laws, etiquette and other norms or certain specifications formed under certain historical conditions. Systems are the rules of the game for the entire society.

Rules and regulations mainly include: labor contract management, salary management, social insurance benefits, working hours and vacations, employee rewards and punishments, and other labor management regulations.

What are the benefits of implementing institutionalized management? The so-called institutionalized management refers to the emphasis on legal governance in unit governance, sound legal regulations, and rules and regulations everywhere in management. Therefore, the management system must be perfected and attention must be paid to the management hardware.

The importance of rules and regulations. The biggest advantage of this model of institutionalized management of a unit is that it can transform the wisdom of outstanding personnel into specific business and management behaviors that are followed by many employees of the unit, forming a unified and systematic behavioral system.

The second is to give full play to the overall advantages of the unit, enable better coordination inside and outside the unit, and avoid fluctuations in the unit's production, operation and management due to differences in employee capabilities and characteristics. The management of a country depends on the legal system, and the management of an unit depends on the system. This is common sense that everyone knows.