Occupational safety and health management manual is a document describing the organization's occupational safety and health policy and occupational safety and health management system according to the requirements of the audit standard of occupational safety and health management system and the characteristics of the organization's activities, products or services.
It is the overall description of the system, the main document in the system files, and 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 law for implementing occupational safety and health management within the organization, providing unified standards and codes of conduct for various occupational safety and health management activities; Externally, it is a written expression of occupational safety and health assurance ability, so as to convince the demander and the third party of the organization's technical and management ability and ensure that the occupational safety and health of production activities meet the specified requirements.
In IS0 1400 1 standard, it is not explicitly required that an organization must prepare an environmental management manual, but it is mentioned that environmental management can be incorporated into the overall management activities of the organization. The introduction of standards shows that organizations can choose an existing management system consistent with IS0 9000 series as the basis of a specific environmental management system.
Therefore, organizations can integrate environment and quality in environmental management system documents. Therefore, quality management system documents and environmental management system documents can be integrated to avoid duplication and facilitate management.
However, in view of the backward environmental management situation of most organizations at present, in order to strengthen environmental awareness and highlight key points, it is still recommended to organize the preparation of independent environmental management documents at the initial stage of establishing an environmental management system. The compilation of management manual is different from that 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 according to the management theory; On the other hand, it is required to inherit and improve the existing inherent system of the organization according to the system elements recommended by the management system audit specification, so as to provide conditions and specifications for the applicability and effectiveness of the organization's occupational health and safety and environmental management.
Therefore, the preparation of management manual is essentially a comprehensive review and improvement of the organization's occupational health and safety and environmental management system. I hope my answer can help you.
2. What is the function of writing employee handbook?
The employee handbook is a good introduction form.
1. Company Profile. Briefly introduce the history of our company.
Status quo and affiliation. Let new employees have a general understanding of the company's nature, business scope, leading products (including labor services), market distribution, registered capital, existing capital, profits and taxes, etc., so as to have confidence in the company's strength and competitiveness.
This paper briefly reviews the company's entrepreneurial process, expounds the company's strategic objectives and development plans, and also shows the company's bright future to employees, so as to stimulate morale and lay a good foundation for the implementation of management by objectives. 2. Corporate culture.
Corporate culture is the sum of ideology and behavior norms with its own characteristics, which generally includes corporate philosophy, corporate norms, corporate image and corporate spirit. Enterprise concept is the behavior guide of all activities of enterprises, and its core is values.
Introduce the business philosophy of the enterprise in the employee handbook, that is, the values that are always followed, so as to unify the employees' thoughts and strive for the overall goal of the enterprise. Enterprise spirit is the integration and sublimation of the internal norms and external image of the enterprise, which embodies the business philosophy and unique style of the enterprise and is the banner and horn of the company in the face of market storms.
Enterprise spirit is a silent and intangible belief, but it can usually be expressed by short and loud slogans or slogans. The condensed enterprise spirit can be printed on the title page of the employee handbook to attract attention and boost morale.
3. Organizational structure. Policy requirements. This part of the content is more, and involves the vital interests of employees, which can be described as the highlight of the manual; The first is the personnel policy, that is, the basis of employee selection, assessment criteria and promotion conditions.
Employment (dismissal) procedures; Followed by wages, that is, wage structure and classification, calculation length. Various bonus and subsidy payment methods: trainee treatment, etc. There is also labor discipline, that is, the signing of labor contracts, working hours and leave system.
Other systems, such as reimbursement system (referring to travel expenses, medical expenses, etc. ), vehicle use system, safety system, health system, confidentiality system, etc. , can be introduced in different details as needed. Various social insurances (such as old-age insurance, medical insurance and personal insurance) and other benefits provided by modern companies for employees, such as providing work clothes, free lunches, books that are difficult to read, providing single apartments or granting rental subsidies, and providing annual leave, should also be included in this part to show the company's concern and the good working and living conditions and necessary guarantees created by the company for employees.
6. Code of conduct. The mental outlook of a modern company must be reflected in the appearance of employees (including dress, hairstyle, makeup, etc. ).
Every word and deed and every move of employees represent the corporate image. The company's requirements in these aspects should be clearly and specifically written in the employee handbook, which is convenient for employees to constantly compare and improve their moral cultivation and civilized quality.
Although the code of conduct for dealing with people is an organic part of corporate culture, it is listed as a separate section in order to attract employees' special attention and consciously strengthen daily training to make habits become natural. Before the text of the employee handbook, the chairman can make a speech, express sincere welcome to the new employees, wish them success in their careers, and personally sign the book, which makes people feel more cordial.
Appendices can be added after the text, including the factory logo, the interpretation of the factory emblem, the factory song, the name, location, person in charge, zip code, telephone number, fax number, website address, etc. The cover can be designed with meaningful patterns and photos can be published on the cover.
If necessary, add a picture insert. Second, the problems that should be paid attention to in writing the employee handbook is a guide for new employees to enter the enterprise and a window for employees to understand the enterprise.
You must write and print carefully. In the process of editing, we should try our best to avoid the following problems, which may be called seven taboos: First, avoid greed and perfection.
The Employee Handbook is not a comprehensive book of an enterprise, so it is impossible and unnecessary to cover everything. The contents contained in the manual should be the matters that employees are most concerned about and have the highest degree of correlation with their daily work and immediate interests, and are usually matters with high frequency and strong procedural treatment.
The contents of the manual should not be too detailed to avoid confusion and inconvenience. As for the specific details involved in a certain aspect, employees can consult relevant documents or relevant functional departments.
Second, to avoid obsolescence, the basis of compiling employee handbook can only be the existing situation of the company. Three avoid confusing the title.
Some employee manuals have different titles, and company requirements will be used later.
Then we use what we think.
In fact, we represent the company here, so it is better to use the company. When something needs the joint efforts of employees and the company, we will be used again.
Wouldn't it be better? In some employee manuals, the subject words such as employee, employee and employee appear alternately.
It is easy to cause unnecessary suspicion, and it is best to call it an employee. As for calling employees you or you, although it does not hinder the overall situation, it also has skills.
For example, it can be handled like this: use you in the chairman's speech to show the respect and love of superiors to subordinates and to render a welcome atmosphere; In the article, I might as well use you to be more direct and friendly. Four bogey paragraphs are long.
The employee handbook should be as concise and fluent as possible, easy to understand and remember, so as to enhance its effectiveness. Five taboos about grammatical mistakes.
From frame to paragraph, from sentence to punctuation, the manual should be pondered repeatedly, not only concise and smooth, but also symmetrical and beautiful, and dedicated to employees. Six taboos are blunt.
Stiff tone is a common problem in some company documents. The Employee Handbook is not a general compilation of rules, so it is better to use it sparingly and not too accurately.
Forbidden, absolutely forbidden, etc. And use outdated words more carefully, at your own risk. It is undoubtedly a civilized move of modern companies to turn orders into communication and send spiritual calls to employees.
It not only requires employees to undertake obligations and abide by the system, but also explains the rights that employees can enjoy. The company aims to create a civilized, relaxed, safe and warm working environment, so as to give full play to the wisdom of employees, use more invitations and let us negotiate.
Narrowing the distance between managers and subordinates, integrating the company and employees, and promoting team spirit are in line with the essence of establishing modern humanistic enterprise culture. Why not? Seven avoid rough printing.
The employee handbook is the early written materials that new employees get, which undoubtedly embodies the company spirit and represents the company image. The quality of Employee Handbook is not only reflected in scientific selection and careful compilation, but also in printing quality and exquisite binding.
Only in this way can we leave the employees.
3. What is the meaning of safety knowledge?
Original publisher: banjing073 1
The significance of safety work: first, predict the danger; The second is to eliminate danger. It is a general term for predicting the inherent or potential dangers in various fields of human activities, as well as various ways, methods and behaviors adopted to eliminate these dangerous factors. In a certain sense, safety work is to avoid losses and prevent disasters. Five elements of safety culture: enterprise safety culture construction, people-oriented, internalized thought, externalized behavior and safety awareness. Safety concept determines safety awareness, and safety awareness determines safety behavior. Hanging safety banners, posting slogans, posters, making posters, issuing newsletters, distributing publicity materials, broadcasting propaganda films, broadcasting safety knowledge and legal system-to establish a long-term mechanism for enterprise safety production, we must adhere to the principle of "maintaining order by law", standardize the safety behavior of enterprise leaders and employees by laws and regulations, make safety production work have laws to follow and establish a legal order for safety production. To adhere to the "law and discipline", we must "legislate", "understand the law", "abide by the law" and "enforce the law". Safety responsibilities-Safety responsibilities should be implemented at different levels. Enterprises should sign the responsibility book for production safety step by step. The responsibility book should have specific responsibilities, measures and rewards and punishments. Safety input-safety input is the basic guarantee of safety production. It includes two aspects: one is talent investment, and the other is capital investment. Safety science and technology-To improve the safety management level, we must increase the investment in safety science and technology and use advanced scientific and technological means to monitor the whole process of safety production. Such as the installation of closed-circuit television monitoring system, fire sprinkler system, X-ray security machine, GPS, driving recorder, etc. The management of production safety is modernized, automated and informationized.
4. What role can the factory employee handbook play?
The role of employee handbook
Employee Handbook is the condensation of enterprise rules and regulations, enterprise culture and enterprise strategy, and it is the "regulation" of enterprises.
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 and meets the business development needs of enterprises with unique personality. From the enterprise's point of view, a legal Employee Handbook can be a "weapon" for effective management of enterprises; From the perspective of workers, it is a channel for employees to understand corporate image and identify with corporate culture, and it is also a guide to their own work norms and behavior norms. Especially when an enterprise unilaterally dismisses employees, the legal Employee Handbook will often become one of the powerful basis.
Article 25 of the Labor Law stipulates that the employer may terminate the labor contract at any time, including "serious violation of labor discipline or the rules and regulations of the employer". However, if the employer has no regulations or unclear regulations, it will be passive because there is no basis or unclear basis. Making a legal Employee Handbook is the right given to enterprises by law and the necessity of enterprise management.
"Labor Contract Law" and "Labor Dispute Mediation and Arbitration Law" were promulgated one after another, which put forward higher requirements for human resource management of enterprises under the legislative purpose of protecting workers. Therefore, it is very important for the growth and development of enterprises to tailor a high-quality employee handbook according to the enterprise scale, management characteristics, industry characteristics, employment methods and types from the aspects of adjusting the concept of enterprise human resources management, improving the management level of employee relations, avoiding labor conflicts and establishing harmonious labor relations.
Employee handbook content
Preface to manual
Explain the purpose and effectiveness of this employee handbook.
company profile
Let every employee have a deep understanding of the company's past, present and culture. Can introduce the company's history, purpose, customer list, etc.
Manual general rules
Generally including etiquette rules, public property, office safety, personnel file management, employee relations, customer relations, supplier relations and other terms. This helps to ensure that employees act in a way recognized by the company, thus achieving mutual recognition between employees and the company.
Training development
Generally, new employees must attend the induction training organized by the Human Resources Department and other unified organizations before taking up their posts; As well as various trainings held by the company from time to time to improve business quality and professional skills.
hire
Explain the beginning of entry, probation, employee evaluation, transfer and resignation.
Examination and promotion
Generally divided into trainee assessment, promotion assessment, regular assessment, etc. The assessment contents generally include: indicator completion, work attitude, work ability, work performance, cooperation spirit, service awareness, professional skills, etc. The assessment results are "excellent, good, qualified, renewed and dismissed".
Employee compensation
One of the most concerned issues for employees. The salary structure, salary benchmark, salary distribution and performance appraisal method of the company shall be explained in detail.
employee welfare
Explain the company's welfare policies and welfare programs for employees.
working hours
Let employees understand the company's regulations on working hours, which are often related to expenses. The basic contents include: office hours, business travel policies, detailed regulations on various holidays and related expense policies.
administration management
Most of them are binding terms. For example, the management of office supplies and equipment, the management of everyone's own work area, rewards and punishments, and the copyright statement of employees' intellectual achievements.
safety regulations
Generally divided into safety rules, fire treatment, accident emergency treatment, etc.
Manual attachment
Other documents related to the above terms or which employees need to know. Such as the financial system and the social insurance system.
5. Why should employees' safety knowledge and awareness be improved?
Safety production has always emphasized the policy of "safety first, prevention first and comprehensive management", and one of the keys to ensure safety production is to strengthen safety education and training for employees. Necessary safety education and training for employees is the main way for employees to understand and master safety laws and regulations, improve safety technical quality and enhance safety awareness, and is the basis for ensuring safe production and doing safety work well.
First, make a feasible education and training plan.
First of all, make a safety education and training plan for the whole year, clarify the working ideas and put forward the working objectives, which will take the overall situation into account and guide the safety education and training work throughout the year. Then, combined with the situation of safe production, the quarterly training plan is formulated, and the quarterly work focus, work content and overall arrangement are clearly defined. Finally, make a monthly training plan according to different training objects, contents and priorities. Really, there are annual plans, quarterly plans and monthly plans; There are special operations personnel training plans, new job training plans and full-time rotation training plans. With the plan, the training work can be carried out normally and orderly. Machinery Branch of Qingdian Industrial Company insists on effective and targeted safety production training programs for special operators, heads of grass-roots units, all employees and temporary workers.
Second, closely around the "people-oriented" safety education.
According to the analysis of casualty accidents over the years, more than 90% of accidents are caused by people's unsafe behavior. The quality of safety work depends on the safety awareness and skill level of each employee. Therefore, the focus of safety education and training should be "people-oriented". The machinery branch of Qingdian Industrial Company insists on combining with the actual situation, carefully planning, and working hard on the safety awareness, responsibility scope and safety technology operation of employees. Every skilled worker, especially those with special types of work, should be educated and trained in terms of professional knowledge and practical skills, professional ethics and political and ideological behavior norms that junior, middle and advanced technologies should possess, so as to improve their safety awareness and operational skills. Go deep into the first-line team to carry out safety production education, let the training go out of the classroom and go deep into the grassroots, bring knowledge and skills to employees, improve employees' awareness of safety precautions, and make them highly alert to various external environmental conditions and unsafe behaviors that may cause personal injury in the production process, thus preventing accidents. This kind of training method of going out of the classroom to talk about safety and giving knowledge and skills is not only easy for employees to accept, but also willing to accept. On the one hand, through education, the policy of "safety first, prevention first" is deeply rooted in the hearts of the people, thus improving the safety awareness of employees; On the other hand, through the training of operation skills, the operation skills of employees are improved to improve the quality of workers and ensure safety.
Third, innovative forms of safety education
Safety education can also innovate the form of safety education and play a better educational role. In addition to the traditional way of safety education, the operators with unconventional contents are assessed, and safety education is given to those who violate regulations and accidents, we should also actively explore new ways and means, innovate the form of safety education and broaden the scope of safety education. In order to further strengthen employees' safety awareness, first, experienced veteran comrades are often invited to explain safety knowledge and accident case analysis to employees, which greatly encourages employees. The second is to compile the collected aphorisms into a booklet and send it to every employee as a guide for their own safe operation, so as to build a "trinity" traffic safety system for units, families and individuals.
Fourth, strengthen the safety education of front-line team leaders.
As the manager of safety production, the front-line team leader plays an extremely important role in safety production. Therefore, it is of great significance to strengthen the safety education and training of team leaders and improve their safety awareness and operational skills. In view of this, the mechanical branch of Qingdian Industrial Company defines the monitor of each class as the first responsible person of the team, that is, the production management personnel in security team. Focus on safety education and training for team leaders every year, mainly teaching the safety production management, safety technology operation, accident case analysis, safety production law and other laws and regulations of team leaders to improve their safety quality. At the same time, the team leader integrates safety team education into daily work, consciously instills various safety ideas into employees, and subtly improves them. And use the weekly safety inspection to carry out safety education for frontline workers.
Five, comprehensively improve the safety awareness of construction personnel.
The person in charge of the secondary unit is the first person in charge of production safety. Only when the safety awareness of the person in charge of the unit is enhanced and his thoughts are taken seriously can we really attach importance to safety education and training, so that the management and operators at the scene can enhance their awareness of safety production, master the necessary safety knowledge and safety operation skills, abide by rules and regulations in the production process, and avoid illegal command and operation, thus achieving the effect of preventing safety accidents. It is emphasized that production units should strictly implement the policy of "safety first, prevention first" and the policy of safe production, strictly implement operating rules, observe labor discipline, put an end to illegal command and operation, and take advantage of major safety accidents and losses caused to society and families in the past to carry out safety awareness education. Make them always tighten the string of safe production, and always pay attention to safe production in production to prevent accidents.
Six, organize the training of various safety plans.
In order to effectively protect the health and life safety of employees in their work and production and business activities, effectively prevent, timely control and eliminate the hazards of sudden production safety accidents, and minimize the losses caused by production accidents to units and employees, all units should actively formulate emergency rescue plans for production safety accidents and organize employees to conduct drills. Machinery Branch of Qingdian Industrial Company formulates and revises the emergency rescue plan for production safety accidents in time every year according to the actual situation of the unit.
6. The importance of rules and regulations and how to abide by them.
Importance and observance of rules and regulations: A system generally refers to rules or codes of conduct that everyone must abide by, and also refers to laws, customs and other norms or certain norms formed under certain historical conditions. System is the game rule of the whole 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 advantages of implementing institutionalized management? The so-called institutionalized management refers to emphasizing governance according to law, perfecting laws and regulations, and being bound by rules and regulations everywhere. Therefore, we should improve the management system and attach importance to the management of hardware.
The importance of rules and regulations. The biggest advantage of this institutionalized management model is that it can transform the wisdom of outstanding personnel into specific management behaviors that many employees in the unit abide by together, and form a unified and systematic behavior system.
Second, it can give full play to the overall advantages of the unit, so that the internal and external cooperation of the unit can be better, and the fluctuation of the production, operation and management of the unit can be avoided because of the differences in the capabilities and characteristics of employees in the unit. It is common sense that the management of a country depends on the legal system and the management of a unit depends on the system.