Occupational A Practical Guide for Managers_1

36 Occupational health • staff representation; • management of health and safety. A sample checklist can be found at the end of this chapter (see pages 50–1). The organisation structure and culture The deep-set beliefs about the way work should be organised, authority exercised, and people recognised, rewarded and controlled make up the culture of an organisation and determine what sort of people are employed and what their career aspirations are likely to be. It is important to identify the culture of the organisation, which may be power-based, role-based, support-based or achievement-based. The structure of the organisation will depend on this culture and reflects how the organisation is managed and communication is achieved. It is important to identify not only the current state of the organisation but also any imminent or ongoing changes. In general, contracts of employment are becoming shorter and there are few employees who are in a job for life. This may produce particular stresses where terms of employment have changed significantly. Total quality concepts emphasise the need for continuous improvement and life-long learning. Few companies now provide the sort of paternalism that was seen in companies such as Unilever in the 1920s and the 1930s when you could be born in a Port Sunlight hospital, go to a Port Sunlight school, work for the company for 40 years and be buried by them. However, there is still a world of difference between the in-and-out quick profit world of the money-broking companies and the traditional philanthropy of organisations such as the John Lewis Partnership. In assessing the organisation’s needs the underlying structure and culture will be the key to what is relevant and practical. Chapter 1 gives a detailed account of organisational structures and cultures. The nature of the work In deciding on an appropriate health plan probably the two most important aspects of an organisation are its culture and the nature of the work. There are likely to be significant differences in the requirements, say, of a construction company and a bank. The role of the personnel department This is likely to reflect the prevailing mores and may be restricted to ensuring that the organisation conforms to employment law and has a The organisational health plan 37 satisfactory industrial relations structure. In other organisations there may be a strong pastoral role, where personnel officers are trained as counsellors and are seen as employee representatives. There may be a degree of confusion about the role of personnel. In most cases the emphasis is on a specialist management role (see Chapter 1). Personnel selection procedures These are often a matter of custom and practice, and their efficacy may not have been assessed. But an assessment of their efficacy should be part of the development of the health plan. It will include such issues as the appropriateness of the use of practical and psychological tests. Should they be used? Are they valid? What part should they play in selection? Are assessment centres used? Sickness absence procedures Sickness absence entitlement for different grades and the effective management of sickness absence are both issues crucial to employee well-being. The organisation’s current procedures and policies should be scrutinised for efficiency and fairness. This will also include procedures for early retirement on the grounds of ill health. Health-related personnel policies The assessment should include an examination of existing health-related policies, such as control of alcohol misuse and smoking control. Staff training and development Assessment for the health plan should include three areas of training relevant to employee health: • training to do the job; • management training; • general life skills training. Staff representation New employment law has lessened the powerful unionisation of many industries and staff representatives may have little negotiating power within the organisation. It is likely that the development of a health plan will be welcomed by staff representatives and they should form part of any working party to develop the plan. 38 Occupational health Management of health and safety The organisation’s commitment to employee health may be quickly assessed by looking at health and safety structures already in place. This is not a question of numbers or of accommodation but of what is actually being done, and how relevant it is to the real, rather than the perceived, needs of the staff. The draft health plan The assessment period may take some time. This is worthwhile, however, as initial ideas can be tested out at later meetings and in group discussions. It is important not to form opinions too soon but to listen to ‘the music behind the words’. Procedures already in place which address the health needs of staff will have been identified, as will areas where there is a need for further development. The plan is divided into five parts: • Improving the person/job fit; • Developing a healthy organisational structure and culture; • Developing health-related policies; • Developing staff support systems; • Health promotion. Improving the person/job fit Personnel selection procedures It goes without saying that there are ‘horses for courses’ and that the right person in the right job is a recipe for both individual and organisational well-being. However, it may be difficult to ensure the person/job fit. Two kinds of fit between the individual and the environment must be considered: the extent to which the individual’s skills, abilities and attitudes match the demands and requirements of the job and the style of the company, and the extent to which the job and its psychological environment meet the individual’s needs. To ensure a person/job fit, it is important to take into account not only the objective view of the person and the environment but also the individual’s view of his abilities and the environment. For most jobs the profile of the perfect employee has not been defined. If psychological tests are to be used a profile must be established, so that the test can effectively measure elements of this profile. The organisational health plan 39 The personnel specification normally includes seven points recommended by the National Institute of Industrial Psychology: • physical characteristics; • attainments; • general intelligence; • special aptitudes; • interests; • disposition; • circumstances. Psychological testing is used to assess motivation, attitudes, intelligence and abilities, and personality. There is little information on the effectiveness of such tests which are widely used, particularly in management appointments. When considering the selection procedures, the working party should identify the areas where psychological testing may be appropriate and assess the validity of any proposed tests. Following cases such as that of Beverly Allitt there have been demands for psychological screening. These demands usually fall short of identifying the personality factor which might be a valid measurement. Practical tests may be considered where an aptitude for certain functions, such as fine manual handling or colour discrimination, is important. Care should be exercised when interpreting the test results. For example, train drivers or electricians should not necessarily be excluded from such work because of imperfect colour vision, demonstrated by the Ishihara colour charts, if they are able to complete a practical test satisfactorily. Where there are definite physical fitness requirements for posts, a proper assessment of the requirements should be made and tests put in place which assess these. The current interviewing procedures should also be examined to ensure that the length of interview is correct and the appropriate people are conducting it, and that those involved are trained for this role. Summary • Identify appropriate selection procedures for different levels in the organisation. • Identify appropriate and validated practical and psychological tests. • Identify appropriate and validated physical fitness tests. • Ensure that attitudinal factors are given equal consideration with those of skill and ability. • Review interviewing techniques, including training of interviewers. 40 Occupational health Training To maximise employee effectiveness, training is essential. There should be well-designed training programmes for staff at all levels. These will cover various areas. Ability to do the job Deficiencies in the person/job fit can be minimised by adequate training. Employee training needs should be assessed and organised on appointment and on a regular basis. The plan should include training programmes for posts and individuals. Life skills training The workforce is a captive audience for health promotion activity. To be effective the message will need to be repeated in different ways. Life skills training should be available to all members of staff. Such training allows individuals to understand what are healthy choices for physical and mental health, it enables them to express their views assertively, manage their time effectively and understand the dynamics of relationships. This sort of training is probably most effective in a workshop. Individual training linked to fitness assessment can be useful, particularly in the area of lifestyle, but it is generally an expensive use of specialist resources. Unlike job skills training, participation is voluntary and a variety of initiatives will be needed to maximise the effect of these activities. A detailed health promotion programme should be part of the plan. Further information is to be found in Chapter 8. Management training The ability to manage does not come naturally, although some would have us believe that managers are born and not made. There are still many managers who have received no training in the management of people. The skills of good management are easy to define but difficult to practise: • regular/open communication; • being able to delegate; • being able to make decisions; • fair criticism; • fair appraisal; • regular and constructive feedback. The specialist nature of work today means that most managers have risen up a professional or technical line, their managerial role requirement gradually overtaking their professional or technical role in importance. Well-balanced communication with their own staff may be difficult, leading to either over-indulgence or apparent indifference. Good staff ... - tailieumienphi.vn