There are two types of OSHA in Human Resources. Firstly is Occupational Safety and Health Administration (OSHA) is a federal agency that has been misunderstood since
it was created in 1970. It does provide
employees with a workplace free from hazardous conditions. The agency has
developed specific workplace standards and polices businesses to make sure
these standards are met. Meanwhile, Occupational Safety and Health Act explain
about the law passed by Congress in 1970 to assure so far as possible safe and
healthful working conditions and to preserve human resources.
There are some purposes
in OSHA, which is:
ü To secure the safety
and health of employees against risks to safety or health arising out of the
industrial activities.
ü To protect all persons
at the workplace against risks to safety or health arising out of the
industrial activities.
ü To promote an occupational
environment for employees according to their physiological and psychological
needs.
OSHA has a
standard regarding everything with workplace violence. There are regulations on
how to report injuries, document your safety program and on countless other
topics. Many businesspeople complain about the burdens of complying with OSHA
rules, but it’s actually giving more advantages in the future.
Nowadays,
for a fast feedback about safety and health in the organization, many employers
using an advanced technology to detect any hazards or risk that maybe can harm
the community in the organization. One of the systems is called Construction
Safety and Health Monitoring system (CSHM). This system was created as a
detector of potential risks and hazards, and also a warning signs to areas of
construction activities that require immediate corrective action. This web
based CHSM also enables to remote access, speedy data collection, retrieval and
documentation allows the user to monitor the project performance over a certain
period.
Other than
that, HR also can use sensing and warning technologies which is advance in
information, sensing, visualization and analysis technologies are enabling new
forms of spatial awareness of construction job site conditions.
In addition,
HRIS application in OSHA also practiced in the organization in order to collect
data with the most effective methods. Within using a HRIS, it can be essential
for the accurate, timely record keeping and reporting that facilities the
performance of OSHA. These
systems generate reports and documentation required by state and federal
agencies, such as the W-2 Wage and Tax Statement, the Equal Employment
Opportunity Commission EEO-1 Employer Detail and Summary Report, and the
Department of Labor's Illness and Injury Report (OSHA 301 Report).
References:
1.
J. Kavanagh, Thite and D.
Johnson (2012), Human Resource Information System: Basics, Applications,
and Future Directions. 2nd Edition.
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