Why is it important? – It’s good to know the benefits, so we’ve listed 10 reasons why health and safety is important.

It is morally right to ensure your workers return home safe and healthy at the end of every working day. By protecting your workers, you reduce absences, ensuring that your workplace is more efficient and productive, Research shows that workers are more productive in workplaces that are committed to health and safety. Reducing down-time caused by illness and accidents means less disruption – and saves your business money, In some countries, health and safety legislation is criminal law and you are legally obliged to comply with it. Legal breaches can result in prosecution, fines and even imprisonment of senior executives. To attract investors and partnerships you may need to demonstrate your commitment to sustainability and corporate social responsibility, which will include how you protect your workers. Increasingly, customers want to buy products and services that are produced ethically – so you also need to think about the work practices throughout your supply chain and deal only with ethical suppliers that protect their workforce. More and more, job hunters – particularly Millennials and Generation Z – seek roles with employers who share their values, so without strong corporate responsibility and sustainability practices you may struggle to attract or retain the best employees, A good health and safety record is a source of competitive advantage : it builds trust in your reputation and brand, while poor health and safety performance will directly affect profitability and can result in loss of trade or even closure of the business. Good health and safety at work secures long-term benefits for you, your business and the wider community.

Why is it important to observe health and safety procedures?

What are the benefits of following health and safety practices? 2017-06-28T15:12:26+00:00 What are the benefits of following health and safety practices? There are numerous benefits of following health and safety practices in the workplace, and all benefits are based around employers having a duty of care for their employees and anyone else who may be on their premises.

1. Benefit 1 – Protecting your staff Following health and safety guidelines is primarily to protect employers and their staff from injury, illness or coming into any other form of harm in the workplace.
2. One of the main benefits of following health and safety practices is to prevent common workplaces injuries such as back pain, falling from height, asthma, injuries from slips and trips and asbestos-related illness.

Benefit 2 – Reducing absences Following health and safety guidelines and maintaining a safe work place will reduce the risk of work-related illnesses and injuries, and therefore reduce staff absences. Employers therefore also save money on the direct costs of absences, such as paying salaries.

Benefit 3 – Improving productivity If your colleagues and employees are able to work in a safe environment, this will improve morale and overall productivity. Benefit 4 – Saving money By maintaining health and safety practices in the workplaces, and therefore reducing absences and improving productivity, you will be saving money by retaining staff.

Money spent on absences and recruitment processes will decrease, and the business’ profits will increase. To search for a health and safety consultant by location, industry or topic, browse OSHCR’s extensive list of consultants,

Why are safety procedures important in the workplace?

Safety Pays for Everyone – The cost of injury prevention is far less than the cost of an injury. A safe and healthy workplace attracts and retains quality employees. It’s an asset to a community, operates more efficiently and enjoys a healthy bottom line. The business and the workers thrive in a safe, healthy, respectful and caring environment Safe and healthy workplaces:

Have more satisfied, productive workers who

Produce higher quality products and services Return to work more quickly after an injury or illness Feel loyal to the organization

Are better places to work Retain employees Establish positive community relations

Why is it important to follow procedures?

Policies and procedures are an essential part of any organization. Together, policies and procedures provide a roadmap for day-to-day operations. They ensure compliance with laws and regulations, give guidance for decision-making, and streamline internal processes.

Why are policies and procedures important in it?

Why Is It Important to Have Policies and Procedures? – An organization needs both policies and procedures to thrive in a competitive environment. Your IT policies and procedures guide your organization on various aspects of implementing IT the right way.

Why is it important to have rules and guidelines?

Importance of Rules In a society or community, there are rules. Rules are regulations that the people under a government need to follow. Rules are important as families and citizens have to live their lives in a happy but safe state. Some aspects of why rules are important are: to maintain civil behaviour, be organised, more harmony in the community.

• Even under these aspects, there are more branches of why rules are important.
• The first reason why rules are important is that they maintain civil behaviour in the community.
• Everyone should have a civil behaviour; meaning to be courteous and polite to others.
• An example and reason why a civil behaviour is required is so everyone has democratic rights.

This means that citizens can vote for different rules and laws so people are equal. If there were no rights certain people would suffer more from not being able to do things such as not being able to drive, or having to do things such as going to military training, but if everyone agrees you may be able to change laws and rules by voting.

• This is in order to live a happy life.
• Another reason to be civilized is so the show more content All children at a young age want to play and have fun.
• Although, if there were no rules stopping them from doing all their actions, things would get out of hand and they would be running around everywhere and make a riot.

With rules, children learn to have respect, not only for others but for themselves too. This would change all people with a domino effect because when someone disrespects another, that person also starts disrespecting others and so on. When people have no respect towards them, they become unhappy which can lead to a shorter life.

What is the difference between a policy and a procedure?

What is a procedure? – After establishing your organizational policies, procedures are the natural next step. Policies set some parameters for decision-making but leave room for flexibility. They show the “why” behind an action. Procedures, on the other hand, explain the “how.” They provide step-by-step instructions for specific routine tasks.

Who is responsible for each task What steps need to be taken Who the responsible party reports to

Let’s look at an example, requesting vacation time, to better understand the difference between policy and procedure. The vacation policy determines how much PTO an employee is eligible to take. The procedure lists the steps involved to get PTO approval, or what factors determine who gets priority days off.

Clear, concise, and simple language Addresses how to implement policies Takes user insight into account Providing options when feasible, not unnecessarily restrictive

How do you deal with an employee who does not follow procedures?

My employee isn’t following directions! I’ve told her what needs to be done a million times, but no matter what I say or how I say it, she just doesn’t do it! Sound familiar? There’s no telling how many calls like this I’ve received from managers. Managing employees can be very rewarding, but it also takes a lot of time and energy, and it can be so frustrating when they don’t follow directions.

1. I’ve worked with managers who were so discouraged and felt like they had tried everything with no results.
2. Once they had vented and we started discussing what to do about it, something else often surfaced – this wasn’t the first time.
3. This had been happening for weeks (maybe months).
4. The managers had good intentions and kept thinking things would change, but they didn’t.

And now, with a whole list of infractions, the situation had escalated to where the manager wanted something done ” right now – termination if possible. ” These situations can get complex very quickly. One manager I worked with had an employee who had been at the company less than 6 months but had already built quite a reputation of not following instructions, including doing the exact opposite of what her manager asked.

1. The manager kept coaching the employee, thinking she was just new and learning the ropes, but things continued getting worse.
2. By the time the manager was preparing disciplinary action, the employee filed a complaint that her manager was treating her unfairly, so the disciplinary action had to pause for the complaint to be investigated.

Each situation has its own nuances to it. Another manager I worked with had been in her position only a few weeks when it became apparent that some of her employees weren’t following instructions. Products weren’t stocked correctly, and items weren’t ordered when needed.

• When asked to do tasks, they would say they were too busy.
• This team had a reputation of making things difficult for their leaders, and many in the past had ultimately just allowed them to do what they wanted.
• The issues were so frequent that they often weren’t addressed since the manager had other work to do too.

When infractions were addressed, they would blame the manager – that she hadn’t explained what to do. Managing employees who don’t follow directions can be tough. Even Tom Cruise had to deal with film crew members not following directions ! So, what’s the best way to handle it? How can you come alongside them to help and support them without enabling destructive behavior or allowing things to spiral out of control? Remain in your role as a boss.

Your role as a boss is to guide and direct your team. You’re not their parent nor a dictator, so the good news is that it is not your job to make them do anything. Your job is to provide direction and assistance and then to hold your employees accountable. It’s up to your employees what they choose to do.

Your focus can be on making sure you’re creating a healthy, positive environment and doing everything you can to help your employees succeed. If you find there are things you could improve on (communicating more clearly, ensuring a realistic workload, etc.), be willing to do that.

Address issues early. If your employees don’t follow directions on something, avoid jumping to conclusions, Talk with them and ask what happened. They could have a good reason – maybe they misunderstood or need more training – and your getting their side of things will build trust. On the other hand, it could indicate an issue, in which case the fact that you’re addressing it promptly is likely to keep it from continuing.

Maintain perspective on what issues are actually “issues.” When employees develop a pattern of not following directions, it’s easy to start focusing intensely on each and every time it happens. It starts to feel personal – like they’re intentionally taking action against you – so you hone in on each time they don’t do exactly what you said.

Avoid this! The difficulty with this reaction is it’s harder to find clarity on what to do about it because you’re so tangled in the weeds of it. Plus, you probably (hopefully) aren’t like that with your other employees, so nitpicking makes it easy for employees to say you’re treating them differently.

Your goal is to maintain perspective on what’s really important. Remember what the responsibilities and expectations of the position are and hold accountable to that. Stay engaged, and explain possible consequences. If more issues arise, stay engaged with the employee.

1. Remain calm (even if you have to fake it), ask what happened, and provide any needed assistance.
2. This way, you continually provide the opportunity for the employee to improve.
3. Also make sure you explain what happened as a result of the directions not being followed.
4. The employee should know the domino effect.

Did this cause more work for others on the team? Be sure to mention that too. These don’t have to be lengthy conversations, but you want the employee to know that how he or she contributes to the overall team dynamic is important. If there is a continued lack of improvement, explain that you’ve provided multiple coachings and that the next step is formal disciplinary action (based on your company policies).

1. This makes the next steps clear to the employee and keeps formal discipline from being a surprise.
2. Don’t allow this to continue for too long.
3. When you coach 50 times before issuing formal discipline, I’m sure you’re trying to be extra helpful.
4. The problem is it actually sends the message that this behavior isn’t really an issue.

You open the door for the employee to be able to question any disciplinary action because they’ve “been doing this for a long time, so why now is it suddenly a problem?” For more effective performance management, provide an opportunity for improvement, and if issues persist, move to formal discipline.

• Again, tell the employee when you’re getting to the point of moving to formal discipline so it’s not a surprise.
• Address the key issues in the formal discipline.
• You may have 20 examples of not following directions, but a 4-page document outlining every little thing isn’t going to be helpful for anyone.

The key issues will get lost, and it makes you look like you’re not doing your job to have that many issues before addressing them. Maintain the perspective we discussed above, and document the key incidents that happened recently. You could use wording such as, ” has demonstrated a pattern of not following directions, including the following incidents” to show that there have a been a number of issues.

• Make sure that these are items you’ve discussed with the employee to get their side on.
• This helps avoid surprises (a theme of this!) and makes sure you don’t accidentally include something that had extenuating circumstances to it.
• Managing employees who repeatedly don’t follow directions can be really frustrating.

By addressing situations promptly, focusing on the key issues, and holding employees accountable, you’ll be able to keep this negative behavior from spiraling too far out of control. Whether you’re managing onsite or remote employees, these techniques will be helpful for you.

• It will still take time to manage the situation, but not as much time.
• Employees may still complain that you’re treating them unfairly, but you’ll be able to point to consistent responses.
• As an added bonus, this will help you maintain the morale of the rest of the team and safeguard the positive, healthy environment you’ve worked so hard to create.

Photo credit: By Bogdan Dreava / Canva

Why are procedures important part of an information system?

Why are procedures a very important part of an information system? Procedures in an information system is important because it is through the process that the data in an information system is collected, stored and the process of making necessary changes in it is done.

1. Procedures is an important part of an information system, as it provides a systematic form to the information system, so that that information system can work properly.
2. In any information system, procedures is the basic structure of the information system.
3. Based on this, the information system can be operated properly.

That is why process is very important for information system. #SPJ3 —————————————————————————————————————— Know something more : Which of the following is not a report. a) progress b) situational c) compliance d) ongoing​ brainly.in/question/29363126?msp_srt_exp=6 A Process of receiving, selecting, organizing, interpreting, checking and reacting to sensory stimuli or data so as to form a meaningful and coherent picture of the world is (A) Attitude (B) thinking (C) Perception (D) Personality​ brainly.in/question/34723436

What will happen if we do not follow the rules?

Disobeying the rules leads to punishment. There is no discrimination in punishments for breaking the rules. In this way equality is the basis of rule.

What comes first policies or procedures?

Policy qualities –

Policies are the business rules and guidelines of a company that ensure consistency and compliance with the company’s strategic direction. The Policies lay out the business rules under which a company, division, or department will operate. Policies are the guidelines under which Procedures are developed. There is not a one-to-one relationship between a Policy and a Procedure. Policies are not part of the Procedure, because they cannot be properly structured. However, the Procedure must reflect the business rules contained in the Policies. Policies address what the Policy is and its classification, who is responsible for the execution and enforcement of the Policy, and why the Policy is required.

Should policies and procedures be separate?

Is it a Policy, Procedure, or Guideline? One of the most important aspects to consider when developing a policy library is determining which content should be included, and which content should not. It is easy to confuse policy with other types of policy-like documents, such as procedures and guidelines.

1. Read on to learn about the differences between the three.
2. Policy A policy is a general written document that establishes a standard by which the institution manages its affairs.
3. A policy mandates, specifies, or prohibits conduct in order to enhance the institution’s mission, ensure coordinated compliance with applicable laws and regulations, promote operational efficiency, and/or reduce institutional risk.

Procedure A procedure is a description of the operational processes necessary to implement policy, A procedure includes information on the offices and positions responsible for policy implementation, as well as instructions to university constituents regarding how to implement the policy, where to turn for information, and the like.

• A properly developed and approved procedure ensures that policy is implemented efficiently and applied consistently.
• Unlike policy, procedures may change frequently to accommodate updated standards or methods.
• This is one reason it is best practice to separate policy from procedure; another is to ensure that users can clearly understand what the policy dictates separate from how to enact it.

Guideline A guideline gives recommendations, interpretations, administrative instructions, best practice guidance, or frameworks in which to operate. Guidelines are informational, not mandatory. Like procedures, guidelines may change frequently depending on the organization’s needs.

Does a procedure always need a policy?

Putting Policies and Procedures to Work – Do not think in the mindset of policy vs procedures. In order to thrive, a company needs to have both, not simply one or the other. Policies look at the big picture, while procedures detail individual processes.

• Both have their place in the day-to-day function of your organization and the success of employees.
• Because these concepts are so important, it’s vital that your employees know both policies and procedures of your company and when to implement them.
• Policy and procedure software, such as ComplianceBridge, help you make that happen.

Having your files in a cloud-based system means that your employees will always have access to the information they need, when they need it. When it comes to policy and procedure creation, ComplianceBridge offers a workflow feature that allows you to send documents through rigorous review, with all of your reviewers offering insight and allowing you to easily send a new version once revisions have been accepted.

Once a policy or procedure has been approved, ComplianceBridge will help you communicate it to the right audience – not every office or group will need to know the correct procedure for inventory, after all, and it will save your employees’ time not to wade through documents that don’t apply to them.

The ever-updating and improving procedures you create will benefit from version control – your employees will always open a procedure document to the most recent one. You can rest assured that your employees aren’t following outdated guidelines. One of the most important features that ComplianceBridge offers is the ability to test your employees for comprehension.

You are able to create tests for employees to take after reading through a document to ensure they’ve properly digested the information. This is very helpful for promoting communication and inefficiency within your organization while assuring your compliance. Another feature that helps promote compliance is tracking – ComplianceBridge will let you know who has read the policy or procedure, tested and passed, and more importantly, who hasn’t completed those tasks.

At that point, you can take advantage of ComplianceBridge’s automated reminder feature, which increases in frequency the longer the task is unfinished, or escalates up the employees management tree. These are just some of the benefits a policy and procedure software like ComplianceBridge can offer you – request a demo today! Request a Live Demo See our product in action in less than two minutes with a virtual product demo.

What are the IT operational policies?

Common Types of Policies and Procedures –

• Acceptable Use Policies : Setting guidelines for the implementation and usage of end-user technology, including individual computers, networks, internet, intranet, e-mail, voicemail, telecommunications and related systems and services. (Read about email usage policies ),
• Security Policies : Setting security guidelines for individual computers and shared systems, including network access, data usage, access, retention, and confidentiality, passwords, virus protection, remote access, and physical security. (Read about data security policies ).
• Technology Standards Policies : Setting guidelines for the selection and implementation of technology standards, determining the type of systems and services to be utilized within the business organization, including product selection, acquisition, installation, and disposal. (Read about technology standards ).
• Service Related Policies: Setting guidelines for the development and delivery of IT services, including installation, support, maintenance, project management, strategic planning and training. (Read about management standards ).
• IT Organizational Policies : Setting guidelines for the creation of the IT organization, including the IT mission, roles and responsibilities, organizational structures (decentralized vs. centralized), organizational authority, staffing structure, and service goals.
• IT Operational Policies : Setting guidelines for the execution of internal IT operations, including systems administration, change management, systems configuration, technical design, product testing and evaluation, software development and related operational services.

To achieve all of the above, and also provide a reasonable opportunity to lower costs, save time and enhance operational productivity. “Sound” policy and procedure provides added value – it does more than control, it contributes.

How can policies procedures and guidelines contribute towards IT security in an organization?

Many small and medium-sized companies have limited resources and awareness to understand the importance of having an effective and well-designed IT security policy. A security policy will help you identify the rules and processes a person should follow when using the organization’s assets and resources.

1. The goal of these policies is to monitor, identify, and address security threats and execute strategies to mitigate risk.
2. These policies should also serve as a guideline for employees on what to do and what not to do and define who has access to particular assets and the penalties for not following the regulations.

Keep in mind the three core objectives of an IT Security Policy:

ConfidentialityIntegrityAvailability

Regardless of your company’s size, IT security policies should be documented for the protection of your data and other critical resources.

Why is a business policy important to an organization?

A policy for business guides staff members at every level of an organisation when they make important decisions. An effective policy for business ensures that all decisions made in line with the policy are legally sound, and protects a business from potentially serious legal implications such as lawsuits.

Jack Gloop