In order to make the site-specific DVD, a hazard identification exercise would have been carried out. Explain in detail how you would carry this out (as a Health and Safety Representative) (2 marks).

Give two examples of hazards you Identify from the case study (0. 5 mark each = 1 mark), explaining specifically how each one would be controlled (2 marks), and how the Information would be entitled to staff members (1 mark). (Total 6 marks) c) some steps in accident procedures are mentioned in the case study, such as contacting emergency services and the Department of Labor, and providing emergency first aid.

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Explain five more steps you would take in order to investigate the accident. (5 marks) d) Explain why Health and Safety must be part of induction and training for all staff members, How would you ensure that they are reminded of their obligations under the HOSE Act? (3 marks) Working Holiday Incident (l acknowledge the work of Angela Singleton as the original author of material adapted for this case study. ) If you are in the age group 18-30 years and want to explore New Zealand and at the same time earn money, you can choose, for example, seasonal work In ten northerlies or vultures Inaugurates, Ana total a relevant irking holiday visa.

You can work for up to 6 months off 12 month visa. (Link for more information: http://www. Immigration. Gobo. NZ/migrant/stream/work/ workingwoman/) You could be picking and/or processing grapes, apples, kiwifruit and/or stone fruit in Hawks Bay, Bay of Plenty, Marlborough or Central Togo. Another choice you could make is to Join a working holiday scheme such as that run by global recruitment company Adduce (http://www. Adduce. Co. NZ/en-NZ/Pages/ default. Asps), who would assess and select overseas applicants (often their existing emperors staff members) allowing them to transition to any of the company’s branches throughout the world.

This scheme is effective in New Zealand because employers (in this case as fee-paying clients of the recruitment company) in horticulture and viticulture often struggle to find seasonal pickers and packers. An added advantage for employers as clients is that the recruitment company takes care of workforce planning, recruitment, selection, induction and training including Health and Safety, pay and rewards, performance management, and workplace relations for and on behalf of the client.

In addition to these aspects of employment, Adduce also arranges to meet the candidates at the airport, transport them to quality accommodation provided the company, supplies a vehicle for transport to the workplace, provides all pastoral care, and draws up rosters to meet clients’ needs. In other words, the complete out-sourced workforce is supplied for the client. An example AT an Ideal position Tort a seasonal worker Is as a inlets I n TTT worker In a kiwifruit pack house. This means work can go ahead whatever the weather, and training is more straightforward compared with that for more skilled tasks in the orchard.

The incident happened in a kiwifruit pack house in the Bay of Plenty. The worker, Dieter, had completed all induction processes, including Health and Safety awareness and responsibilities. The SSH induction provided by Adduce included a DVD and a booklet, and also a 50-minute site-specific SSH DVD provided by the client that detailed all the Jobs in the pack house that international workers might be involved in. Workers signed a form to acknowledge they had completed both client and employer (Adduce) requirements.

Dieter’s Job involved a repetitive task: using a straight pole with a hook n the end to pull out the polystyrene bin liner from each empty kiwifruit bin as it passed by on the conveyor line. After this task, the bins moved along on the conveyor at a slow and steady pace until they reached a stacking machine. This machine was an automatic forklift that stacked five empty bins on top of one another ready for moving along to be loaded on to trucks for transport back to the orchard. Here they were filled again, and the process repeated.

On the night of the incident, Dieter had started his shift on time at 11. Pm. He had been in his Job for 19 days, working an average of 50 hours a week. He had his normal break at 1. 1 Sam. At about 2. Mama he missed removing a bin liner. He then left his work station and followed that bin on its journey along the conveyor belt to try and remove the liner before the bin was stacked by the automatic forklift. This was a practice he and other workers had observed and carried out several times, even though they were expected to leave missed bin liners, and not leave their work station.

While Dieter was trying to retrieve the missed bin liner, he either slipped or was knocked by one of the stacker forks, causing him to become Jammed by the forks that continued to come down on his head as they tried to pick up the bin. His screams were heard and a co-worker pressed the emergency stop button. This stopped all machinery in the pack house, so over 500 staff members knew something was wrong. Dieter’s co-worker and his supervisor were able to pull him away from the stacker and start emergency first aid.

Management called emergency services, the Department of Labor, and the employer (Adduce) immediately. Dieter, who was severely injured, was rushed to hospital for emergency procedures and surgery. The client was unable to reach Adduce by phone in the early hours of the morning when the incident occurred. But as soon as contact was established (some hours later) Deco’s staff quickly mobiles, a German-speaking staff member was found in the Auckland office, and Dieter’s parents were contacted, and told of his accident and stable condition.

Adduce organized a conference call with the parents and the doctors, with the help of the German-speaking staff member as interpreter. By coincidence Dieter’s parents had already booked a flight to New Zealand that was in two weeks’ time. They changed hat to fly almost immediately. Adduce also paid to accommodate the parents during their stay, and arranged for the interpreter to stay locally as well. Taxi vouchers and food items were also provided for the duration of their stay. Postscript: Dieter has mace a Dull recovery Ana NAS only align scarring.

Adduce were Tuna to nave Carlen out Health and Safety practices in line with their policies and the legislation, and no blame was ascribed to them. For reasons of corporate responsibility, Adduce consider each incident individually, and although significant costs may be incurred to do what hey consider is right before Sac’s contributions begin, the accommodations made in this particular incident cannot be considered as a norm and therefore do not set a precedent. Question Two (12 marks) Human Resource Management contributes to an organization’s strategy and success.

Find out about one New Zealand organization (preferably by talking to a staff member involved in HARM) to provide real examples for a) and b) below. A) Explain generally how and why HARM in your chosen organization must have a strategic focus to contribute to organizational success (3 marks). Provide an actual example of Harm’s strategic focus that is not related to b) below (2 marks). B) Explain HER planning (3 marks) and give an actual example of how it contributes to the strategic focus for your chosen organization (2 marks). )

Explain two specific methods for measuring Harm’s contribution to organizational success that could be used by your chosen organization (2 marks). Question Three (8 marks) Referring again to your chosen organization, what differences has the development from Personnel Management to Human Resource Management made to that organization? How would you Judge or evaluate (e. G. Advantages and disadvantages) the changes, thinking of the contribution of people management to the organization as a whole then and now?

Illustrate your points with examples. Write up to 400 words. Marking Sheet Question Number Question Possible marks Your marks Explain two different main responsibilities under the current HOSE Act for employers, and for employees (four responsibilities in total). (0. 5 mark each) 2 b I en case “Working Holloway Incident” states Tanat DVD’s Ana a Docket were uses to how safe work practices and presumably, to identify hazards at the pack house. In order to make the site-specific DVD, a hazard identification exercise would have been carried out.

Explain in detail how you would carry this out (as a Health and Safety Representative) (2 marks). Give two examples of hazards you identify from the case study (0. 5 mark each = 1 mark), explaining specifically how each one would be controlled (2 marks), and how the information would be notified to staff members (1 mark). 6 LLC Some steps in accident procedures are mentioned in the case study, such as turning if the power, contacting emergency services and the Department of Labor, and providing emergency first aid.

Explain five more steps you would take in order to investigate the accident. Old Explain why Health and Safety must be part of induction and training for all staff members. How would you ensure that they are reminded of their obligations under the HOSE Act? 3 Explain generally how and why HARM in your chosen organization must have a strategic focus to contribute to organizational success (3 marks). Provide an actual example of Harm’s strategic focus that is not related to b) below (2 marks). B Explain HER planning (3 marks) and give an actual example of how it contributes to strategic focus for your chosen organization (2 marks).

Explain two specific methods for measuring Harm’s contribution to organizational success that could be used by your chosen organization as a whole then and now? Write approximately 500 words. 8 Overall Correct and consistent use of PAP in-text citing and referencing. A minimum of 3 scholarly sources are used (3 marks). The materials handed in are free of grammar and spelling errors – the words flow and pages are neatly set out (1 mark). 4 Total Percentage of final course mark 20