Strategic accident reduction in an energy company and its resulting financial benefits

Reiman, Arto; Räisänen, Tuomo; Väyrynen, Seppo; Autio, Tommi

doi:10.1080/10803548.2018.1462990

Cited by 9 publications

(2 citation statements)

References 30 publications

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“…Питання надійності працівників, особливо небезпечних, екстремальних професій, обумовлена надзвичайною фінансово-економічною [6], медичною, соціальною та психологічною [7] актуальністю проблеми. Тому постає питання контролю за здоров'ям працівників, які планують виконувати роботи підвищеної небезпеки або вже працюють.…”

Section: современные аспекты психофизиологического отбора работников ...unclassified

Modern Aspects of Psychophysiological Selection of Employees for High-risk Work

Olena

2021

FMEP

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In Ukraine, as in the rest of the world, the problem of the impact of occupational hazards and peculiarities of the labor process on higher nervous activity and general health of the working contingent remains relevant. The issue of fitness to work of employees, especially of dangerous, extreme professions is due to the extraordinary financial and economic, medical, social and psychological urgency of the problem. In the aspect of psychological and psychophysiological diagnosis, a large number of methodological approaches have been developed. Thorough psychophysiological diagnosis is the basis for predicting the effectiveness of employees and psychophysiological characteristics of the labor process. Thus, a wide variety of developed methodological approaches in modern conditions allows for effective psychophysiological examination of a particular field of activity of employees involved in high-risk work and opens further prospects for improving the psychophysiological support of professional activities of these persons. There is a need for theoretical substantiation and development of measures to improve the professional psychophysiological selection of industrial employees to perform high-risk work with further implementation and evaluation of medical, social and economic efficiency.

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Section: современные аспекты психофизиологического отбора работников ...unclassified

Modern Aspects of Psychophysiological Selection of Employees for High-risk Work

Olena

2021

FMEP

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“…Relativamente à cultura de segurança, é certo que os empregadores com uma visão atual e conecimento dos custos reais associados aos acidentes reconhecem que, o investimento em segurança, boas práticas e processos sólidos SST (relacionados com fatores de engenharia), melhoram o sucesso económico, reduzem o número de acidentes de trabalho (através de esforços para mitigar o nível de risco, por exemplo) e a imagem da empresa na sociedade (Reiman, Räisänen, Väyrynen, & Autio, 2019). Posto isto, ao trabalhar a cultura de prevenção em segurança e saúde do trabalho (SST) é otimizada a gestão da organização (Kamar, Ahmad, Derus, & Azman, 2019), uma vez que, os acidentes de trabalho influenciam o custo em recursos humanos de modo significativo, promovem perdas de produtividade e afetam a imagem da organização perante as partes interessadas .…”

Section: Introductionunclassified

International Symposium on Occupational Safety and Hygiene: Proceedings Book of the SHO2021

2021

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Com a pandemia desencadeada pelo novo vírus corona SRA-CoV-2, que causa a doença de Covid-19, a Sociedade Portuguesa de Segurança e Higiene no Trabalho foi obrigada a manter o Simpósio em formato virtual para continuar a 17ª edição do Simpósio Internacional sobre Segurança e Higiene no Trabalho - SHO 2021. Inicialmente previsto para Outubro, foi adiado para os dias 17 a 19 de Novembro de 2021, numa edição online. Contudo, apesar de todas estas mudanças, tentou-se manter a estrutura geral do Evento. A edição de 2021 abrange os temas tradicionais de Segurança, Gestão da Prevenção, Riscos Químicos e Biológicos, Ergonomia, e Ambiente Ocupacional. Para além destes temas, as áreas emergentes associadas à 4ª Revolução Industrial, Robótica Colaborativa e IOT, e os novos desafios que esta implica, são abordados nas sessões plenárias.

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Information for Managers and Experts or Communication with All Employees Within Organisations and Networks – Case HSEQ

Väyrynen

Kiema-Junes

2020

Engineering Assets and Public Infrastructures in the Age of Digitalization

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Planned interplay of tangible and intangible assets are needed for production. Efficient and effective interplay is enabled by both technical and non-technical social skills, leadership within psychosocial work community -in addition to formal management. The whole "continuum of understanding" comprising data, information, knowledge, and wisdom is needed, intra-and inter-organizationally. The above issues are here dealt with an industrial case -a Finnish cluster of big companies that is running a procedure for Health, Safety, Environment, Quality Assessment (HSEQ AP, www.HSEQ.fi). HSEQ AP provides a comprehensive picture of a supplying company's capabilities, consisting of description of Integrated Management System (IMS) and a lot of alphanumeric or categorized performance indicators, to experts and managers. One leadership approach emphasizes following drivers of excellence:(1) all employees' involvement to build motivation, competence and confidence; (2) this participation "provides" humans' all skills then fully available. So, more human-centered communication is needed for managing employees in a wise way, based on HSEQ-style knowledge as well. The main stream of quantitative information only is not enough for effective business and individuals contributing to it. In brief, this paper presents needs and gives examples that quantitative info should enriched with illustrative, qualitative and appealing, affective features, especially when directed to all employees IntroductionProduction is depending on skills and competences used by planned interplay of tangible and intangible assets. This paper deals with efficient and effective contribution of human assets to production. As far as human assets are concerned, holistic quality of work life (QWL) is more and more seen as a key factor for high total quality of companies and work communities. Well-being at work is often used as a holistic concept comparable to QWL, too (Anttonen and Räsänen, 2009). The set of the 10 dimensions in the European Union's (EU) definition for QWL is (Royuela, Lopez-Tamayo and Surinach, 2008): 1. Intrinsic job quality 2. Skills, life-long learning and career development 3. Gender equality 4. Health and safety at work 5. Flexibility and security 6. Inclusion and access to the labor market 7. Work organization and work-life balance 8. Social dialogue and worker involvement 9. Diversity and non-discrimination 10. Overall work performance. QWL together with productivity are continuous challenges within each individual industrial company. In more and more frequent cases of bigger business, the whole value network plays a key role for companies' success, and so do network's QWL and productivity management. The excellent and consistent management of the wholeness requires taking into account the network: a company is purchasing services and doing production together with many supplier employer parties operating in the same premises and sites (shared workplace of multiple employers). Management of knowledge, communication, unity of different e...

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Strategic accident reduction in an energy company and its resulting financial benefits

Cited by 9 publications

References 30 publications

Modern Aspects of Psychophysiological Selection of Employees for High-risk Work

Modern Aspects of Psychophysiological Selection of Employees for High-risk Work

International Symposium on Occupational Safety and Hygiene: Proceedings Book of the SHO2021

Information for Managers and Experts or Communication with All Employees Within Organisations and Networks – Case HSEQ

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