What questions will best assess workers' perceptions of health and safety at their workplace?
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One of the best ways I've heard of was asking an applicant to pick up and carry a 60 lb. bag of something to another room. And if their response was they would need help, then they were at least aware enough of their own limitations and honest enough to say so that they were less likely to injure themselves on the job.
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Question 1 is looking for you ablitiy to be comfortable and be able to communicate with confidence....SOOO talk about something that you are confident with. Perhaps a hobby you enjoy. \n\nQuestion 2, you dont ever want to bad mouth you previous employer so say something like you are looking to gain new experiences, or looking for a company that can offer you more opportunity to move around into other positions... Whatever your reason for leaving is.  IF you don't get along with your boss you can use one of my suggestions. \n\nStrength and weaknesses:  Those are always the tough questions.  Who wants to admit they are weak? \n\nThis give the interviewer an idea of personality. \n\nTake a while to really think about what you want to say for these. Write down your answers. Get a couple differnet ones even so you will have a choice of what to talk about.
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what's the question? what will it be? What is our personal stance? where should you go? please specify and we'd love to help
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"As an employer, do you find physically attractive person to be of advantage to the organisation ?"\n\nI think that's a very good question to put in ur questionnaires !\n:)
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For you or your employees?
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WARM-UP QUESTIONS\n•What made you apply for this position? \n•How did you hear about this job opening? \n•Briefly, would you summarize your work history & education for me? \nWORK HISTORY\n•What special aspects of your work experience have prepared you for this job? \n•Can you describe for me one or two of your most important accomplishments? \n•How much supervision have you typically received in your previous job? \n•Describe for me one or two of the biggest disappointments in your work history? \n•Why are you leaving your present job? (or, Why did you leave your last job?) \n•What is important to you in a company? What things do you look for in an organization? \nJOB PERFORMANCE\n•Everyone has strengths & weaknesses as workers. What are your strong points for this job? \n•What would you say are areas needing improvement? \n•How did your supervisor on your most recent job evaluate your job performance? What were some of the good points & bad points of that rating? \n•When you have been told , or discovered for yourself , a problem in your job performance, what have you typically done? Can you give me an example? \n•Do you prefer working alone or in groups? \n•What kind of people do you find it most difficult to work with? Why? \n•Starting with your last job, tell me about any of your achievements that were recognized by your superiors. \n•Can you give me an example of your ability to manage or supervise others? \n•What are some things you would like to avoid in a job? Why? \n•In your previous job what kind of pressures did you encounter? \n•What would you say is the most important thing you are looking for in a job? \n•What are some of the things on your job you feel you have done particularly well or in which you have achieved the greatest success? Why do you feel this way? \n•What were some of the things about your last job that you found most difficult to do? \n•What are some of the problems you encounter in doing your job? Which one frustrates you the most? What do you usually do about it? \n•What are some things you particularly liked about your last job? \n•Do you consider your progress on the job representative of your ability? Why? \n•How do you feel about the way you & others in the department were managed by your supervisor? \n•If I were to ask your present (most recent) employer about your ability as a____________________, what would he/she say? \nEDUCATION\n•What special aspects of your education or training have prepared you for this job? \n•What courses in school have been of most help in doing your job? \nCAREER- GOALS\n•What is your long-term employment or career objective? \n•What kind of job do you see yourself holding five years from now? \n•What do you feel you need to develop in terms of skill & knowledge in order to be ready for that opportunity? \n•Why might you be successful in such a job? \n•How does this job fit in with your overall career goals? \n•Who or what in your life would you say influenced you most with your career objectives? \n•Can you pinpoint any specific things in your past experience that affected your present career objectives? \n•What would you most like to accomplish if you had this job? \n•What might make you leave this job? \nSELF-ASSESSMENT\n•What kind of things do you feel most confident in doing? \n•Can you describe for me a difficult obstacle you have had to overcome? How did you handle it? How do you feel this experience affected your personality or ability? \n•How would you describe yourself as a person? \n•What do you think are the most important characteristics & abilities a person must possess to become a successful ( )? How do you rate yourself in these areas? \n•Do you consider yourself a self-starter? If so, explain why ( and give examples) \n•What do you consider to be your greatest achievements to date? Why? \n•What things give you the greatest satisfaction at work? \n•What th
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Depends on where you are. What country and/or state are you in?\n\nIn the United States, the EEOC is the place to start regarding employee rights questions.
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source:http://www.isd-ioh.co.uk/\nOrganisational health - the effective balance between the interests of the organisation and the aspirations, skills and requirements of the individual within that organisation.\n\nsource: http://www.shb.ie/content-624526988_1.cfm\nEmphasis on workplace health has identified a need for an organisational approach to health promotion. This approach calls for changes in organisational systems that enhance the chance of individuals becoming healthy.\n\nsource:http://www.pwc.com/extweb/service.nsf/docid/3A5F2E4F380A118ECA2569F6002A80CB\n"Effective management of OHS risks is good for business"\nThere is an increasing recognition of the importance of managing OHS risks as an integral part of business management. OHS issues such as stress, workplace violence, fatigue and the aging workforce have emerged as major challenges for businesses and represent significant costs if left unmanaged.
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The Occupational Safety & Health Administration offers a number of safety guidelines for small businesses covering various topics, such as:\n\nErgonomics\nhttp://www.osha.gov/SLTC/ergonomics/index.html\n\nWorkplace Substance Abuse\nhttp://www.osha.gov/SLTC/substanceabuse/smallbusiness.html\n\nEmergency Preparedness and Response\nhttp://www.osha.gov/SLTC/smallbusiness/sec10.html\n\nOSHA's Small Business Outreach Training Program\nhttp://www.osha.gov/SLTC/smallbusiness/index.html
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Attendance, how well he has met standards and expectations for the position,  what improvements you would like to see, where he has exceeded expectations, goals for the next year.\n\nAlso, he or she should be able to also voice concerns and opinions about the workplace and ideas on how to improve.
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Workplace (Health, Safety and Welfare) Regulations 1992\nThis act places a duty on employers and the self-employed to assess risks to heath and safety from their business.  This includes any risks from seating.  The person or employer must also identify what measures are needed to comply with health and safety requirements and make suitable arrangements to manage these measures effectively.
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Depends on what office you are running. But typically there are 2 major components on which you rate employees: \n1: Goals: Actual Work Content which an employee is supposed to do and how well he did. Ofcourse you need parameters to measure an employee so that the judgement is as impartial as possible and is a standard. So you can have more than 1 goal and evaluate at the end of the period (3months - 6 months - 1 year) how well he has done. Rate the employee out of 5 with 5 being extraordinary, 4 being more than expeceted, 3 good job, 2 mediocre and 1 being less than expected. \n2: Other parameter is skills like: \na) communication skills\nb) team skills\nc) innovation\nd) hard working \ne) attitude etc. \n\nYou can again have a rating system of this set and take an average of the 2 compoenets to arrive at final conclusion. \nHope this helps
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I'd make changes in just one sentence:\n\n18. The safety hazard, on the contrary, can be greatly reduced if workers wear rubber gloves. \n\nI hope this helps.
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Enquiring minds want to know.
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i think the most telling question will be a question that verifies the candidates qualifications for the job s/he is seeking.     so think of a situation that the potential employee might find him/herself in, and ask how they would handle that particular situation.    \n\nfor instance, you are interviewing a potential customer service manager.    tell the candidate that s/he has witnessed a staff member being rude to a customer.      What do you do?
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look up questions that are usually asked at an interview. like what could you bring to our company, why should we choose you, etc. dress to impress but not shanky.
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Have good answers prepared and rehearsed to the following questions:\n\nWhy do you want to work here?\nWhat do you know about this company?\nWhere do you see yourself in two years?\nWhat is your greatest strength?\nWhat is your greatest weakness?\n\nThe first question is the one most people fumble...