What questions will best assess workers' perceptions of health and safety at their workplace?
550477
What you need is a health risk appraisal. This is a standardized assessment tool that asks just the kind of questions you are interested in. You can see one example at infotech.com. Another source for learning about worksite health and injury issues is WELCOA.com. It is full of free "white papers" on a variety of worksite issues.
272300
When I, as an HR Director, ask an individual to tell him about him or herself, I am looking to see where they go with the question.  Honestly, I am NOT looking to hear about friend, family, vacations, hobbies, or interests.  I AM looking to something to give me a clue as to how this complete stranger sitting in front of me will fit in on our team.  I want to hear that they are committed/dedicated to an employer, I NEED to hear that they are dependable, I really want to hear that they are a team player.\n\nTypically the "Tell me about yourself" question is the first thing an interviewer will ask.  It is the interviewee's first opportunity to shine!  Often times at this end of this question I have made my decision.
676475
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
1015244
The best way to answer that questions is to be honest: why did you pick that company? Do you like their organization, do you see a way to advance, can you learn a lot, or use a particular skill you have? Want to get other skills from them? These are the reasons to list for wanting that job.\n\nAs far as the questions, ask them about their benefit programs, opportunities for advancement or movement within the company, about their community programs or activities, and finally, their assessment of the work culture in the office. You might also ask if you could spend a few hours with the group you'd be working with (upon offer of a job) before accepting.
99872
New innovations in health and safety management are required to further reduce injuries and fatalities in the Australian construction industry. Current approaches to safety management emphasise hazard identification and reduction, but fail to fully account for a worker’s motivation to behave safely. In order to understand and improve safety motivation, many researchers and practitioners are utilising the construct of safety culture. Unfortunately, the transitory nature of work within the industry frequently hinders an organisation’s attempts to develop and maintain a good safety culture. Hence, a framework is needed to facilitate the formation of a good safety culture across the construction industry as a whole. A methodology is advanced as to how culture change can be facilitated by using a system of competencies developed and applied to the key safety roles within the industry. This set of nationally standardised and accepted competencies would specifically state what is required by those who have safety critical roles, to positively influence construction site safety culture. By encouraging organisations to integrate these competencies into their existing HRM processes such as selection, training and performance management, it should be possible to (1) educate the industry as to best practice in safety culture management, (2) provide a safety culture management system that allows a good safety culture to be built quickly on new projects, (3) ensure a standard level of competency within the workforce to allow for ease of movement of workers between sites and contractors, and (4) improve safety culture and in turn potentially improve safety on-site.
254387
Ask an employee a question about how they like work, and viola! You have an employee survey question!
904989
As an HR professional I would suggest brushing up on these:  What do you know about our company and why would you be a good fit?  Why did you choose your major/college?  Where do you see yourself in 5 years?  What are your strengths/weaknesses?  Tell me about your most successful moment.  What would your friends/colleagues/family say about you?  Good luck!
802132
Im not sure what you're looking for but this site has survey results for employment tribunal in the UK:\n\nhttp://www.employmenttribunals.gov.uk/customer_service/ets_reputation_customer_perception.htm\nhttp://www.elaweb.org.uk/members/files/ELA%20Employment%20Tribunal%20Survey%20RESULTS.pdf
798252
you must consider loads here as you'll have customers on the premises...\nfire safety, fire exits, extinguishers, fire alarms, smoke alarms etc\nhealth & safety risk assessment, electrical equipment serviced/checked regularly, trailing wires, safe equipment ie beds\nalso to consider is COSHH risk assessment for the chemical substances you'll be using, ie massage creams and products, and cleaning products\npossible manual handling risk, plus first aid is important\nnot to forget health and safety of staff, for example; working alone, or using equipment.\nThe following sites may help you...
1030226
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?
988427
I assume you are thinking of working at a call centre.  Check out the neighborhood crime rate with the police. See if there are muggings, rapes, crimes against persons.  \n\nWould you have co-workers, that you could go to your cars/transport in groups?  Personal safety to and from the workplace is the big safety issue I see, as being of concern.
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1   what level have my staff been trained to in the required food hygiene regulations,   2   are my staff aware of the required health and safety regulations at their place of employment,   3  have staff received   training  in the correct cleaning and maintenance of a food preparation area,   4  are staff aware of the cosh regulations regarding chemicals used to clean a food preparation area.
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I'm not a nurse, or a medical professional of any kind for that matter but I have a suggestion.  I know that in the places where I have worked we always had someone in charge safety and/or safety inspections.  If you could get your hands on that persons check list (i.e. things they are supposed to check or look for) I would think that would help you.  If I missed the point entirely just ignore this.
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They can't ask anything related to age, sex, sexual orientation, marital status, national origin or disabilities:\n\nIllegal questions\nSome questions are illegal for an employer to ask before a conditional offer of employment. According to the Minnesota Human Rights Act, at Minnesota Statutes, section 363.03, subdivision 1(4)(a), these may include the following questions:\n\nExamples of illegal questions \nWhat is your age or date of birth?  \nWhat is your sexual orientation? \nWhat church do you attend? \nWhat is your national origin?  \nWhat is your maiden name?  \nWhat is your marital status (Circle one: Ms, Mrs., or Miss)?  \nAre you widowed, divorced, or separated?  \nWhat is or was your spouse's name and/or job?  \nHave you ever filed a workers' compensation claim?  \nDo you have any physical impairments or disabilities that would prevent you from performing the job for which you are applying?
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see there are many statistical tools available but till i know no one is for the purpose of checking the workers efficiency towards company.\n\nsee what new world believes with TQM (Total Quality Management) is that there can't be any fault which can be spared. so instead of finding out your company's condition from employees u should work out to make the workers do not commit any error.\n\nsee try to get that in this way\nearlier there were industries which has a control element in it. but due to large costs these are now demolished.\n\nnow the best way is doing best and accepting no error. if this is your aim no error will ever happen and the employees would be also satisfied as they are doing productive work(no errors).\n\nif you are still interested try out survey methods with type of complaint as one column. then use parreto analysis type system to find out the most reoccuring complaint and irradicate it. and so on.
608370
- What strengths do you bring?\n- What have you done at your previous employer that I should know about?
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My company did this last year.  We asked each department to identify the top risks to our business from their perspective.  We also asked them to get out of the box and look at everything from market changes to having a key employee leave.   \n\nOnce we had a list of risks, we used a scale of 1-10 for three areas:  1) Chance of this happening, 2) Cost to Cure  3) Revenue Risk.  This wasn't a perfect science, but it gave us something to work with and a common language.  \n\nWe found there was a list of about 100 and we tackled them based upon budget and bandwidth of the key employees.  \n\nI am certain there are MBA's out there who will have better answers.  Good luck.