Resources human

As far as practical, the human-resource function should recruit, evaluate, and place the right person in the right job in terms of physical ability and psychological adaptability. Incorporate into job descriptions specific physical requirements, known hazards, and special abilities required for optimum performance. Human-resource professionals must identify all hazardous occupations and determine the knowledge, skills, abilities, physical requirements, and medical standards required to perform the job in a safe manner. All employees must receive appropriate orientation, training, and education necessary to support safe job accomplishments. 

The topic of human resources—specifically, the scientists and engineers who must be engaged to meet the world s sustainability challenges—was explored during the following keynote presentation  

Diran ApeUan, Howmet Professor of Engineering and Director, Metal Processing Institute, Worcester Polytechnic Institute Human Capital Needs for Sustainable Development for the 2F Century The Role of Engineers, Their Recruitment and Educatiorml Imperatives. 

Because of their cross-cutting nature, the concepts that were presented infused the discussions in the workshop breakout sessions that eventually developed the other topics covered in this report. 

Engineering education and the profession are confronting a challenging crossroads. Some see it as a crisis, while others view it as an opportunity for positioning the science and engineering community to better meet the challenges 

Engineering Solutions for Sustainability, First Edition. American Institute of Mining, Metallurgical, and Petroleum Engineers. 

The effective FLS should have at least a cursory knowledge of the company s human resources policies and procedures. Exactly where does the company stand as far as human relations issues Knowing when to involve human resources can be difficult to determine. The FLS should not be expected to be a human resources expert, but he or she should know when to get the human resources department involved. 

When any team member is just not right, the FLS needs to realize it and make things happen to change the situation. An exact plan for what buttons to push to make this happen cannot be specified. These types of situations have too many variables to consider to formulate an exact plan. People are so tremendously diverse that no one will have the exact same problem. Even if the problems are similar, there are likely to be numerous actions that yield a workable solution. 

Everyone has problems away from work that can affect work behavior. The FLS may feel that outside problems are affecting the team member and feel uncomfortable with any approach. The team member 

The FLS can remind the troubled team member in a subtle, private way of alternatives that the company has to offer, such as a consultation with the human resources manager or department member. Perhaps the team member needs to be reminded of the Employee Assistance Programs (EAPs) that are typically part of many benefit packages. Keep in mind that the team member and FLS will probably have to work together whether personality conflicts or good working relationships exist or not. 

Similarly, at the workplace, some people form tight groups that become close both at the workplace and after work. Some people form close relationships with others but only at work. Yet others seem to have few close friends at work. Although most wedding receptions seem to take place with little personal conflicts, sometimes conflicts can arise. Conflicts can arise even though the parties are trying to be on their best behavior. At a wedding reception, the resolution of conflicts may be easier than at the workplace. After all, if we know a conflict exists, the parties can remain separated or maybe one or both of the parties will not attend the reception. 

The following sections deal with those aspects of health and safety that are related specifically to employees in their various roles. 

Many different factors determine how well a dmg regulatory policy will be implemented. These factors include the number of personnel and their qualifications and competence, their attitude to their work in general and to the dmg regulatory policy in particular, their level of pay and career stmcture, as well as the culture within the organization. 

Saiary compared with private sector Comparabie, but iower than ciinicai practice Higher Lower, but higher than other pubiic agencies Lower Comparable Lower Lower than in manufacturing, higher than in private pharmacies Lower Lower 

Difficuity in staff recruitment/ number of vacant posts y y 7 N/A 7 7 719 

of staff who resigned within five years 600 2 4 30 N/A 2 (promoted) 2 5% 10 

Training Required and avaiiabie Pians exist Opportunity given, no pian, depends on funds Opportunity given, no pian, depends on funds Opportunity given Plans exist No plan Required, planned but not always achieved Several courses carried out in 1994-95. (training plans) Planned and executed 

---

Usually a company will have a portfolio of assets which are at different stages of the described life cycle. Proper management of the asset base will allow optimisation of financial, technical and human resources. 

Human Resources Manpower costs - operators - technical staff - support staff - overheads... 

The cheat/server model oftea allows easier iategratioa with other aetwork apphcatioas (eg, fiaance, project management, or human resources) which typically operate ia the environment of the server component of the cheat/server system. Gheat/server can be gradually iatroduced ia an existing minicomputer environment, often with httie adverse incremental impact ia terms of retraining and additional cost. 

Technology managers should include the following elements in the plan itself the critical business issues the nature of markets and customers the thmsts of traditional and potential competitors the human resource issues, ie, the skills and abiUties needed to carry out the plan alternatives and contingencies to support the plan a patent and intellectual property strategy and the supporting faciUties and resource plan. The most frequentiy overlooked elements are human resource issues and patent strategies (50). 

Know what resources are available and how to access them. Human resources, data resources, and technical expertise may be available in both companies. Someone in a consultant s organization may have seen a similar situation that can provide insight. Networking is essential. 

The human element, seen in errors, ignorance, lack of training, lethargy, illiteracy or indiscipline, or indifference, must be monitored carefully. This may require either an adequately qualified and experienced person or proper job training. Indifference, for reasons other than the above, would be a matter for human resource development, where a worker s skills and habits may have to be adapted to fit into the system. 

Where a supplier has a quality system that covers the whole business, the audit plan must not include elements that are not implemented for automotive customer needs e.g. elements of Human Resources, Accounting, Finance, IT, Legal, Marketing, Sales, Public Relations may not serve automotive customers needs but company needs. 

The term resource is often used to imply only human resources when there are in fact other types of resources. The standard is not specific although resources would normally include time, manpower, machines, materials, finance, plant, facilities in fact, any means available to the supplier for implementing the quality system. So when ISO 9001 requires that you provide adequate resources it requires that you provide all the human, finance, and material resources necessary to implement your quality system, including the allocation of sufficient time. 

Resources are not limited to human resources, as stated in Part 2 Chapter 1. You need to ensure that the design groups are equipped with the necessary design tools, equipment, and facilities with which to execute the tasks. Once you have asked each group to propose how they are to meet the requirements, you then need to ensure that they have the capability of doing so. This is less of a problem in-house as with subcontractors. Due to their remoteness and the keen competition, they may make claims they cannot fulfill. In controlling the design you need to ensure that adequate resources are deployed by the subcontractors and to do this pre-contract surveys and assessments need to be performed. This is implied in clause 4.6. 

Human resources, whether in-house or retained by contract, cost money, and represent either a direct or an indirect investment. In lobbying for PSM resources, be realistic about the time you think the effort will require underestimating the level of effort can raise management s expectations beyond your ability to meet them. At the same time, estimates of staff required can t ignore prevailing company priorities for example, a request for five new staffers during a hiring freeze is unlikely to be favorably received. 

One way to approach the human resources question is to consider not the people but the tasks to be performed, and the skills you think you will need. Especially in large companies, where bodies of expertise may be isolated from each other, this technique helps broaden the resource base. It also makes it easier for managers to assist you defining your needs in terms of skills sets, rather than of specific individuals, gives them greater flexibility. 

In considering human resource needs, don t forget to include your own role. If you believe your commitment to PSM may temporarily displace other priorities, medre sure to include provisions for them. 

Given the breadth of activities that management systems address, there will almost certainly be variations in how they are applied. For example, the system your company s human resources department uses to recruit and hire new employees will probably differ in form and structure from Central Engineerings system for safety design. However, by analyzing some representative management systems you can arrive at some broad common traits. 

Corporate Training team Develop training system for use at all sites F. Williams, Corporate Human Resources Manager... 

A related limitation of the model program approach is that these "transplants" rarely take full advantage of opportunities to link PSM into other company systems, for example, using existing human resources systems to manage process safety-related training. 

Operator Operations Supervisor Human Resources Safety... 

New Employee Training Process Human Resources Operations Supervisor... 

Joyce, R. P., Chenzoff, A. P., Mulligan, J. F., Mallory, W. J (1973). Fully Proceduralized Job Performance Aids Vol. II, Handbook for JPA Developers (AFHRL-TR-73- 43(H)) (AD775-705). Wright Patterson Air Force Base, OH U.S. Air Force Human Resources Laboratory. 

Don t forget your other responsibilities. In considering human resource needs, don t forget to include your own role. You have probably championed part or all of the conceptual design effort, and your continued involvement will be invaluable, but it may not fit with your other responsibilities. If you believe your commitment to integration may temporarily displace other priorities, make sure to include provisions for them. 

Span of control is most likely to be a concern among those reporting to senior management. However, if top level responsibility for PSM and ESH is divided among several managers, it can arise at this level as well. For example, occupational safety may fall under human resources, while environmental is within the legal department. 

Burcik, E.J., Properties of Petroleum Reservoir Fluids, International Human Resources Development Corp., Boston, 1979. 

Allocation of human resources With limited personnel, project managers often have different views than others have on how staff will be assigned. 

In any boiler plant system, the boiler itself typically is the single most expensive item of equipment and the source of generated steam. Thus, it tends to receive the highest percentage of whatever time, money, and human resources are available. This is understandable because any loss of heat transfer efficiency through deposition or other physicochemical waterside problems has the greatest impact here. 

Human resources - Ensure appropriate qualifications, education, training of personnel... 

Understanding and formulation of international strategy (including business, finance, and human resource strategy). 

Human resource management/development across national boundaries and across cultures. 

The program champion/co-ordinator often seems to be associated with Human Resource Management (although this is not necessarily the case), and his or her tasks tend to include ... 

Value attached to human resource development (HRD) in general ... 

Stage 2 translating business needs and goals into human resource development needs. 

You have now defined your business needs and gained an idea of the group of employees that requires attention, in order to address these. Equipped with this, you can move on to determining whether business needs can be translated into specific human resource requirements. This means attempting to translate them into competencies, their underlying components (knowledge, skills and attitudes), and experience. The following questions will help you to translate business needs into HR needs ... 

---