Corporate Structure
Brougham Hotel is located in Bendigo and offers three different dining areas i.e. function spaces, public bar and restaurant. Apart from this, the hotel also offers best quality of food and service to people through la carte menu in which changes have been made on the basis of season. The function area caters to organizing private events and has a capacity of 100 guests.
It is identified that the organizational structure of the hotel is hierarchal in nature. It is found out that the hotel is leaded by the general manager to whom the assistant manager reports the progress. Assistant general manager get the report of the performance of different departments from the departmental managers. In addition to this, departmental managers supervise the activities carried out by the employees in the organization (Appendix E).
It is essential for the hotel to implement Work Health and Safety Policy as it facilitates in exhibiting the commitment of the management and workers of the hotel towards their health and safety. There is also a requirement of the WHS for removing and reducing the risk related to the health and safety of all the employees, customers and other stakeholders that are affected by its activities. This policy ensures that all the activities carried out by the hotel should be done in a safe manner (Hsieh, Apostolopoulos and Sönmez, 2016).
The managers of the different departments of the hotel are responsible for providing and maintaining appropriate and effective equipments and safe working environment. They are also responsible for ensuring the protection of the welfare of the workers and communicate the relevant and material information related to provision of training and supervision to eliminate the occurrence of injury and risk to the health of the employees of the hotel. Along with this, workers are responsible to make the utilization of the safe working practices by avoiding the occurrence of injuries and damage to the plant and equipment available to them. They are responsible for taking reasonable care of them by wearing the protective equipment when there is a need and comply with the instructions provided by the management related to health and safety. They are also responsible to provide the report of all the accidents and incidents happen on the job so that effective measures can be taken to reduce and eliminate it (Cunningham and Sinclair, 2015).
The different communication methods that should be adopted by the hotel to spread the information related to WHS include verbal communication by the supervisor, reference to management diary and daily monitoring log, circulars, organizing of meetings at regular intervals, demonstrations and so on.
Background
It is identified that there are different problems that are faced by the members of the hotel with regard to work health and safety such as exposure to hazardous substances, falls and slips in the premises by the employees due to spill of the substances on the floor, improper manual handling of the equipments and so on due to which there is a requirement of the adoption of different strategies to overcome such hazards (Ndjoulou, Desmarais and Pérusse, 2015).
The information has been collected from the books, scholarly articles and regulatory authorities such as Safe Work and so on. The main reason behind it is that these sources possess the relevant information related to work health and safety and its application in hotel industry.
WHS MS is a system which has been implemented to ensure elimination or combating the occurrence of different possible risks that affects the safety, health and welfare of the stakeholders that has arise from the operations carried out in the business. Besides this, it is also a requirement of the business to fulfill the legal requirements for meeting the WHS obligations (Holt and Allen, 2015).
The main purpose of establishing this system is to protect the safety, welfare and health of different volunteers, employees and customers who are present inside and outside the premises of the hotel
It is required to comply with the legal regulations is that ignorance of it would result in loss of the employees, increase in the cost and reduction in the profitability of the business.
Emergence of digitalization has give rise to the requirement to automate the WHS MS used by the hotel as it helps in providing access to the information to different employees as and when they require carrying out different business operations in a safe manner (Holt and Allen, 2015).
The main advantage of implementing WHS MS in hotel is that it facilitates in addressing the obligations of health and safety in an effective manner and make clear communication to the employees regarding their functions and responsibilities and procedures of handling different equipments and procedures to prevent the occurrence of injuries and accidents (Thiede and Thiede, 2015).
Possible Challenges to a successful WHS MS
The workers in the hotel are exposed to increased health and safety risk mainly the housekeeping workers and employees in the kitchen such as chef and others. It is identified that the house-keeping department come into a contact with the body fluids and blood of other persons like blades, syringes, razor, towels, sanitary napkins, excreta and vomits and the harmful substances that has been used by them to clean floors, bathrooms and laundry causes different chronic diseases. In a similar manner, the different health and safety risks to which the workers in kitchen are exposed include heat stress, serious burns, and fractured bones and so on (Appendix E).
Sources of Information
For the purpose of making the decision related to the selection of the WHS MS in a hotel, it is requisite for the business to analyze the common problems faced by the employees of the organization which has a direct effect on their health by engaging them in the discussion by considering their views and opinions. The different methods used for carrying out the consultation process include brain storming, focus group discussion, and observation. Employees of the hotel are being consulted for the purpose of the implementation of the appropriate WHS MS (Thiede and Thiede, 2015).
The consultation process for the deployment of the effective WHS MS include gaining information related to resources being used by the workers of the hotel to carry out different activities and analyze the harmful effects of those resources on the health and safety of the workers (Holt and Allen, 2015).
It is found out that the recommended WHS MS of the hotel complied with the WHS Act by provision of fair and effective representation, consultation and cooperation from the members of the hotel. The recommended WHS MS also encourage employers and unions to take active role in the promotion of the improvements in WHS practices. The non-compliance with the WHS Act would result in affecting the performance of the workers in the organization in an adverse manner. This also results in affecting the reputation of the hotel among its customers and other stakeholders in a negative manner (Holt and Allen, 2015).
The overall policy document for Borougham hotel is determined in the below appendix that are essential for the management to provide a safe and healthy working environment at the workplace: (Appendix A).
The organization can provide a healthy and safe working environment through the implementation of policies determined in the appendix A. As well as, there must be proper training and development programs for the employees to aware them about the safety and healthy tools while working (Hsiao, et al., 2014). General manager, directors, managers and team managers are responsible to establish the detailed procedure and review of the WHS MS structure in effective manner at the workplace.
The labour policies, employment policies and government policies must be implemented by these regulatory authorities at the workplace. These policies are Workplace Bullying Policy, Disciplinary Action policy, Code of Conduct, Workplace Discrimination and Sexual Harassment Policy, Misconduct, Theft and Fraud Policy.
There are two type of key performance area policies that can be used by the organization in measuring the action performed by WHS management system. These performance indicators are proactive performance indicators and outcome indicators. The proactive performance indicators are used to measure the achievement being taken by the organization to reduce the injuries and illness at the workplace (Mearns, Whitaker, and Flin, 2003). On the other hand, the outcome indicators are designed to measure the performance of WHS management system with achievement of the organizational objectives. These KPA policy documents are determined in the below appendix B.
WHS MS Overview
Hazard management process and control of risks are considered as core function of WHS MS through which the expected outcomes can be achieved by the organization. TAFESA audit template document can be implemented by the organization as a provider of vocational education and training in Australia. TAFESA document can be used by the hotel to review quality at the workplace and make recommendations to ensure the sustainability, quality and reputation. TAFESA document may be operated in challenging and turbulent environment to manage the resources and system in proper manner. In this concern, it is analyzed that TAFESA is effective in managing strategy, governance, capability and culture through identifying the need of proper training and development programs at the workplace.
For proper development of WHS MS, training and consultation is required by the organizations. The management of the hotel can attain the objectives of WHS MS through proper training and development programs at the workplace. Training will improve the skills of the employees and consultation process will be helpful in taking better decision regarding the occupational healthcare issues.
The organization will consult with entire stakeholders regarding the health and safety policies and establish KPA management resources with managing the resources in proper manner.
The WHA Act 2012 will be considered by the organization with defining the roles and responsibilities of each individual at the workplace. As well as, the safe work premises, and adequate employee welfare policies will be introduces at the workplace (Mearns, et al., 2003).
WHSS MS will be implemented with a systematic procedure. The steps of this method are described in the below appendix C (Flow chart):
The major problems in the implementation of WHSS MS were communication and understanding of the individuals that may lead to failure of the MS implementation.
The implementation of WHSS MS has required financial and specialist human resources. As well, WHS management practices are required by the organization for successful implementation of WHSS MS. Based on appendix C, it is analyzed that there will be need of different legislatives and other rules and regulations such as Work Health and Safety Act 2011 and WHS Act 2012 for successful implementation of WHSS MS in the organization. In this concern, the expertise of the organization must have proper knowledge of these legislatives to establish a safe and healthy working environment.
For effective audit procedure, it is essential for the organization to be in line with the legislative compliance and resources to implement risk assessment and hazard identification at the workplace. The management of the organization is responsible for all of these aspects.
Purpose of a WHS MS
For the successful implementation of WHSS MS it is essential for an organization to have proper planning. In this planning the management should make vision at first that it must be communicated among the entire stakeholders. Along with this, the management must notify about this to the WHS government and regulators with determining the roles and responsibilities of each of the officers in the organization. For all of these activities and planning process the managers and leaders of the organization are responsible.
Borougham hotel should evaluate its management system on regular basis in order to bring constant5 improvements in the system for making the organization a success. This evaluation of employee health safety policies at Borougham would be helpful in taking the corrective actions if any serious hazard or inappropriate working practices are observed (Landsbergis et al., 2014). For instance, if the management finds that there is a water leakage or any electric cooking tool is damaged, an immediate corrective action could be taken to repair or replace it and save the employees from potential injurious risks (See appendix D).
The managers, contactors and owners at Borougham hotel are the responsible persons who should monitor the MS on regular intervals in order to check any fault in the system. Sometimes, this responsibility can be delegated to the supervisors who should undertake regular monitoring of the workflow and worksite, as well as tools and equipment. As the workers are the most familiar with the work area, procedures, and tools, it is an effective practice for Borougham to involve them in examination. The head of OHC must also monitor the workplace at regularly (See Apendix D).
In the review of Management System regarding WHS, the Human Resource Manager should identify the risks first, and then assess the chances of the occurrence of such risks in the workplace. Then after, it also becomes necessary to evaluate the extent to which such risks can severely affect the employees. The process of monitoring requires managers to examine if the situation has changed or the new risks are likely to occur. Finally, the managers design the strategies to reduce the impact of risk.
The WHS Act of Australia aims to provide a balanced and generally reliable structure to protect the health and safety of workers at workplaces. In the light of this Act, Borougham hotel is required to ensure suitable review of the management system in order provide continuous improvement. It would assist the managers to review nature of the risks related to work and the possibility of employee injuries (See Apendix D).
Benefits of implementing WHS MS
According to section 274 of Work Health and Safety Act 2011 of Australia, Boroughm has to comply with the codes of practice in workplace. The HR manager of the organization has a duty of care towards the employees, in relation to the subject matter of the code. However, the COP deals with specific issues included in WHS Act of Australia, and do not cover all the health risks that might occur (Ginter et al., 2018). The health and safety COP require the Boroughm’s managers to consider all the occupational hazards associated with work to protect employees for which the country’s regulations and codes of practice exist.
At Borougham, the OHS Committee, HSR, and the executive directors should attempt to improve work health safety management system. This would also motivate employees to enthusiastically participate in safety activities, rather than denying to comply with established work procedures of management system (Daniell, and Kay, 2018). Moreover, before bringing the new changes in the MS, these should be discussed with the employees. This involvement of employees is necessary for formulating the changes derived from the evaluation in a more effective manner. Also, it would be useful for the managers to properly detect the business risks and manage as early as possible.
Managing WHS helps in finding out what could cause harm to the employees, and implement the most effective control system that is realistic in the circumstances. In the process of evaluating information, and risk control, Borougham should firstly identify the risk and obtain related information regarding WHS management system. Next step in the process should involve planning for eliminating or reducing or managing the risk. For the purpose, the OHS committee would require to design risk mitigation strategies as well as prevention actions (Ginter et al., 2018). Also, this would result in more contented, less stressed employees as well as the stakeholders. The final outcome of this process would be reductions in the impacts of occupational threats significantly at workplace.
Conclusion
It can be concluded that Borougham hotel, Bendigo must implement WHS MS for complying with the OHS Act in Australia. It is necessary for the organisation that is operating in hospitality industry to follow the legislation requirements and implement health and safety standards for efficient functioning. There are several consequences of not complying the standards and it leads to the issues such as accidents, injuries, burnouts and employer have to take care of all the expenses and sometimes it also leads to severe accidents that might lead to damage the hotel due to fire or other reason. It is required evaluate and monitor the MS and implement for reduction of the various issues and eliminating the possibility of the damages to the manpower and infrastructure. Implementation of WHS MS will also help to avoid on-the-spot fines and enforceable undertakings such as a maximum of $500000 for corporation failing to comply with health and safety.
References
A Daniell, K. and Kay, A. (2018) Multi-level Governance: Conceptual challenges and case studies from Australia. Australia: ANU Press.
Cunningham, T.R. and Sinclair, R. (2015) Application of a model for delivering occupational safety and health to smaller businesses: case studies from the US. Safety science, 71, pp.213-225.
Ginter, P.M., Duncan, W.J. and Swayne, L.E. (2018) The strategic management of health care organizations. USA: John Wiley & Sons.
Holt, A.S.J. and Allen, J. (2015) Principles of health and safety at work. UK: Routledge.
Hsiao, T. Y., Chuang, C. M., Kuo, N. W., and Yu, S. M. F. (2014) Establishing attributes of an environmental management system for green hotel evaluation, International Journal of Hospitality Management, 36, pp. 197-208.
Hsieh, Y.C., Apostolopoulos, Y. and Sönmez, S. (2016) Work conditions and health and well-being of Latina hotel housekeepers. Journal of immigrant and minority health, 18(3), pp.568-581.
Landsbergis, P.A., Grzywacz, J.G. and LaMontagne, A.D. (2014) Work organization, job insecurity, and occupational health disparities, American journal of industrial medicine, 57(5), pp.495-515.
Mearns, K., Whitaker, S. M., and Flin, R. (2003) Safety climate, safety management practice and safety performance in offshore environments, Safety science, 41(8), pp. 641-680.
Ndjoulou, F., Desmarais, L. and Pérusse, M. (2015) Employer Responsibility for Occupational Health and Safety: Challenges, Issues and Approaches. Journal of Management, 3(1), pp.1-8.
Thiede, I. and Thiede, M. (2015) Quantifying the costs and benefits of occupational health and safety interventions at a Bangladesh shipbuilding company. International journal of occupational and environmental health, 21(2), pp.127-136.
Townsend, K. and Dundon, T. (2015) Understanding the role of line managers in employment relations in the modern organisation. Employee Relations, 37(4), pp.1-10.
Order an Essay Now & Get These Features For Free:
Turnitin Report
Formatting
Title Page
Citation
Outline
