...INSTITUT KESELAMATAN DAN KESIHATAN PEKERJAAN NEGARA NATIONAL INSTITUTE OF OCCUPATIONAL SAFETY AND HEALTH KURIKULUM KURSUS COURSE CURRICULUM TEL : 03 – 8769 2100 FAX : 03 – 8926 2900 URL : www.niosh.com.my COURSE TITLE: Safety and Health Officer COURSE DURATION: 22 day(s) / 165.5 hour(s) COURSE CATEGORY: Competency HRDF SCHEME: SBL COURSE FEE: RM 4,000.00 1. COURSE CODE: SHO / SHOM / SHOP COURSE LEVEL: Basic EXAMINATION FEE: RM 950.00 OBJECTIVES: At the end of the course, the participant will be able to: i. conduct the hazard identification, risk assessment and risk control ii. explain the OSH-MS iii. plan OSH programs iv. interpret OSH legal requirements v. be a competent SHO (upon passing the SHO examination and registration with DOSH) 2. TARGET GROUPS: i. ii. Supervisors iii. OSH Practitioners iv. Safety and Health Committee Members v. Unregistered Safety and Health Officers vi. Engineers, Designers and Architects vii. 3. Safety Personnel/Managers Interested Individuals ENTRY REQUIREMENT(S): i. Possess a minimum of SPM/SPMV/MCE or equivalent with at least a Grade Three Pass. General certificate (SAP) or lower than Grade three will not be accepted. ii. For SPM/SPMV after year 2000, a minimum of 6C for Bahasa Melayu, English, Mathematics AND minimum 8E for Science/Physics/Chemistry/Biology AND Pass other 2 subjects in 1 certificate/examination or combination iii. Applicants must attach ONE (1) certified true copy of SPM/SPMV/MCE Certificate/Diploma/Degree...
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...influencing the uptake of recommended Infant and Young Child feeding guidelines by mothers accessing Maternal and Child Health services in Kawempe Division, Kampala District BY AYANLE ABDULLAHI Hundhur ABSTRACT Introduction: High prevalence of under nutrition among children is controllable if the infant and young child feeding (IYCF) practices improve. Efforts to improve IYCF practices include the development and implementation of recommended IYCF guidelines. Uganda developed its first IYCF guidelines in 2007 and revised them in 2009 to address feeding of children in difficult circumstances but there seems to be a minimal improvement in the IYCF practices. Exclusive breast feeding is only 62% and timely initiation of complementary feeding is 77% with over 80% of the complementary foods being inappropriate. Emphasis of utilisation of maternal and child health services is expected to cause an improvement on the uptake of IYCF guidelines but this is yet to be confirmed. Therefore this study aims at identifying the factors influencing the uptake of recommended IYCF guidelines by mothers utilising MCH services in Kawempe Division. Methods: This cross sectional study will be conducted in Kawempe division, Kampala District. A total of 188 participants will be interviewed. Subjects will be health workers in charge of child health, mothers at the child health clinic or antenatal clinic with 1-9months old babies. Key informant interview guide and a semi-structured interviewer administered...
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...OTHER FACTORS INFLUENCING CAREER CHOICES Interests Career choice will also be influenced by your interests. Most students tell us that they would like an ‘interesting’ job. Interests are of course, very personal, and two people may be interested in the same activity for quite different reasons. A chess player might relish the company, the intellectual challenge, the competition, the elements of psychological warfare. So what do you mean by ‘interesting’? Think of a couple of activities - work, study or leisure that you have enjoyed. 1 2 What interested you? · Mental stimulation? · Using your abilities? · Sense of achievement? · Excitement? · What else? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Which of your activities give you the most enjoyment? By choice, to which do you want to give most time? Is there an overall pattern? If so can you use it to take the following from 1 (most) to 6 (least) preferred? SCIENTIFIC/TECHNICAL (Experimenting, researching, design, analysis) PEOPLE(CARING) (assisting, caring, advising) PEOPLE (INFLUENCING) (organising, controlling, communicating) CREATIVE (art, craft, music, design) INFORMATION/DATA (numbers, analysing, classifying) PRACTICAL (making...
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...ApplicationsQualification of members&Requirements of members | | Qualifications | 1. Must know and fully understand the mission and vision of Mapua. 2. Must possess good moral character. 3. Must maintain a good readmission status.Must not be a member of more than two organizations. | Requirements | 1. Completion of this application 2. Must pass the interviews 3. 2nd year applicants, attached Resume with application | Grounds For Removal Of Office/Renunciation Of Membership | Grounds for Removal | I. For the officers, non-performance of duty/non-appearance for 6 weeks unless he/she files for official leave of absence. II. For the members, non-performance of duty/ non-appearance for 1 term unless he/she files for official leave of absence. III. Officers/members who committed minor/major offences as prescribed in the MIT Student Handbook. IV. Officers/Members who cannot perform in their perspective duties and responsibilities due to health conditions or personal reason can voluntarily renounce their membership. | Name: | | Program: | | Date Submitted: | | Referred By: | | Application No. | | Insert 1x1 Picture (by replacing the Mapua logo) | | Applicant Information | Name: | Date of birth: | Nick Name: | Religion: | Age: | Sex: M / F | Place of birth: | Mobile No: | Phone Service: | Landline: | Email: | Facebook: | Current address: | | Family Backround | Father’s Name: | Occupation: | Mother’s Name: | Occupation: | ...
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...Chapter 3, Activity 5, page 113 Statements that Build and Protect Goodwill Revise the following sentences to eliminate a tone that will damage human relations. Identify the specific weakness in each sentence. |a | Management expresses appreciation for all the environmental health officers. | | |Weakness: Health officers | Revision: Management expresses appreciation for all the environmental employees. |b |Our call center has exhibited substantial signs of workflow inefficiencies over the past budgetary period which has triggered | | |potential irreparable damage to the customer fulfillment and branding initiatives instigated in conjunction with the | | |operationalization of the board’s strategic plan. | | |Weakness: our& operationalization | Revision: The call center has exhibited substantial signs of workflow inefficiencies over the past budgetary period which has triggered potential irreparable damage to the customer fulfillment and branding initiatives instigated in conjunction with the board’s strategic plan. |c |As expected, the spin doctors fired...
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...ABC Model of Crisis Intervention ABC Model of Crisis Intervention Introduction Every person ultimately experiences crisis moments that may differ in content but tend have specific shared characteristics. Usually, crisis entails loss, threat, as well as the unexpected. There have been various theoretical techniques provided for assisting those functioning through crisis. Generally, the most effectual techniques tend to follow a short therapeutic model which stresses the episode isolated from other problems and seeks an action plan to mitigate the crisis. The ABC model provides a useful instrument to enhance the counseling procedure. “A” stands for basic attending skills, “B” stands for the identification of problem and healing intervention, while “C” represents coping skills (Grice, 2010). This paper employs the ABC model to attend, indentify, intervene and assist in coping in Jones crisis. ABC Model of Crisis Intervention The case study involve a report from Mr. John who claims that his neighbor who they have been sharing coffee and chats has stayed for about two months without being seen outside the house. According to Mr. John, his neighbor Mr. Jones failed to turn up for their usual morning coffee in the neighboring restaurant, since his son started coming on daily basis to check on him. The last time when Mr. John saw him, Mr. Jones had bruise on his face and Mr. John feels that something is amiss. With this regard he decided to report the matter to crisis workers...
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...accessibility; safety and security; legal obligations and liabilities; processing and monitoring sales and bookings; maintaining communication systems and databases; ancillary services and sales Employer/funding agencies: private and/or public ownership of facilities; management board/trustees; local authority; funding partnerships and sources; financial management; personal contract and accountability; lines of management responsibility; impact on facilities operations LO2 Understand the legal, health, safety and environmental obligations to be addressed by facilities operations Statutory regulations: types eg local authority, fire authority (expectations and requirements), employment and insurance law, building and accessibility regulations, compliance; licences, recording documentation Health and safety measures: risk assessment procedures; regulations eg Control of Substances Hazardous to Health (COSHH); relevant authorities eg Health and Safety Executive Inspectorate, Environmental Health Officer; compliance; recording documentation Environmental and sustainability issues for facilities...
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...Many officers see performance evaluations as something negative, and I had heard officers say comments such as: “Dammit man, it’s that time for me to sign that bi-annual eval crap! Sarge got nothing better to do but ding us on stupid things, he is never on the front lines with us and always hiding behind his desk!” Comments like that are said amongst officers for several reasons: (1) immediate supervisors copy and paste evaluations scores from previous ratings (too lazy to re-evaluate the officers); (2) below average scores are given to rookie officers because of presumptions they are naïve and don’t know how to police like the seasoned officers; (3) bias against a particular race of officers. I see a lot of flaws in my previous supervisors...
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...Management By passionx, May 2012 | 4 Pages (984 Words) | 598 Views| Report | This is a Premium essay for upgraded members http://www.studymode.com/essays/General-Management-1010424.html?topic 6/21/2013 General Management - Term Papers - Passionx Page 2 of 4 PANDIT TO AFAUZI 1. What was the cause of fear in RBM? Answer: - Ram Bali Mishra (RBM) was a green jawan of about 20 years of age & working as a assistant to the Gun Position Officer. He had pleasant manners, turned himself out well & spoke well. He was a complete teetotaler, on-smoker & vegetarian. He was happy with his duties and working with the officers. After some span of a week the other officers noticed some changes in behavior of RBM. He also looked pale & worried. He was less talkative, less lively & his interaction with other jawans decreased. The other officers also tried to find out the reason but nothing emerged. So the RBM has been sent to Regimental Medical Officer (RMO). The RMO inspected him and gave some medicines. On being contacted by the officer, the RMO mentioned that there was nothing wrong medically with RBM except that he was scared of the prospects of war. He even disclosed that after having been medically examined, RBM even started giving a discourse to the RMO on the bad effects of a war on environment; economy, costs, and etc.He also state that people will suffer with injuries, killed, maimed & would become homeless. The children will become orphans, woman widowed & humanity would...
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...facility is to ensure public safety and effectively house offenders while operating a safe and secure facility by housing offenders who have had management problems at other prisons or centers and those who could pose a risk if housed elsewhere. It provides all levels of Mental Health service to include Level IV, Crisis Stabilization. (Sex Offender Release Site) Host facility for Davis PDC and Phillips TC. The company’s strengths are preventing escapes and providing the proper accountability to count and track inmates in every move they make. The first strength that I would like to discuss is preventing escapes. The company does an excellent job in preventing escapes. They have great staff that works together as a team to come together to track the inmates. They have an accountability roster to sign each offender in and out. On this roster they have the location and building that the inmate is located in. If the offender is not signed in and out then that means they are in their cells. The second strength is that they have a count system which is called a double count. How it works is you put the inmates online and make them stand in front of their cell. One officer goes and count whiles the other officer stand and watch. Once the...
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...addresses the issue of Work-Life Balance, an area of special interest highlighted by the Navy Civil Engineer Corps’ Women Professional Network (WPN). Through several phone conferences with and input from Civil Engineer Corps (CEC) officers across the Navy and some initial website research, this paper defines work-life balance, assesses the relevance and importance to an officer in the CEC, and provides potential recommendations for consideration. What is Work-Life Balance? Work to live, don’t live to work. The first step is to define work-life balance and understand why it’s important. A good work-life balance means that you have control over your workplace conditions and that you are equally satisfied with your work life and with your home life. Work-life balance means that you have and understand the many benefits of having varied interests and ways to spend your time outside of work. It means you value having other things to focus on, and that you are consequently a happier and more fulfilled person. With this lifestyle comes a greater sense of inner security and confidence and these qualities tend to play out in the way you interact with people, the way you handle stress and problems, and in the way you are perceived as a military officer and leader. Philosophically, you, your home, the organization you work for, and society benefit when you have a balanced work-life. What makes a good work-life balance? This depends on your personal values, beliefs...
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...Fraternization in the Workplace Michael Johnson Kaplan University Fraternization in the Workplace The army considers a relationship to be fraternization if “it compromises, or appear to compromise the integrity of supervisory authority or the chain of command.” (2014). Well, what if it doesn't affect the work place or have any adverse actions, and the two parties involve carry themselves in a professional manner, is it fraternization then? Though many people dismiss fraternization as negative, fraternization is necessary. It is a formal way for a supervisor to provide coaching and mentoring. Subordinates with potential are being placed with senior personnel for guidance and development. The policy for fraternization is un clear fraternization is defined differently from person from person. Dr. Edward Kwapong said fraternization is the very close affiliation with another worker from the workplace that extend way beyond working hours. Discuss Fraternization In The Workplace (July 15, 2014). According to army regulation fraternization is only frowned upon when it brings discredit upon an organization When provided with examples of how some may view fraternization, one might think of the circumstances and understand why organizations would try to enforce this standard. Is it to protect the workforce, or is it set to keep Soldiers from having a relationship outside of the workplace. Whether it is professional or friendly. Here is an example...
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...OFFICER PROGRAM APPLICATION PREPARATION HANDBOOK (OCS, CSPI, DCE, & AVCAD) USCG Training Center Cape May, NJ September 2012 v. 13 50 OCS, CSPI, DCE, AVCAD APPLICATION PREPARATION HANDBOOK (Officers – except for certain captains – and those who had enlisted were let go, or “put on the beach” when wars ended.) Officers were given commissions by the monarch. Like a commission given to an artist or architect to produce a new work, these commissions laid out the scope of their duties and their responsibilities in the specific office or position they were appointed to. And they served at the pleasure of the king (or queen), meaning they could be dismissed by the monarch at any time. These traditions applied throughout the Royal Navy, including in ships stationed in Britain’s North American colonies. During the War for Independence, the Continental Navy maintained these traditions. And after the U.S. achieved its independence from Britain, both the Revenue Marine (starting in 1790) and Navy (beginning in 1798) carried them forward. Foreword CONTENTS i Overview 1 Application Format & Contents 9 Narrative Memo 13 CO’s Endorsement 21 Interview 31 Conclusion 41 Appendix A (Officer & Enlisted Careers) 43 49 OCS, CSPI, DCE, AVCAD APPLICATION PREPARATION HANDBOOK OCS, CSPI, DCE, AVCAD APPLICATION PREPARATION HANDBOOK FOREWORD president”. That means they can be dismissed at any time without any reason. These terms...
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...PRACTICE & PROBLEMS OF HUMAN RESOURCE DEPARTMENT OF BANGLADESH ARMY INTRODUCTION 1. Human beings are the most important resources in an organization. A firm’s / organization’s success depends on the capabilities of its members. Most problems, challenges, opportunities and frustrations in an organization are people related. Human Resource Management is one of the toughest duties of a manager or leader since humans differ in terms of attitudes, values, aspirations, motivations, assumptions, psychology, and life goals. Looking at today’s competitive world, managerial level staff will require more conceptual and strategic skills. Managers have to be proactive, able to anticipate technological developments and prepare their staff for whatever technological changes that might take place. This will be a successful task only when the HRM itself is fully aware of those changes and has the means to deal with them. HR managers have a number of roles to fulfill. They are the guardians of the manpower- the key assets of the organizations. They are also counselor and protector of employees and directly responsible for their effectiveness in the organization. They need to do their jobs in keeping with the existing laws, rules and regulations of the organization, and promote harmony at the workplace. This has direct bearing in a healthier and more attractive work environment. The success or failure of HR depends also on the top management’s recognition of the importance of HRM, and...
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...Intruding Ima and the Falsified Report An 8-year employee of your police agency, Officer Ima Goodenough, is a patrol officer who often serves as a field training officer. Goodenough is generally capable and experienced in both the patrol and detective divisions. She takes pride in being of the “old school” and has developed a clique of approximately 10 people with whom she gets along while mostly shunning other officers. As an officer of the old school, she typically handles calls for service without requesting cover units or backup. She has had six complaints of brutality lodged against her during the last 3 years. For Ima and her peers, officers who call for backup are “wimps.” She has recently been involved in two high-speed pursuits during which her vehicle was damaged when she attempted to run the offender off the road. Ima will notify a supervisor only when dealing with a major situation. She is borderline insubordinate when dealing with new supervisors. She believes that, generally speaking, the administration exists only to “screw around with us.” You, her shift commander, have been angry about her deteriorating attitude and reckless performance for some time and have been wondering whether you will soon have occasion to take some form of disciplinary action against her. You have also learned that Ima has a reputation among her supervisors as being a “hot dog.” Some of her past and present supervisors have even commented that she is a “walking time bomb”...
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