Occupational health check-up operations.
In accordance with the provisions of Article 35 of the Law of the People's Republic of China on the Prevention and Treatment of Occupational Diseases (November 5, 2017).
For workers engaged in work that are exposed to occupational disease hazards, the employer shall, in accordance with the regulations of the production safety supervision and management department and the health administrative department, organize occupational health examinations before, during and after employment, and inform the workers in writing of the results of the examinations. The cost of occupational health examination shall be borne by the employer.
Employers shall not arrange for workers who have not undergone pre-employment occupational health examinations to engage in work that exposes them to occupational disease hazards;Workers with occupational taboos shall not be assigned to perform work that is taboo to them;Workers who are found to have health damage related to their occupation during the occupational health examination shall be transferred from their original jobs and properly resettled;Employees who have not undergone a pre-departure occupational health examination shall not be dissolved or terminated from the labor contract concluded with them.
Occupational health examinations shall be undertaken by medical and health institutions that have obtained the "Medical Institution Practice License". The administrative department of health shall strengthen the standardized management of occupational health inspection, and the specific management measures shall be formulated by the administrative department of health.
The company shall determine the positions and occupational hazard factors involved in occupational diseases in accordance with the Law on the Prevention and Control of Occupational Diseases (November 5, 2017), as well as the Evaluation Report on the Current Situation of Occupational Disease Hazards and the Detection Report on Occupational Disease Hazard Factors in the Workplace issued by an authoritative third-party organization. According to the hazards involved in each position, and in accordance with the requirements of the Technical Specifications for Occupational Health Monitoring (GBZ 188-2014), the cycle of occupational disease health examination for employees is determined.
Before the new employee joins the company, human resources need to learn from the new employee whether the job position of the original company involves occupational disease hazards, if it involves the need to ask the employee for the occupational health examination report of the original unit (report issued by the unit with occupational health examination qualification, unconventional physical examination report), and the occupational health examination report needs to be stamped with the official seal of the original unit if the copy is a copy. If it does not involve occupational hazards, it is not necessary to provide it.
Before the new employees determine the position and have not yet entered the job, organize all the new employees to be hired after passing the interview to do an occupational health examination. If you cannot provide the physical examination report of your previous job, and you refuse to carry out the occupational health examination organized by the company, it is recommended that the company do not accept it.
After each occupational health examination, the company will receive the report at the physical examination institution, and inform the employee of the results and file it uniformly.
If it is found that there are occupational contraindications, suspected occupational diseases, occupational diseases and other matters, a review and transfer will be carried out in accordance with the Law on the Prevention and Treatment of Occupational Diseases (November 5, 2017) and relevant regulations.
According to the requirements of the "Workplace Occupational Disease Hazard Factor Testing Report" and the "Technical Specifications for Occupational Health Monitoring" (GBZ 188-2014) issued by a third-party organization, the company regularly organizes employees with occupational disease hazard factors to undergo occupational health examinations during their on-the-job periods. In general, the frequency of physical examinations is at least once a year.
When the human resources department receives an employee's resignation application, if the employee is involved in a position with occupational disease hazards, the employee shall be required to go through the procedures for occupational health examination when leaving the post, register the employee and issue the notice of occupational health examination to the employee who has left the post.
The employee to be resigned shall bring the notice of occupational health examination of the departing employee to the designated physical examination institution for physical examination, and submit the physical examination report to the human resources department for archiving.
If the expected time of resignation of the employee is less than 3 months from the physical examination time during the on-the-job period, there is no need to conduct the occupational health examination before leaving the company.
If the employee to be resigned refuses to cooperate with the occupational health examination before resignation or the employee leaves the company abnormally (such as absenteeism and refuses to return to the company to go through the resignation procedures), the human resources department shall send a letter to the employee.
Employee feedback.
The healthy development of the organization is inseparable from the smooth communication between the internal superiors and subordinates, and managers need to fully communicate with employees before formulating policies and implementing them. Without feedback from employees, no matter how good the idea is, no matter how perfect the plan, it is just the wishful thinking of the management.
How to operate employee satisfaction surveys.
Employee satisfaction survey is a way to listen to employees' opinions and stimulate employees to participate in management, a means of enterprise prevention and monitoring, and a quantitative embodiment of enterprise management in employee mentality and behavior. Through the employee satisfaction survey, we can capture the thoughts of employees, collect employees' opinions and requirements for improving enterprise management, and at the same time stimulate employees to participate in organizational change, enhance employees' sense of identity and loyalty to the organization, and provide an effective basis for enterprise human resource management decision-making and improvement. The content of the employee satisfaction survey mainly includes the following aspects.
1.Working hours.
This item is usually to find out whether the employee is satisfied with the commuting schedule, whether the employee can leave work on time frequently, whether the employee is satisfied with the vacation arrangement, and whether the employee is able or willing to accept overtime work under the premise of being able to pay overtime pay or take a reverse leave in accordance with laws and regulations.
2.Working environment.
This item usually includes whether the employee is satisfied with the ambient temperature, humidity, light and ventilation of the work, whether the employee's workplace is noisy, how clean the workplace is, whether the work requires frequent business trips, whether the tools and facilities used in the work are harmless to the body, and whether the employee is satisfied with the labor protection supplies provided by the company.
3.Labor intensity.
This item usually includes whether the employee is satisfied with his current workload, if he is not satisfied, there are two possibilities, it may be that the employee is too much work, or the employee thinks that the workload is too little, and whether the employee is satisfied with the physical strength or energy required to work.
4.How it feels to work.
This item usually wants to know whether employees feel the meaning and value of their work, whether they feel happy at work, whether they can feel that the relationship with colleagues or leaders in the department is harmonious, how the overall atmosphere of work feels to employees, whether employees feel the warmth between colleagues, whether employees feel the pressure of work, whether they feel the challenges of work, etc.
5.Compensation and benefits.
This item usually includes whether the employee is satisfied with the salary, whether the employee is satisfied with the way the company informs the salary details (payroll), whether the employee is satisfied with the amount of holiday benefits, whether the employee is satisfied with the type and form of benefits, and whether the employee is satisfied with the timeliness of wages and holiday benefits.
6.Room for advancement.
This usually includes whether the employee is clearly aware of the promotion channel of his position, whether he is satisfied with the company's promotion method, and whether he is satisfied with the time required for promotionWhether they can set their own career plans through the company's promotion channel, and whether the leaders of their departments support the promotion of employees.
7.Xi opportunities.
This item usually includes whether the employee can get relevant training in internal business or management skills, whether he can get the opportunity to study Xi and training abroad, whether there is an opportunity for further study, whether the employee thinks the company's training system is reasonable, and whether the employee is satisfied with the training and Xi learning opportunities provided by the company.
8.Leadership.
This usually includes whether the employee recognizes his or her supervisor and thinks that the supervisor's day-to-day supervision is reasonableBelieve that the expectations and requirements of the leader are reasonable, whether the relationship between the superior leader and the employee is harmonious, whether the employee can be effectively answered when the employee has questions at work to the department leader, whether the department leader can be fair, just, timely and effective when dealing with problems or disputes, and whether the work arrangement of the department leader for the personnel is reasonable.
In addition, it also includes the degree to which employees participate in and influence decision-making, whether leaders attach importance to the opinions of employees, whether department leaders can communicate the company's new policies and new systems to every employee in a timely manner, whether department leaders can lead by example in their daily work, whether department leaders can give employees due respect and sufficient communication, and whether department leaders can conduct employee evaluations fairly and justly.
9.Livelihood support.
This item usually includes whether employees are satisfied with breakfast, lunch and dinner, whether employees are satisfied with the dormitory environment, whether employees are satisfied with the services provided by the restaurant or dormitory, whether employees are satisfied with the leisure and entertainment facilities provided by the company, and whether employees are satisfied with various cultural and sports activities organized by the company.