CHAPTER 01

INTRODUCTION

1.1 BACKGROUND

Manufacturing sector accounts for about 16.5% of GDP. The textile, apparel and leather

product sector is the largest, accounting for 44% of total industrial output. The second

largest industrial sector at 24% of total manufacturing output is food, beverages &

tobacco. Majority of these companies are situated in the export processing zones (EPZs)

also known as Industrial Promotion Zones (IPZs). However majority of the companies

situated in these zones are apparel and apparel accessory manufacturers and exporters.

Free trade zones are setup under the Board of Investment (BOI) act. Enterprises governed

by this act enjoy special benefits such as tax holiday and other concessions.

Most of the apparel sector customers (our buyers) are world’s number one branded

apparel marketers. There was an era in late 70s that there was a huge market for fashion.

Though manufacturing of apparel was started from Europe high cost of manufacturing

shifted the trade towards the Asia and Africa. Later they, their supplier and buyers found

that some countries used unethical means of labor such as low salary, continuous

working, child labor, lakh of sanitary & safety ect, ect.

They sought to ensure that their goods (goods that produce in our country) are produced

in good working conditions. It’s a true fact that when people are treated with respect, in

decent working conditions and faire rates of pay, then both they and their companies

1
benefit from increased commitment and productivity. Customers benefit too from goods

offering better quality and value.

Achieving this objective has come through the development of agreed standards between

customers and suppliers, regular pattern f visits, compliance audits and a policy of

continual improvement backed up by strict sanctions when standards are not met.

1.2 SIGNIFICANS

As I stated that major portion of our GDP is based on textile, apparel and leather we must

protect this trade for the betterment of the country and the community. Meeting the

expectations of our customers is the key to success full business. To meet the

expectations of the customers we must meet the basic expectations of our employees.

Since our customers demands are very high standards they want consistently high quality

products delivered on time. We know that poor working conditions have a negative effect

on quality and productivity. Tired and demoralized workers cannot deliver the standards

that we expect. Improving working conditions in our factories will help us meeting orders

more effectively and strengthen relationship with employer, employee and employer

customer.

Majority of the global customers believe that high work place standards, good health and

safety, fair pay and care for the environment make a real difference in creasing

productivity, reducing risk, cutting costs and improving quality. (p-04, chapter 05, Global

Sourcing Principals (GSP) – Marks & Spencer manual).

2
1.3 PROBLEMS

Major part of the problem comes when the owners/management of the company neglects

the ethical trading practices, compliance of workers in order to gain more profits or lack

in management skills. What ever the reason they do this they are losing the employer,

employee relationship and the valuable customer. Lack of compliance may lead to slower

production, production of defects, accidents and sick leading lose of man hour. At last

this may lead to sabotage and strikes causing all efforts and investments in vain.

This is the utmost task of Human Resource Manager to convince the owners and

management to preparation of policies and SOPs aligning the requirements of the

workers, customer standards and good HR practices.

These valuable buyers or our customers have developed there own global sourcing

principles which set out clearly what they expect from all businesses producing their

merchandise. And they committed to work with there suppliers to meet international

standards as members of the ETHICAL TRADING INITIATIVE (ETI), which they have

chosen as their aspirational standards.

1.4 OBJECTIVES OF THE STUDY

Out line the standards

To better understand the audit process

To share areas of common non compliance

Share best practices

3
 CHAPTER 02

LITERATURE REVIEW.

2.1 LEGAL COMPLIANCE

HR of the organization should be utilized so as to confirm to various laws imposed by the

government in relation to managing people. If legal compliance does not exist survival of

the organization will jeopardize owing to incidences of divers industrial conflicts such as

strikes. Sri Lankan government has imposed a set of labor laws some of which are given

below.

• Shop and office employees act.

• Employment of women, young persons and children act.

• Industrial disputes act.

• Termination of employment of workmen (special provision) act.

• Employees’ holidays act.

• Workmen’s compensation act.

• Wages boards ordinance.

• Trade unions ordinance.

HRM in an organization (especially private) should be performed in compliance with

legitimate provisions imposed by the labor laws. For instance if an organization requires

a worker to work on a full moon poya day, the worker is to be paid at a rate not less than

one and a half times his/ her normal daily rate of payment according to the Shop and

Office Employees Act. Another example as per the same act, a person who has not

4
attained the age of fourteen years shall not be employed in or about the business of a shop

or office.

Prof. Dr. Henarath H.D.N.P. Opatha - Human Resource Management booklet for MBA –

(p-5)

2.2 CUSTOMER COMPLIANCE

As I mentioned in chapter 1 our customers are very important, in the business as well as

the global demand and supply for the particular brands. Comparison to the market

demand there is a tendency in increasing of organizations. These global customers

imposed these global sourcing principals and other ethical trading rules, manufacturer to

comply in the aim of:

The people working for there suppliers are to be treated with respect, and their health,

safety and basic human rights are to be protected and promoted. Each supplier must,

as a minimum fully comply with all relevant local national laws and regulations,

particularly with regard to;

• Working hours and conditions, rates of pay and terms of employment.

• Minimum age of employment.

Source: Ethical Trading Initiative base code – Marks & Spencer.

2.3 MASLOW’S NEED – HIERARCHY THEORY

Employee compliance is well conversant with the maslow’s need hierarchy theory for the

success of the organization or the business. Abraham Maslow’s “A theory of human

motivation” popularly known as “Need – Hierarchy Theory” is significant because it

5
encompasses all human needs that the customers, employees and the government laws

basically expects.

2.3.1 Categories of Needs

1. Physiological needs: These are basic to life. These include thirst, hunger and

companionship. They are relatively independent of each other and in some cases

can be associated with a specific location of the body. These needs are involved in

maintaining the process of the body.

2. Safety Needs: Also called security needs, and find expression of such desires as

economic security and protection from physical dangers and a desire for an

orderly and predictable world. Like physiological needs these become inactive

once they are satisfied. An individual who is safe, feels endangered no longer, and

hence makes no attempts to ensure security. In an industrial environment safety

needs are of primary importance to employees, because they are dependant on

others (supervisors) for safety.

3. Social Needs: These refer to belongings. Human is a social animal. All

individuals want to associate with others to gain acceptance, and to give and

receive friend ship from them. People do not work for money alone but also for

companionships. Cohesive informal groups indicate that employees have found an

outlet for their social needs. A simple index of the satisfaction of social needs in

organized settings is the frequency with which employees spend their free time

together, and away from work situations. E.g; games and outings. However

associations with others are also based on like mindedness. Thus people becom

friendly only with those who feel and believe the way they do.

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4. Esteem Needs: These refer to a desire for firmly based high evaluation from

others for self respect and self esteem. They include those needs which indicate

self confidence, achievement, competence, knowledge, and independence.

Competitiveness and a desire for the approval of one’s performance by peers are

important esteem needs from the point of view of an organization. They can be

utilized by efficient managers to achieve organizational goals and also to increase

feelings of worth and of being useful and necessary employees.

5. Self - Actualization Needs: These refer to self fulfillment. The term self

actualization was coned by Kurt Goldstein and means “to become actualized in

what one is foot at.” A person may achieve self-actualization in being the ideal

fitter, supervisor, mother or eminent artist.

2.3.2 Lower Needs and Higher Needs.

• Physiological and safety needs are categorized as lower needs.

• Social, Esteem and self actualization needs are categorized as Higher needs.

These needs are arranged in a lowest to the highest hierarchy. Unless the lower order

needs are first satisfied, even partially, the satisfaction of higher order needs will not be

possible. Thus psychological needs have to be satisfied before we can think of security.

Security and physiological needs have to be satisfied before one move up to the social

needs, and so on.

7
Therefore this has to be monitored continuously for the smooth function of the

organization.

Some organizations they themselves carry out compliance, health & safety audits which

we will be discussing later. On the other hand global customers have their own audits

carried out prior to place the order and while the production is going on.

In general employee welfare, Health & safety administration is the group activities

involved deeply in the development, implementation and on-going maintenance of a

legitimate, fare and adequate compliance system in order to achieve goals of the

organization.

World health organization (WHO) defines the aims occupational health as the prevention

and maintenance of the highest degree of physical, mental and social well being of

workers in all occupations; the prevention among workers of departments from health

caused by there working conditions; the protection of workers in their employment from

risks relating to factors adverse to health, the placing and maintenance of workers in an

occupational environment adapted to his/her physiological and psychological

environment; to summary the adaptation of work to man and each man to his job.

Prof. Dr. Henarath H.D.N.P. Opatha - Human Resource Management booklet for diploma

in HRM.

8
 EMPLOYEE WELL BEING

Sound mental well being Sound physical well being

To take correct decisions & Energy, speed, endurance,

desired behaviors persistence and flexibility to
do correct function.

HIGHER JOB PERFORMANCE

Source: Prof. Dr. HHND Opatha, Sevaka Mandala Kalamanakaranaya, 1995

2.4 HOW ENVIRONMENT HAZARDS EFFECTS EMPLOYEES HEALTH &

SAFETY

1. Industrial accidents Physical

2. Occupational Diseases Environment

3. Low Quality of Work Life (QWL) Mental/socio

4. Organizational Stress/ Occupational Stress Psychological

Environment

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2.5 CONSEQUENCES OF OCCUPATIONAL HEALTH & SAFETY

NEGLIGENCE.

Environmental Hazards Conditions Outcomes (unfavorable)

1. Occupational accident Loss of hearing, eyesight, High medical cost,

loss of body parts, cuts, High compensation,

sprains, Bruises, Broken High legal cost,

bones, Burns, electric Decline of reputation,

shocks, Death. High absenteeism,

2. Occupational diseases Cancer, asthma, poisoning, High turn over.

respiratory disorders, Job dissatisfaction,

reproductive disaster. Low job involvement,

3. Law quality of work Dissatisfaction, apathy. Low efficiency,

life. Ineffective,
4. Organizational stress Confusion, negligence, Low productivity.

tension.

2.6 WHAT ARE INDUSTRIAL ACCIDENTS?

Industrials are mainly due to human failure some where in the chain of circumstances

which lead to the injury and it is an unexpected occurrence that interrupts regular process

of work.

2.6.1 Cost of an Accident:

1. Insured Cost:

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 Under workmen’s’ compensation laws there is an immediate cost of an

accident, namely the insurance premium paid to cover the employers

financial liability for medical and compensation benefits for the

injured employee.

2. Uninsured cost:

a. Cost of wages paid to the injured worker.

b. Cost of wages paid for the time lost of workers not injured.

c. Cost of replacing the injured employee.

d. Cost of damages to plants, equipments and materials.

e. Cost of legal expenses arising due to the accident.

2.6.2 Causes of accidents

This could be categorized in to four as;

1. Relating to machines.

2. Human Causes.

3. Environmental causes

4. Miscellaneous.

Apart from above factors Low Quality Work Life is highly affecting the compliance

issues. They could lead or cause any of those factors and conditions discussed above.

They are:

a. Poor job design.

b. Low employee involvement

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 c. Ineffective pay system.

d. Unfulfilled expectations.

e. Discrimination practices.

f. Lack of job security.

Stress is another major factor affecting the employees when considered the compliance.

If employee compliance are well looked after employers/managers can overcome the

consequences of the stress of the employees.

2.7 FACTORS AFFECTING STRESS

a. Supervision, salary, safety and job security (4 S’s).

b. Organizational changes.

c. Crowding.

d. Lack of privacy.

e. Over work.

f. Unattainable targets.

CHAPTER 03

METHODOLOGY

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3.1 GLOBAL SOURCING PRINCIPLES (GSP).

1. Must meet law of the land.

2. Must steadily improve to international standards (ETI base code)

3. Suppliers’ responsibility to demonstrate compliance (audits).

4. Continual improvement required.

3.1.1 Other major conditions concerned in General:

1. Continuation of the business will be depending on the maintenance of established

set of standards together with each supplier which includes specifications

appropriate to the industries and countries producing the goods. It is the suppliers’

responsibility to achieve and maintain these standards.

2. The people working for their suppliers are to be treaded with respect and their

health, safety and basic human rights are to be protected and promoted. Each

supplier must as a minimum, fully comply with all relevant local and national

laws and regulations particularly with regard to:

a. Working hours and conditions, rates of pay and terms of employment.

b. Minimum age of employment.

3.2 MAJOR FACTORS AND CONDITIONS STATED IN ETHICAL TRADING

INITIAIVE (ETI) BASE CODE.

1. Employment is freely chosen.

13
 2. Freedom of association and the right to collective bargaining are respected.

3. Working conditions are safe and hygienic.

4. Child labor shall not be used.

5. Living wages are paid.

6. Working hours are not excessive.

7. No discrimination is practiced.

8. Regular employment is provided.

9. No harsh or inhumane treatment is allowed.

3.3 ETI – WHAT IS IT?

An alliance of:

1. Companies of global brands. (eg. Body shop, Sainsbury, CWS, Levis,

Debenhams, Next, Marks & Spencer).

2. Non-governmental organization or NGO’s (Save the children, Oxfam).

3. Trade unions.

3.4 COMPARISON OF CODES.

GSP ETI BASE CODE

1. Must treat with respect and protect 1. No boded labor.

human rights. 2. Safe, clean conditions.

14
 2. Local & national laws. 3. Freedom of association.

a. Health & safety. 4. No child labor

b. Lawful trade unions. 5. Free to leave

c. Min age (15 years). 6. No harsh treatment

d. Working hour. 7. Work hors

e. Rates of pay. 8. Living wage

f. Environment. 9. Legal employment with

g. Country of origin correct of the benefits.

product.

h. No subcontract from agreed sites.

According to this comparison it’s very clear that the both pacts are similar and expect the

same standard. Our next comparison should be law of the land with above two pacts and

compare how our law helps to achieve those standards.

3.5 COMPARISON BETWEEN COUNTRY LAW AGAINST THE GSP & ETI

CODE.

Comparison chart is attached herewith as the annex “A”.

1. Child labor: It was well met under the local laws and explained further controls

and procedures under the BOI regulations.

15
 2. Employment Freely Chosen: This is also well defined under the country law and

strengthen them.

3. Health and Safety: The labor standards and relations pamphlet of the BOI

contains regulations relating to health & welfare.

4. Freedom of association right to organize: Unions are allowed by law. Worker in

the EPZs have the same rights to join as other workers.

5. No Discrimination: By constitution itself discrimination is prohibited on the basis

of race, religion, nationality, language, social status, political ideas, disability and

union membership. Also conditions are clearly endorsed in the BOI regulation

too.

6. Discipline: Disciplinary rights are also secured very well.

7. Hours of work: Generally this is also same except for OT hours. Local labor law

allows up to 60 OT hours a month where GSP and ETI allows only 48 hours.

Apart from OT pregnant women and people under the age of 18 have exceptional

facilities.

8. Wages, Benefits and Employment: This is specified lengthy and in detail meeting

the minimum standards.

9. Environment: GSP expects to meet the national laws and improvements.

Environment rules and environment authority laws governs this factor.

Comparatively country laws are meeting the GSP & ETI standards very well. But the

factor is implementing and maintaining these laws. Also monitoring of these is very

important in maintaining compliance.

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 CHAPTER 04

INTERPRITATION

Meeting and maintaining of these standards are not an easy task. According to the GSP

and ETI they used to carry out compliance audits prior to give an order and as well as

they do audits and visits to the sites during the time their order is going on. To achieve

17
and maintain these standards there are methods of regular auditing and site check ups

conducted by HR or safety officer.

In most of the MAS holding factories have a safety officer or dedicated HR personnel to

carry out regular site visits and local audits. This is a proven method to maintain

sustainable compliance within the organization to retain our precious customers.

4.1 WORKPLACE ASSESSMENT:

This is the task identification and first step to be done.

• Purpose of workplace inspection.

• Identify and evaluate hazards- main reason.

• Identify non-compliance of workers.

• Recommend feasible improvements.

• Investigate workers complains-collective or individual complains.

• Audit of OSH.

4.1.1 Work place assessment the second review

• Review purpose of assessment - why you should asses?

• Any other relevant/important information

• Review any relevant records about the industry/factory

18
• Review the relevant literature- what is in textbooks may not find in real

practice. Difference picture in diff, factories / organizations.

4.2 WORK PLACE ASSESSMENT STEPS

• Pre-inspection

• Inspection

• Post-inspection

4.3 WORK PLACE INSPECTION

Pre-inspection-prerequisites

• List of materials/chemicals used in the workplace-hazardous chemicals?

• List of products. (product in intermediate level)

• List of products (finish good) their chemical physical and biological nature

• List of work processes- hazardous to workers? dangerous processes

• List of machines-dangerous? hazardous?

Pre-inspection prerequisites
Information about work place

• Working hours- shift work-nature of shifts-8 hrs or 12 hrs, permanent or rotating

shifts, night shifts, frequencies of shift rotation(circadian /internal body clock)

• Forward rotation of shifts

Pre-inspection

• Process or work flow chart- schematic diagram of factory/work place lay out

• Raw materials- list- hazardous?

• Intermediate products-list-hazardous?

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• Final products-list-hazardous?

Pre inspection
Workplace inspection
Inspection walks through

• Start from the very beginning of the process

• Health hazards

• Safety hazards

• General working environment

• Control measures taken including PPE (personnel protective equipments)

• Warning signs/signals

• Waste disposal

Health hazards

• Physical- noise, heat, vibration, radiation, illumination,

• Chemical-dust, mist, fumes gas, vapor, liquid, solids

• Ergonomics-working postures, lifting, repetitive motions, cumulative trauma,

MSD, RSI

Lifting & carrying weight

Work place inspection
Noise
Posture & Metal fumes
Health hazards

• Biological- soil, animals, infectious agents, air conditioning

• Mental-work organization (organization culture & structure), workers morale,

interpersonal relationship, worker-worker, worker- management, inter-managerial

20
 relationships, job tasks, job targets, dead lines, overtime, shift work

Health hazards
Work place inspection
Chemical safety

• Take adequate safety precautions as per M.S.D.S

Chemical safety

• Fire-Fire safety, fire drills, simulations, preparedness, advise from experts

• Explosion- anticipate, plan in advance, expect the worst outcome & plan to
prevent

Safety hazards

• Accidental falls- falling from heights, fall of objects on workers

Safety hazards
Unsafe working at height

• Mechanical/machine injuries- machine guarding(moving parts), machine layout,

congestion of machines

• Electrocution- Electrical injuries, electrical safety

• Overloading of electrical circuits

• Work in confined space- manholes, underground storage tanks, ships(tankers),
septic

Tanks

• Clear safety policy on work in confined space (Working in Confined spaces).

• Air supplying type respirator

• Supervision

• Suitable PPE

21
4.4 WELFARE FACILITIES

• Safe drinking water-outbreak of diarrheas -large number of workers will be

affected.

Serious blow to the production, worker unrest, trade union activities hamper

employee-employer relationship, industrial disharmony. Could be prevented. Cost

effective investment on safe water.

• Washing facilities-Taps, showers, bathrooms- adequate number for the work

force,

hygiene & sanitation, cleaning on daily basis, workers commitment to keep clean.

Regular maintenance.(broken taps, leaking bathrooms, slippery floor, bad odour)

• Toilets- adequate number, sanitation & hygiene, water supply, maintenance,

separate

for males & females.

• Medical facilities-quality of care, in-house doctor, visiting doctor, refer to out side

institution, qualified nurse to man the medical centre, quality of drugs & medical

equipments

• First aid facilities- items , adequate quantity for the workforce, quality, locality of
first

aid boxes, keys to be placed in strategic locations under supervision of a

responsible officer, check the expire dates of items.

• Place for meals- meal rooms, canteens, kitchen- sitting capacity- 1/3 of the work
force at

a time, cleanliness, sanitation, hygiene, disposal of canteen waste, food hygiene,

quality & nutritional value of food served or sold

• Free meals or subsidized rate- enhance employee morale

22
• Medical examinations- on regular basis- identification of chronic degenerative
ailments

at early stage improves prognosis and more cost effective.

• Resources spend on medical care is a very good investment for the long run-
Healthy

work force is a priceless asset

• Working uniforms- suitable material, type, depends on the nature of the job task,
kind of

the uniform- overalls -production oriented industry- ship yards, metal industry

• Changing rooms & individual lockers

• Important safety messages could prominently displayed in common places

4.4.1 Other Welfare facilities

• Washing of working uniform- hazardous industries- asbestos cement, lead based,

chemical based industries- contamination of the uniform-

• Washing of uniforms separately from home linen- “by stander effect

• Separate washing facilities at the work place

4.5 GENERAL WORKING CONDITIONS

• General ventilation- air flow, air velocity, air inlets & out lets, their adequacy, any

obvious odor, dust, fumes, mist, smoke, vapor

• Local exhaust ventilation- to capture at source

• Push & pull ventilation- exhaust & blow fans- their effectiveness, adequacy

23
• Illumination (lighting)- depends on the nature of the job. more precision work-
more

illumination including local illumination with general illumination. too bright &

too dark best avoided

• Health consequences of poor illumination-accidents & injuries, bending towards
the

object- MSD

General working environment

General working conditions

• Over-crowding- congestion of workers & machines- inconvenience, prone to

accidents,

pollution of working environment, less productivity, poor inter-personal

relationship, conflicts, industrial disharmony

• Proper lay out of the factory/ workplace

4.5.1 Over crowding

General working conditions

• House keeping- pathways well demarcated, unobstructed pathways, keeping

materials at

appropriate places, removal of unnecessary stuffs from the work place -provides

more space

• Good housekeeping contributes towards reduction of accidents and improves

safety

• Cleanliness & environment sanitation- Disposal of industrial/factory/workplace

waste/

garbage- regular basis(daily) and systematically, collection of garbage -result in

breeding of flies, mosquitoes, rodents etc.

24
4.6 TOOLS AND TECHNIQUES

Control of work place hazards

• Engineering control- most effective

• Capture at source & removal of hazardous substances

• Local exhaust ventilation- effectiveness

• Enclosure & barriers- machine guarding, enclosure of worker or process

• Isolation/segregation

4.7 BEST PRACTICES

4.7.1 Control of work place hazards

• Substitution- highly hazardous substances are substituted by non or less

hazardous-

feasibility, cost, quality of the final product

• Good work practices- Training (safety & vocational), re-training, on the job
training

• Safety consciousness, safety culture, behavior based safety

• Proper disposal of industrial waste

• Properly displayed safety & warning signs & signals- appropriate messages at

appropriate places

• Personal Protective equipments- least effective- appropriateness, maintenance,

suitability, compliance(ensure 100%)

PPE

25
4.7.2 Other work areas

• Storage areas- improper storage of hazardous materials

• Laboratories- use of hazardous substances

• Loading & unloading areas- accidents & injuries are common due to negligence

• Maintenance areas- areas under construction

• During break downs & shut downs of normal work routine safety mechanisms
may not

function- workers are vulnerable

4.7.3 Seek more information on following matters since they are out of the control in
some occasions.

• Maintenance & cleaning operations mainly done by contract workers

• Type and quality of chemicals

• Material Safety Data Sheets

• Non routine processes- could be unidentified hazards, unusual occurrences?

Go through records & documents

• Results of environment & biological monitoring- keep records for reference-
compare

with past results

• Training records of workers in OSH

• Production figures-related to hazards-less production-less profits-less allocation

for

OSH- less OSH services - Go through records & documents

• Overtime figures- safety standards are determined for 8 Hr exposure-Eg-Noise

levels 85

dB for 8 Hr exposure

26
• Quality of chemicals purchased-name of suppliers, their standards, reputation

Cooperate safety policy

• Safety policy -workers are educated and made aware of the safety policy, safety
policy

should be displayed in strategic locations

• Safety committee- chaired by a senior manager, who is capable of making policy

decisions
• Safety committee is met at least once a month to review the current safety status

• Proper implementation of the safety policy -contribution from all quarters from
top to

Bottom

• Trained safety officers

4.7.4 Interview of workers

• Work related health problems- be a good listener & observe non verbal emotional

expressions of workers- work related stress, work overload, overtime, impossible

job tasks, targets, dead lines

• Problems with use of PPE- difficulty in use, unsuitability, improper sizes

• Hours of exposure- long hours, overtime, extra workload

• Workers morale

• Nature of work- dangerous work with minimum safety measures, hazardous work

without adequate protection

4.8 POST INSPECTION

• Discussion with the management

27
• Inspection report-identify the problems and list them out in priority order

• Specific recommendations- what actions to be taken- immediate, intermediate &

long

term. are the recommendation feasible & cost effective.

• Do you need specialized work place inspection to be carried out by a specialist

• Do you need biological & environmental monitoring to be carried out- what

organization to be contacted.

CHAPTER 05

CONCLUTION

Goal of every business organization is similar and solid that is to gain profits. But when

they are trying to reach this tend to use various methods. What ever the method used it

should be ethical and faire in general, according to the GSP, ETI or country law. The

most important stake holder we consider is the customer. But it’s a proven factor that to

satisfy the customer we must sell the product in a competitive price with maximum

profits with the best quality. To do all these we must have a set of dedicated, trusted,

efficient and knowledgeable employees. Employees to achieve the above said standards

they should be happy, healthy and free of problems or free of stress.

28
That is what we discussed above how to keep thee happy healthy and free of stress. Them

they will be dedicated, trusted, efficient and thirst for knowledge to success the

organization. In the cause of achieving those organizations must carry out regular audits

prior to the customer and remedy any non compliance.

These processes of caring of workers are another way of winning their hearts and minds

since it involves high human interaction. Therefore rectifying any lapses helps to improve

or boost the moral of employees which is the utmost important and happiest achievement

of Human Resources Manager/personnel.

06 References :

1. Prof. Dr. Henarath H.D.N.P. Opatha - Human Resource Management booklet

for MBA – (EIPEL)

2. Prof. Dr. HHND Opatha, Sevaka Mandala Kalamanakaranaya, 1995

3. Occupational & environment median 1997 – Joseph Ladon.

4. Draft guidance for hazard determination – US department of labor,

Occupational safety & health administration (OSHA).

5. Occupational health 1998 – Rohini De alwis Senarathne, Dulitha N Fernando,

& Kantha Lankathilaka.

6. Physical & biological hazards of the work place – Peter H. Walt & Gregy M
Stave. 2002.

7. Environment safety & health hand book 2002 – Nike Ink.

29
8. H & S manual – Noyon Lanka (pvt) Ltd.

9. GSP and ETI base code manual.

07 ANNEXES

30