Dear All,
I work for a manufacturing company, and we're planning to award our employees for constantly wearing personal protective equipment (PPE) while at work. Could you please help me by suggesting a good and catchy title for the same? For example: "Safety Star," "Man of Safety," etc.
Thanks in advance for helping me out.
Regards,
Subramani
From United Arab Emirates, Dubai
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16I work for a manufacturing company, and we're planning to award our employees for constantly wearing personal protective equipment (PPE) while at work. Could you please help me by suggesting a good and catchy title for the same? For example: "Safety Star," "Man of Safety," etc.
Thanks in advance for helping me out.
Regards,
Subramani
From United Arab Emirates, Dubai
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Dear All, Good to see 17 views for my above post but would be more happy to receive couple of replies too.. Looking forward to your advice once again... Thanks, Subramani
From United Arab Emirates, Dubai
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From United Arab Emirates, Dubai
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Dear Subramani,
Sorry for being late in my reply. Most people use the term "safety award" to issue certificates for safety at my workplace. We select the best employees for safety and give them an award called the "star award." However, I believe that the "safety award" is the best title forever.
Keep in touch.
From United States, Fpo
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Sorry for being late in my reply. Most people use the term "safety award" to issue certificates for safety at my workplace. We select the best employees for safety and give them an award called the "star award." However, I believe that the "safety award" is the best title forever.
Keep in touch.
From United States, Fpo
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Hi, You can give award every month selecting a employee "Safety man of the month" Regards, ramathia
From India, Chennai
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From India, Chennai
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Hello Subramani,
You can give the title as "Safety Champion" of the month/quarter or whatever time frame you may decide. The certificate is also a great idea. What I have seen works is some small incentive tied to the certificate (movie ticket for two or dining certificate - whatever is the latest trend in your area).
Also, a pin that they can display on their shirt/top is a good reminder to others.
Hope this helps.
Regards,
Swati
Ergonomic Consultant
From United States, Palo Alto
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You can give the title as "Safety Champion" of the month/quarter or whatever time frame you may decide. The certificate is also a great idea. What I have seen works is some small incentive tied to the certificate (movie ticket for two or dining certificate - whatever is the latest trend in your area).
Also, a pin that they can display on their shirt/top is a good reminder to others.
Hope this helps.
Regards,
Swati
Ergonomic Consultant
From United States, Palo Alto
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Hello Mr. Subramani,
First of all, regards to you. That's great to have such competition in an organization.
For your query, you can go for "Safety Rider," but Safety Champion is one of the best. You can plan for a safety week out of your routine production activities. Within that week, you can also go for safety training programs. Before going for any award, what I feel is awareness is also an important start.
There are two ways to reward:
1) Monetary Rewards: In this section, you can go for monetary or financial rewards such as incentives.
2) Non-Monetary Rewards consist of recognition, like giving that award at the annual general meeting or displaying the winner's banner in the most visible places.
I hope this will help you.
Regards,
Niranjan Kulkarni
From India, Pune
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First of all, regards to you. That's great to have such competition in an organization.
For your query, you can go for "Safety Rider," but Safety Champion is one of the best. You can plan for a safety week out of your routine production activities. Within that week, you can also go for safety training programs. Before going for any award, what I feel is awareness is also an important start.
There are two ways to reward:
1) Monetary Rewards: In this section, you can go for monetary or financial rewards such as incentives.
2) Non-Monetary Rewards consist of recognition, like giving that award at the annual general meeting or displaying the winner's banner in the most visible places.
I hope this will help you.
Regards,
Niranjan Kulkarni
From India, Pune
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Dear Mr. Subramani
You have got already a few good inputs from our forum members... Have a look into the attached file too... This is how we are issuing Appreciation Letter to our employees, contractors, etc...
“Best Safety Conscious Supervisor – Contractor” this is the term we are using... In place of Supervisor, you can put Employee, Contractor Workmen, Professional, Etc. according to your need...
This can be printed in your companies letter head for distribution...
Dear Raghu
Thanks for the uploads and the inputs... Keep on sharing...
@All : Nice input and participation... Expecting the same in other threads also... Keep up the pace and keep on participating...
From India
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You have got already a few good inputs from our forum members... Have a look into the attached file too... This is how we are issuing Appreciation Letter to our employees, contractors, etc...
“Best Safety Conscious Supervisor – Contractor” this is the term we are using... In place of Supervisor, you can put Employee, Contractor Workmen, Professional, Etc. according to your need...
This can be printed in your companies letter head for distribution...
Dear Raghu
Thanks for the uploads and the inputs... Keep on sharing...
@All : Nice input and participation... Expecting the same in other threads also... Keep up the pace and keep on participating...
From India
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Dear All,
Now that you are back in the HR saddle I would like to redirect my question to all of you. During our studies we have covered many motivation theories and mainly,
Maslow – Hieraechy of Needs theory
Alderfer - ERG therory
Herzberg – Motivation/Hygine theory
Vroom – Expectancy theory &
Porter/Lawler – Variation of Expectancy theroy
Can we now look at our own organizations, what we practice from above within the parameters of management decisions and then see who is more responsible for retaning our staff? Is it HR as we go out and recruit them or the immdeiate supervisor who make use of the staff having posted them into their respective departments? Either way reason out as to why do you think that they are more responsible than the other?
nalin
From Sri Lanka, Colombo
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Now that you are back in the HR saddle I would like to redirect my question to all of you. During our studies we have covered many motivation theories and mainly,
Maslow – Hieraechy of Needs theory
Alderfer - ERG therory
Herzberg – Motivation/Hygine theory
Vroom – Expectancy theory &
Porter/Lawler – Variation of Expectancy theroy
Can we now look at our own organizations, what we practice from above within the parameters of management decisions and then see who is more responsible for retaning our staff? Is it HR as we go out and recruit them or the immdeiate supervisor who make use of the staff having posted them into their respective departments? Either way reason out as to why do you think that they are more responsible than the other?
nalin
From Sri Lanka, Colombo
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