Employees’ right to know is a process that is ever-changing. It is required by law that Safety Data Sheets are kept on all chemicals and materials used within the work environment. Annual training is required for all employees. 

For this milestone, you will develop a process to ensure that employees are kept current and the Safety Data Sheets are kept current with any chemicals and materials used within the work environment for the organization about which you have been focusing on in previous milestones.

To successfully complete this assignment, view the

Milestone 3 Rubric document.

MGT 3320: Human Resources

Milestone 3: Employees’ Right to Know and Safety Data Sheets

Guidelines and Rubric

Overview:

Employees’ right to know is a process that is ever changing. It is required by law that Safety Data Sheets are kept on all chemicals and materials used within the work environment. Annual training is required for all employees.

Prompt:

For this milestone you will develop a process to ensure that employees are kept current and the Safety Data Sheets are kept current with any chemicals and materials used within the work environment for the organization about which you have been focusing on in previous milestones.

Specifically, be sure to include the following critical elements in your submission:

· Explain why safety data sheets are important for this organization and its employees

· Identify the types of chemicals and materials that might be included in the safety data sheets for this organization

· Assess what types of training might be necessary for employees concerning these chemicals and materials

· Describe where the safety data sheets should be kept in the organization and how employees will access them, especially in an emergency

· Explain how you would ensure that the safety data sheets are updated routinely

Guidelines for Submission:​ Your assignment must be submitted as a Microsoft Word document with double spacing, 12-point Times New Roman font, one-inch margins, and references to any sources used must be cited in APA format.

Instructor Feedback:​ This activity uses an integrated rubric in Blackboard. Students can view instructor feedback in the Grade Cente

Rubric

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MGT 3320: Human Resources

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Successful training of the employee demands a well-developed employee training program. The employee can be trained through the integration of two learning strategies. The best training strategies for these employees are social learning and on-job training strategy. For this employee, On Job Training is the best training strategy to ensure that the employee is fully engaged and actively involved through learning. The training is being conducted on a single person and not a team, making the on-job training the best strategy. Participation in the training involves real-time activities on their future jobs, giving the trainers real-time feedback on the employee abilities and skills. After all, the training is geared towards learning new skills with minimal prior experiences.

Effective training significantly boosts the performance of the employee (Ocen et al., 2017). It also equips the employee with knowledge on the tasks as well as background knowledge of the organizations. The on-job training avoids time wastage since the new employee is trained as part of the job. He will be engaged in various tasks with each task when he will work on it with the rest of the team after some training. The process will also allow him to learn from other employees as well as from the instructor.

On-the-job training will also ensure that the employee received the appropriate training to complete various tasks independently. The process will also ensure that he satisfies the recommendations of performance appraisals. Training is more effective when it is carried practically rather than training the employees in theory and expects them to perform in the field independently. It will also help to identify any challenges that the employee may be experiencing, and once the problem is identified, the instructor can help the employee through the development of an effective solution. The strategy is only effective when training the employee on tasks and responsibilities such as management and coordination. Through guidance under the on-job training strategy, some of the employee training areas include store management, record management, asset management, and the management of aspects of supply chain function.

Training should not be a one-time activity for the new employee. Effective training is a long-term process as the employee has a lot to learn from other employees that have worked in the company and have gained experience. As a result, social learning comes when the employee learns from others by observing, imitating, and modeling their behaviors. The organization’s culture significantly influences social training. This kind of training can occur cognitively or not. Sometimes learning takes place without the knowledge of the learners, especially of behaviors.

As much as the employee is provided with the organizational core values, social learning helps the employee synchronize the values in all aspects of the organization. The organizational culture will influence the employee to portray trust and respect through daily operations (Kodwani, 2017). After all, the employee has to adapt to the organizational systems and practices. Through social learning, which occurs through observation, among other strategies, the employee learns to conducts the business in an honest, trustworthy, and transparent manner. It also influences the employee to be accountable and committed to the work based on how they carry out their operations. This kind of training is a long-term process that changes with the organizational cultural changes from time to time.

References

Kodwani, A. D. (2017). Decoding training effectiveness: the role of organizational factors. Journal of Workplace Learning.

https://www.emerald.com/insight/content/doi/10.1108/JWL-05-2016-0038/full/html?casa_token=6AymZKEIfmMAAAAA:NFSWyU_PYmdk8CZ4U2u_s29PzszNSFD6QgRkc-oET3POWRqCdpdiG9mQqQKqGGahfZS4cmXbIryGCj1UzD9ZBLN68O2DFhW_2QEH1zpTMOm_jZoBFKgb

Ocen, E., Francis, K., & Angundaru, G. (2017). The role of training in building employee commitment: the mediating effect of job satisfaction. European Journal of Training and Development.

https://www.emerald.com/insight/content/doi/10.1108/EJTD-11-2016-0084/full/html?casa_token=sIFoKPjVEPAAAAAA:VArBflgN1DqSoP6sTrlGrIGmP3gohn2iaYuumBGyaJVf9BiNArFGfT0EkUPVaEanDOn_WfMK1aCXmms7UzP77habWirXN6cYBK6gmm-ZVyxPBG3SXdXB

LOGISTICGROUP OF COMPANY

Job Description

Name of the Officer: John Paul Position: Logistic officer
Qualification: Degree in Computer Science
Academic Effective Date: 8th January, 2021 Location: US.A
Supervision: Administration Officer Department: CT

JOB SUMMARY

The Logistic Officer is in charge of overseeing all aspects of logistics functions, planning warehousing, distribution, recoding, forecasting and reposting of relevant operation, logistic officer will also facilitate receipts, sorting out, logging and transportation of material to user destinations.

N0

Responsibilities

task

K1

Management and coordination
of aspects of supply chain function

The logistic officer does the routine logistical operation in the store, ensures that it works with and has efficient and effective results in order to support logistics .
Responsible for promoting, compliance, with good practice and company policy, procedure and systems in so far as the warehousing is concerned.
Ensure the company supply chain, store management and asset management are achieved in an effective manner.
Ensure excellence formal and informal communication with programme logicians

K2

Asset Management

Participate in development of databank of the project assets and ensure routine update of the company inventory
Support the company assets, by ensuring that it is updated and coherent with logistics programme asset lists, with all company assets which are supplied are given tracking numbers and entered onto the database
Coordinate with programmer and logistics workers ensuring asset disposal and management procedures are adhered by the company and donor requirement

K3

Record Management

Train the staff in charge of students records on how to manage records
Support the schools in developing proper registry systems
Overseeing the records management in the offices and schools
Coordinate the student filling system implementation
Train the librarian on theliabrary systems of cording for easy of tracing books

K 4

Store Management

Provide support for ensuring all request for goods by programme teams are fulfilled on time
Maintaining up-to-date records of all material and monitoring and ordering of new stock
Support all aspect of the company store including access, stock control systems and paper work
Ensure maintenance of an efficient systems of records, storage ,and retrieval of documents for all purchases

Company core value to be synchronized in all aspects operations

TRUST :
i. conduct business in a honest, trustworthy and transparent manner
ii. uphold good character and high moral standards
iii. seek to fulfill and keep any promises given dependable and reliable
iv. seek to fulfill policies , ethical codes ,law and regulations
v. trust is a relationship of reliance

RESPECT:

i. recognize and nurture diversity of option amongst staff, partners and communities
ii. cultivate team spirit to achieve shared results
iii. values and upholds the dignity, potential worthy and rights of every human being
iv. promote positive and effective staff interactions nd interpersonal relationships

ACCOUNTABILITY

i. demonstrate good governance
ii. ensure prudent and transparent allocation nd control of organization resources
iii. good stewardship of organization donor resources

COMMITMENT:

i. create opportunity for staff and communities to realize their potential
ii. learning from past experiences to inform future approaches
iii. set high standards in governance and managements
iv. strive to attend the highest standards in all you do
v. firms total commitments to the people we work with

EQUITY

i. advocate for and pursue attainment and enjoyment of the human rights of the people we serve and work with
ii. upholds and promote the dignity of all the people
iii. justice in relationship between children ,youth ,adult , tribe and gender
iv. fairness to all regardless of ethics background ,race, religion, ideology, gender and tribe

Autonomy
1) Freedom to do professional responsibilities and task described above without being intimidated.
2) Authority to choose between known logistics practices, methodologies and procedure to attain and maintain high programme standards.
Supervision and reporting relationship
1) the logistic offer works closely with the administration and school managements team to ensure effective operation of the activities conducted
2) the logistic office will be supervising all the drivers and assign daily tasks and assignment
3) The logistic officer will supervise the support staff ensure the offices and accommodation rooms are well maintained and cleaned daily.
Contacts key Relationship (Yoon, Kwon, Kim, and MIN, 2020)
1) All company staff and managers
2) partners who work in all our offices around the globe
3) donors who partner with the company
4) government and relevant offices around the globe
5) alumni and other potential partners
The desired qualification, knowledge, skills and abilities (Bartkowiak and Krugiełka., 2018)
1) A person must have degree in purchasing and supply or Information Technology and Records Management from a recognized University, with a hand in experience of at list 2 years.
2) The person must prove performance as a logistic office with outstanding results from a recognized company
3) The person should be ready to demonstrate capabilities and strategies to propel logistic function to operate at optimal level
4) have knowledge in Microsoft word and its application

Certification
Employee
I certify that I have read and understand the responsibilities assigned to this person
Name and Signature…………………………………………..
Date…………………………………………………………….
Supervisor – Human Resource Department
I certify that this job description accurate description of the responsibilities assigned to the person

Name and Signature…………………………………………..
Date…………………………………………………………….

Reference
Yoon, H., Kwon, N., Kim, M. and MIN, W., 2020. Job Crafting Alone or Together? : Job Crafting, Collective Job Crafting, and Creativity. Academy of Management Proceedings, 2020(1), p.19130.
Bartkowiak, G. and Krugiełka, A., 2018. Job crafting among Polish employees. Studia i Prace WNEiZ, 52, pp.187-197.