Training and

Development
 Areas of Global Training and
Development
Technical Training
Functional Training
Strategic management skills Training
Soft skills Training
Cross-cultural Training
Language Training
Pre-departure Training
Expatriate Training
Training for short-term assignment
On-the-job Training assignments
Global mindset Training
Team Training
Management Development
 Technical Training
• Learning and development (L&D) teams enable employees to build core technical skills, master the technical
aspects of their jobs, and keep up with the latest industry trends and technologies through technical training
programs.

• Technical skills, also known as hard skills, are the specialized knowledge and abilities required to perform specific
tasks or use particular tools and technologies. These skills are often learned through education, training, or hands-on
experience.

• Technical training is a structured learning process designed to equip individuals with the specific skills and
knowledge needed to excel in a particular technical field.

• This immersive approach ensures that participants not only grasp the concepts but also develop the practical
skills required for success in their roles.
 Types of Technical Training
• Formal education and degree programs

Formal education and degree programs are traditional forms of technical training offered by educational
institutions such as universities, colleges, and vocational schools. They typically lead to academic
qualifications like degrees, diplomas, or certificates.

They offer a deep understanding of the subject matter and can be foundational for a career in technical
fields.

• Online courses and certifications

Online courses and certifications are delivered via digital platforms and eLearning modules. They cover a
wide range of technical topics and are often provided by universities, online course providers, or
professional organizations.
• On-the-job training

OJT provides hands-on experience and immediate application of skills in a real work environment. It
is often tailored to the specific needs of the job and can be a highly effective way to learn complex
software and technical skills.
• Off-the-job training

Off-the-job training can take place near the workplace or somewhere further away, such as at a
resort or at a training center. When employers hold training away from the workplace, it helps
minimize distractions so employees can fully focus on the material they're learning.

• During this type of training, employees express their views and opinions and explore new ideas to
bring to the workplace. Before the conclusion of the training, employees typically receive some
form of evaluation. Examples: classroom lectures, simulation, role-playing, case studies,
workshops and seminars, audio-visual and management games.
 In-house corporate training programs
Many organizations offer in-house training programs to develop their employees’ technical skills.
These programs can range from short workshops to long-term development initiatives.

Functional Training: Functional jobs like accountants, Lawyers, Lecturers, Professors,

production specialists, Managers and sales personnel.

 Whenever there is shortage for such professions.

But, such skills may not exactly suit to the functional job requirements. MNCs need to train the
expatriates to provide such skills in order to plug such gaps.
Soft skills Training
Hard skills tend to relate to the core business of an organization, such as writing skills, computer
networking skills, machine operation, business analysis, design, and construction.

Soft skills deal more with interpersonal relationships and involve things like conflict resolution,
communication, listening, and problem-solving.
Soft Skills Hard Skills
Non Technical Technical
People-related Job-specific
Transferable (applicable to all professions) Non-transferable (not applicable to all professions)
Subjective Objective
Important for long-term employability Important for immediate job requirements
Applicable to the workplace and personal life Applicable only to the workplace
Relies on personal abilities and doesn’t require tools,
equipment, or software Relies on tools, equipment, or software
Strategic Management Skills Training

Strategic managers are core and critical managers of MNCs and they are viewed as critical strategic
assets of the organizations.

These employees have to acquire comparatively recent and competitive skills to be ahead of the customer
expectations as well as competitors.

MNCs train and develop these employees on priority basis in internationally reputed institutions.

Cross-cultural Training

Cross-cultural training is designed to help individuals and organizations navigate and bridge cultural
differences effectively. This type of training is essential in today’s globalized world, where diverse teams
and international collaborations.
Language Training

Language training is becoming increasingly important for employees in multinational corporations (MNCs) in India.
English Proficiency: English remains the primary language for business communication in MNCs. Employees are often
required to have strong English skills for both written and verbal communication.

• Regional Languages: Given India’s linguistic diversity, knowledge of regional languages like Hindi, Tamil, Telugu,
and Bengali can be beneficial. This helps in better customer engagement and internal communication.

• Foreign Languages: Proficiency in foreign languages such as French, German, Spanish, Japanese, Mandarin, and
Korean is highly valued. This is especially true for roles that involve interaction with international clients or teams.

• Customer-Centric Approach: MNCs emphasize a customer-centric approach, which includes communicating with
customers in their preferred language. This enhances customer satisfaction and loyalty.

• Training Programs: Many MNCs invest in language training programs for their employees. These programs aim to
improve communication skills and foster a more inclusive work environment.
Pre-departure Training

Pre-departure training is an essential step for anyone preparing to move or travel abroad. It helps
individuals understand and adapt to the new culture, environment, and work or study conditions they
will encounter.
Pre-departure training

Cultural Orientation: Understanding the customs, traditions, and social norms of the destination country.

Language Skills: Basic language training to help with everyday communication.

Practical Information: Details about housing, transportation, healthcare, and local laws.

Safety and Security: Tips on staying safe and what to do in case of emergencies.

Work/Study Preparation: Information specific to the job or academic environment, including

expectations and professional etiquette.

Health and Well-being: Guidance on maintaining physical and mental health while abroad.
Expatriate training
Expatriate training is crucial for preparing employees for international assignments. Here are some
key types of expatriate training:
• Cross-Cultural Training: Helps expatriates understand and adapt to the customs, traditions, and
social norms of their host country.
• Language Training: Equips expatriates with the language skills needed to communicate
effectively in their host country.
• Technical and Job-Specific Training: Focuses on the specific skills and knowledge required for
the job in the new location.
• Practical Living Skills Training: Provides practical information about living in the host country,
such as transportation, healthcare, and daily living.
• Pre-Departure Orientation: Covers essential information and preparations before leaving for the
assignment.
• Repatriation Training: Prepares expatriates for returning to their home country after the
assignment.
• Family and Spouse Support: Offers support and resources for the expatriate’s family to help
them adjust to the new environment.
Training for short-term assignment
Short-term assignment can be both exciting and challenging. Here are some tips to help you make
the most of it:
• Understand the Objectives: Clearly define what you need to achieve during your assignment.
Knowing your goals will help you stay focused and productive.
• Learn Quickly: Since time is limited, prioritize learning the most critical aspects of your new
role. Seek out resources, ask questions, and observe your colleagues.
• Build Relationships: Networking is key. Connect with your team and other stakeholders to build a
support system and gain insights.
• Stay Organized: Keep track of your tasks and deadlines. Use tools like to-do lists, calendars, and
project management software to stay on top of your responsibilities.
• Be Adaptable: Be ready to adjust to new environments, cultures, and workflows. Flexibility will
help you navigate any unexpected challenges.
• Seek Feedback: Regularly ask for feedback to ensure you’re on the right track and to identify
areas for improvement.
• Reflect and Document: Keep a journal of your experiences and learnings. This will help you
reflect on your progress and can be valuable for future assignments.
Global mindset Training
Developing a global mindset is crucial for thriving in today’s interconnected world. Here are some key
strategies and benefits of global mindset training:
Key Strategies:
• Cultural Awareness: Understanding and respecting different cultures, traditions, and business practices.
• Language Skills: Learning new languages or improving proficiency in widely spoken languages.
• Global Networking: Building relationships with professionals from diverse backgrounds.
• Adaptability: Being flexible and open to new ideas and ways of working.
• Continuous Learning: Staying updated with global trends, news, and developments.
Benefits:
• Enhanced Communication: Improved ability to communicate effectively across cultures.
• Better Decision-Making: More informed and balanced decisions considering global perspectives.
• Increased Innovation: Exposure to diverse ideas and practices can lead to innovative solutions.
• Competitive Advantage: Organizations with a global mindset can better navigate international markets
and opportunities.
Team training

Team training is essential for improving collaboration, communication, and overall performance within a
group. Here are some key aspects and tips for effective team training:

Types of Team Training

• Onboarding Training: Helps new team members get up to speed with company policies, tools, and their
roles.

• Skill Development: Focuses on enhancing specific skills like communication, leadership, or technical
abilities.

• Cross-Training: Teaches team members to perform tasks outside their usual roles, increasing flexibility
and understanding.

• Team-Building Activities: Encourages bonding and improves teamwork through activities like workshops,
retreats, or problem-solving exercises.
Tips for Effective Team Training

• Identify Training Needs: Gather input from your team to understand what areas need
improvement.

• Create a Training Schedule: Plan sessions that fit into your team’s workflow without causing
disruptions.

• Use Diverse Training Methods: Combine lectures, hands-on activities, and group discussions to
keep the training engaging.

• Focus on Team Building: Start with activities that help team members get to know each other and
build trust.

• Evaluate and Adjust: Continuously assess the effectiveness of your training programs and make
necessary adjustments.
What is Management Development?
Management development is the process of training and developing employees in managerial
positions to enhance their skills, knowledge, and effectiveness. This can include a mix of coaching,
mentoring, workshops, experiential learning, and project work.
Benefits of Management Development
• Career Growth: Provides opportunities for employees to advance their careers and learn new
skills.
• Employee Retention: Employees who feel invested in are more likely to stay with the company.

Methods of Management Development

• Internal Programs: Mentorship, on-site training, and management assignments.

• External Programs: Conferences, seminars, and university courses.

• Continuous Training: Ongoing training tailored to individual needs and goals.

Global Leadership Development
“Leadership is the process of encouraging & helping others to work enthusiastically
towards objectives.” -Keith devis
Leadership Styles
Autocratic leadership style: The leaders retains all or most of the authority with himself. very little is
delegated to the follower. Tells employees what they want do and how to do it (without getting the
advice from others).
Democratic leadership style: The leader involves one or more employees in the decision
making process (to determine what to do and how to do it). Leader maintains the final
decision making authority. Allows everyone to be part of a team—everyone feels that they
have participated and contributed.
Bureaucratic leadership: This styles is concerned with ensuring workers follow rules & procedures
accurately & consistently. Leaders impose strict and systematic discipline on the followers.
Laissez faire style: Group consist of very highly talented ,committed & motivated persons.
In this style ,the leader retains the minimum authority with himself. he provide only general
guideline. Leader depends upon subordinates. Leader give all responsibility his subordinate.
Skills needed to be an effective global leader
• Think globally and fully understand the connected and interdependent nature of our
world.
• Have a deep understanding of global and regional business environments.
• Fully understand world markets, trends, and the connection between them.
• Understand and develop strategies to overcome international challenges.
• Understand how to identify and leverage international opportunities.
• Recognize the importance of culture on business, human behavior, teamwork, work
ethics, and goal setting.
• Expertly communicate with people from vastly different backgrounds, social norms,
languages, and life experiences.
• Actively listen and have empathy for those with a completely different worldview.
• Have strong organizational leadership skills.
 Why is global leadership important?
Developing a Global Mindset starts with the ability to communicate a clear vision, think
strategically, and inspire cooperation. To be a global leader, one must be able to navigate the
challenges and harness the opportunities that arise within a dynamic, international ecosystem.
• It enables people to lead in complex, cross-border, multi-cultural environments.
• It builds and coordinates culturally diverse and geographically dispersed teams.
• It integrates national and host cultures.
• It leverages cultural diversity.
• It is becoming increasingly vital for organizations and communities in years to come.

Global Mindset: It is the ability to scan the world from a broad perspective, always looking for
unexpected trends and opportunities that may constitute a opportunity to achieve personal,
professional and organizational objectives.

It is defined as “ The ability to accept and work with cultural diversity”

What are the characteristics of a global leader?
A global leader must have the ability to communicate with others in a way that inspires
action and cooperation. Cultivating these skills will require strategic thinking, the
ability to solve complex problems.

• Resilience
• Heightened self-awareness
• Comfort with uncertainty and change
• Adaptability in thought and action
• Empathy and cultural sensitivity
• Long-term thinking
• Open-mindedness
• Ethical value: Ethical values are a set of moral guiding principles that determine how a
company conducts business.
How do you prepare to be a global leader?
• Improve your world knowledge including geography, culture, and history. Pay special attention to the relationships

between countries as this can have a significant impact on trade, business, and interpersonal communications.

• Consider learning a new language or learning basic language skills within several languages. You do not have to become

fluent to benefit, even learning the basics can provide deeper knowledge and appreciation for the language and culture.

• Consume media from around the world to expand your viewpoint of world events, everyday happenings, and cultural

norms. This can include news, television, movies, music, and podcasts.

• Read books and articles that focus on general leadership and global leadership topics.

• Work on your communication skills including interpersonal communication, cross-cultural communication, and conflict

resolution.

• Travel abroad and be sure to incorporate some tourist activities into your itinerary to get a better feel for the people and

culture of the area.

• Look for local opportunities to engage with communities that represent a broad range of cultures.
Cross cultural Preparation
Cross cultural Training is a type of training that helps individuals learn how to interact effectively
with people from other cultures. It can be helpful for employees who are working in international
organizations or who are frequently interacting with customers or clients from other cultures, as well
as for any employee attending international business trips or conferences.

Knowledge management (KM) is the collection of methods relating to creating, sharing, using and
managing the knowledge and information of an organization. It refers to a multidisciplinary
approach to achieve organizational objectives by making the best use of knowledge
Knowledge management and MNEs
Knowledge management (KM) is the process of identifying, organizing, storing and disseminating
information within an organization.

Effective knowledge management system typically goes through three main steps:

1. Knowledge Creation: During this step, organizations identify and document any existing or new
knowledge that they want to circulate across the company.

2. Knowledge Storage: During this stage, an information technology system is typically used to host
organizational knowledge for distribution. Information may need to be formatted in a particular way to
meet the requirements of that repository.

3. Knowledge Sharing: In this final stage, processes to share knowledge are communicated broadly
across the organization. The rate in which information spreads will vary depending on organizational
culture. Companies that encourage and reward this behavior will certainly have a competitive
Compensation management
Compensation is the reward that the employees receive in return for the work performed and services rendered by
them to the organization. Compensation includes monetary payments like bonuses, profit sharing, overtime pay,
recognition rewards and sales commission, etc., as well as non­monetary perks like a company-paid car, company-
paid housing and stock opportunities and so on.

Direct Compensation
It is the monetary benefits provided by the employer to the employees.
• Hourly pay– Hourly pay is the salary paid for each hour of work that the employee does.
• Salary– Salary is the fixed monthly amount that the employer pays to the employee in cash.
• Commission– A monetary reward that is paid based on the performance of an individual. It is generally provided
in the case of sales jobs as a fixed percentage.
• Bonus– A bonus is a monetary incentive paid to employees for their good performance. It is paid over and above
the employee’s basic salary.
Indirect Compensation

Indirect compensation refers to non-monetary benefits like paid holidays, insurance, and retirement
benefits.

Insurance– Employers generally provide employees with medical insurance to ensure good health of
their employees. It provides group insurance packages to teams as small as 2. Paid holidays– Paid
holidays are provided to help employees maintain a work-life balance.

ESOPs(Employee Stock Ownership Plans)– Sometimes, companies also provide their employees with
their shares at a discounted price, offering them an additional opportunity to earn. Retirement Benefits–
Retirement benefits include gratuity, pension, general provident fund, leave encashment, etc.

Leave travel allowance– LTA or leave travel allowance is the non-monetary benefit provided by the employer
to the employee where the employer covers the employee’s travel expenses.

Service awards – Employees who have completed a certain number of years become eligible for loyalty award.

Awards – Awards include cash, gift certificates, movie tickets, parties and dinner coupons for family members, travel
concessions to famous destinations, etc.
Factors affecting compensation management
• Productivity of workers– Productivity-based compensation helps derive the best results. The
higher the productivity of employees, the more should be the compensation.
• Ability to pay– If your company has high profitability, you can pay better compensation and
retain your employees and vice versa.
• Government Policies– Government also has certain policies to protect employee interests. The
employer has to pay the employees as per governmental regulations and provide benefits such as
PF, medical insurance, gratuity, and pension.
• Labour Unions– They also play an essential role in ensuring employees get a fair wage.
They fight with the employers for the employee’s rights and wage revision.
• Cost of Living– Cost of living also influences compensation to a large extent. An employee based
in a city with a high cost of living needs a higher salary and vice versa.
• Demand and Supply of Labour– It is one of the most important factors that affect the
compensation of employees. If the demand is more than the supply, the compensation will be
higher.
• Industry Standards– No employee would like to join a company whose compensation is below
the industry standards. Therefore you need to analyze the standard market rates of different roles
and pay your employees accordingly.
Things to be considered by HR Leaders to ensure effective compensation
management
Market Research: Conduct regular surveys and research to stay updated on industry compensation trends. This
helps in ensuring your organization’s compensation packages remain competitive and relevant.

Internal Equity: Ensure that compensation is fair and consistent within your organization. Employees
performing similar roles should receive similar compensation, considering factors like experience, qualifications,
and performance.

Transparency: Maintain transparency in compensation practices. Employees should understand how

compensation decisions are made, including the criteria for raises, bonuses, and promotions.

Legal Compliance: Stay informed about labor laws, minimum wage regulations, and equal pay laws in
your jurisdiction. Ensure that your compensation practices adhere to these laws to avoid legal issues.

Budget Alignment: Ensure that your compensation practices align with the organization’s
budget and financial goals. Overcommitting to compensation can strain financial resources.

https://www.humix.com/video/X-vjpIIWi72
International compensation
International compensation can be defined as the provision of monetary and non-monetary rewards,
including base salary, benefits, perquisites, long- and short-term incentives, valued by employees in
accordance with their relative contributions to MNC performance.

Compensation is a key economic issue, which continues to assume an increasingly large share of its
operating expenses. HR executives in global firms spend a great deal of time and make a lot of effort
in designing and managing compensation programmes, because of their high cost and impact on
corporate performance, employees commitment and also their retention.
Objectives of International Compensation

• Attract employees who are qualified, experienced and interested in international assignments.

• Facilitate the movement of expatriate’s from one subsidiary to another, from home to subsidiary,
and back from subsidiary to home.

• Provide a consistent and reasonable relationship between the pay levels of employees at
headquarters, domestic affiliates and foreign subsidiaries.

• Be cost effective by reducing unnecessary expenses.

• Should be easily understood and easy to administer.

 Elements of International Compensation

There are many complexities in the international compensation programme as all the objectives are
difficult to meet and require a high degree of expertise. The main elements are discussed as follows:

• Base pay

• Incentives

• Retention and Referral Bonuses

• Allowances

• Benefits

• Taxes

• Long-term Benefits
Base pay : Base pay is the primary component of a package of allowances and may be paid in-home
or local-country currency. The base salary is the foundation block for international compensation
whether the employee is a Parent Country or from any other country. It is the main element in the
compensation structure that decides the status, rank or grade. This is the basic element upon which
all the other components are built and retirement benefits calculated both in domestic and
international compensations.

Incentives: Incentives are used to motivate employees for higher performance and to undertake
foreign assignments. Latest trends in total compensation package has seen a rise in monetary
benefits.
Retention and Referral Bonuses
• Almost every organisation faces the issue of turnover of employees at some point
or the other. Referral bonus is paid to employees who bring qualified new
employees who meet the selection criterion.

• This reduces recruitment cost and time of the organisation and hence referral
bonus is paid. There are many factors leading to retention of employees apart
from money such as quality of work-life, flexibility at work timings, challenging
assignments, transport and other benefits and rise in career graph.
Allowances
• Foreign service premiums: most common for employees on long-term assignments (over one year). More
often paid to parent country nationals (PCNs) than to third country nationals (TCNs).

• Hardship: in consideration of isolation, crime, natural hazards, political violence, based on government data
upon which rates can be provided by consulting organizations such as global medical and security assistance
company.

• Relocation: compensation for costs such as transport, storage, temporary accommodation, purchases of
appliances and vehicles, associated with moving to the host country.

• Education: for assignees’ children. This may involve compensation for language classes, books, and school
fees. Home country boarding school fees may also be involved for assignees who opt not to take their
children to isolated and or politically violent locations.

• Home leave: provision for the assignee and family to return home periodically during the length of the
assignment.
Benefits

These are also known to be indirect compensation and their purpose is to minimise the payments
and enhance quality of life. Benefits could include use of health clubs, medical treatment to family,
upkeep of house, servants etc.

Taxes

These take a substantial part of the salary to governments of both host and home countries. Hence,
MNCs follow tax equalisation policy, according to which the expatriates pay only the taxes
required to be paid in the home country and what is required to be paid to the host country is paid
by the country. Expatriates are required to obtain tax clearance certificate from the host country
before they are allowed to leave the country.
Long-term Benefits
• Employee Stock Option Plan (ESOP)- a certain nos. of shares are
reserved for purchase and issuance to key employees

• Restricted Stock Unit (RSU) –Units of stocks are provided with

restrictions on when they can be exercised. It is usually issued as
partial compensation for employees

• Employee Stock Purchase Plan (ESPP) –Company sells shares to its

employees at a discount. Company deducts the purchase price of
these shares every month from the employee’s salary
Approaches to International Compensation
There are two main approaches of international compensation, such as
follows:
• Going Rate Approach
• Balance-Sheet Approach
Going Rate Approach: Determine the uniform pay scales for such jobs throughout all the countries
where they operate.

Skills, knowledge, talents and competency requirements of certain jobs are uniform throughout the
globe.
Balance-Sheet Approach
• Many multinational companies commonly apply the balance-sheet method for determining
expatriate compensation. The balance-sheet method provides a compensation package that
attempts to equate or balance an expatriate’s purchasing power in his or her home country.

• To balance the compensation received for the international assignment with compensation
received in the home country, multinational companies usually provide an additional salary. This
increased salary includes adjustments for differences in taxes, housing cost, and the cost of basic
goods and services.

• Goods and services include items such as food, recreation, personal care, clothing, education,
home furnishing, transportation, and Medicare.
There are four Balance Sheet approach categories:
• Goods and services –home-country outlays for items such as food, personal care, clothing,
household furnishings, recreation, transportation and medical care.

• Housing –the major costs associated with housing in the host country.

• Income taxes–parent-country and host-country income taxes.

• Reserve –contributions to savings, payments for benefits, pension contributions,

investments, education expenses, social security taxes, etc.
• Besides matching the expatriate’s purchasing power, companies often provide other
allowances and perquisites to the expatriate manager. These cover the initial logistics of the
international move (such as hotel costs while settling in), provide compensation for lifestyle
differences between the home and host country, and provide incentives to take the
assignment.
CRISIS MANAGEMENT

Any business, large or small, may run into problems that negatively impact its normal operations. A crisis can
take many forms: an office fire, the death of a CEO, a terrorist attack, a data breach, or a natural disaster; all
of which can lead to tangible and intangible costs to a company in terms of lost sales, damage to its
reputation, and a decrease in income.

Businesses that put a continuity plan in place in case of unforeseen contingencies can mitigate the effects of a
negative event. The process of having a business continuity plan in place in the event of a crisis is known as
crisis management.

Crisis management is the strategy of anticipating crises at the corporate level and planning how to deal
with them effectively.

Crisis management begins with risk analysis, however, Crisis management is differ from risk management.
 Difference between Crisis Management and Risk Management
Attribute Crisis Management Risk Management
Dealing with unexpected events that pose a threat to Identifying, assessing, and prioritizing potential
Definition an organization's reputation, operations, or risks to minimize their impact on an
stakeholders. organization's objectives.

Proactively identifying and managing risks

Focus Reacting and responding to crises as they occur.
before they turn into crises.
Timeframe Short-term, immediate response to a crisis. Long-term, ongoing process to mitigate risks.
Minimize damage, protect reputation, and restore Identify, assess, and manage risks to achieve
Objective
normal operations. organizational goals.

Systematically identifying, analyzing, and

Reacting to crises with urgency, coordination, and
Approach mitigating risks through risk assessment and risk
effective communication.
treatment strategies.

Preventing crises is challenging, but efforts can be Focuses on preventing risks from materializing
Prevention
made to minimize their impact. or reducing their likelihood and impact.
Often falls under the purview of crisis management Can involve various stakeholders, including risk
Responsibility
teams or dedicated crisis management professionals. managers, executives, and employees.
Types of Crises

1) Self-inflicted/self-imposed: Self-inflicted crises are caused within the organization, such as

when an employee smokes in an environment that contains hazardous chemicals, downloads
questionable computer files, or offers poor customer service that goes viral online.

2) Caused by external forces: Examples of external forces that could affect an organization’s
operations include natural disasters, security breaches, or false rumors that hurt a business's
reputation.

An internal crisis can be managed, mitigated, or avoided if a company enforces strict compliance
guidelines and protocols regarding ethics, policies, rules, and regulations among employees.
 Activity-Crisis Management
Choose your own company
• Tata
• Infosys
• Airtel
Analyze the situation the company had undergone-crisis
Strategies followed/decisions took for company
Company Analyzing the crisis and year Strategies/decisions
What is Health and Safety?

Health and safety is a multidisciplinary field concerned with individuals’ well-being, protection, and
welfare in their work and daily environments. It involves the identification, assessment, and control
of hazards and risks, as well as the development of policies and procedures to minimize accidents,
injuries, and illnesses.

The primary goal of health and safety is to create and maintain a safe and healthy environment for
people to live and work in. This is achieved by implementing measures to prevent accidents, injuries,
and occupational diseases and by promoting awareness of potential hazards and best practices.
Why is it important?

• It is morally right to ensure your workers return home safe and healthy at the end of every working day.
• By protecting your workers, you reduce absences, ensuring that your workplace is more efficient and
productive.
• Research shows that workers are more productive in workplaces that are committed to health and
safety.
• To attract investors and partnerships you may need to demonstrate your commitment to sustainability
and corporate social responsibility, which will include how you protect your workers.
• Increasingly, customers want to buy products and services that are produced ethically. You also need to
think about the work practices throughout your supply chain and deal only with ethical suppliers that
protect their workforce.
• More and more, job hunters – particularly Millennials and Generation Z – seek roles with employers
who share their values. Without strong corporate responsibility and sustainability practices you may
struggle to attract or retain the best employees.
• A good health and safety record is a source of competitive advantage. It builds trust in your reputation
and brand, while poor health and safety performance will directly affect profitability and can result in
loss of trade or even closure of the business.
• Good health and safety at work secures long-term benefits for you, your business and the wider
community.