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Diagnosis and develop of safety behaviors at work

Program Benefits:

Corporate:

  • Creating a safety driven culture
  • Saving money (hospitalization, broken equipment, production breaks)
  • Improving overall organization reputation & quality
  • Gathering valuable information about safety-related behaviors to be developed
  • Helping supervisors and managers to better lead and to contribute to the desired culture
  • Scientific-based support for selection decisions
  • Reducing the number of incidents and accidents.

Employees: 

  • Creating  awareness about risky behaviors related to safety  
  • Facilitating the creation of individual safety development plans
  • Helping employees align to the desired culture
  • Facilitating the learning & development process through strategic self-awareness.

Steps of the program

Step1: Measuring Safety Culture 

Safety Climate Survey consists of a questionnaire of 40 questions. The questionnaire is available online or in paper-pencil format. Customized according to demographics and respondents, the report provides benchmark scores, identifies key concerns and concludes with specific recommendations.

Step 2: Measuring Individual Profile

a) For direct productive staff:

Hogan Safety Report is an individual report based on the six components of safety-related behavior. The six dimensions were identified from scientific studies and are those behaviors that are essential to prevent accidents and incidents.

The report is generated based on the Hogan Personality Inventory items.

In order to create a safety oriented culture, direct managers represent crucial stakeholders in this process.

b) For direct managers:

Using Hogan Assessments (HPI, HDS, MVPI) helps diagnose the leadership & people skills of the direct managers:

  • HPI -  predicts managerial competencies in day to day activity
  • HDS -  predicts leadership derailments that can impede performance
  • MVPI -  predicts core values of a leader

HART Consulting will identify the most suitable type of report for each client.

Step 3: Facilitate alignment and outlining development plans

HART consultants will provide feedback to each person included in the program. HART will train internal personnel of the client in order to be able to deliver individual feedback sessions.
 
The Safety Performance Improvement Plan will be drawn up based on the results from Hogan Safety Report. In order to obtain the desired change, it’s important  that the IDPs are approved by direct managers and monitored during performance management reviews.

Step 4: Results analysis

The individual results will be compiled in group profiles to help managers and organizations gain a big picture view of strengths and areas for development in terms of safety related behaviors of the assessed participants. 
 
Step 5: Offering Support for Change
  • Providing managers with a clear image of their team strengths and behavioral risks
  • Helping managers to plan change & development through future targeted actions
  • Helping organization gather data and build safety benchmark profiles for future selections.

Deliverables

  • Invidual reports for each team member
  • Feedback sessions
  • Development Plans
  • Report for organization about attitudes toward safety.

 

Testimonials
Diana Popa, Angelini Pharmaceuticals
It helped me a lot in creating a logical thread of an interview and not to repeat some mistakes that we made without being aware of them.
Georgiana Bajinaru, Avia Motors - Alto Syncro Grup
The first project that we worked together was to organizing and implementing an assesment center. Since the inception of the project untill the end of it, the things have developed in a professional manner.The way we worked with the Hart specialist on that project, convinced us to continue working for others projects too. Now the Hart company is a reliable partner for our human resources
Lory Kanceva, BASS
From our point of view, we can say that HART expertise in this area is a factor of recommendation, by the professionalism and seriousness in evaluating candidates. Regarding the organization of AC, the HART’s focus is to train the assessors, this factor representing one of the main ingredients in having a quality AC. In an AC every detail is important and we consider that HART’s
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