Introduction
Small and medium-sized enterprises (SMEs) are the cornerstone of the majority of global economies. Small and medium-sized enterprises can be defined as companies with less than a particular number of assets, income, or employees (Lowe, 2020). These restrictions differ from nation to nation, with professional and governmental organizations setting the minimum standards for each. They are the main cause of increased employment and significantly impact economic expansion. Therefore, one opinion regarding SMEs is that they are beneficial on a socioeconomic level.
However, there is additionally another opinion that posits that SMEs frequently face a variety of difficulties, such as problems with workplace health and safety. Workplace incidents and injuries may hurt both the productivity of the company and the well-being of its personnel (Lowe, 2020). As a result, it is argued that if SMEs wish to guarantee a successful and sustainable work environment, they must prioritize the well-being and security of their employees. In this case, consistent safety training, the provision of personal protective equipment, and the implementation of security policies, procedures, and software can all help achieve this (Lowe, 2020). By adopting these strategies, SMEs can ensure that they are giving their employees a suitable working environment, which can increase productivity, lower absenteeism, and improve their standing in the industry.
The Importance of Health and Safety in SMEs
Problems with occupational health and safety are getting progressively worse. Small and medium-sized enterprises are particularly susceptible to these issues, according to Miguel and colleagues (2019). This is because SMEs usually lack the resources and knowledge necessary to handle safety and health issues successfully (Miguel et al., 2019). Despite these challenges, it is important to keep in mind that improving SMEs’ health and safety can improve their overall performance and culture. In reality, studies like the one by Barbosa and colleagues (2019) have demonstrated that SMEs can benefit in numerous ways from investing in excellent health and safety processes. For instance, according to researchers, it can help increase productivity, improve employee morale and job satisfaction, and reduce absenteeism and attrition rates (Barbosa et al., 2019). These benefits may enable SMEs to improve their profitability and competitiveness, which is essential in today’s fiercely competitive business environment.
However, some believe that health and safety procedures can be improved even with minimal resources. Businesses should begin by conducting risk evaluations and training staff members on significant health and safety issues, according to Verhulst and DeCenzo (2021). Implementing crucial safety precautions, such as offering protective gear, might also be beneficial (Verhulst & DeCenzo, 2021). It is additionally essential to keep in mind that organizations that offer health and safety advisory services may benefit SMEs as well (Miguel et al., 2019). Overall, these are the actions small and medium-sized businesses may take to promote a safer and healthier workplace. Such approaches often do not demand a significant financial commitment but might be beneficial in terms of finances and human resources.
The Current Challenges Facing SMEs
Despite the various advantages of adopting strong health and safety procedures, small and medium-sized enterprises frequently encounter several difficulties. The lack of knowledge required to manage health and safety risks adequately is one of the primary problems (Vinberg, 2020). For instance, SMEs usually lack specialized people or departments for safety and health concerns. As a result of this circumstance, it may be difficult for individuals to acquire the tools and training necessary to put proper practices into place (Vinberg, 2020). Yet, the reasons behind improper policy implementation additionally involve other factors as well.
Another opinion concerning barriers is that health and safety measures require an extensive amount of resources, both in terms of time and money. Medium-sized and small enterprises usually view these issues as a burden and an extra expense rather than an investment in their future success (Vinberg, 2020). Yet, this assumption is not accurate. Implementing health and safety measures can boost output, cut costs, and improve employee satisfaction (Wang et al., 2018). Thus, SMEs must prioritize occupational wellness and security despite these challenges. They may lower risks by doing this, as well as demonstrate their concern for the welfare of their workers, both of which can contribute to their long-term success.
The Role of Governments and Industry Associations
Lastly, SMES need to rely on both individual and collaborative efforts from other organizations. As was mentioned above, small and medium-sized enterprises often lack the resources to implement policies concerning health and safety procedures. However, in these cases, what can help is the involvement of governmental agencies and industry associations. These third parties can help SMEs in several ways, from the allocation of funds to the necessary equipment and tools, or guidance and consulting services regarding risk assessments and security planning (Gill & DeFronzo, 2019). In addition, these parties can conduct reviews and provide recommendations regarding employee training by conducting training events or using workshops and online resources (Gill & DeFronzo, 2019). Furthermore, they can offer businesses networking opportunities so that they can share expertise and insights (Gill & DeFronzo, 2019). SMEs will be equipped with the skills necessary to create and implement efficient health and safety practices in this scenario.
Thus, it can be seen that governments and industry associations can generally play a crucial role in assisting businesses, even though the latter may face particular difficulties in implementing strict health and safety regulations. They may assist SMEs in making their workers’ working environments balanced and less hazardous. Following such activities, businesses will be able to provide guidance, networking opportunities, finance, equipment, and training.
Employee Attitude/Shift of Behavioural Change Toward Health and Safety
Any organization must carefully monitor employees’ attitudes toward health and safety. Employees must adopt a positive attitude and change their behavior to prioritize health and safety. Any business must give these aspects top attention. As a result, investing in its employees’ health and safety can lower the likelihood of occupational injuries and diseases. Aside from this, such expenditures can increase productivity and employee happiness.
Importance of Employee Attitude towards Health and Safety
Before analyzing factors that influence employee attitude, it is essential to focus on the importance of their involvement and perspectives. As emphasized by Voordt & Jensen (2023), a positive outlook on health and safety can improve the culture at work, despite adherence to regulations and instructions being mandatory and routine. Employees are more likely to notice and report problems that might jeopardize their coworkers when a proactive approach to wellness and security is encouraged. A culture like this motivates staff to be watchful and take precautions to avoid mishaps or injuries (Voordt & Jensen, 2023). Encouragement of a positive outlook on wellness may increase job contentment in addition to developing a culture of security. According to Voordt and Jensen (2023), employees are more likely to feel valued and driven when they believe their managers are concerned about their well-being. Therefore, businesses need to promote a positive view of wellness and security among their personnel. Thus, these activities will contribute to creating a workplace that is safer, more productive, and more pleasant.
Factors that Influence Employee Attitude
As was seen above, employees’ attitudes are essential in terms of safety and health procedures. However, there are opinions that there are several factors that can influence staff’s perspectives. Among the first variables that play a role in this is the organization’s culture. For instance, how well personnel is trained may have a significant impact on how they see safety (Xiaojun & Ken, 2020). Workers are considerably more likely to take these concerns seriously and give them priority in their line of work when they receive thorough training that covers every area of health and safety (Xiaojun & Ken, 2020). Employee perceptions of risk can also have a significant impact on their attitudes toward health and safety (Xiaojun & Ken, 2020). The kind of work they conduct and the tools and materials they use are just a few of the many factors that could affect this. When they think there is a high risk of illness or injury at work, employees are more likely to emphasize safety in their employment (Xiaojun & Ken, 2020). This is why it is critical for businesses to be open and honest with staff members regarding the dangers connected to particular work responsibilities and to provide them with the safety equipment and training necessary to lower those risks.
It is additionally essential to remember that a variety of outside influences may affect employees’ attitudes toward health and safety. For instance, the media frequently influences how the general public views safety-related concerns, and this might affect specific employees (Bahri, 2020). Peer pressure at work can also play a significant role in influencing employees’ attitudes toward safety (Bahri, 2020). Employees are more likely to adopt similar attitudes and actions if they observe their coworkers placing a high priority on safety in their jobs. All of these variables may significantly impact the entire safety culture of a business. Employers may establish a work atmosphere where employees feel empowered to prioritize their health and safety by being aware of and addressing these aspects, which could ultimately lead to a safer and more effective workplace for everyone.
Benefits of Having a Positive Attitude towards Health and Safety
Every organization needs to participate in matters of health and safety actively. Safety must be seen as a core premise rather than an addition to operations as a result. Businesses that prioritize secure working conditions not only protect their employees but also enhance their reputation as appealing places to work. In this case, businesses prioritizing staff safety are more likely to be considered responsible and reliable (Leon, 2020). Customers and stakeholders may become more trusting and loyal as a result, which may aid the organization in achieving its long-term goals and objectives.
However, there is also another opinion that posits that a proactive approach to health and safety can also increase employee retention and work satisfaction. If people feel comfortable and protected at the workplace, they are more likely to stay with a firm for a longer period (Stone et al., 2020). Additionally, employees are more likely to be productive when they experience calmness and quiet while at work (Stone et al., 2020). From a different angle, a culture that prioritizes safety also encourages staff to be more aware of possible risks and to share any security-related worries they may have with management (Turban et al., 2021). Organizations can protect their workers from damage and lower the risk of workplace accidents and injuries by promoting such a culture. As a result, fewer workplace accidents might decrease medical expenses, insurance premiums, and legal expenditures.
Balance Between Face-to-face and Remote Online Health and Safety Training
After reviewing factors influencing employee approaches and the necessity of security and wellness procedures, this section will help review the most optimal models of health and safety training. The way organizations instruct their staff in health and safety has altered in the wake of the COVID-19 outbreak. Virtual training has gained popularity due to the increase in remote work and the requirement for social isolation (Ghazi-Saidi et al., 2020). The debate over whether there should be an equal amount of in-person and remote health and safety training or if one should predominate persists. Despite the method employed, it is essential to make sure that the training provided is complete and effective. Organizations must ensure that all of their employees are aware of the value of health and safety and have the information and abilities needed to spot and reduce potential hazards. Businesses must modify their training practices to meet the changing needs of their employees and guarantee their safety and health as the epidemic continues to influence how people work and interact.
Face-to-Face Training
For many organizations, in-person training has been the preferred mode of health and safety training. It involves a live training session led by an instructor (Ebner & Gegenfurtner, 2019). The benefits of this approach include the chance to engage with others, ask questions, and receive answers promptly. Face-to-face instruction enables workers to practice scenarios in a safe setting, and it can be beneficial for practical instruction (Ebner & Gegenfurtner, 2019). In truth, numerous firms still regard face-to-face instruction as the most effective form of instruction (Ebner & Gegenfurtner, 2019). There is no doubt that face-to-face training offers a level of personalization due to the human factor that is impossible with other training techniques. Participants can express questions and receive immediate feedback, and the instructor can adjust the instruction to the group’s unique needs.
Employee networking and connection development are also encouraged during in-person training sessions. Face-to-face education has the advantage of being particularly effective for practical training (Sergio, 2022). It enables participants to get involved in these activities and receive prompt feedback from their instructor for specific skills that need practice and feedback (Sergio, 2022). Staff employees can better prepare for unanticipated circumstances by having the opportunity to replicate real-world scenarios.
Face-to-face instruction has many advantages, but it also has certain disadvantages. The expense of planning and providing in-person training is one of its primary drawbacks. Renting a training facility, paying for an instructor’s salary, and covering participants’ travel costs might be expensive (Sergio, 2022). Face-to-face training can also take a lot of time because participants must take time off from their regular job schedules (Sergio, 2022). However, despite these disadvantages, a lot of organizations still contend that face-to-face training is worthwhile because the advantages exceed the disadvantages. Face-to-face training may become less common as technology develops, but for the time being, it is still an established method of training that many enterprises continue to use.
Remote Online Training
However, some believe that in light of pandemics and the increase in the preference for remote work options, the same approach should be applied to the training sessions. Nowadays, remote online training is the preferred method for many firms wishing to train their staff. It requires utilizing technology to teach personnel who may be dispersed across large geographic regions (Kaushik & Guleria, 2020). Due to all the benefits it offers, such as simplicity of use, versatility, and cost, this strategy has gained favor (Rysavy & Michalak, 2020). Employees can access training materials at any time, from any location, and at their speed with remote online training. Employees are not required to compromise productivity or work schedules to attend training sessions owing to this level of flexibility (Rysavy & Michalak, 2020). Moreover, interactive components, including quizzes, films, and virtual simulations, can be incorporated into remote online training programs (Sergio, 2022). These interactive features keep workers interested, improve their learning environment, and guarantee that they remember more material. In general, remote online training is a great approach to give employees the knowledge and abilities they need to flourish at their jobs.
Hybrid Training
Nevertheless, it is vital to consider the last model, hybrid training, which can be the most suitable option for many SMEs. The hybrid model is a versatile and adaptable method of training that combines the advantages of in-person and online remote instruction. This concept is ideal for organizations that wish to offer their staff members thorough and efficient training (Singh et al., 2021). Employing a hybrid model allows enterprises to benefit from the ease and adaptability of online training while also ensuring that employees receive practical instruction (Singh et al., 2021). One of its primary benefits is the hybrid model’s ability to let businesses tailor their training initiatives to suit their particular requirements. They could employ in-person instruction for practical exercises, including role-playing, simulations, and group discussions, and online instruction for theoretical ideas like lectures, presentations, and quizzes (Singh et al., 2021). With the help of this strategy, businesses can provide their staff with training that is more dynamic and engaging.
Additionally, the hybrid model allows organizations to reach a larger audience. Workers who are unable to attend in-person training sessions because of their remote professions or social isolation may find that remote training is quite beneficial. Businesses may guarantee that every employee, no matter where they are situated, has access to the same quality training tools and materials by offering remote teaching choices (Singh et al., 2022). Using the hybrid approach, businesses may lower their training expenses. Employing remote training for specific educational program components enables firms to save money on travel, accommodation, and other costs related to in-person training (Sergio, 2022). By lowering the necessity for travel, this strategy can assist enterprises in lowering their carbon footprint (Sergio, 2022). Overall, it can be seen that the hybrid model is a particularly effective and productive type of training. It may help firms provide their staff with detailed and engaging material and instruction. Integrating the benefits of all kinds of training, including in-person and Internet alternatives, organizations ensure that their employees have access to the necessary material. Meanwhile, the drawbacks associated with each type are minimized by the hybrid model.
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