Outsourcing Product Distribution the Right Way Essay Example for Free

Outsourcing Product Distribution the Right Way Essay Chain online magazine Aug. 2, 2000 For Internet companies that cannot afford to buy and store their inventory or hire an internal logistics staff, outsourcing the product distribution function can be either a smart business decision or a disaster. Success or failure in distribution depends on how carefully and continuously you manage this function to make sure your distribution partners are doing the job that is expected. When distribution is not a core competency for your company and you do not have the resources to make it one, outsourcing the function can help your company grow by allowing you to focus on your mission-critical activities. There are two types of outsourcing that are common among start-ups traditional distribution and drop ship fulfillment (DSF). Traditional distribution outsourcing involves hiring a third party to store and distribute your products through its national or international distribution network; this party provides the staff, warehouses, distribution center and transportation fleet. The second type of outsourcing, DSF, has grown in parallel with B2C retailing over the Internet. With DSF, a start-up company sells a product, charges the customer, generates a purchase order, and sends the PO to the manufacturer or supplier, who then fulfills the order by shipping the product directly to the customer. Since the start-up never possessed the product, the company does not incur any of the costs associated with storing or purchase the product. Many Internet start-ups have adopted this streamlined business model. Unfortunately, companies need to be careful when choosing an outsourcing partner. Outsourcing is not a panacea if your third-party distributors procedures and performance are not carefully monitored, you risk permanently alienating the customers you have worked so hard to attract. The key to a successful outsourcing relationship includes understanding the process, specifying objectives, establishing internal procedures for evaluating performance against objectives, and deploying systems that help to manage the function effectively. Watching Costs and Service If the manufacturer or distributor, which may be the same company, fulfills the customers order correctly, everyone is happy. However, in most cases, there are problems in one or more of these key areas: Â · Customer service Another company may be distributing your products, but ultimately you are responsible for the customer relationship. True, your company does not have direct control over the distribution process, but the customer only cares about receiving the product not who sent it or how it got there. If something goes wrong, you are responsible and must do what is necessary to correct the situation. Shipping costs Most manufacturers are setup to ship truckloads or pallets of products, not multiple orders of a single product. There are also manufacturers that require you to purchase more products you need, others set ridiculously high prices for the service, and some simply will not ship the orders. In some cases, start-ups are kitting a number of products, not because it adds value for the customer, but because it pushes the dollar value of their order above a threshold where the manufacturer will agree to DSF the products. Profitability Shipping costs directly affect your bottom line. Many start-ups are passing along the manufacturers shipping costs to their customers, raising the price of their products and putting themselves at a disadvantage in a competitive market. If the start-up does not pass along the entire cost, the shipping expense cuts into the profitability of every transaction. Getting Automated Help Successfully managing a third-party distributor requires establishing internal monitoring processes and requiring that specific employees are responsible for this function. These employees should also be responsible for developing and deploying computer systems to help automate the management function. Here are five critical requirements for your outsourcing relationship with your distributor: Â · Establish measurable standards for distributor performance. Â · Conduct periodic performance reviews. Â · Visit distributor sites to check security procedures (only if the start-up owns the inventory). Â · Monitor customer feedback and satisfaction levels. Â · As sales volume grows, periodically revisit the decision to outsource the distribution function. The right computer system can improve your ability to manage the distribution function in three areas: Â · Communication To allow you to automate communication with your suppliers and manufacturers, you must establish a back-end system. This means that you should not rely just on basic email, generated by an employee, to track orders. For example, you send the supplier an email to check on a backlogged product, someone then emails you back with a response, and finally you re-key the information into your system imagine a handful of employees checking 500 products. To be more efficient, you need a system that will scale this function as your volume expands and will use automated email, fax, Web portals and/or EDI to communicate order information. Â · Visibility You must know if a product is available before it is sold, and you cannot know this until you view your suppliers inventory to find out how much product you have been allocated and what is available. To do this, you need an application that provides you with visibility into your suppliers inventory tracking system. Track and Trace Customers want to know the status of their order: When was it shipped, where is it now, and when will I get it? If you want to retain customers, you need to be sure your computer system helps you manage returns, exchanges and refunds efficiently. A consulting organization that specializes in distribution and transportation can help you setup effective internal processes and, if necessary, build and deploy the computer systems you need to manage an outsourced distribution function for maximum benefit. Part of a consultants value can be in the area of knowledge transfer, educating your organization on how the distribution and transportation function works at the macro level and helping you set realistic expectations. In the final analysis, outsourcing the distribution function can make perfect sense for your small company but only if you remember not to outsource the responsibility of keeping your customers happy.

polio vaccine :: essays research papers

  Ã‚  Ã‚  Ã‚  Ã‚  Poliomyelitis (shortened to polio) has been around for thousands of years, and there is still no cure, but at the peak of its devastation in the United States, Dr. Jonas Salk introduced a way to prevent it. Polio attacks the nerve cells and sometimes the central nervous system, causing muscle wasting, paralysis, and even death. The disease, whose symptoms are flu like, stuck mostly children, and in the first half of the 20th century the epidemics of polio were becoming more devastating. Salk, while working at the Virus Research Lab at the University of Pittsburgh, developed a polio vaccine, and the medical trials to prove its effectiveness and safety are still being analyzed.   Ã‚  Ã‚  Ã‚  Ã‚  Fifty years ago the largest medical experiment in history took place to test Salk’s poliomyelitis vaccine. Close to two million children across the United States and Canada were involved in the trial, which was administered by the National Foundation for Infantile Paralysis (NFIP), also known as the March of Dimes. The foundation, created in 1938 by President Franklin D. Roosevelt (a polio victim) and his law partner Basil O’Connor. Across the United States, 623,972 school children were injected with the vaccine or a placebo, using a double blind technique in which neither recipient nor administrator knew which one there were getting. The results, announced in 1955, showed good statistical evidence that Jonas Salk’s â€Å"killed virus† preparation was 80-90% effective in preventing paralytic poliomyelitis.   Ã‚  Ã‚  Ã‚  Ã‚  The statistical design used in the experiment was singular, prompting criticism. Eighty four test areas in eleven states used a textbook model: in a randomized, blinded design all participating children in the first three grades of school (ages 6-9) received injections of either vaccine for placebo and were observed. At the same time though, 127 test areas in 33 states used an â€Å"observed control† design: where the participating children in the second grade received injections of vaccine, no placebo was given, and children in all three grades were then observed for the duration of the polio season. The use of the dual protocol illustrates both the power and the limitations of randomized clinical trials. The control trials with the placebo were important to define the vaccine as the product of scientific medicine, while the observed trials were done to maintain public support for the vaccine.   Ã‚  Ã‚  Ã‚  Ã‚  In 1953, Salk presented his tests of a polio vaccine to the Immunization Committee, the scientific advisory committee for the NFIP. The test results seemed promising to Basil O’Connor, as the children had shown no ill effects and the levels of polio antibodies in their blood had risen. However, several of the senior virologist on the committee questioned the relation of antibodies

Harrah’s Entertainment Essay

1. BACKGROUND 2. UPDATING 3. PEOPLE INVOLVED 3.1 Philip Satre: Philip G. Satre, Private investor since 2005. Mr. Satre was Chief Executive Officer of Harrah’s Entertainment, Inc., a provider of branded casino entertainment, from 1994 to 2003 and a director of Harrah’s from 1988 to  2005, serving as Chairman of the Board from 1997 to 2005. Mr. Satre has held various other positions of increasing responsibility with Harrah’s since 1980, when he joined the company as Vice President, General Counsel and Secretary, until his retirement in 2005. Prior to joining Harrah’s, Mr. Satre practiced law in Reno, Nevada. He has been a director of International Game Technology since January 2009 and its Chairman since December 2009, and a director of NV Energy, Inc. since 2005 and its Chairman since 2008. Mr. Satre served as a director of Rite Aid Corporation from 2005 to 2011 and Tabcorp Holdings, Ltd. (Australia) from 2000 to 2007. Phil as CEO of the company is in accordance with the strategies Harrah ´s adopted to give its customers a better service and thus to ensure and increase their loyalty, the first is the independence that the company, ie, does not depend on shops, restaurants, bars and high income has come from their own casinos and second concerns the relationship of the company with his frequent customers because this leads to an increase compared to the benefits that would bring to the company On the other hand Phil chose to invest in the and development intellectuals and technological capabilities that are needed to collect and analyze data on customers. 3.2 Gary Loveman : Gary Loveman has served as a member of Coachs Board of Directors since January 2002. Mr. Loveman is the Chairman, Chief Executive Officer and President of Caesars Entertainment Corporation (f/k/a Harrahs Entertainment, Inc.), a casino entertainment company; he has held the position of President since April 2001, Chief Executive since January 2003, and Chairman since January 2005. He held various other executive positions at Caesars Entertainment Corporation from May 1998 to April 2001. From 1989 to 1998, Mr. Loveman was Associate Professor of Business Administration, Harvard University Graduate School of Business Administration, where his responsibilities included teaching M.B.A. and executive education students, research and publishing in the field of service management, and consulting  and advising large service companies. Mr. Loveman serves as a Director of Caesars Entertainment Corporation and FedEx Corporation, and is a member of the Board of Trustees at Childrens Hospital Boston. He holds a Bachelor of Arts degree in Economics from Wesleyan University and a Ph.D. in Economics from the Massachusetts Institute of Technology. Loveman served as Harrah’s Entertainment’s chief operating officer from 1998 until 2003. Under Loveman’s leadership Harrah’s began to focus on building loyalty and bringing more gamblers to the casino. Loveman also established a rewards program for Harrah’s employees of all levels, based on customer satisfaction. 3.3 Marilyn Winn Marilyn Winn is the President of Wynn Las Vegas, LLC, owner and operator of Wynn Las Vegas and Encore Las Vegas where she oversees the day-to-day operations of the properties. Mrs. Spiegel served in executive positions at Harrah’s Entertainment, Inc., including Senior Vice President and General Manager of Harrah’s Las Vegas and the Rio All Suite Hotel and Casino, Senior Vice President of Human Resources, Senior Vice President and General Manager of Harrah’s Shreveport Hotel & Casino in Louisiana and Vice President of Human Resources for the company’s Southern Nevada operations. Mrs. Spiegel began working for Harrah’s Entertainment, Inc. in 1988. Mrs. Spiegel is a member of the Las Vegas Visitors and Convention Bureau board of directors. Marilyn lives and breathes Harrah ´s CRM culture, she says â€Å" My job is to make money for Harrah ´s entertainment by creating a great climate for customers and employees†. 4. ORGANIZATIONS INVOLVED 5. MAIN PROBLEM According to that seen in the case, Harrah’s is a company that provides entertainment and accommodation in resorts located in the United States. It  is one of the largest companies that offer entertainment and luxurious accommodations. As we saw in the case, the company is very concerned about the management of client relationships and gathering information through customer service, they generate what they call â€Å"customer insights † which used to contribute to the experience customer on site and the service provided . But there is a problem in all this is that according to the text, are based on surveys of their best customers, those who spend more money on their facilities. This makes the experiences and new trends in customer service are made based only on the opinions that make customers more money. And behold, when the service is bad for customers who rarely attend the place, because they give preference to senior clients and there is no equal treatment to the client. According to a page (www.tripadvisor.com.uk), a website known for the various reviews that users have to say about hotels and tourism, found that Harrah’s has a considerable level of critical customer service as you can see below: Here we can see that there is a high level when the bad reviews, well then we can see that the majority is in customer service: So this is where we see the different views of users as follows: â€Å"Overpriced NO WIFI Dirty Glass in Room – Go Elsewhere!† In conclusion, we can see that the company has flaws in the customer service industry only focuses on improving customer experiences which have more money, but relates to neglect or treat with new clients of the company and this is where most of the complaints are .The company has to conduct a study and improve treatment for all the public, since the treatment for a person with so much money as a new customer who wants to know the hotel has to be the same way because the company cannot stay focused on a group of public, the company must open the focus group to be able to grow so large scale. 6. STRATEGY (SOLUTION) ANALYSIS QUESTIONS   To what extent is Harrah’s in danger of a competitor copying its system? The risk is very high because the world of market competition is always present and always we see companies that want to copy the system of Harrah’s, Harrah’s system is so good that is under scrutiny of other companies, if any competitor is filtered and copy the Harrah’s system could be a serious situation because the competitor could take Harrah customers, it is very easy for a company to be filtered so Harra must make a supervise to ensure that the information is not given to competitors for this they must train employees instilling values ​​of honesty and gives them ​​a friendly and pleasant working environment.

Qualifications to Become a Member of the Roman Senate

In historical fiction members of the Roman Senate or young men who dodge their civic responsibilities but who are senatorial material are rich. Did they have to be? Were there property or other qualifications to become a member of the Roman Senate? The answer to this question is one that I need to repeat more often: Ancient Roman history spanned two millennia and over that time, things changed. Several modern historical fiction mystery writers, like David Wishart, are dealing with the early part of the Imperial Period, known as the Principate. Property Requirements Augustus instituted a property requirement for senators. The sum he set it at was, at first, 400,000 sesterces, but then he raised the requirement to 1,200,000 sesterces. Men who needed help meeting this requirement were at this time given grants. Should they mismanage their funds, they were expected to step down. Prior to Augustus, however, the selection of senators was in the hands of the censors and before the institution of the office of censor, selection was by the people, kings, consuls, or consular tribunes. The senators selected were from the wealthy, and generally from those who had already held a position as magistrate. In the period of the Roman Republic, there were 300 senators, but then Sulla increased their number to 600. Although the tribes selected the original men to fill the added ranks, Sulla increased the magistracies so there would be ex-magistrates in the future to warm the senate benches. Number of Senators When there was a surplus, censors trimmed the excess. Under Julius Caesar and the triumvirs, the number of senators increased, but Augustus brought the number back down to Sullan levels. By the third century A.D. the number may have reached 800-900. Age Requirement Augustus appears to have changed the age at which one could become senator, reducing it from perhaps 32 to 25. Roman Senate References Seating Space in the Roman Senate and the Senatores PedariiLily Ross Taylor and Russell T. ScottTransactions and Proceedings of the American Philological Association Vol. 100, (1969), pp. 529-582A Dictionary of Greek and Roman Antiquities, by Sir William SmithA Summary of the Roman Civil Law, by Patrick Mac Chombaich de Colquhoun

Plato And Aristotle s View Of Civilian Expectations

Societal obedience is one of the foundational aspects required to ensure the functionality of ruling institutions, regardless of political ideologies or governing practices. Without collective deference, governmental growth would stagnate, and individual freedoms and liberties would be truncated as a response to civil disorder. The following paper will attempt to provide an adequate response to a phenomena which has consistently been debated and analyzed since the original sin of Adam and Eve. Utilizing textual evidence stemming from the works of Plato and Aristotle, mainly Crito and Politics, this work will focus on the Platonic and Aristotelian aspects which entice individuals to oblige and conform to the rule of law, even in situations when these laws are detrimental to themselves, or their societies. Firstly, this composition will partake in an analysis of Platonic theory regarding the roles and obligations expected of individuals within a society, referencing specific examples from Crito and other scholarly works. In succession, this paper will then dedicate a portion to Aristotle’s view of civilian expectations, and the factors which contribute to an individual’s willingness to accept and comply to governmental guidelines in his philosophical opinion. The concluding remarks of this paper will strive to provide a thoroughly scrutinized comparative analysis of the two theories in an attempt to reach an appropriate solution to the abovementioned question. In Crito,Show MoreRelatedIslamic and Christianity Essay13431 Words   |  54 Pagesthe Essay Question (1) Follow your school’s procedures for training raters. This process should include: Introduction to the task— †¢ Raters read the task †¢ Raters identify the answers to the task †¢ Raters discuss possible answers and summarize expectations for student responses Introduction to the rubric and anchor papers— †¢ Trainer leads review of specific rubric w ith reference to the task †¢ Trainer reviews procedures for assigning holistic scores, i.e., by matching evidence from the response toRead MoreInternational Management67196 Words   |  269 Pagesbusiness and the increasing importance of corporate social responsibility and sustainability in global management. We have incorporated the latest research on the increasing pressure for MNCs to adopt more â€Å"green† management practices, including Chapter 3’s opening World of International Management which includes discussion of GE’s â€Å"ecomagination† initiative and a boxed feature in that chapter on the BP oil spill in the Gulf of Mexico. We have updated discussion of and provided additional emphasis on the

“Seventy-Eight Percent Of Teens Have A Cell Phone, 47 %

â€Å"Seventy-eight percent of teens have a cell phone, 47 % of which are smartphones† (Cyr, B). Today in society, cell phones have become a part of children and teens everyday lives. Parents are not able to supervise their children’s cell phone. Technology has changed each year, and children want to have the newest smartphone so that they can fit in. Now in days, adolescents can no longer live without their phone because it has become a necessity for them to be up to date with everything. Most parents allow this because they want the child to feel like they fit in. It has become a habit for children to spend a lot of their time on technology rather than spending their time outside. The positive side of technology is that it can help improve a†¦show more content†¦Children can easily access this on any device, but with cell phone parents are not able to see what the child is doing and to whom they are talking to. They do not have the same control they do when they are at home. Technology is so advance that people now can see where other people are located. For example, one day I was on Facebook and it told me how far away some of my friends were from me and they could probably see where I was at two I never realized that they could see where I was located. The older the child is the more expensive technology they want so that they can feel like they fit in with other children that have expensive technology. Parents that are able to afford the latest technology are able to buy it for their children. This can be hard on the parents that have lower income because some parents want to buy their children the latest phone so that they can fit in The earlier the children start to use technology the more they rely on to having some sort of device on their hand. This has made it hard for children to learn how to socialize with other children of their age group. â€Å"Young (1998) found that extensive internet use could result in problems such as depression, loneliness, low self-esteem, and anxiety as well as physical impairments such as lack of sleep, lack of eating, and limited physical activity.†( Cyr, B) Many parents find it easier to give their child a tablet or a cell phone soShow MoreRelatedCellphones Can Do More Harm Than Good4035 Words   |  17 PagesText Messaging: The Effects on Our Society A Report By: Blake Hogan, Emily Gilbert, Megan Leckington, and Chris Morris 1 Abstract: In today’s day and age, most everyone in our society has and uses a cell phone. Most of those who use cell phones also use the SMS text messaging that these phones feature. This study takes a look at some of the effects and potential problems arising from the use of this text messaging. 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Nestle malaysia safety and health free essay sample

1. The purpose of this assignment is to enhance learners’ ability to evaluate the importance of section 15 (OSHA act 1994) and section 24 (OSHA act 1994) in managing occupational safety and health at the workplace. SECTION 15 (OSHA act 1994). 2. In this section the act stress on the General duties of employers and self-employed persons to their employees. It comprise of : a. The duty of every employer and every self-employed person to ensure, so far as is practicable, the safety, health and welfare at work of all his employees. b. The provision and maintenance of plant and systems of work that are, so far as is practicable, safe and without risks to health. c. The making of arrangements for ensuring, so far as is practicable, safety and absence of risks to health in connection with the use or operation, handling, storage and transport of plant and substances. d. The provision of such information, instruction, training and supervision as is necessary to ensure, so far as is practicable, the safety and health at work of his employees. d. So far as is practicable, as regards any place of work under the control of the employer or self-employed person, the maintenance of it in a condition that is safe and without risks to health and the provision and maintenance of the means of access to and egress from it that are safe and without such risks. e. The provision and maintenance of a working environment for his employees that is, so far as is practicable, safe, without risks to health, and adequate as regards facilities for their welfare at work. 3. What is says, as the employer, you are responsible to protect your employees from workplace-related risks and hazards. You should keep them informed of what they are working on. And in an event of an accident, you and your employees must know what to do. SECTION 24 (OSHA act 1994). 4. In this section the act stress on the general duties of employees at work. It shall be the duty of every employee while at work :- a. To take reasonable care for the safety and health of himself and of other persons who may be affected by his acts or omissions at work. b. To co-operate with his employer or any other person in the discharge of any duty or requirement imposed on the employer or that other person by this Act or any regulation made there under. c. to wear or use at all times any protective equipment or clothing provided by the employer for the purpose of preventing risks to his safety and health. d. To comply with any instruction or measure on occupational safety and health instituted by his employer or any other person by or under this Act or any regulation made there under. 5. It also stated that if a person who contravenes the provisions of this section shall be guilty of an offence and shall, on conviction, be liable to a fine not exceeding one thousand ringgit or to imprisonment for a term not exceeding three months or to both. NESTLE HISTORY 6. In Vevey, Switzerland, our founder Henri Nestle, a German pharmacist, launched his Farine lactee, a combination of cow’s milk, wheat flour and sugar, saving the life of a neighbour’s child. Nutrition has been the cornerstone of our company ever since. 7. â€Å"Henri Nestle, himself an immigrant from Germany, was instrumental in turning his Company towards international expansion from the very start. We owe more than our name, our logo and our first infant-food product to our founder. Henri Nestle embodied many of the key attitudes and values that form part and parcel of our corporate culture: pragmatism, flexibility, the willingness to learn, an open mind and respect for other people and cultures. † Peter Brabeck-Letmathe, Nestle Chairman 1905 8. The Anglo-Swiss Condensed Milk Company, founded by Americans Charles and George Page, merged with Nestle after a couple of decades as fierce competitors to form the Nestle and Anglo-Swiss Milk Company. 9. Nestle has a Board of Directors, led by the Chairman Peter Brabeck-Letmathe, who was the former Nestle CEO. There are 14 members of the Board of Directors. The day-to-day management of the Nestle business is taken care of by their Executive Board. The 13 designated Board Members manage diverse parts of the global business. 10. The Nestle Group is managed by geographies (Zones Europe, Americas and Asia/Oceania/Africa) for most of the food and beverage business, with the exceptions of our globally managed businesses, which include Nestle Waters, Nestle Nutrition, Nespresso, Nestle Professional and Nestle Health Science. We also have joint ventures such as Cereal Partners Worldwide and Beverage Partners Worldwide. 11. Nestle’s objectives are to be recognised as the world leader in Nutrition, Health and Wellness, trusted by all its stakeholders, and to be the reference for financial performance in its industry. 12. They believe that leadership is not just about size; it is also about behaviour. Trust, too, is about behavior; and we recognize that trust is earned only over a long period of time by consistently delivering on our promises. These objectives and behaviors are encapsulated in the simple phrase, â€Å"Good Food, Good Life†, a phrase that sums up our corporate ambition. NESTLE IN MALAYSIA. 13. Nestle’s commitment to providing quality products to Malaysian’s dates back almost 100 years ago. Nestle began in Malaysia in 1912 as the Anglo-Swiss Condensed Milk Company in Penang and later, growth and expansion made a move to Kuala Lumpur necessary in 1939. 14. Since 1962, with its first factory in Petaling Jaya, Nestle Malaysia now manufactures its products in 7 factories and operates from its head office in Mutiara Damansara. One of their factory is in Shah Alam, Selangor Darul Ehsan. 15. Nestle itself as a big company has their own mission statement which is Nestle is the largest food company in the world. But, more important to them is to be the worlds leading food company†. 16. Mr. Alois Hofbauer is the Managing Director of Nestle Malaysia effective 1st February 2013. He assumed his position on the Company’s Board of Directors on 22 February 2013 and is also responsible for the Singapore Region. 17. As we know, Nestle has been producing a lot of product especially in Food Industries such as Baby Foods, Breakfast Cereals, Beverages, Bottled Water, Chocolate Confectionery, Dairy Products, Food Services, Ice Cream, Prepared Foods, and also Pet care Pharmaceuticals Cosmetics.. 18. As a responsible corporate citizen, Nestle Malaysia manufactures, imports and distributes only Halal products which have been certified by the Department of Islamic Development Malaysia (JAKIM) and the relevant recognized Islamic authorities. They are firmly committed to ensure the peace of mind of all their consumers. ROLES AND RESPONSIBILITIES UNDER SECTION 15 AND 24. 19. To be at the forefront of accident prevention in the industry, Nestle has been implementing in all sites the mandatory of Nestle Occupational Safety and Health Management System, which meets or exceeds the requirements of the health and safety laws applicable in the countries in which they operate including Malaysia. 20. Below are the roles and responsibilities under Section 15 in the organization that has been implementing by Nestle. a. Strong Safety and Health Organization. Nestle believes that accidents are preventable and therefore â€Å"One accident is one too many†. To advance a strong safety culture that effectively prevents accidents, Nestle establish local safety and health organisations that provide specialist advice to managers and employees. b. Continuous Improvement. Nestle improve constantly their performance by designing and adapting processes, work practices and systems in the direction of better ergonomics and greater safety. They record the improvement on the monitoring of safety and health performance as well as on the analysis of incidents that produce injuries and of workplace activities whose cumulative effects may lead to illnesses. c. Communication, Education and Training. Nestle builds a proactive safety culture by:– i. Driving the implementation and continual improvement of the Nestle Occupational Safety and Health Management System through communication with employees, contractors and other stakeholders. ii. Educating, training and equipping employees to ensure that they are empowered to avoid unsafe situations and to respond rapidly to unexpected events. iii. Influencing training and education of contractors, suppliers, employees and community. d. Facilities and Welfare at Workplace. Nestle has been providing a lot of facilities and taking care of the employees welfare. This is very important in order to provide a safe and healthy environment at the workplace for examples: i. Toilet and Shower room. ii. Canteen. iii. Smoking room. iv. Employees locker. v. Personal Protective Equipment (PPE). vi. Sick pay. vii. Staff shops at most sites. viii. Company bonus scheme. ix. 25 days holiday. x. Health screening at site. 21. Below are the roles and responsibilities under Section 24 in the organization that has been implementing by Nestle. a. Challenge any unsafe acts they see or perceive. The employee should challenge any unsafe act that they have seen or perceive for example, report the unsafe act to the appropriate authority. b. Responsible for working in a safe manner. The employees also should have the responsible for working in a safe manner in order to prevent injury to themselves, fellow workers and other persons. c. Actively involved in safety programmes. This is important in order to improve health and safety performance in the workplace. d. Wear a proper PPE. The employee should wear the proper PPE in order to prevent any accident that might occur at the workplace. e. Co-operate with the employer. They should co-operate with the employer in order to improve safety and health matters at the workplace. f. Comply with any instruction on safety and health. The employee have to comply with all the instruction or measure on safety and health given by the higher authority in order to provide and improve the safe and healthy environment at the workplace. IMPLICATION OF SECTION 15 ON NESTLE MANUFACTURING MALAYSIA 22. Strong Sefety and Health Oragnization. 23. Communication, Education and Training. Laughter Yoga at Nestle Education Workers training programme 24. Facilities and welfare at workplace. Blood pressure check up at workplace Fully Personal Protective Equipment New communication technology Canteen Toilet and shower Locker room Sign Instruction IMPLICATION OF SECTION 24 ON NESTLE MANUFACTURING MALAYSIA 25. Challenge the unsafe act 26. Working in a safe manner 27. Wear a proper PPE 28. Comply with any instruction on safety and health PROBLEMS DETECTED IN NESTLE MALAYSIA 29. PPE. During my visit to this factory, I have observed that some of the workers or employee does not wearing a proper PPE. This is because the management does not provide enough PPE to the employee. 30. Proper PPE. The employees also didn’t wear the proper PPE even though they have the PPE. They do it on purpose. Some of them are not comfortable with the PPE that has been provided by the management. 31. A written Chemical Hazard Communication Program. This program has not been developed properly. 32. Effective safety orientation training. Employees are not receiving proper safety training. 33. Washing facility. An emergency washing facility was not provided in areas where employees mix toxic chemicals. 34. Safety committee. A safety committee with employee representation was not established. 35. Improper labeling, handling or storage. Improper labeling, handling or storage of certain materials can pose a risk of fire or explosion. RECOMMENDATION 36. The management should have done some research or survey to purchase the new PPE. They also should provide a good and better PPE in order to achieve zero-accident at the workplace. The management also should consider the annual budget on safety matter especially on PPE to the employees. 37. The management have to take a discipline action towards those employees who does not wearing a proper PPE at the work place. The employees have to obey the instruction given by the management especially on safety and health matter. Class and training or seminars about safety and health should have been conducted by the management in order to prevent any accident or incident at the work place. 38. The management should develop and make available a written Chemical Hazard Communication Program in order for the employees knows what is the dangerous of the hazard or what are the risk they might face with the hazard. 39. The management have to make sure that workplace hazards are identified in their Accident Prevention Program (APP) or department policies. Employees must receive training prior to job duty assignment and whenever exposures or processes change. This could give an overview about the workplace, plant that they will faced at the workplace. The new employees especially do not know how to handle the plant at the workplace. So, the training and the orientation is very important to them. 40. The management should identify areas where chemicals usage requires an emergency shower and/or eyewash facility to be and make sure appropriate emergency washing is provided. 41. The management should establish a safety committee with employee representation. This is very important in order for the management know the employees problems and need. By the representative also the management could have a good relationship and effective communication within the employer and employees. 42. The management should put more appropriate labels and instruction at workplace. The instruction is very important especially at the plant that the employees are going to handle in order to prevent the unsafe act among the employees. Meanwhile, the labels are very important in order for the employee or person at work place what is the dangerous, hazard that they might be faced. 43. The management should flatten the emergency route at the workplace. This is to ensure the person at work will use the right route to exit to the assembly area. CONCLUSION 44. Very often employers set for themselves a safety objective, for example to achieve zero risk and harm in the workplace. Such a goal must be distinguished from the legal criterion of safety. The legal safety criterion determines when a workplace is regarded as â€Å"safe† or â€Å"safe as far as reasonably practicable†. This question is completely separate from any goal set by the employer. In other words, even if an employer does not achieve its own safety goal, such fact does not mean that the workplace was â€Å"unsafe† or not â€Å"safe as far as reasonably practicable. In order to be meaningful, a safety objective must refer not only to a fatality or a lost time injury rate, but also to a time period to which it applies. Such objective should be realistic and achievable. Zero risk is a physically impossibility. However, it is sound policy to set targets for improving safety, but these targets have to be achievable and reasonably practicable. 45. In conclusion, cooperation between the employers and the employees are very important to ensure the safe and healthy at the workplace. the employers should knows their duty of care to their employees and the employees themselves should knows their responsibilities on their job. Without the cooperation, the safe and healthy environment at the workplace could not achieve.