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Safety in the driver's seat: a dose of driving instruction can help employees steer clear of costly traffic accidents

HR Magazine, Feb, 2004 by Carolyn Hirschman

Essentially, driver education is a matter of balancing costs and benefits. The way many safety experts see it, the choice is clear: Employers can spend money on the costs of traffic accidents--or on traffic accident prevention.

Online Resources

For more information on driver training for employees, see the online version of this article at www.shrm.org/hrmagazine.> RELATED ARTICLE: Six Lanes for Safety

The National Highway Traffic Safety Administration suggests six steps that companies can take to formulate and implement a highway safety program. "Remember, even the smallest program can bring significant cost savings," the agency says.

Here are capsule summaries of the steps:

* Obtain management's commitment and support by showing that a workplace program is affordable and simple and will have a positive impact on company profits.

* Identify exactly what your company pays out for motor vehicle crashes. This will help you demonstrate the need for a comprehensive motor vehicle and pedestrian safety program.

* Develop an action plan. Establish concrete objectives and set a realistic date for meeting each objective.

* Create a clear and comprehensive set of traffic safety policies, and communicate them to all employees. Post them throughout the workplace, distribute copies periodically and discuss the policies at company meetings. Offer incentives for sticking to the rules, and point out the consequences of disregarding them.

* Implement an awareness campaign. Encourage employees to come up with fun, creative ways to boost awareness of safety issues and procedures.

* Evaluate your program regularly. Check employees' progress toward reaching your program objective.

CAROLYN HIRSCHMAN IS A BUSINESS WRITER BASED IN ROCKVILLE, MD. SHE HAS WRITTEN FOR A VARIETY OF BUSINESS PUBLICATIONS AND HAS COVERED WORKPLACE ISSUES SINCE 1991.

COPYRIGHT 2004 Society for Human Resource Management
COPYRIGHT 2004 Gale Group

 

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