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Founder of BBio                                                              First Aid Training Faisalabad

Coca Cola Isb

 

Organization

Organization:

What is an organization?

A unit their two or more persons work tighter to achieve a specific goal or common purpose is called organization.

What is management?

Management is science and art; it is the process of getting thing done through others.

Process of Management:

1.     Planning:

See in advance, is the purpose through which we achieve our target.

2.     Organizing:

Deciding

Who will make the decisions, which will do the job?

3.     Leading:

Motivating the individual to achieve the specific target.

4.     Controlling:

Monitoring the progress towards achieving the target.

5.     Assurance:

To assure the quality of POLC function.

RBros: RBros

RBros: RBros

Training Programs: Communication

Training Programs: Communication: Radio  PROCEDURES   A commonly understood international format is necessary on a radio network wit h t he main principle differs ...

The Training Content

The Training Content:

Once a decision has been made to design a training program, decisions must be made about the training content. This is a crucial stage as one wants to be sure that the training content matches the training needs and objectives. The importance of this has been noted Campbell who states, “by far the highest priority question for designers, user, and investigators of training is, what is to be learned? That is, what (specifically) should a training program try to accomplish, and what should the training content be?”

          You should have a good idea of the nature of the training content from the needs assessment and the training objectives. This is another reason why it is so important to conduct a thorough needs assessment prior to designing a training program. As well, employee’s current levels of knowledge and skills can be compared to the organization’s desired levels as indicated by the performance goals or objectives. The gap between the two represents the organization’s training needs and determines the precise content of the training course.

          However, even if one knows, for example, those employees have insufficient knowledge of how to conduct structured employment interviews; it still remains to be determined what content will be used in the training program. That is, we still need to translate training objectives into tainting content and to also determine the sequence in which the content will be learned. It is not sufficient to simply say that the training content should focus on structured interviewing.

          One of the most common and effective ways to identify training content is to consult with subject-matter experts who are knowledgeable in a particular area and know the topic well enough that they can specify the raining content. To determine the content of a training program to fulfill the training objective regarding structured employment interviews, one can consult with human resource professionals, consultants, or professors. It is also possible that some members of the organization’s human resource department will have some knowledge about structured employment interviews. On the basis of the subject-matter experts judgments one can identify the content required to achieve the training objective.

          A second source of training content is the research and theory that can be found in the academic and practitioner literature. In the case of structured employment interviews, there are dozens of articles and research papers on how to design and conduct structured interviews.

          A third possibility would be to purchase an off the shelf training program on structured employment interviews. This would likely include a lesson plan, an instructor’s guide, training materials and exercises, and perhaps a videotape. Whichever of those sources are used, it is important to realize that ultimately a judgment will have to be made about what content will best fulfill the training needs and objectives? This decision will not always be easy. 

Identified the following 15 ways that employment interviews can be structured to enhance the content and evaluation process of the interview:

  1.    Base questions on a job analysis.

  2.    Ask exactly the same questions of each candidate.

  3.    Limit prompting, follow-up questions, and elaboration on questions.

  4.    Use better types of questions.

  5.    Use longer interviews or more questions.

  6.    Control ancillary information.

  7.    Do not allow questions from candidates until after the interview.

  8.    Rate each answer or use multiple scales.

  9.    Use detailed anchored rating scales.

10.     Take detailed notes.

11.     Use multiple interviewers.

12.     Use same interviewers across all candidates.

13.     Do not discuss candidates or answers with other interviewers.

14.     Provide extensive interviewing training.

15.     Use statistical rather than clinical prediction.

In particular, trainees will be trained to conduct structured employment interviews according to the following learning behaviors:

1.    Ask exactly the same questions of each candidate.

2.    Limit prompting, follow-up questioning, and elaboration on questions.

3.    Use experience based interview questions.

4.    Do not allow questions from candidates until after the interview.

5.    Rate each interview answer using the scales for each question.

6.    Take detailed notes.

7.    Use statistical rather than clinical prediction. 

Frostbite

Frostbite:

        Warm froze part in water (102-105 degrees). 

• Don't use heat lamp or 
• hot water bottle. 
• Do not rub.

Heat Exhaustion: 

       Give patient 

• sips of salt water (1 teaspoon of salt per glass, 1/2 glass every 15 minutes for one hour.
• Loosen clothing and 
• Apply cool wet cloths.
• Keeping lying down with feet elevated. 
• Take to hospital

Fainting:

Fainting:

  Seat a person who feels fain. Fan face or sponge with cool water. Lower head to knees to encourage blood flow. If he faints lay him down, turn head to the side, and wave smelling salts or spirits of ammonia under the nose. if the faint lasts more than a few minutes, call a physician, if person regains consciousness, keep him quite and lying down for 15 minutes. 

Poison: 

    If patient is unconscious, do not attempt to treat except with artificial respiration, if needed. Conscious patients of corrosive poison (which destroy tissue, e.g. acids) should be given large quantities of milk to drink. With narcotics (e.g. sleeping pills) the patient should be made do vomit by touching the back of his throat or giving him two tablespoons of salt in a glass of warm water to drink.

Shock

Shock:

     Symptoms are pale,  cold skin, rapid pulse, shallow breathing, and weakness. Shock itself can be fatal, Reassure the patient and lay him down at absolute rest. Loosen any tight clothing, wrap in blanket or coat but DO NOT OVEREAT, apply artificial heat or rub. Shift the patient to the hospital without delay. 

Broken Bones: 

    Fractures should be moved as little as possible, Immobilize and support the injured part at once. Upper limbs may be gently secured  to the body in the most comfortable position. When a leg is fractured leave the patient lying in as comfortable position as possible and call a doctor or ambulance. if transport is essential the injured limb may be secured to the sound one. 

Bleeding and Wounds

Bleeding and Wounds:

   To stop bleeding, firmly squeeze the sides of the wound together or apply pressure with the thumbs at the sides of the wound. Cleanse around and away from the wound, taking care not to disturb any blood clot. Apply and maintain pressure to bleeding part with dressing, cover with pad and bandage firmly. If bleeding is not controlled, apply more pads and increase pressure with the hand or additional bandages. Immobilize the injured part and treat for shock. 

Incident Management

Incident Management:-

The main principle of incident management is that you are the most important person and your safety comes first! Your first actions when coming across the scene of an incident should be:

§  Check for any dangers to yourself or bystanders

§  Manage any dangers found (if safe to do so)

§  Ensure continuing safety of yourself and bystanders

As a first aider it is important to have a good understanding of infection control. Infection control is an important for two reasons:

ü To protect yourself! Remember you are the most important person

ü To protect the patient

Think about the following situation:

And

Think about the following questions:

•      What would your first action be?

•      What dangers could there be in this situation?

•      How would you manage these dangers?

•      Which other emergency services would be required?

In some situations it may be too dangerous for you to approach the scene. In this situation you should remember that you are the most important person – stay back and call for professional assistance.

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In many first aid situations, help from the emergency services may be required.

Ensure you know which number to call!

– Fire & Rescue Islamabad 16

– CDA CARE: 1122

– Punjab Emergency Service: 1122

– Police Rescue Service: 15

– Edhi Ambulance: 115

– All Pakistan Fire Brigade: 16

Give clear, precise information about

•      -The location of the incident

•      – The number of casualties / people involved

•      – The nature of their injuries

•      – In some cases, their age

•      – Any hazards at the incident (e.g: spilt fuel, fire, electricity)

Note: If the area is remote/difficult to access, consider sending someone to meet the emergency services in a known location.