Quantitative and Qualitative Risk Assessment and Health Performance Indicators of Occupational Health Hazards for an Oilfield Services Company
Authors: Mehra Anil , Sarang Asmita 
Published: September 2012

Abstract
Occupational health and safety is a critical multidisciplinary and multifaceted component of the oil and gas industry. Evaluation of job-specific occupational health and assessment of the risks associated with each job profile are conducted across the globe. Nevertheless, healthcare providers have adopted a highly synchronized system for the classification of occupational health hazards with reference to the Oil and Gas UK's (OGUK) Medical Aspects of Fitness for Offshore Work: Guidance for Examining Physicians which aids international consensus in occupational health identification and risk assessment modules.
Human wellness is commonly perceived as an optimal state of well-being wherein the physical, mental, social, and emotional dimensions of the human persona are in harmony. Health performance indicators are used to determine an employee's health and wellness quotient. Such indicators are productivity tools in conveniently designed systems offering a broad spectrum of services; using modern technology, equipment, and expertise in the field of industrial medicine; and helping provide preventive health care. Certain lifestyle-disorder symptoms can be dealt with in an evidence-based scientific program by using physical activity, intervention, and lifestyle modification.
Quantitative and qualitative risk assessment and health performance indicators of various occupational health hazards assist in the following: Identifying and evaluating based on the occupational health hazard and risk matrix.Prehiring selection of candidates who are physically fit for specific jobs based on individual evaluation criteria.Identifying high-risk candidates who could be more susceptible or liable to occupational injuries for a particular job offered.Assisting companies in reducing Lost Time Injury (LTI) rates.Lowering employee healthcare costs and other hidden costs of unwell employees.Reducing the cost of hiring and training new personnel as a result of reduced sickness absenteeism and employee turnover.Improving workplace morale.Screening individuals using these health performance tools to help identify potentially unwell prospects.Conducting industry-specific screening checks for specific occupational diseases.Reducing the number of work-related and non-work-related cases.Reducing sickness absenteeism by: ∘Identifying common hazards and reducing or eliminating them.∘Monitoring absences and identifying any common trends, with occupational health specialists assisting by suggesting interventions to address trends.∘Conducting workplace surveys to identify sources of ill health and identifying and implementing measures to reduce these sources.∘Educating employees about healthier lifestyle choices and supporting employees in making changes to a healthier approach.Focusing on the health of employees and designing interventions to improve health to reduce absence levels, which has the following benefits: ∘Reduced costs to the organization.∘Less disruption as the result of employee absenteeism.∘Greater engagement and motivation of employees because they feel valued by the employer.Lowering healthcare costs and mitigating financial liability.Facilitating quick and safe return to work.Supporting a positive company culture that promotes wellness, fitness, and team building.
An oilfield services company has evaluated and implemented a qualitative and quantitative process of ranking individuals during prehiring and for periodic evaluation based on significant criteria specific to a job. This ranking allows the company to select and employ individuals that best fit its stewardship goals and provides scientifically sound tools for better research and selection.