Now, the ISO 14001 environmental management system is not a traditional system that has always been incorporated in company processes or indeed as part of hr management. In fact it only became very popular in the twentieth century as an after effect of damaging natural calamities all over the world forcing people to actually listen to the cry of nature although EMS has been existent as far back as the nineteenth century. These calamities were not a welcome incident but it immensely helped in heightening environmental awareness as the hearts of millions of people were moved as the damage the world suffered costs billions in infrastructure as well as millions of lives. This simply is not something that can be easily ignored or one can talk nonchalantly about.

Yet the challenge still lies on how effectively you can communicate the immediate need in helping the environment get back to its natural course as this is something not traditional for a company to do. True that it is an incredible change nowadays that companies have been more cooperative in assuming their corporate social responsibilities yet the current rate of awareness is simply too low on an average to spur the environmental changes we need today and now as time is ultimately running out. The question is how. Employment law advice for employers can give you an insight into how to both monitor procedures and communicate them to the workforce.

Reporting about statistics and benefits of environmental management systems may simply bore employees. Managers and supervisors will of course understand this fully as this should not be the first time they are confronted with an environmental module but neophytes will not understand it as much.

Create a visual presentation that each employee on every level can understand. For instance your compliance to ISO 14001 in 2010 compared to 2009 in graphs and possibly pictures of raw material and products that are the basis for this data explained in such simple terms. Instead of enumerating the genetic makeup of this and that, explain what it is, how it can be hazardous to the environment, display proven data of people who fell ill because of this or the adverse effect it had on the environment ricocheting back to people or a simple analysis of success with the same date proving that for instance 2010 was better than 2009 because of the successful implementation of EMS that resulted in a lower number of absenteeism rate compared to the average. Another example is being transparent with numbers which employees should appreciate. For instance showing a graph on how much you used to spend in waste management on an average versus the saving on expenditure you were able to save in the past year that resulted in a bigger Christmas party and bonuses in 2010.

Examples like this unite a company in an effort to support a common goal if there is something in store for them; otherwise, it simply gets thrown out of the window because what they would think of it is that it is only for the benefit of the company and not theirs so why should they bother. It would also help if you actually support a foundation and have a presentation on how great your EMS is that this and that and as result five hundred more kids were able to attend school last year.

There is no need to tell them that it is an ISO 14001 environmental management system that you are currently following or that it is employment law advice for employers to regulate this at work because they may not understand it anyway. Only specify things that you know would particularly pique their curiosity with something that can directly affect them that should spur the will from within to help the society, community, the environment and at a macro perspective, the world. In succeeding like this, you can expect innumerable benefits to the organization by the end of the year while awareness is heightened and forged in the hearts of your people and consciousness is instilled in their minds wanting to be a driving force that helped the world in more ways than none. Goodness still prevails in people and you can expect that its potential is far greater than any HR management policy can measure.