Presentation on theme: "1 Occupational Safety & Health Training Model Joe McNicholas - July 2000."— Presentation transcript:
1 Occupational Safety & Health Training Model Joe McNicholas - July 2000
2 Training Guidelines Determine if training is appropriate. Identify training requirements. Set goals and objectives. Design the course. Conduct the Training. Evaluate Programme Effectiveness. Improve the Programme. Record everything.
3 Is Training Appropriate? n First step – why training? Legal requirement. Health & safety at work etc act. COSHH. Abrasive wheels. Manual handling. Personal protective equipment. Young person. Problem solving. Lack of knowledge of process or materials. Not familiar with work equipment. Not carrying out the task correctly. High accident/incident rate. Complacency. Training for the sake of it is counter productive and more often than not, worthless!
4 Identifying Training Requirements n The next step is to determine what training is needed. n Specific Legal requirement. New machinery. New process. First Aid n General. Basic awareness for all employees. Supervision/ Management. Part of the Health & Safety Policy Are the required training skills available in-house or should an external organisation be considered.
5 Set Goals & Objectives n When training requirements have been identified, goals and objectives need to be set. These need to be conveyed to the audience What are we trying to achieve?
6 Set Goals & Objectives n For the training to be successful, clear and measurable objectives should be thought-out before the training begins. n For an objective to be effective it should identify: How the audience can demonstrate that they understand the goals and objectives. That the objective has been reached. They should also describe the important conditions how the audience will demonstrate competence and define what constitutes acceptable performance.
7 Design The Course. n When objectives have stated what the training programme will achieve, then the course can be designed. Audience. Management. Supervision. Shopfloor. Contractors. Material. Handouts or manual. Reference books. Content. Risk assessment. Specific regulations. Industry standards. Designed to suit the audience. Duration. Presentation Video/ Audio Lecture Role play
8 Design The Course. n To be motivated to learn the material being presented, employees must be convinced of the importance and relevance of the material.
9 Conducting The Training n When all previous steps have been developed. You are ready to conduct the training. The training should be presented so that its organization and meaning are clear to the audience it is aimed at. To do so, trainers should: Provide overviews of the material to be learned. Relate, wherever possible, the new information or skills to the audience’s goals, interests, or experience. Reinforce what they have learned by summarizing the programme's objectives and the key points of information covered. These steps will assist employers in presenting the training in a clear, unambiguous manner.
10 Conducting The Training n Allowing employees to participate in the training and practice their skills and knowledge will help maximise the effectiveness of the training programme. n This will help to make sure that they are learning the required knowledge or skills and permit correction if necessary. n Employees become involved in the training process by: Participating in discussions. Asking questions. Contributing their knowledge and expertise. Learning through hands-on experiences. Through role-playing exercises.
11 Evaluate Programme Effectiveness n All too often training is carried out with no thought as to effectiveness, thus defeating the object of the training in the first instance. Review and evaluate. Feedback on completion of the course. Safety inspections and audits. Check accident/ incident statistics. Changes in regulations. Changes in company policy. Carry out improvements
12 Record Everything Determine if training is appropriate. Minutes of meeting, memos. Identify training requirements. Drafts, minutes of meeting. Set goals and objectives. Drafts, minutes of meeting. Design the course. Who was involved, drafts, minutes. Conduct the training. Copy of material, log of attendees, certificates. Evaluate programme effectiveness. Questionnaires, reviews. Improve the programme. How & why, minutes.