Civil Engineering Reference
In-Depth Information
The use of the term 'systematic training' means the
training must be designed and planned so as to ensure
the employee has the necessary information and skills to
deal with workplace risks. The training should be struc-
tured and delivered by people competent to do so.
Safety training may be incorporated into routine
skills training, or may be delivered as a separate training
programme; the main objectives should be:
The main benefi ts gained through systematic
training cycle include:
➤
Trained employees will understand the
risks they face and the necessary risk
control procedures, reducing accidents
and increasing effi ciency
➤
Legal obligations will be met, reducing
the likelihood of claims or enforcement
action
➤
Employee morale and teamwork should
improve, increasing job satisfaction
➤
To provide necessary safety skills and information to
the workforce
➤
To support the safety culture within the organisation
➤
To ensure the success of any safety programmes
and support the safety management system
➤
To ensure compliance with risk control strategies,
e.g. fi re wardens training to assist in the safe evacu-
ation of a building.
➤
Attitudes to safety should improve, sup-
porting the safety culture
➤
Management time spent dealing with
non-compliance issues and investigating
accidents/incidents will be reduced
All health and safety training (including fi re safety train-
ing) must be provided for all employees relevant to their
duties and responsibilities, and the training programme
must include temporary or short-term employees as well
as permanent staff. The training should take place dur-
ing working hours. Where this is outside of normal work-
ing hours it must be treated as an extension of working
hours, i.e. it should be considered as overtime.
Training is not a 'one-off' activity; to be effective it
is conducted systematically throughout an organisation
and is cyclical in nature.
➤
The workforce will be more fl exible and
responsive to safety initiatives.
within the organisation. A detailed analysis of 'training
needs' is required in order to determine:
➤
What
training is necessary to meet the needs of the
task and the individual, e.g. safety procedures, skills
training, supervisory/management training, etc.
Training needs analysis
The specifi c requirement for training will vary between
organisations and between departments or sections
➤
When
the training will be needed - short-, medium-
and long-term training requirements
➤
Where
the training is best conducted, e.g. on or off
the job
➤
How
the training will be delivered - the precise for-
mat of the training
➤
Who
will require the training - taking note of any
specifi c individual requirements
➤
The
standard
of performance required on comple-
tion of the training.
Identify training
needs
Identify training
objectives and
methods
The training needs analysis forms part of a systematic
approach to the management of training.
Appendix 4.1 provides a diagrammatic representation
of a systems approach to training which illustrates the
role that the training needs analysis plays in the overall
management of competence in an organisation.
Decide if training
is necessary
Feedback loop
to improve training
process
Prepare
training
programme
Evaluate
effectiveness
Getting the message across
Whenever a training programme is developed, it should
be borne in mind that people undergoing training will
remember the information at a different rate depending
upon their personal learning preferences. The way the
information is presented also has a signifi cant bearing
Deliver
training
Figure 4.6
Training for safety - a typical training cycle
