The first step in the training process is a basic one; to determine if a problem can be solved by training. Whenever employees are not performing their jobs safely, we might assume training will bring them up to standard. However, it is possible that the following non-training actions are needed to make sure employees comply with safe procedures and practices:
Worker training is essential to every employer’s safety and health program. The time and money it takes to train workers is an investment that pays off in fewer workplace accidents and lower insurance premiums. Effective training also helps inexperienced workers, who tend to have higher injury and illness rates than experienced workers.
Ideally, safety and health training should be provided before problems or accidents occur. This training would cover both general safety and health rules and work procedures, and would be repeated if an accident or near-miss incident occurred. Problems that can be addressed effectively by training include those that arise from lack of knowledge of a work process, unfamiliarity with equipment or incorrect execution of a task.
However, training isn't as likely to help if workers don’t understand it, if they:
Whatever its purpose, training is most effective when designed in relation to the goals of the employer’s total safety and health program.
No amount of training is likely to improve workplace safety unless you make it part of an effective integrated Safety and Health Program.
What is the current safety performance? Before we can determine if a discrepancy is caused by a lack of knowledge, skills or abilities, we need to accurately describe the actual safety performance. A new employee might require comprehensive safety training so make sure they meet your performance standards. An experienced employee might require training on new procedures or machinery.
Then again, if there is no lack of knowledge, skills or abilities, non-training options might be required.
Once we have accurately described the discrepancy, we can the use the following checklist to help determine the solution. The checklist takes you through decision process that helps determine one or more intervention options: training, resources, supervision, enforcement, and leadership.
To help determine if training is actually the solution to the problem, you can use the checklist below which has been adapted Analyzing Performance Problems: Or You Really Oughta Wanna by Robert F. Mager, Peter Pipe. "
Safety Training Decision Tree
____ Is knowledge, skills, or ability (SKAs) sufficient?
Training Options Checklist
____ Has the employee performed the task before?
____ Is the task accomplished often
Non-Training Options Checklist
____ Are resources and support adequate?
____ Is safety supervision/management adequate?
There are a number of triggers, internal indicators and external influences that may generate a training need. If any of these are likely to occur in the future, one or more employees may need training.
Potential Triggers. Certain occurrences may trigger the need for training in your workplace. Are you considering the need for training for the following?
Internal Indicators . If, in your analysis of the safety management system, you discover the following trends, safety training may be required:
External Influences. As I'm sure you're aware, employers do not operate in a vacuum. From time to time, Oregon OSHA and other agencies promulgate rules and guidelines that affect the way work is conducted. Here are more examples of external factors that require safety training:
Copyright ©2000-2019 Geigle Safety Group, Inc. All rights reserved. Federal copyright prohibits unauthorized reproduction by any means without permission. Disclaimer: This material is for training purposes only to inform the reader of occupational safety and health best practices and general compliance requirement and is not a substitute for provisions of the OSH Act of 1970 or any governmental regulatory agency. CertiSafety is a division of Geigle Safety Group, Inc., and is not connected or affiliated with the U.S. Department of Labor (DOL), or the Occupational Safety and Health Administration (OSHA).