essay
Lilyb660
2.pptxOverview
This chapter examines the training needed by those in the workplace who have various responsibilities for WHS.
Those with WHS responsibilities may include company or organization directors, managers, supervisors, health and safety representatives (HSRs) and health and safety committee members, and, of course, all employees in respect to their duty of care to others and their requirement to follow all safety policies and directives.
What the laws says.
Employers have a legal requirement to provide WHS training to assist in achieving their duty of care for the health, safety and welfare of employees, visitors, contractors and anyone at, or in close proximity to, the workplace
What the laws says.
There are also specific safety training requirements which are prescribed in specific regulation including:
Confined space entry training
Construction induction training
Crane operator training
First aid training
Manual handling training
Hazardous substance training
Health and safety committee training etc.
Besides these specific training you may need to train your employee on other important safety of your workplace, such as your emergency evacuation procedures, use of machine guarding operation of machinery and tools, general safety induction, etc.
WHS Training Needs Analysis (TNA).
Training Needs Analysis (TNA) provides a useful assessment tool during the performance appraisal process. A manager can discuss with an employee the areas of improvement required and the steps they. Can take to develop the required skills, as well as providing the necessary training to achieve the organization’s goals.
Required WHS training.
Health and Safety Representative (HSRs) and Committee: training for HSRs is specified in most legislations, but committee member training is not specifically addressed.
Workplace Health and Safety Officers/Practitioners: those who are required to undertake specific tasks such as noise surveys, risk management, WHS audits, inspections or incident investigations also require training.
Supervisors and managers: Managers and supervisors may also require training in the administration of WHS and the organization of systems of work so that employees are not exposed to hazards, as well as to meet their responsibilities.
Employees: the law says that there is a requirement to train all employees in safety.
Training function
Required WHS training.
Large organizations may have a training officer to identify WHS training needs, organize training and complete training and training records. Organizations which have a WHS practitioner may involve them as training officer with responsibility for ensuring adequate and timely training. Some training cannot be provided within the organization and must be carried out by recognized or approved external providers.
Being an effective trainer, facilitator or coach.
Having determined the training needs of the trainers, the trainers need to understand the backgrounds of the group. In the training.
Organize and plan before instruction and demonstration: you need to ensure you know as much as possible about your potential trainees before you start to design or develop your training program and the resources you are going to use. The following important facts about your trainees can assist in your design, development, and assessment of the training program ( the current skills knowledge and competencies, the demographic background, cultural or religious background, the language, literacy level, and physical limitations)
Being an effective trainer, facilitator or coach.
Identify training objectives
Training plans
Source learning resources
Prepare equipment and other resources
Keep learners informed
Conduct instruction and demonstration.
Before commencing any formal classroom or on-the-job training, coaching or mentoring program you need to set up the learning environment to be as conductive to effective skills and knowledge transfer as possible.
The learning environment: by sending out the training plan, timetable and administration information in advance you have dealt with many concerns. When people arrive at the workshop/session greet them individually. The reinforcement of the information previously sent out puts their minds at rest on the process.
Confirm a safe learning environment
Conduct instruction and demonstration.
WHS in the classroom: when you are conducting on-the-job training using plant, equipment and tools, you need to remind trainees about their responsibilities for ensuring the safety of their workmate. There may also be personal protective equipment (PPE) requirements for the training task.
Delivery techniques: as a trainer, you have a variety of techniques for ensuring your message is received and competency in skills or knowledge is achieved. The delivery techniques you choose are in part determined by the objective of your training.
Coaching techniques: coaching is where a coach facilitates enhanced performance , learning and development in the individual whom they are coaching.
Communication skills: listening, asking questions, giving positive feedback and creating a welcoming learning environment are the skills required for effective communications to occur in a training and coaching environment.
Evaluation and improving your training performance.
Evaluating the effectiveness of your training requires feedback. The most important feedback is the demonstrated competency of the skills and knowledge required. If you are conducting skills and knowledge assessments, written assessments and skills tests can be used to measure the success of your training/coaching
