Necessary Training
If the problem can be solved in whole or in part by training, the next step is to determine what training is needed. For this, it is necessary to identify what the employee is expected to do and in what ways, if any, the employee's performance is deficient.
When designing a new training program, or preparing to instruct an employee in an unfamiliar procedure or system, a job hazard analysis can be developed by examining engineering data on new equipment or the safety data sheets on unfamiliar substances. The content of the specific OSHA standards applicable to a business can also provide direction in developing training content.
If learning needs can be met by revising an existing training program rather than developing a new one, or if employees already have some knowledge of the process or system to be used, appropriate training content can be developed through such means as:
- Requesting employees to provide descriptions of their jobs, including the tasks performed and the tools, materials, and equipment used.
- Observing employees at the worksite as they perform tasks, asking about the work, and recording their answers.
- Examining similar training programs offered by other companies in the same industry, or obtaining suggestions from such organizations as the American Society of Safety Engineers (ASSE), National Safety Council (NSC), and insurer and OSHA consultants.
Employees can provide valuable information on the training they need. Employee responses to the following can help identify safety and health hazards:
- If anything about their jobs frightens them;
- If they have had any near-miss incidents;
- If they think they are taking risks; or
- If they believe their jobs involve hazardous operations or substances.
Knowledge Check Choose the best answer for the question.
2-5. When designing a new training program for an unfamiliar or new procedure, a _____ can be developed to ensure the training addresses the goals.
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