Identify WHS training needs based on regular staff monitoring.
Identify WHS training
There is a legal requirement to provide training in workplace health and safety, in order to assist in achieving the duty of care for the health, safety and welfare of employees.
This is contained in the Workplace Health and Safety (WHS) legislation in Australia. There are also specific safety training requirements, which are prescribed in specific regulation provisions.
These include training requirements such as:
➢ First aid training
➢ Safety committee training (if you have one)
➢ Safety representative training (if you have one)
➢ Forklift driver training
➢ Crane operator training
➢ Return to work coordinator training
➢ Construction induction training
➢ Manual handling training
➢ Confined space entry training
➢ Hazardous substances training if you handle chemicals in the workplace and many others.
Other than training requirements, there may be other aspects which you will need to train your staff on, such as your emergency evacuation procedures, using machine guarding, operation of machinery and tools, general safety induction, workstation ergonomic training, chemical awareness, risk assessments, and incident investigation.
What should be included in training will depend on your specific organisational requirements and legislation as it applies to your organisation and roles within it. There are a number of ways to identify WHS training needs relevant to the job.
Methods to identify WHS training needs include:
➢ A training matrix (identifies WHS skills required for employees and their respective job position)
➢ Job safety analyses (includes training and competency for each task)
➢ Specific hazard risk assessments (e.g. manual handling-safe lifting technique training)
➢ WHS audits
➢ Observation of working practice
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➢ Legislation requirements (e.g. plant operator certification)
➢ Investigation of incidents.
There may be a need for training because of a range of factors, including:
➢ Skills or knowledge – The individual does not know how to perform the process correctly – lack of skills, knowledge, or abilities.
➢ Process – The problem is not related to the individual, but is caused by working conditions, improper procedures, etc.
➢ Resources – Lack of resources, such as equipment or technology.
➢ Motivation or business culture – The individual knows how to perform, but does not do so – this can be for a variety of reasons.
Training needs analysis
A Training Needs Analysis (TNA) is a survey that will help you to identify the WHS training needed in your organisation. The answers provided will assist you to plan training.
The following steps will help you in conducting a TNA:
➢ Create a survey – A questionnaire with check list format, that requires yes/no answers is simple but effective.
➢ Cover topics such as safety rules, processes for reporting hazards, use of PPE, fire and evacuation procedures, major hazards of the workplace etc.
➢ Distribute surveys to staff and ask them to complete.
➢ Compile the checklists and record the number of staff who have training or knowledge on particular areas.
➢ Record the total findings.
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