Safety Training and

Education

Employers must have an overall safety program

including relative site specific safety information
where applicable. The safety training program
should cover topics such as :
Accident prevention and safety promotion
Safety compliance
Accident and emergency response
Personal protective equipment
Safety practices
Equipment and machinery
Chemical and hazardous materials safety
Workplace hazards
Employee involvement

Employers must document all training. Creating

a training matrix will help keep track of who has
been trained, when they were trained, the
training topic, and when it is time for refresher
training.
The non-English speaking population is
consistently growing in many industries and it
is important that employers provide bilingual
training for those workers, as OSHA requires
that all employees be properly trained.

Benefits of Training program

An effective training program can reduce the
number of injuries anddeaths, property
damage, legal liability, illnesses, workers'
compensation claims, and missed time from
work. An effective safety training programcan
also help a trainer keep the required OSHAmandated safety training courses organized
and up-to-date. Safety training classes help
establish a safety culture in which employees
themselves help promote proper safety
procedures while on the job. It is important that
new employees be properly trained .

OSHA's Voluntary training guidelines

OSHAs training guidelines follow a model that
consists of:
A. Determining if training is needed
You first have to determine if a situation can be
solved using training. Training is an effective
solution to problems such as employee lack of
understanding, unfamiliarity with equipment,
incorrect execution of a task, lack of attention,
or lack of motivation.

B. Identifying training needs

A safety trainer may
observe the worker in
his/her environment to
adequately assess the
worker's training needs.
Certain employees may
need extra training due
to the hazards associated
with their particular job
environment.

C. Identifying Goals and Objectives

It is important for the
Trainer to identify
necessary training
material. It is equally
important that the
trainer identify training
material that is not
needed to avoid
unnecessary training
and frustration from
their trainees.

D. Developing Learning Activities

Trainers can use
instructional aids such as
charts, manuals, PowerPoint
presentations, and films.
Trainers can also include
role-playing, live
demonstrations, and roundtable group discussions to
stimulate employee
participation. Games like
"what's wrong with this

F. Evaluating Program Effectiveness

Evaluation will help
employers or supervisors
determine the amount of
learning achieved and
whether an employees
performance has
improved on the job.

G. Improving the Program

As evaluations are reviewed, it may be evident
the training was not adequate and that the
employees did not reach the expected level of
knowledge and skill. As the program is
evaluated, the trainer should ask:
Were the important gaps in knowledge and skill
included?
Was material already known by the employees
intentionally omitted?

 Did the objectives state the level of acceptable

performance that was expected of employees?

Did the learning activity simulate the actual

job?

Was the learning activity appropriate for the

kinds of knowledge and skills required on the
job?

When the training was presented, was the

organization of the material and its meaning
made clear?

 Were the employees motivated to learn?

Were the employees allowed to participate

actively in the training process?

Thank you