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Safety training does not simply involve inviting a group of workers to a meeting on the safety topic of the month. It involves planning, preparation, and evaluation. But, even before you start planning, you need to do some preliminary legwork to determine if training is the appropriate organizational response. Before you commit to a training program, analyze organizational needs and specific problems, and review regulatory training requirements.
Analysts use surveys, interviews, observations, etc. to determine training needs. Managers, supervisors, and workers are asked about injuries, incidents of property damage, near misses, product quality, production efficiency, and whatever else could point to areas where training or engineering/administrative controls are needed.
When employees are not performing their jobs safely, it is often assumed that training will bring them up to speed. However, other actions (such as hazard abatement or improved procedures) could be more effective in enabling employees to work safely.
Problems that can be effectively addressed by training arise from a lack of knowledge, unfamiliarity with equipment, or incorrect execution of a task. Training is less effective (but still can be used) for problems arising from a lack of motivation or lack of attention to the job. A good training program helps the organization keep up with ongoing hazard identification and control activities.