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Five Steps to Creating a...
Five Steps to Creating a Safety Equipment Training Program
Before you spend your time and energy constructing a training program, you must assess the situation. Learn more about how to create a safety equipment training program.
1. Perform a Needs Assessment
What type of training do your employees need? How, and to whom, will you deliver this training?
• Before you spend your time and energy constructing a training program, you must assess the situation.
• Is the training a response to a problem your employees are facing, or could the situation be solved in another way?
• What type of training should you execute? How extensive/ comprehensive should it be?
• Will the training help your company reach one of its business goals?
2. Know Your Audience
Remember: not every type of worker learns the same way.
• The industrial workplace is a niche, and often diverse, environment.
• The way in which you deliver your instruction will depend on the age, personality, etc. of your audience.
• Engaging younger employees (i.e. Millennials) requires a certain type of strategy.
3. Ensure Clarity, Accuracy, Credibility, and Practicality
How to comply with regulations and standards in a clear manner:
• Make sure your instruction is in compliance with OSHA regulations and standards.
• Be clear and understandable in your delivery, but don’t skimp on accuracy or comprehensiveness.
• Provide information that is relevant to your employees, facilities, and machinery.
4. Provide Hands-On Experience
Lectures, Practice, and the 1:3 Ratio
• Begin with simply telling your employees how to use the safety equipment.
• Then, let your employees get practice performing the tasks while you guide them through it.
• Lectures and practice should be executed using a 1:3 ratio.
• Don’t forget to share the “why” of the training.
5. Evaluate Effectiveness and Improve
Can your employees use your instruction to perform safely and effectively?
• Your goal is to change or dictate your employees’ behaviors on the job to ensure safety. Did the training accomplish this?
• Assess employees’ reactions to the training, their actual learning, their performance after the training, and any quantifiable results for your company.
• Make adjustments as needed and repeat.
What type of training do your employees need? How, and to whom, will you deliver this training?
• Before you spend your time and energy constructing a training program, you must assess the situation.
• Is the training a response to a problem your employees are facing, or could the situation be solved in another way?
• What type of training should you execute? How extensive/ comprehensive should it be?
• Will the training help your company reach one of its business goals?
2. Know Your Audience
Remember: not every type of worker learns the same way.
• The industrial workplace is a niche, and often diverse, environment.
• The way in which you deliver your instruction will depend on the age, personality, etc. of your audience.
• Engaging younger employees (i.e. Millennials) requires a certain type of strategy.
3. Ensure Clarity, Accuracy, Credibility, and Practicality
How to comply with regulations and standards in a clear manner:
• Make sure your instruction is in compliance with OSHA regulations and standards.
• Be clear and understandable in your delivery, but don’t skimp on accuracy or comprehensiveness.
• Provide information that is relevant to your employees, facilities, and machinery.
4. Provide Hands-On Experience
Lectures, Practice, and the 1:3 Ratio
• Begin with simply telling your employees how to use the safety equipment.
• Then, let your employees get practice performing the tasks while you guide them through it.
• Lectures and practice should be executed using a 1:3 ratio.
• Don’t forget to share the “why” of the training.
5. Evaluate Effectiveness and Improve
Can your employees use your instruction to perform safely and effectively?
• Your goal is to change or dictate your employees’ behaviors on the job to ensure safety. Did the training accomplish this?
• Assess employees’ reactions to the training, their actual learning, their performance after the training, and any quantifiable results for your company.
• Make adjustments as needed and repeat.
