Training for management

Senior managers should be given essentially the same information, as this gives them a full appreciation of the tasks of subordinates, makes them more aware of standards of success and failure, equips them to make cost-beneficial decisions on health and safety budgeting, and allows them to play an important part in setting organisational measures and targets. 

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The safety and health training, which is needed should include not only workers but supervisors and management. Without training for managers and supervisors, it eannot be expected or assumed that they are eognizant of the safety and health practices of your company. Without this knowledge they will not know safe from unsafe, how to implement the loss control program, or even how to reinforce. 

Management Operating policies and procedures Training for vapor release prevention and control Audits and inspections Equipment testing Maintenance program Management of modifications and changes to prevent new hazards Security... 

The standard requires that trained personnel be assigned for management, performance of work, and verification activities including internal quality audits. 

How do you ensure that trained personnel are assigned for management, productive work, and verification activities ... 

Training for all plant personnel on the new Management of Change procedure was completed and the procedure became mandatory. 

A manager (from, for example, the HR department) who knows a lot about mentoring/men to ring schemes and who has either done training before and/or could be effectively trained for the role - please note that this manager might be the program co-ordinator. 

The program was championed by Lars Akeson, the HR Director of the Division, and its global implementation was co-ordinated by Malin Boultwood, Manager of Competence and Culture. Boultwood is still responsible for managing the scheme, which means that she matches mentors and mentees, organizes the training, and carries out evaluations. The scheme is funded partially by the participants departments and partially from the central HR budget. 

Whether skills training for relationship supervisors is necessary at all will depend on the nature of the role. Thus, if the relationship supervisor does need to become involved in managing relationship problems, you might want to provide training in the following two skills ... 

Irrespective of whether your program employs relationship supervisors to deal with relationship problems or not, the coordinator will always have the final responsibility for managing difficult situations. Since the same principles apply to the program co-ordinator as to the relationship supervisor regarding this subject, you might want to structure the training in similar ways. 

Rawson RA, Huber A, McCann M, et al A comparison of contingency management and cognitive-behavioral approaches during methadone maintenance treatment for cocaine dependence. Arch Gen Psychiatry 59 817—824, 2002 Rohsenow DJ, Monti PM, Martin RA, et al Motivational enhancement and coping skills training for cocaine abusers effect on substance use outcomes. Addiction... 

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