Training needs

Unskilled labourers are not covered by the scheme. The CSCS is administered by the Construction Industry Training Board and controlled by a Management Board of employer organisations and trade unions, with observer members from other interested parties including the HSE. Membership of the scheme is confirmed by the issue of a record card. Full details of CSCS can be obtained from PO Box 114, Bircham, Kings Lynn, Norfolk PE31 6XD. 

Other recognised competence-based registration schemes and their organisations include  

Scottish Construction Operatives Registration Executive (SCORE) 

The foregoing Is not Intended to represent a complete list of schemes mergers and additions are likely to alter the list over time. 

Apart from specific legal requirements which may exist, the need for first-aid training In the workplace depends upon a number of factors. These Include the nature of the work and the hazards, what medical services are available In the workplace, the number of employees and the location of the workplace relative to external medical assistance. Shift working may also be taken Into account, also the ratio of trained persons present to the total number of workers. 

Long-term employees whose jobs change as a result of new processes or materials should not be overlooked. The entire workforce needs periodic refresher training in responding to emergencies. 

Plan how to evaluate the training program when you are initially designing it. If the evaluation is done properly, it can identify your program s strengths and opportunities for improvement, and provide a basis for future program changes. 

Keeping training records will help make sure that everyone who should get training does. A simple form can document the training record for each employee. 

If the problem is one that can be solved, in whole or in part, by training, then the next step is to determine what training is needed. For this, it is necessary to identify what the employee is expected to do and in what ways, if any, the employee s performance is dehcient. This information can be obtained by conducting a job analysis that pinpoints what an employee needs to know in order to perform a job. 

Using company accident and injury records to identify how accidents occur and what can be done to prevent them from recurring. 

Requesting employees to provide, in writing and in their own words, descriptions of their jobs. These should include the tasks performed and the tools, materials, and equipment used. 

Observing employees at the worksite as they perform tasks, asking about the work, and recording their answers. 

In trying to determine the safety and health training needs for supervisors and workers at XYZ Company, we are asking you to give us assistance by completing the following questionnaire. Please place on the back of this sheet under Other Comments any guidance or concerns which you have. 

Employees themselves can provide valuable information on the training they need. Safety and health hazards can be identified through the employees responses to such questions as whether anything about their jobs frightens them, have they had any near-miss incidents, do they feel they are taking risks, or do they believe that their jobs involve hazardous operations or substances. 

OCCUPATIONAL HEALTH AND SAFETY MANAGEMENT A PRACTICAL APPROACH 

In order to provide you with an opportunity to have input on XYZ s safety and health training, select only 12 of the following topics that you deem most important for such a training program. 

Are there any other specific topics that you think should be covered that were not  

Analogous to the organizational analysis component, only limited guidance is available in the literature with regard to what methods should be used for person analysis and exactly what person analysis outputs should contain. Salas and Cannon-Bowers (2001), for example, reported that they found no empirical work regarding the person analysis phase of TNA. 

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The question to answer for this pre-startup task is Who needs training for this process and to what level of detail One method to analyze training needs is offered by the Instructional Systems Design (ISD) technical training model. It points to the job task analysis method mentioned previously (Appendix D, ISD Model and Job Task Analysis Techniques) to identify procedure titles as a first step for determining which job positions require specific knowledge and skills. 

The minimum fire instruetion and training needs are summarized in Table 6.15. 

Encouragement/enforcement of use of personal protection Special training needs, e.g. first aid, emergency rescue/fire-fighting... 

Prior to beginning any training activity, exact training needs should be identified. Training needs may vary based on hazards, potential exposures, work requirements, roles and responsibilities, job descriptions, and compliance requirements. Job hazard analyses and employee surveys... 

Are training needs identified in accordance with documented procedures ... 

Planning, conducting, and reporting on internal quality audits (clause 4.17.1) Identifying training needs and providing training (clause 4.18.1)... 

The standard advises that the range and detail of the procedures that form part of the quality system depend upon the complexity of the work, the methods used, and the skills and training needed by personnel involved in carrying out the activity. 

Determine training needs for developing, implementing, and evaluating the quality system. 

The standard requires the supplier to establish and maintain documented procedures for identifying training needs. 

You will notice as you complete this exercise that in many cases tasks will be interconnected, so that the product of one task provides the starting point for another task. For example, defining PHA-related training needs depends on... 

Process risk management Define process information needs Develop PHA procedure flow Document PHA procedures Define staff training needs Develop follow-up tracking process... 

Training. The project team will define the training needed for implementation of each new PSM system. The amount and type of training, and the number of staff requiring training, will be identified in the procedure developed. 

Training needs will vary according to team members familiarity with the approach you have selected. In a company with an active TQM program, you may need only a refresher course or briefing. For others it may be worthwhile to provide a more formal introduction to TQM techniques and processes. In many cases, the use of a trained facilitator (either from inside your company or an outside consultant) can greatly expedite the team s preparation and reduce the amount of individual team member training required. 

While you may gtoup trainees in any of a number of ways, consider at least four btoad categories managers, trainers, employees, and others—for example, contractors. The following discussion focuses on the training needs of each of these trainee groups and some of the techniques you may want to consider for addressing them. 

No single one of these methods or tools provides an all-purpose answer to training needs however, all of them have something to offer. You will probably find that a combination of several (or even all) of them will achieve your goals. 

Training and performance Training needs are very similar... 

The focus of this chapter has been on proactive application of these analytical methods such as safety audits, development of procedures, training needs analysis, and equipment design. However, many of these methods can also be used in a retrospective mode, and this issue deserves further attention in its own right. Chapter 6 describes analytical methods for accident investigations and data collection. 

Power recovery trains recover energy from the flue gas. The FCC starts to resemble a large jet engine air is compressed into a combustion zone and expanded across a turbine. Power recovery increases the efficiency of the unit but adds one more mechanical device to an already long list. Since they are too big to bypass, power trains need to be as reliable as the rest of the unit. 

A periodic review of ongoing water treatment programs with regard to suitability, economic benefit, training needs, and technical objectives also is required. 

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