Certificate iv in frontline management – identification of ohs training needs


Published on

Published in: Technology, Business
  • Be the first to comment

  • Be the first to like this

No Downloads
Total views
On SlideShare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide

Certificate iv in frontline management – identification of ohs training needs

  1. 1. Certificate IV in FrontlineManagementIdentification of OHS Training Needs
  2. 2.  One way to identify any OHStraining needs is to conduct aTraining Needs Analysis. OHStraining needs are furtherdiscussed in Intellitrain’sCertificate IV in FrontlineManagement.
  3. 3.  This is done to find a training gap. This is one of the first things thatshould be done to determine theactual training needs of thelearner group they will be training.
  4. 4.  This process should ideally covera review of any previous trainingthe learners have attended, whatgaps the learners have in theircurrent knowledge or skills, whattraining options are available, aswell as the budget and resourcesthat are available to conduct thetraining.
  5. 5.  A Training Needs Analysis isconducted in order to capture thetraining requirements that ensurethe training that is conducted iseffective and appropriate to thetarget learner group.
  6. 6.  This process should form a bridgebetween the actual training andorganisational objectives so thattraining is conducted in a manner thatcompliments the operationalrequirements of the organisation.
  7. 7. Some ways in which OHStraining gaps can be identifiedinclude; Observation Incident report forms Accident report forms Statistics and figures on incidentsand accidents
  8. 8. Manager reportsFeedback from colleaguesFeedback from customers /clientsComparing current tasks withjob performanceDuring performance reviews
  9. 9.  Training needs should beidentified as part of the trainingrequirements then determined asthe best way to manage therequirements including costeffective and time effective waysof meeting these requirements.
  10. 10. Whenever new equipment ortechnology is introduced intoan organisation, new staffmembers are appointed, thereis a new development inpolicies and procedures, orany other changes occurwithin the workplace, aTraining Needs Analysisshould be conducted.
  11. 11.  Sometimes training will not be thesolution to a problem, but in mostcases, training is required in orderto fix a situation that has comeup, train staff in proper use ofequipment or to assist in theminimisation of incidents in theworkplace.
  12. 12.  Training needs can also existwhen there are reasons thatemployees and team membersare feeling unsafe due toharassment or bullying forexample. A good way to conduct a TrainingNeeds Analysis is by holding aSkills Audit in the workplace.
  13. 13. Skills Audits can be held inany number of the followingwaysInterviews with staff membersand team membersObservationSupervisor reports
  14. 14. General Q & A session withteam memberSuggestionsFormal assessmentsSurveysEmployment and personnelfiles
  15. 15.  It is important to identify whatskills employees are expectedand required to have in order toperform their job role safely.
  16. 16. It is equally important todetermine what other trainingneeds exist such asharassment awareness ortraining around anti-discrimination etc that mayneed to be conducted in theworkplace to ensure it is asafe and healthy workingenvironment.
  17. 17. Intellitrain offers courses inCertificate IV FrontlineManagement forCoordinators, LeadingHand, Supervisors and TeamLeaders.