Health and safety training

Essential to the continuous improvement is the effective health and safety training of the workforce. Training helps people acquire the skills, knowledge and attitudes to make them competent in the safety and health aspects of their work. It includes formal off-the-job training, instruction to individuals and groups, and on-the-job coaching and counselling. However, training is not a substitute for proper risk control.

Training can be covered in three areas:

Organisational needs: Everyone in the organisation should know about the organisation‘s Safety Statement, the philosophy underlying it and the structure and systems for delivering the policy. Employees should also know which parts of the systems are relevant to them, to understand the major risks in the organisation‘s activities and how they are controlled.

Job-related needs: These fall into two main types – management needs and non-management needs.

Management needs include:

• Leadership skills.
• Communication skills.
• Techniques of safety and health management.
• Training, instruction, coaching and problem-solving skills relevant to safety and health.
• Understanding of the risks in a manager's area of responsibility.
• Knowledge of relevant legislation and appropriate methods of control, including risk assessment.
• Knowledge of the organisation‘s planning, measuring, reviewing and auditing arrangements.
• Awareness of the financial and economic benefits of good safety and health performance.

Non-management needs include:

• An overview of safety and health principles.
• Detailed knowledge of the safety and health arrangements relevant to an individual‘s job.
• Communication and problem-solving skills to encourage effective participation in safety and health activities.

Individual needs: Individual needs are generally identified through performance appraisal. They may also arise because an individual has not absorbed formal job training or information provided as part of their induction. Training needs vary over time, and assessments should cover:

• Induction of new starters, including part-time and temporary workers.
• Maintaining or updating the performance of established employees, especially if they may be involved in critical emergency procedures.
• Job changes, promotion or when someone has to deputise.
• Introduction of new equipment or technology.
• Follow-up action after an incident investigation.

Strengthening operational capacity

ICMM members recognise the importance of having health and safety at the core of the values and behaviours they instil in their employees.

Improvements in health and safety and operational performance go hand in hand. ICMM members share knowledge and best practice on how to share information and skills throughout the workforce, including the leadership behaviours that frontline workers need to create an effective health and safety culture.