Training and Education

Training and  Education may be carried out formally or informally. It may occur on the job or off the job. Depending on the subject matter, some academic training may be advisable to give a deeper understanding of the subject, at other times, a competency based training session is the answer. Training should not just be treated as an off-hand need. The relevant task or situation should be assessed to see what sort of training is acceptable, and the subject matter.

The timely and appropriate training and Education of staff will ensure your company is capable of at least addressing the foreseeable OH&S issues it is likely to confront, as well as having a good probability of mitigating issues as yet unidentified.

Training and Education must also be viewed in the sense of increasing a PCBU’s assets. Training, when well-presented and followed-up, will be of great benefit in increasing a Worker’s efficiency and commitment to the organisation. Training & Education can have effects that improve a Worker’s self-esteem and make them feel a valued member of the workplace. Human resource departments can provide good references to these positive traits and trends.

Two final points to keep in mind:

  1. “Monkey see, monkey do.” If a Worker is trained to do something and perceives the instruction is not being carried out by persons ranked higher in the organisation, all the training will be of no use to the facility. An example is fire drills which may find some ‘higher ranks’ not taking part because they are ‘too busy’. If the Workers perceive this (without sufficient prior discussion**), the drills will not be very effective, and the situation could be disastrous if the real thing happened;
  2. “Tell me what you want, let me know how I’m doing.” This statement is the very essence of the finest human resource information you will ever read. If we want to achieve good training with positive outcomes, the statement must read both ways, of course. Clear instruction, preferably documented for later referral if required, allows both parties to the instruction to see the guidelines. A game of tennis played on a marked court allows for the ‘ins’ and ‘outs’ to be clearly defined by all parties. Training and instruction (“Tell me what you want…”) with appropriate overt encouragement and correction (“… let me know how I’m doing.”) will save time and effort later if a small deviation from policy and procedure is allowed to pass by. (A one degree deviation in a flight from Sydney to London does not require much correction just after take-off, but if we waited for twelve hours after take-off we would be many kilometers off-course).