• What do we mean by “training”?
• Why train?
• What are some different types of training?
• How do people learn?
• Wilson, p. 21
• In my opinion, training is a key indicator of
whether production is being put ahead of
• Are we willing to “lose” people to training
for periods of time? Can we afford not to?
• As a friend of mine once said: “I’ll
guarantee you that if training is not part of
your program, you’ve got problems coming
down the pipe.”
• Education: broad term encompassing all
experiences in which people learn; attained
through long life experience, or instruction.
• Instruction: delivery of focused
educational experiences that lead toward a
set of learning goals.
• Training: instruction involving a very
specific set of skills and knowledge that will
be put to use almost immediately.
– To ease the implementation of health and safety
policies into specific job practices.
– To raise awareness and skill levels to an
• Job hazard awareness
• High morale and teamwork
• Meet due diligence requirements
• Opportunity to demonstrate commitment to
loss control and set balance between safety/
environment/ production/ costs
• Needs analysis
• Learning Objectives
– Styles: lectures, group discussion, hands-on
exercises, self-learning, etc.
– Materials: slides, overheads, videos, etc.
• Evaluation of Instruction
• Feedback on Instruction
• Training records
• Accident investigation
• Apply “new/ different/ substandard” to five
categories of causes in CCOHS accident
• Felder-Silverman Learning Style Model
– Sensing Intuitive
– Visual Verbal
– Inductive Deductive
– Active Reflective
– Sequential Global
• Winter driving
• Lab safety
• Five- to ten-minute safety start to a seminar,
– Accident reporting
– Fires and fire extinguishers