Page 56 - IGC BOOK

Job or Process Change

Whenever there is a change to the job or tasks which employees are expected to perform, the
employer must arrange appropriate training for them. This applies when individuals
change jobs or when there is a change in the nature of the job – through the adoption of new
procedures or processes, or the introduction of new technology to it.

This is clearly necessary in respect of acquiring the new knowledge and skills necessary for
effective performance, but also relates to the implications of the change for health and safety at
the workplace. In some ways, experienced workers may be in more need of this than new
recruits in that they may feel that, being experienced, they are aware of all the hazards and risks
and know what to do, when in fact that may not be the case.

A good example of this is in respect of first- aiders, who need to keep their knowledge and skills
up-to-date and should go on regular refresher training courses.

New Legislation

When carrying out a training needs analysis, it is important to ensure that the company is
complying with any specific legislative requirements. Employers must also ensure that each
user at work in his undertaking is provided with adequate health and safety training whenever
the organisation of any workstation in that undertaking upon which he may be required to work
is substantially modified.

Training Need Analysis

Careful analysis of the needs on which training should be based is the foundation of effective
training. If training provisions are not based on an analysis of needs, or the analysis is
inaccurate, then the chances of training being effective are substantially reduced.

Factors to consider when planning training need analysis

• The business functions of an organisation including hazards or risks level.
• The nature of hazards and risks involved in their business activities.
• Accident history of the organisation, which indicates the areas where there is lack and the
need for training.
• The details of the employees who have provided with training before, when and what topic
were covered.
• Is there any legal requirement to carry out specific training (e.g. first aid training)?
Plan how these needs are to be met, by what means and when, and prioritise training. This may
mean statutory training first. Training will require a budget.

Implement the plan over the agreed timescale using the appropriate competent persons.

Evaluate how well the identified needs have been met and test the competence of the trainees.
Has this added to the business profile and produced staff who are less likely to have accidents?

ENSIGN| Unit IG1 – Element 3 – Managing Risks – Understanding People and Processes 11