BSBWHS401 Implement And Monitor

1.

WHS Training identified after Training Need Analysis

·         Sensitization in maintaining the WHS rules

·         Observance of the Codes of Practice for Personal Health and Safety Risks

·         Emergency preparedness for controlling these Safety Risks

2.

The Section/Clause of the State Legislation that addresses the requirement to train workers

Work Health and Safety Regulations 2011

Legislative Instrument Number 262, 2011

Compilation No. 6

Chapter 2:

·         Part 2.1-Division 2:21;

·         Part 2.4-25 (Legislation.gov.au 2018)

3.

Policy, Procedure and Program that relates to the identified WHS Training Need

The Subsection 72(1) of the Act sets out those courses of WHS that a Health and Safety representative is entitled to follow with respect to the observed training needs (Comcare.gov.au 2018). These courses include:

·         A bridging course that the representative holding the office of health and safety under Transitional and Consequential Provision has to undergo for the initial 5 days of the training.

·         A one day Refresher Training for those representatives who have completed a training course accredited by the Commission for Section 27, OHS Act.

The Bridging Course was introduced as a modification of the initial Complete Training Course in order to make it suitable for those Health and Safety Representatives who have received prior training on Health and Safety as state under the OHS Act (Comcare.gov.au 2018).

4.

Analysis of Information supporting the development of WHS Training Need

From the inception of a WHS Training programme, the most relevant information with respect to training needs involves the stakeholders (Mehralian et. al. 2013). In an organisation, such as Jem Pharmaceuticals, the training transfer takes place only with the active participation of the key stakeholders:

·         Individuals from the workforce undertaking the training course.

·         The trainer conducting the training and

·         The Health and Safety Representative who oversee if the training programme implements those mandatory policies that are in compliance with the Australian Legislation.

During the course of training, the Health and Safety Representatives of the WHS have the prime responsibility of ensuring that the workforce are being provided with the necessary knowledge of developing sensitisation towards mandatory safety procedures so that they are able to improve and maintain safety standards within the organisation as well as ensure that everyone conform to these regulatory functions agreed between PCBU and HSC (Legislation.gov.au 2018).

5.

How the Principles of Coaching and Mentoring were incorporated in the Training Programme

As mentioned in Comcare.gov.au (2018), a business that is established in Australia is expected to abide by the following Australian WHS legislation:

·         To propose a workplace layout that provides for safe work-practices.

·         Arrange for work premises that are not only safe but also congenial with suitable facilities.

·         Evaluate the potential risks, identify controlling measures and implement those resolutions accordingly.

·         Ensure that hazardous goods and substances are handled securely through safety machineries.

·         Have workers insured.

In order to implement these policies into practices, a structured training on health and safety requirements are provided to employees so that they have less difficulty in abiding by the legislation as well as take care of their own and others safety within the premises (Parker et al. 2013). These requirements include:

·         A training matrix

·         A job safety analysis of training competencies for each task

·         Risk Assessment for specific hazard

·         OHS Audit for investigation of specific requirements.

It must be noted that the need for safety training requires evaluation by means beyond the tick-box exercise (Paterson et al. 2015). For proper implementation, necessary WHS consultative mechanisms need to be considered.

6.

How the Principles of Adult Learning was incorporated in the Training Programme

As highlighted by Hammett (2014), a safety training programme that is especially designed for adult learner or audience consists of certain key concepts:

·         The learners are required to be self-directed

·         They need to simulate all the occupational knowledge and experience that they had gathered over their lifetime.

·         Goal oriented and motivated to learn.

·         They need to demand for task oriented trainings

·         They need to be respected and felt accepted.

7.

Participants in the Training or Mentoring Programme

Every individual who is associated with the functional aspect of an industry need to actively participate in the WHS Training programs so that they can imbibe the course learning objectives and proactively apply their knowledge and skills to become responsible stakeholders of the company (Blewett et al., 2014). These participants include:

Employer: the employer is responsible for protecting the health and safety of their worker as well as supervise their actions.

Principal: A principle is essentially engaged in supplying contractual labours to an organisation

Occupier: An occupier is a person who holds the office of registration in a workplace and has considerable control of the premises.

Supplier: A supplier is responsible for delivering the hazardous substances safely to the organisation.

Installer: An installer is responsible for erecting or installing the equipment safely so that no health risk is caused when those equipment are used.

Employee: An employee is responsible for complying with all the health and safety procedures implemented within the premises of the workplace (Shabaninejad et al. 2014).

8.

Structure of Coaching or Mentoring Programme

As mentioned by Sultana (2013), the structure of a coaching or mentoring programme consists of the following fundamental elements:

·         Definition of the programme goal

·         Outlining the programme design

·         State formal or informal objectives based on goals.

·         Affirm a mission statement for the programme

9.

Content of the Coaching or Mentoring Programme

As stated under Legislation.gov.au (2018), each State of Australia consists of a principal OHS Act which are provided with certain safety training requirements prescribed under specific regulatory provisions which include the following:

·         First-Aid Training

·         Safety Representative Training (optional)

·         Safety Committee Training (optional)

·         Construction Induction Training

·         Hazardous Substance Training

·         Return to Work Co-ordinator Training

·         Training on Chemicals in the workplace

·         Manual Handling Training

·         Training on entry in confined spaces

10.

Approximate Costing of the Training Programme

The Cost of a Training Programme comprise of direct and indirect costs (O'Neill and Wolfe 2014).

Direct Costs—

·         Trainer’s fee.

·         Cost of Training Materials.

·         The travel and cost of accommodation for participants.

Indirect Costs—

·         Participant’s wages

·         The cost of productivity loss

·         The cost of management’s time utilised in setting up the training programme.

·         Administrative and utilities’ cost

11.

The Reporting Mechanisms of the Organisation that is used to measure the effectiveness of the WHS Training Programme

The reporting mechanisms provide insight to not only develop a training from scratch but also improve an existing training programme (Grasso 2016).

·         Implementing Reaction surveys (Level 1 evaluation)

·         Higher-Level Evaluation (Level 2)

·         Transfer of training to see if ‘Rubber has met the Road’

·         Calculating both qualitative and quantitative returns on Investment