Table of Contents
- 1.1 Analyzing functions, activities, tasks and job roles
- 1. Be able to assess the health and safety competence needs of the organization
- 1.2 Identifying the health and safety competence needs
- References
- Bibliography
1.1 Analyzing the functions, activities, tasks and job roles of the organization
Analyzing the functions, activities, tasks and job roles of the organization allows senior management to identify potential risk factors and weakness that can impact negatively on the effective implementation of the company’s health and safety systems and programs. It also allows for promoting a positive health and safety culture across all levels of the organizational structure. Senior Management is therefore poised to provide support of all forms to workers. Thus, complementing efforts in promoting a positive health and safety culture.
Personnel who are engaged in executing the business of the organization in various roles are an essential element of organizational development in relation to health and safety. As a matter of fact all personnel have health and safety responsibilities which includes complying with health and Safety Policy, Health and Safety Plan and Health and Safety Procedures of the organization. (Health and Safety Executive, n.d.), further indicates that “Workers must co-operate with employers and co-workers to help everyone meet their legal requirements”.
For employees to work to meet the goals of an organization, it is significant that they are provided with the relevant training. Training of personnel is carried out on the basis of the specific training needs required by the company and where applicable training to meet the needs of legislation. Trainings are instructor led with a workers undergoing training in face-to-face. The use of the electronic media is not left out as it also provides an opportunity for virtual learning where possible. (Institute of Medicine Staff, 2000), “The Internet offers another approach to the information needs of OSH personnel, and employers as well as those of workers.” Especially in response to meeting the training needs of an organization with the era of COVID-19, virtual learning can be a great resource using the internet.
(Health and Safety Executive, n.d.) delves into some benefits derived from providing health and safety information and training and this includes “developing a positive health and safety culture, where safe and healthy working becomes second nature to everyone” .
1. Be able to assess the health and safety competence needs of the organization
When employees receive training, an evaluation process must be applied to ascertain the amount of health and safety information that has been learned and which can translate into working safely. For purposes of measuring the effectiveness of training, a model such as “The New World Kirkpatrick Model” can be applied.
In using the New Kirkpatrick Model, as explained in (Jim Kirkpatrick & Kirkpatrick, 2015), training can be measured based on four criteria namely Reaction, Learning, Behavior and results. The Reaction focuses on how favorably participants react to the training, the learning basically looks at what a worker has learned and what skills they have acquired from the training. The behavior seeks to find out if employees have changed their behavior and are able to apply what they have learnt on-the-job. Finally the results check whether the safety training program has been worthwhile. (475 Words)
1.2 Identifying the health and safety competence needs of an organization
Identifying the health and safety competence needs of an organization is proactive by all standards. By doing this, an organization is able to have a clear view of what competency requirement and levels are valuable to its processes, activities and functions. Whereby the health and safety goal of the organization can be realized.
“A competent person is someone who has sufficient training and experience or knowledge and other qualities that allow them to assist you properly” (Health and Safety Executive, 2020). He/she possesses the skills, knowledge, ability, training and experience. But in the right combination to perform duties without risk to their health and safety or that of others. The right combination here means that the requirements for a particular task has to be met. This could be spelled out in legislation and as such will form a basis on which the competence of an employee or other interested parties are identified and met to ensure the ongoing concern of business.
“The Management of Health and Safety at Work Regulations 1999 (MHSWR) require an employer to appoint one or more competent people to help them implement the measures they need to take to comply with the legal requirements. That could be a member of the workforce, the owner/manager, or an external consultant. The competent person should focus on the significant risks and those with serious consequences” (Health and Safety Executive, 2013).
The activities of Sterling Safety Services involves complex processes which are inherently high risk in nature. Hence there is the potential for accidents. As such the competence needs of employees or other interested parties like contractors are identified and resources are provided by senior management to ensure a successful program. As may be the case of a legal requirement, the organization can be held for
1. Be able to assess the health and safety competence needs of the organization
enforcement actions. In some cases this may lead to a major disruption in the business of the organization.
The organization identifies all competence needs with the development of a training matrix. The training matrix is widely consulted with industry professionals, local authorities, Health and Safety Specialists/Technicians and all other employees. The training matrix identifies competence needs across all levels of the organization. This starts from the Chief Executive and ends at the Lowest Level Employee. However the system is subject to internal/external controls for improvement.
The organization employs the use Health and Safety Audits to monitor the effective implementation of this process. (398 Words)
References
Health and Safety Executive, n.d. Are You and Employee. [Online]
Available at:
https://www.hse.gov.uk/workers/responsibilities.htm#:~:text=Under%20health%20and%20safety%20law,everyone%20meet%20their%20legal%20requirements%20.
[Accessed 17 February 2021].
Health and Safety Executive, n.d. Why is health and safety training important?. [Online]
Available at: https://bit.ly/3aobHL8 [Accessed 17 February 2021].
Institute of Medicine Staff, 2000. Safe Work in the 21st Century Education and Training Needs for the Next Decade's Occupational Safety and Health Personnel. In: Safe Work in the 21st Century Education and Training Needs for the Next Decade's Occupational Safety and Health Personnel. Washington: National Academies Press, p. 197.
Jim Kirkpatrick, P. & Kirkpatrick, W., 2015. An Introduction to the New World Kirkpatrick® Model. In: An Introduction to the New World Kirkpatrick® Model. Newnan, GA: Kirkpatrick Partners, LLC, pp. 4-9.
Health and Safety Executive, 2020. A Competent Person. [Online]
Available at: https://www.hse.gov.uk/involvement/competentperson.htm
[Accessed 17 February 2021].
1. Be able to assess the health and safety competence needs of the organization
Health and Safety Executive, 2013. Competence. [Online]
Available at: https://www.hse.gov.uk/managing/competence.htm
[Accessed 17 February 2021].
Bibliography
Gandomkar, R. (2018). Comparing Kirkpatrick’s original and new model with CIPP evaluation model. Journal of Advances in Medical Education & Professionalism, 6(2), 94-95.
