Poor or non-existent WHS training is often noted as a contributing factor to workplace injuries and deaths during court cases in Australia and around the world. Frequently, the individual injured or killed is found not to have not received the training required for the task being performed at the time of the incident.

Providing appropriate and timely WHS training to workers is a critical part of ensuring compliance with the legislative requirements and demonstrating the “reasonably practicable” control of WHS risks; that is, undertaking what is reasonably able to be done in relation to ensure the health and safety of workers. However, all too often the image shown above represents what workers perceive of mandated WHS training sessions: boredom and irrelevance.

To maximise the potential for your WHS training to be effective in protecting workers and meeting legislative obligations, QRMC recommends consideration of the following points:

  • Conduct a needs assessment – don’t assume the current status quo with regards to worker skills and training is fine. Review and consult with workers to see what training they have undertaken and what needs to be in place, and plan the targeting and timing of the WHS training.
  • Source or develop materials – make sure the WHS training materials are appropriate to both the training goals and the target participants. Develop different materials as required for the various ‘categories’ of workers (e.g. managers, supervisors, employees, and those facing specific hazards). Ensure that the materials address a range of learning styles (i.e. auditory or listening, visual or watching, and kinaesthetic-tactile or doing).
  • Conduct a pilot delivery – test the WHS training materials with a representative sample of workers and seek frank feedback in order to refine the WHS training materials to maximise effectiveness.
  • Roll out the program – deliver the training program to all workers and keep accurate records of attendance. Ensure workers are engaged by utilising real workplace examples, drawing out participants’ experience and knowledge, using interactive activities etc.
  • Evaluate effectiveness – ask all participants to complete appropriate assessments after training to determine comprehension (and preferably again at a distance in time to check retention). Look for changes in employee behaviour in line with the messages conveyed during training.
  • Plan for refresher training – ensure a program is in place to provide the training to new workers, and plan and deliver refresher training to all workers at appropriate intervals based on the associated level of risk.

WHS training undertaken in this considered way can position an organisation to meet its WHS duties.

Please contact QRMC for more information.