Occupational Safety & Health Training Program

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Occupational Safety & Health Training Program

TEAM MEMBER: AMINAH ABDUL RAHMAN 246543 SITI NOR AMIRA BINTI ROSLI 247028 SITI ROHANA BINTI AUGUST FOUZY 247085 NURAINFARAHIN MOHD DZAHIR 247643

Understand the basic legal requirements and compliance under OSHA 1994

Understand the responsibilities of employer, employee and safety committee under OSHA 1994

Type of the training program:

Occupational Safety and Health Awareness Training Main purpose:

Understand the importance of the safety Committee, training and safety audit at workplace

Understand the Regulations in Factories & Machinery Act

Recognize work place safety hazards and develop take preventive measures

Training lesson plan Course title Lesson title

: Conducting Occupational Safety and Health Awareness Program. : Understand the important of safety management at work and how to enhance the respectful workplace.

Lesson length : Full day Learning objectives : 1. Develop cooperative relationship with local community leaders plan.

2. Plan, organize and conduct field council meetings or programs.

3. Maintaining safety and compliance.

4. Act as a clearinghouse on information and data on occupational accidents, injuries, and illnesses and their prevention.

Target audience : Managers, Executives and Safety community in the company Prerequisites Trainee : Must from the company Instructor : Trainer inside the company, Senior Executive of Safety & Health.

Room arrangement : Fan-Type seating, Classroom-Type seating and U-Shape-Type seating.

Materials and equipment needed : Tablet, Overhead projector, Whiteboard and marker pen, Pens and small notebook and Sets of case study module.

Evaluation and assignments : Reaction evaluation, learning and cognitive outcomes.

Comment : Registration confirmation 1 week before program.

Morning session

Afternoon session

Targeted participan ts

• Identifying the businesses or individuals who will buy their product, otherwise known as target participants.

• Has to be a more granular approach to target participants.

• startups need to identify the different types of accident that happen in their company.

Manager

Executive s

Safety committe e

Size of participants • 20 participants from manager, executive and committee safety are selected to join the safety and health training program.

• 20 is a perfect number as it is neither too much nor too little.

training program department choose on-site training by organizing the training program in training room of their office in Toyota Global site company in Kuala Lumpur

Selection of training site.

1) Sufficient space for trainees to have a good visibility for trainees to see each other, the trainer and any visual display or examples that will be used.

2) Training program can prove cost-effective for groups of 20 or more.

3) In-site Safety and health training program gives the participants control over the venue and timing 4) There will be more interruptions to the trainees because near from the organization create a chance for them to be nearest from their loads of works, calls, mails and so on

Selecting of training site

It is comfortable and accessible

It is quiet, private and free from interruptions.

It has sufficient space for trainees to move around easily

Noise

Training room is one of the important things when we are design a training program for our company. Training room located in company offices are very suitable for this program because it have many benefits for the company, organizer and all of participant. Many characteristics of training room should we know to ensure that the program can be successful :

Technolog y

Colors

Training room

Electrical Outlets

Room Chairs

Room Structure

Lighting Wall and Floor Covering

Seating arrangement

• Seating arrangement on training site while training program was held, should be based on an understanding of the desired type of trainee intersection and traineetrainer intersection.

Different activities which is need to change the position for make sure that the objective of that kind activities achieve so why not we seating the arrangement correctly.

Fan-Type Seating – Lecture, team training, training game & case study • Allowing the trainees to see from any point of this room.

• Easily switch from listening to the presentation then continue discussion with all trainees by group and also same for training game.

• The trainees can interacting and communicating with others easily

Classroom-Type Seating – Lecture • All of the seats are facing forwards towards the front of the function room so it can increase the focus of trainees toward learning.

• Allows trainees for note taking and consumption of plated food and beverage if necessary.

U-Shape – Presenting the case study • Allows presenter to approach and engage with each audience members and the audience interaction is enhanced, with audience members facing each other.

More experience

They know the strength and weaknesses of company.

Type of traine r Easier to communic ate and more friendly

Reduce the cost.

Trainer is the most important part when we want to organize the training program. Trainer must have expertise in the topic and also have an experience in Occupational Safety and Health training that he/she going to talk about those all the topic. The best source is the Trainer inside from company which mean is somebody that is also work for the company such as Senior Executive of Safety and Health.

The benefits and advantages that can be gain from inside trainer are:

Training equipment

I. Table and chair

II. PA system

To deliver and to understand the content of learning more easier Example of training equipment:

IV. Tablet

V. Overhead projector

VIII. Set of case study model

III. Stationery

VI. Whiteboard

VII. Notebook

Training Method

Two type of traditional methods which are :

• Presentation method • Hands-on method

Presentation method: I. Lecture  As to deliver all the information like introduction to OSHA, safety and health policy and DOSHNOISH-PERKESO

Hands-on method B U S G I A N M E E S S

S C T A U S D E Y

Make trainee easy to understand and learn as it will involve a situation that related to real life.

Trainee will be given a situation then discuss, analyze and understand. Suggest what might have been done

Contest among trainee Good housekeeping skills will be the winner

Training content

Slides on the information of OSHA 1994, safety and health policy, DOFH-NOISHPERKESO, Factories and Machinery act

Using tablet for business game. How to rearrange the furniture, machines and the cleaning and others services.

Set of module during case study

Evaluation outcome

Reaction evaluation

• It is important to know the trainee’s perception in order to make the better improvement.

• The method that used to know trainee’s reaction which is survey form.

• This evaluation was being conducted at the end of the training.

Beneficial to ask questions such as:

• Did the trainees like the program?

• Did the environment help learn?

• Was the material meaningful?

• Did the equipment like the tablet, overhead projector, whiteboard and marker pen and pens and small notebook much easier and faster in the learning process?

• Was the content relevant to the trainee’s work?

• Was the content appropriate to the trainees’ current knowledge or skill level?

• Which content did the trainees find most valuable?

• Did the content align with the learning objectives?

Learning and Cognitive Outcomes

Assessment of cognitive This This types of evaluation are and evaluation related to behavioral will The method familiarity with functions accurately that used to information, using diagnose and know including standardized help to trainee’s principles, test and determine IQ cognitive facts, procedure strength and tests. techniques, based on weakness of procedures, normative and processes. the trainees. data.

The method that used to know effective trainer delivery the content is surveyed form.

Measured via paper-andpencil tests and selfThis assessments in evaluation order to will measure accurately trainee diagnose and knowledge of overview of help to safety and determine IQ health strength and weakness of management at the the trainees. workplace and to get a better result of evaluation.

Post-test Evaluation Design Only With Comparison

Evaluation design

• • It involves collecting only post-training outcomes after training.

• This type of assessment has several tests after training based on observations.

• It can see the level of efficiency and improvement of each group.

• Test is given to trainees after the completion of the training program and is often used in conjunction with the pretest tests to measure their achievement and the effectiveness of the training.

• • •

•

•

A posttest evaluation design only with comparison design is simple and straightforward.

Participants receive an intervention and are tested afterwards.

This is the simplest and most basic foundation design.

This is a useful way of ensuring that training has a strong internal validity level.

The principle behind this is quite easy, what we want to know, and the cheapest.

This assessment involves determining the posttest design aid to determine the transfer of training and retention of information and skills.

One-Group Post-test Only Design in Practce

• Trainees were given a short survey of posttest to assess their satisfaction with the training program.

• This survey was used to provide feedback and make changes to next year’s training program.

Two Group Post-test Only Design in Practce

• Two groups relationship between their knowledge and skills development.

• One group which is comparison group does not participate in a Practical Safety Audit program.

• Another group, training participant, participates in the Practical Safety Audit program.

• Both groups of trainees receive a survey that measures the positive development of knowledge and skills during having a posttest.

• The scores on the posttest are being compared to see if the training program had an impact on the positive development of knowledge and skills for those attending the program.

• This design provides information on the level of skill retention and knowledge after evaluation.

• This is important to see whether the trainees learn what they should learn and transfer the learning to workplace to reduce the hazard and accident of the company.

• It is because to make sure that the training program achieves the objectives of the training program.

Degree to which the program facilitates learning or transfer of learning

Plan, organize and Develop cooperative relationship with local conduct field council meetings or programs community leaders plan

• Informing them of the existing functions and objectives of the council • Military personnel must be able to convey security and safety concerns in a way that is culturally sensitive and mutually acceptable to everyone

• Give technical advice and information on occupational safety and health to representatives of participating agencies and employee organizations • Communicating with all the meeting stakeholders in advance and understanding what they are trying to accomplish

Maintaining safety and compliance • Motivated by workplace regulations.

• Employees in some fields may be required to receive regular certifications for skills such as cardiopulmonary resuscitation or liquor service practices

Act as a clearinghouse on information and data - Helping patients and

providers easily obtain a full and historical view of healthcare visits, diagnosis, and treatment

Gathering feedback and data on what trainees thought of the training, how they performed in the training program that were part of the training and how they were subsequently able to transfer that training into the workplace will enable we to identify ways in which improvements can be made

In order to make sure the training program is successful and effective, we have come out with the thorough lesson plan that states the objectives, trainer, training method, training equipment, and so on.

Make sure that learning environment such as training room and equipment, useful materials and training content, training method and others applied during the program that can help trainees to facilitate learning and transfer of training.

All these aspect are being design in order to make the training program being effective learning process.

Conclusio n

We used business game and case study in conduction training to make attractive to the trainees and enhance the learning efficiency.

THE END