When it comes to employee training, there are two main types: induction training and job-specific training. Induction training is a broad overview of the company, while job-specific training focuses on the tasks the employee will be doing. Which type of training is right for your business? Let’s take a closer look at both types of training and see which one is best for you.
Induction training is a great way to get new employees up to speed on the company. It covers the basics, such as the company’s history, mission, and values. Induction training introduces new employees to the company culture and how things work here. This type of training is important for setting the tone for the rest of the employee’s time at the company.
On the other hand, job-specific training is exactly what it sounds like: training specific to the job that the employee will be doing. This type of training details the tasks that the employee will be responsible for and how to do them. Job-specific training ensures that employees are properly equipped to do their jobs.
Induction Training
Induction training is essential to bringing a new employee into your organization. It’s the first step in immersing them into the company culture, helping them make friends, develop a support network, and feel like they belong in their workplace.
When you do induction training right, they will be excited to come to work daily. They will be eager to learn more and won’t mind sticking around long hours when needed. They’ll also have a strong loyalty to your organization and won’t jump ship.
But that’s not all! Induction training is also beneficial for the employer. When new employees are inducted effectively, they’re more productive from day one. They’ll require less supervision because they understand what’s expected of them, and they’ll get up to speed quickly because the proper resources were provided at the beginning of their employment. This can save you time and money.
New employees, trainees, and contractors should always provide induction training. While such training covers pay, conditions and quality, it must also include health and safety. It is useful if the employee signs a record of receiving training. This record may be required as evidence should a subsequent legal claim against the organization.
The Topics Included In Induction Training Programs
Most induction training programs would include the following topics:
- The health and safety policy of the organization, including a summary of the organization and arrangements, including employee consultation;
- a summary of the health and safety management system, including the name of the employee’s direct supervisor, safety representative, and source of health and safety information;
- the employee responsible for health and safety, including any general health and safety rules (e.g., smoking prohibitions);
- the accident reporting procedure of the organization, the location of the accident book, and the location of the nearest first aider;
- the fire and other emergency procedures, including the location of the assembly point;
- the hazards that are specific to the workplace;
- a summary of any relevant risk assessments and safe systems of work;
- the location of welfare, canteen facilities, and restrooms;
- procedures for reporting defects or possible hazards and the name of the responsible person to whom the report should be made;
- Details of the possible disciplinary measures enacted for non-compliance with health and safety rules and procedures.
Additional items which are specific to the organization may need to be included, such as:
- internal transport routes and pedestrian walkways (e.g., fork-lift truck operations);
- the correct use of PPE and maintenance procedures;
- manual handling techniques and procedures;
- details of any hazardous substances in use and any procedures relating to them (e.g., health surveillance).
There should be some form of follow-up with each new employee after 3 months to check that the important messages have been retained. This is sometimes called a refresher course, although it is often better done on a one-to-one basis.
It is very important to stress that the content of the induction course should be subject to constant review and update following an accident investigation, new legislation, changes in the findings of a risk assessment, or the introduction of new plants or processes.
Job Specific training
Job-specific training ensures that employees safely undertake their job. Such training, therefore, is a form of skill training and is often best done ‘ on the job ’ – sometimes known as ‘ toolbox training.’ Details of the safe work system or, in more hazardous jobs, a permit-to-work system should be covered. In addition to normal safety procedures, emergency procedures and the correct use of PPE must also be included. The results of risk assessments are very useful in developing this type of training. It is important that any common causes of human errors (e.g., discovered as a result of an accident investigation), and any standard safety checks or maintenance requirements are addressed.
It is common for this type of training to follow an operational procedure in the form of a checklist the employee can sign upon completion of the training. The new employee will still need close supervision after completing the training. The level of supervision will depend upon the individual employee, how much previous experience they have in similar jobs and whether or not they are deemed ‘competent’ by their employer.
When an employee has completed their job-specific training, they should be able to:
- Safely undertake their work following company procedures
- Use any tools or equipment required for the job safely and correctly
- Understand the hazards associated with the job and how to control or eliminate them
- Be aware of the safety risks involved in the work and how to minimise these risks
- Follow correct emergency procedures if an accident or incident occurs.
It is important to remember that job-specific training is an ongoing process. As new hazards are identified, or new equipment is introduced, employees will need to be trained to control or eliminate these new risks. Similarly, employees will need appropriate training if they are transferred to a new job. Regular training reviews should be carried out to ensure it is still fit.
