You understand the advantages of using an accredited training school to train your drivers… but where do you start? If this is your first time looking for a training company with the right fit for your drivers’ needs, the task could be daunting – and exhausting.
SAMTRAC and NOSA continue to expand its global footprint through two recent training partnerships with international corporations – DHL and BIC. These partnerships further demonstrate the global demand for NOSA’s products and services, and the recognition by multinational companies of how NOSA’s contribution enhances the overall quality and value of the organisations’ own risk management processes.
Granted, this could be a matter of opinion but it’s a reality that showing (in other words, demonstrating), is usually the most effective way to teach others ‘best practice’. We’re talking about videos.
In this final step to rolling out your HSE training, it’s time to review the previous seven steps to assess the status of your employees’ skills and the effectiveness of the training.
Almost there, and this is the last active step you’ll take when it comes to rolling out your health and safety training. Today we’re talking evaluation, and why it is so important.
We’re almost at the end of our series on rolling out health and safety training in your workplace. Today we focus on the actual implementation.
We’re now halfway through unpacking the process of rolling out your workplace safety training, and it’s time to move on to how to develop your training materials. You may create a variety of training materials using several different tools during this step. Be creative and mix and match your options to best fit your employees’ training needs. While creating materials, always keep in mind two primary concerns:
Designing training materials is a bit like planning a dinner party – you have to come up with a menu, write the recipes, decide on the wine, and who you’re going to invite. This is the ‘plan before you do’ phase of creating your training.
Millennials. For some, the word conjures images of a spoiled, over-entitled generation with a need for instant gratification and a love of the superficial and disposable. The fact is, in global powerhouses such as the US, one in three people is a millennial. So, whatever your personal prejudices towards this generation, this reality fundamentally changes the workplace and how you manage your employees.
Companies now put more time and resources on increasing employee engagement, especially with millennials. Since increased engagement has a direct impact on revenue, it is a great investment. Employees who are engaged and connected to their work are more productive, focused, and stay longer.
While things like great coffee and volunteer programmes are great strategies for engaging millennials, the most effective approach still revolves around leadership. A bad manager is more likely to drive away an employee than company perks will ensure their loyalty. Gallup estimates 70% of employee engagement hinges on effective management.
Whatever the demographics of your workforce, what won’t change is your understanding that when it comes to co-ordinating training, a one-size-fits-all approach is unlikely to work. What works for one employee may be completely ineffective for another. And this is most apparent when it comes to the different age groups within a workforce.
Today’s blog is in two parts – the first includes tips on how to train millennials, while the second showcases the experiences of seven executives and how they’ve learnt to lead millennials.