OSH Promotion Training & Communication

Safety And Health Officer Certificate Course

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Learning Objectives
To identify 6 promotional techniques To describe the process of communication To demonstrate interpersonal communication To identify OSH training

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Scope
OSH promotion and techniques Processes of communications Application of communications in the workplace Training methods and strategy
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Promotional Technique
Use combinations of the following techniques to reinforce health and safety message:

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Promotional Technique
Leading by example Employee involvement Use of reward, incentives and disincentives Best practice Communication Training
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Leading By Example
Management at all levels and on all occasions must never ignore safety rules Use of non-verbal communications:
Top management seen to be committed Safety is enforced by management at all levels and not by the safety officer alone Suggestion implemented if appropriate Management are aware of their non-verbal communication styles and is a good listener
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Employee Involvement
Joint management-employee programmes:
OSH safety day, week, month Competitions Management reporting of Incidents on notice boards, bulletins and newsletters On-going hazard spotting and near-miss reporting, inspections, house-keeping, etc.

Management interactions through meetings, committees and gatherings

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Use Of Rewards Recognition Incentives And Disincentives

Rewards Recognition Incentives are well-known techniques used for motivations.
In some organisations good performance in OSH is employees term of employment Annual bonus penalty against non-performing departments
Need to be careful. It might resulted in less or none reporting of incidents

Disincentives through penalties and contract award used on contractors

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Best Practice
Top management provides leadership Safety controls must be designed into every aspect of the organisation Managers at all levels are responsible for safety and health safety first and no shortcuts
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Best Practice
Objectives and Targets setting Enforcement of high quality standards Adoption of occupational safety and health management systems standards
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Employee Attitude Survey

Measures employees' perceptions; perception is reality Productivity and morale is closely linked to perceptions of their work environment Questions e.g.
Quality of management communications Satisfaction with employee training Safety and health concerns Cooperation among peers and workgroups Understanding a corporate goals and mission Copyright@NIOSH 2005/1

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Communications

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Importance Of Communication
Most of our working life is spent communicating: to get things done, to report or to receive instructions Job of SHO to communicate to workers, colleagues, managers and the authorities SHO must be aware of his verbal and non-verbal impact on the job
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Communication Process
Communication is a two-way process A message maybe misunderstood by a recipient because of the following:
The education, experience and culture of the recipient Background noise and the hearing of the recipient The perceived non-verbal message coming from the sender
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Result Of Poor Communications

Poor communications or failures in communications can introduce hazards Hazards can be introduced when changes in design, operations and procedures are not communicated adequately to those who are affected by them
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When Coaching Or Instructing

Instructions should be:
Simple, clear, accurate and complete In proper sequence

A supervisor needs feedback to ensure that the message is understood and as intended

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Meetings And Committees

A meeting is where employers can meet with employees to discuss common problems and to get employee feedback Employer-employee consultation is one of the distinguishing features of quality management Mandated by regulations and OSH-MS
For example Safety and Health Committee
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Toolbox Meeting
Toolbox meetings are carried out regularly:
Every morning by the supervisor before the workers start their work To remind workers of the danger or hazards in the workplace during the activities for the day

Brief (10 -15 minutes) and on one topic Attention is given to requirement for attendants and participation at the meeting
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Non-Verbal Communications
Notice boards - incident/near-miss on Bulletins alerts on specific accidents or lessons learned Newsletters - news, messages, articles Warning signs at places of hazards In law workers need to know hazards they are exposed to:
Labels on containers of chemicals Data sheets MSDS Instruction manuals
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Information Sources
NIOSH - Training programmes - Information & consulting service - Newsletter SOCSO - Statistical information on accidents - Rehabilitation information DOSH - Legislation information
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Information Sources
Trade Associations - Industry information Manufacturer / Supplier - CSDS's Consultants Libraries Internet
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Hazards Communications
Employees and the public has to be protected against harm Have a need and a right to know of:
Explosion, fire, exposure to hazardous chemicals risks Identity of exposure chemicals name, etc. Protective measures to prevent occurrence Actions to be taken during such occurrence

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Importance Of Listening
Suggestions and reports of incidences or near misses from workers are important Workers will not communicate if they perceive that supervisors:
do not respect his person are not listening do not care
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Importance Of Listening
Supervisors and safety officer must be aware and must practise active listening

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Active Listening
Non-verbals techniques include:
good eye contact, facial expressions, body language, silence, touching

Verbal techniques include:

"I'm listening" cues, disclosures, validating statements, statements of support, reflection / mirroring statements
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Active Listening
Avoid these common mistakes:
Interject with your own opinions and ideas Ask questions too early in the conversation Make value judgements Attempt to solve the problem Use Active Listening when you don't have the time to really listen
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Five Myths That Inhibit Positive Conflict Management

1. The presence of conflict is a sign of poor management. 2. Conflict is a sign of low concern for the organization. 3. Anger is negative and destructive. 4. Conflict, if left alone, will take care of itself. 5. Conflict must be resolved.
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Dealing With Conflicts

AVOIDANCE - see others point of view and agree course of action. RESOLUTION - identify underlying problems and develop workable solutions.

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Dealing With Conflicts

SETTLEMENT - compromise without dealing with underlying cause, a short lived solution. MANAGEMENT - live with the conflict (how much can be tolerated and for how long?)
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Reason Why Employees Do Not Perform As Expected Ferdinand F. Fournies

They don't know why they should do them. They do not know how to do the task correctly. Education and training will eliminate the causes for substandard performance. Education and training will give them knowledge. With knowledge their attitude towards work will change.
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Why Train And Retrain?

Instructions and procedures alone is not sufficient. Shortcut for learning from experience. Employees need to know what they are looking at or what to do and what to look for. Cannot assume experience from previous employer is similar. Materials, processes and technology may have changed.
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Common Sense? A Mistaken Assumption!

Training and common sense
Sound judgements could only be developed over time through experience and specific workplace settings and specific tasks.

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Legal Requirements
Regulation require training and competency of workers.

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Legal Requirements
For example:
Factory And Machinery Act 1967
Lead Regulations 1984, Asbestos Process Regulations 1986, etc.

Occupational Safety And Health Act 1994

USECHH Regulations 2000, CIMAH Regulations 1996, Safety and Health Committee Regulations 1996, SHO Regulations 1997

Operator competency requirements

Crane, scaffold, forklift, engine driver, charge man, confined space, etc.
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Assessing Training Needs

Begin the assessment by establishing:
Aims and objectives of training Time scale Level at which training is required

Conduct a training needs analysis:

Identify job to be done and skill required Analyse skill which individuals already have Identify skills gaps Train to cover the shortfall
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Levels Of Training
Awareness General Specific Skills CompetenciesCopyright@NIOSH 2005/1

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Training Documentation
Should be kept for all employees and contractor training:
Type Names of trainees Checks on learning Date Date / type of next training

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Summary
OSH has to be vigorously promoted. Top management and managers at all levels have to be responsible for OSH promotion. Workers have to participate. Good Communications are essential. Training is required and has to be planned to be effective.
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