If we want to introduce something new into an existing system, we need to consider how we will train people for these changes. A good option would be to simply develop a new training program, create presentation and handout materials, and start training everyone who needs it. However, it is important to understand that people sometimes perceive something new with reluctance; they are used to working in the existing system, even if it is not very good, and they view changes as an additional burden that will inevitably fall on their shoulders. Therefore, while introducing new proactive practices is good, making them part of existing practices is even better.
At Metalloinvest, to enhance Safety Culture, several new training programs were introduced: "Risk Management System", "Leadership Safety Standard", etc. However, to avoid treating the development of the HSE system as a separate track, we expanded and slightly modified existing training programs, such as "General Occupational Health and Safety Issues and OHS Management System Functioning", "Harmful and Hazardous Production Factors", "High-Risk Work", vocational training, and others. These programs now include risk-oriented approach tools and practices for improving standard leadership work.
For example, during HSE training, we explain how to learn to identify risks, how to record them, and how to minimize them, while also providing employees with an understanding of how unsafe human behavior is formed and how to change it.
A "Leadership Safety Standard" module has been integrated into foreman training. Foremen are senior employees, and they must understand how to effectively build a system within the team using safety culture enhancement tools.
When performing high-risk work, an employee must be able to identify hazards and know what needs to be done to stay safe. Therefore, vocational training (slinger, crane operator), work at height, and work in confined spaces now include modules on "Hazard Hunting", "Job Safety Analysis" (JSA), and conducting "Pre-Job Risk Discussions" (PJRD).
The results of these types of training changes can include: