#Competence
Development of professional qualifications and competence of occupational safety personnel. Transitioning from formal oversight to conscious production partnership: cases showcasing multi-level corporate training systems. The focus is on forming leadership qualities in foremen who bear the primary responsibility for preventing hazardous situations on site.
Diving into AI: A Brief Guide for Beginners on Creating a Personal Assistant
The article is a step-by-step guide to mastering general-purpose text AI models to create a personal assistant. The material shows how to progress from initial everyday dialogues to solving professional tasks, particularly in the field of occupational health and safety, and to build a personal library of effective prompts. Gradually increasing the complexity of requests allows adapting AI to one's work processes to systematize information and free up time for risk analysis and working with peopl...
Six Simple Questions That Turn AI from a Dreamer into an Assistant
The article explains how to move from vague AI responses to accurate and predictable results by changing the approach to task formulation. The author shares a six-point checklist that helps to correctly set the goal, role, style, format, constraints, and audience. Using this template allows you to formulate clear instructions for the neural network and get exactly the result that is needed.
From Digital Literacy to AI Literacy: New Competencies for HSE Professionals
The article discusses the transition from digital literacy to AI literacy in the field of occupational health and safety, transforming the role of the specialist from an operator of ready-made systems into a process architect. By training neural networks to work with documents and designing the logic of their interaction, the specialist frees up time for strategic tasks, deep risk analysis, and working with people. The material reveals how mastery of prompting and domain knowledge allows turning...
From Local Function to Business Partnership: What Competencies Should an HSE Employee Develop?
Transforming the HSE specialist's role from controller to business partner. Developing new competencies (empathy, critical thinking, Lean, stakeholder management) to integrate safety into business processes.
Top 10 Safety Barriers: Joint Solution Generation Session
An interactive joint solution generation session to identify and systematize key barriers hindering HSE integration into real business processes. Participants identified the top 10 problems, including conflict of interest, formalism, and lack of leadership and competencies, for subsequent detailed elaboration.
Development from an Ordinary Specialist to a Professional: How to Find Your Path and Become an In-Demand Expert
A methodology for conscious professional growth and burnout prevention for HSE specialists. Includes self-analysis tools ("Lifeline", "Wheel of Well-being") and a technique for decomposing long-term goals ("Plan from a Dream") to develop soft skills and transition from an inspector to a partner role.
Developing the Internal Trainer Institute: How to Develop and Retain Great Specialists in Safety Culture Development
Developing the internal safety culture trainer institute through face-to-face soft skills training, involvement in program development, and creating career tracks. Practices include off-site conferences, skills competitions, and involving trainers in line manager internships to prevent burnout and retain specialists.
Training Project Management: Universal Stages
Implementation of a structured algorithm for managing personnel training projects, including needs analysis, piloting, effectiveness evaluation, and scaling. The practice covers creating training grounds for technical personnel, cascading behavioral safety audits through internal trainers, developing an 11-day introductory course for new employees, and using gamification.
Severstal Safety Volunteers
Creating and developing a safety volunteer movement among workers at a large industrial enterprise. The program is based on voluntary participation, no quantitative KPIs, and non-financial motivation, including on-demand soft skills training and participation in leadership walkarounds.
How to Train Employees to Conduct High-Quality Behavior-Based Safety Audits?
Integration of Behavior-Based Safety (BBS) training into professional skills competitions and mini-trainings. Practical training of BBS skills using simulated situations, prepared "violators", photo cases, and checklists with a "persuasiveness" criterion.
Mentoring as a Manager Development Tool. To Delegate or Not to Delegate, That is the Question?
Implementation of a mentoring and delegation system as a tool for developing managerial competencies. The practice includes 10 best manager practices, a PDCA delegation algorithm, and visual goal management.
Risk-Oriented Approach and Customer-Centricity in Personnel Training as an Element of Safety Management
Training of internal auditors and inspectors using a risk-oriented approach and immersion in a real production environment. The practice includes developing inspection skills at active sites and simulating emergency situations to improve the quality of identifying the root causes of violations.