- Hold formal safety meetings on a regular basis.
- Supplement those meetings with brief, informal sessions.
- Keep meetings to a reasonable length.
- Plan well in advance and have an agenda for each meeting.
- Make sure you have full management support for training efforts.
- Bring in managers from other parts of the facility and outside experts to speak with learners.
- Mention recent safety records and trends.
- Encourage “How my safety training saved me from …” statements.
- Hit the highlights and save some details for Q&As.
- Get employees involved through demonstration or discussion.
- Sum up the main points and close on an upbeat note.
- Send employees out with a handout to reinforce the training message.
"Here are 12 tips that trainers can follow to encourage employee involvement in safety training:"
"Q: What are some typical challenges that trainers face with social media tools, and how can they address those challenges?"
A: Social media tools offer enhanced opportunities for learning outside of training courses, and companies are increasingly using these tools to support informal learning, says Jane Bozarth, author of Social Media for Trainers (www.bozarthzone.com).
"Organizations increased their spending on employee development by 9.5 percent in 2011—to a per-learner average of $800, according to The Corporate Learning Factbook® 2012: Benchmarks, Trends and Analysis of the U.S. Training Market from Bersin & Associates."
Organizations increased their spending on employee development by 9.5 percent in 2011—to a per-learner average of $800, according to The Corporate Learning Factbook® 2012: Benchmarks, Trends and Analysis of the U.S. Training Market from Bersin & Associates.
The firm also reported that large businesses nearly doubled their investment in social learning—to an average of $40,000. “Companies are using social learning to drive innovation in their learning organizations,” said Josh Bersin, chief executive officer and president, Bersin & Associates (www.bersin.com). “By allowing users to actively interact and share knowledge, organizations are both empowering users to teach one another and are actively encouraging conversations that organically foster creativity and problem solving.”
"More than half of U.S. workers feel pressured to develop additional skills, but only about one-quarter of them have gained new skills through company-provided formal training in the past 5 years."
That was among the findings of “The Accenture Skills Gap Study,” an online survey of more than 1,000 employed and unemployed workers recently conducted by Accenture (www.accenture.com).
The study also found that 52 percent of survey participants have acquired technology skills in the past 5 years, but significantly smaller percentages have updated their problem-solving skills (31 percent), analytical skills (26 percent), and managerial skills (21 percent).
"Organizations that leverage mobile technology in their learning functions are reaping the benefits. In fact, mobile learning, known as mLearning, offers many opportunities for trainers and employers to engage learners in the learning process."
“We believe that mobile technology can become an engine of business learning in the same way the World Wide Web became the backbone of learning during the previous technological revolution,” says Alex Heiphetz, Ph.D., author of “mLearning: A Practical Approach to Mobile Technology for Workforce Training,” a policy paper from The McGraw-Hill Research Foundation.