1, demand analysis, demand analysis should consider but not limited to the following factors:

Basic skills requirements of the post;

-post risk;

-HSE management norms and procedures;

-Relevant laws, regulations and other requirements;

-Changes in personnel, technology and equipment;

-HSE audit results;

-Performance evaluation results;

—— The results of post competency assessment;

-Lessons from accidents and accidents;

-Summary of emergency drills and emergency response;

-HSE performance analysis and improvement opportunities;

-HSE policies, objectives and indicators of the company;

-retraining and so on.

2, training plan, line leaders at all levels according to the training demand matrix of the unit and the expectations of subordinates, combined with the existing ability of employees, responsible for organizing the formulation of personal training plans for subordinates.

3. Organize and implement training, and determine the training implementer, HSE training method and training content.

4. Training assessment, including but not limited to: written test, practical assessment, interview or oral questioning, skill demonstration, online answering, etc.

5. Training effect evaluation, including but not limited to:

—— Whether the trainees' HSE awareness and ability have been improved, and to what extent;

—— Whether the ——HSE management norms, procedures and operating rules have been effectively implemented;

-Setting of training courses (including training methods, training contents and trainers, etc.). ) meet the actual needs of the students.

Saiwei has more than ten years of experience in HSE training management, and was responsible for the HSE training of project personnel of SBM Nansha shipbuilding project? . Have rich experience in HSE training management, have a "at a loss" learning platform, and build an enterprise HSE training matrix. Please refer to the webpage link for details.