Reasons for poor results
Enterprises lack cognition.
Enterprises have misunderstandings about safety training, or management does not pay enough attention to safety training, which is manifested as follows: (1) They think that safety training is only for front-line employees and production managers; It is considered that safety training is the work of safety management department; Do not pay attention to the safety awareness education of employees; Do not pay attention to the safety training of the team; Artificial safety training wastes time and manpower and affects production; Take safety training as a form, just go through the motions, with training records and employee signatures; Take safety training as an extra benefit for employees.
The system and incentive mechanism are not perfect.
Some enterprises lack institutional support and related incentives for safety training. For example, the enterprise does not stipulate the responsible department of safety training, the personnel who organize and implement safety training, the requirements of classroom discipline, the requirement of not participating in safety training or failing the training assessment, and the incentive measures for excellent students and lecturers, which leads to the same situation for students to participate or not to participate, and the same situation for exams. No one wants to be a safety lecturer.
The safety training needs of employees are not recognized.
The identification of safety training needs is the premise for enterprises to carry out effective safety training, but many enterprises turn a deaf ear to it. They think it is tedious, a waste of time, and it is unnecessary to carry out such work, which often leads to the lack of pertinence in training and can not solve students' problems well. The training implemented by enterprises is not what employees need, but what employees actually need is not what enterprises organize and implement, which causes employees' aversion to safety training.
The training content is not targeted.
The training content lacks pertinence, which is manifested in the failure to produce training materials according to different positions and objects. Usually, a set of slide show teaching materials is taught to all employees for several years, which is recycled and not updated. In addition, the training courses are not systematic, so it is natural to offer safety training courses for employees, instead of formulating teaching materials and designing training courses from the perspective of enterprise safety development planning and safety production status, and from the actual safety training needs of employees.
The training plan is unscientific.
The safety training plan of many enterprises lacks scientificity and rationality, which is manifested in the fact that long-term training and short-term training are carried out at the same time, lacking systematic arrangement and clear training objectives and standards. Focusing training on safety production month, or taking up employees' rest time for training, will naturally lead to employees' aversion and resistance to safety training, and it is difficult to integrate into classroom learning.
Single training method
Enterprise safety training is mostly based on traditional classroom teaching, with safety instructors as the center, lacking interaction and communication between lecturers and students, and between students. The lecturer's teaching method is single, and the "spoon-feeding" teaching method is widely used, which makes the classroom atmosphere dull and unattractive, and students receive training passively, which does not conform to the learning characteristics of synthetic people, so the safety training effect is naturally not good.
Lack of safety lecturers
The team of safety instructors can be divided into two categories, one is internal safety instructors, and the other is externally hired lecturers. Enterprises often regard safety managers as safety lecturers, which is unscientific. Safety management personnel are not omnipotent. For example, the training of equipment operation should be carried out by equipment personnel. The reasons for the lack of safety lecturers in enterprises are as follows: there is no selection and training system, qualification standards and incentive measures for safety lecturers in enterprises; Enterprises are reluctant to spend money to hire external professional lecturers. External lecturers do not understand the production characteristics of enterprises, are not familiar with the field situation, and are not clear about the needs of employees and enterprises.
The training effect was not tracked and evaluated.
Most enterprises do not evaluate the knowledge mastery and behavior changes of students, nor do they evaluate the teaching ability, teaching materials, training environment and training institutions of lecturers. They think that the training is finished, and they don't know much about whether they have achieved the expected goal.
The training results have not been transformed.
Some enterprises attach great importance to safety training, and have a perfect safety training system. The classroom training has achieved good results, but the training results have not been transformed. The results in the classroom only stay in employees' minds or notes, and there is no corresponding follow-up action to transfer the training effect to the actual safety production work.
Countermeasures with poor results
Refine the training concept and attach importance to safety training.
Enterprises with excellent safety management performance attach great importance to safety training and can recognize the value of effective safety training. Some enterprises suggest that all management cadres should be qualified safety trainers. Enterprises should also concise their own safety training concepts, change the misunderstanding of safety training by managers at all levels through various forms of understanding, and attach importance to safety training.
Improve the training system and incentive mechanism
Most enterprises have established safety training system, but there are many problems in implementation. This is because there are problems in the system itself, the responsibilities of relevant responsible departments and personnel are unclear, the safety training procedures are chaotic, and the implementation is ineffective. Therefore, it is necessary to modify and improve the system in time according to the situation of enterprise safety management and operation. For example, in the material aspect, safety instructors can be given a teaching subsidy, and in the spiritual aspect, safety instructors can be awarded a safety instructor certificate, and priority can be given to participating in external training.
Identify training needs
Determining training needs involves three steps:
The first step is to make a questionnaire. The contents of the questionnaire include: position, name, expected training content, preferred training form, safety problems encountered in work, etc. The second step is to select managers and employees for interviews according to a certain proportion. The third step is to sort out and analyze the questionnaire and interview results.
Curriculum system "post customization"
According to the post characteristics of employees and the safety training matrix, the safety training courses that grass-roots employees, management and leaders should accept can improve the safety training course system of enterprises, make safety training more systematic and help employees and managers improve their safety skills.
Scientifically formulate a safety training plan.
Make a safety training plan scientifically, implement it flexibly, and highlight "micro-class" and "on-site training". The training plan includes implementation time and training duration. The safety training plan maker should combine the past situation of the enterprise and the prediction of the production situation, and communicate with the managers of the trainees' competent departments before making it.
Establish a team of safety lecturers
Excellent safety instructor team is the guarantee for the successful implementation of enterprise safety training. To establish an internal security lecturer team, we must first formulate a security lecturer management system, clarify the selection criteria of security lecturers and lecturers at different levels, and the corresponding teaching subsidies and reward and punishment measures; Secondly, determine the training methods of internal security instructors. When building the team, we should fully mobilize the enthusiasm of internal safety instructors and pay attention to the echelon construction of safety instructors.
Enrich training methods
For example, going out for inspection, visiting and attending seminars are all available training methods, and employees have a high degree of participation. Diversification of training forms and teaching methods will help to provide students with enthusiasm for participation and stimulate them to think and learn better.
Do a good job of after-class evaluation
Training effect evaluation can test whether the training has achieved the goal, and it is also an effective way to improve the quality of follow-up training. How to do safety training evaluation? First of all, after the training, students are required to fill out an evaluation form, which mainly includes whether the training content is appropriate and the attitude of the lecturer. , is also a commonly used scoring method. Secondly, according to the course content, it is necessary to test students' mastery of learning. Thirdly, through the observation of the trainees, the evaluation of the supervisor and the evaluation of colleagues, we can know whether the trainees' behavior has changed after the training. Finally, the results of these evaluations are analyzed, and the training courses and implementation are adjusted accordingly.
Achievement transformation
With the results of the course, the next step is transformation. If it is a solution result, it is necessary to make an action plan; If knowledge is successful, students should be guided to apply it, including supervision, reminding and discussion. The original text comes from/article/qianquanpixunxiao.html.