CRITERIA TO CONSIDER WHEN SELECTING A TRAINING PROVIDER

The role of an experienced and reputable HSE training provider is to evaluate your business training needs with the ultimate goal of not only ensuring compliance however also being proactive in and with the following facets of your business :

  • Identifying in tandem with your business plans a structured training portfolio to ensure that your staff receive appropriate training to enhance both their personal development specific to the role or roles they are to fulfil in your enterprise and for you as business owner to optimise overall staff developmental processes in your business. Compliance is important however the effective management of HSE is equally as important.
  • Present a training budget within the parameters of your financial plans.

In resource optimisation, assist in identifying staff who within their key performance indicators have the ability to perform more than one HSE function with the view to contributing to a controlled wages/salary bill.

  • SETA accredited training providers earn the recognition of affiliation after successfully satisfying related stringent qualifying criteria. Whilst a ‘swallow does not bring the summer, SETA accreditation is a fair reference point for any company to pursue further training performance evaluation based on ‘word-of-mouth’ experience and to ensure that the contents of the course material compliments and fulfils advertised standards and outcomes.
  • SETA accredited training providers are re-evaluated annually subsequently ensuring that SETA standards are upheld. Failure to comply may result in the accreditation of the trainer to be revoked.

It is recommended that business owners or decision makers make themselves available to attend a course to ascertain first-hand the effectiveness with which the course is conducted by the HSE training provider. This is a transparent and fair barometer.

Motivation, positive mind-sets towards the need for a positive HSE culture, a mature perception of risk and the perpetual individual and collective re-enforcement and desire to contribute to the ultimate goal of a successful Health and Safety Management programme…that of creating a safe working environment, must be the common communication thread by a training provider as an underscore to each Health and Safety course irrespective of the subject matter of the course. Corporate competence is a perpetual team effort. Co-ordinated, re-occurring training, implementation and management are critical ingredients. A reputable training provider must possess the overall resources, skills, application and persuasive capacity for a mutually beneficial ‘buy-in’ approach by all stakeholders and the subsequent ability to be an initiator, catalyst and support partner in the overall HSE awareness process.

Ensure your training provider has an adequate HSE database to serve as a supplement to your in-house HSE training database. Whilst not a legislative requirement it would be advantageous to ensure staff attend refresher or re-training courses every 2 years. Your training provider should partner you and offer a supportive relationship by means of managing this process effectively in conjunction with yourself.

The outcome of a student’s level of competency will have a direct impact on the contribution made in the workplace to create a safer environment. Certificates must therefore be a statement of efficiency awarded only to those who meet the required criteria, in accordance with ethical practices.

It is advisable to request a letter of financial stability from the auditor of the training provider to provide added peace of mind to you the customer that the business is managed responsibly. Your HSE training records history is only as good as the longevity of the training provider.

ABOUT OSHMAN

Your partner in HSE compliance

OSHMAN partners you to understand and manage the multi-disciplinary Nature of Health and Safety with the view to removing or minimising the causes of accidents and other events which impact negatively on your workforce. It is our objective to contribute to a healthy balance between profitability and an equitable approach to Health and Safety to ensure competent workers.

OSHMAN HSE

HEALTH & SAFETY BEGINS WITH YOU...

Whether you're the owner of a small business or the CEO of a large Enterprise

Training ProcedureThe endorsement by yourself as business owner or CEO for the need of Health and Safety underscores to all employees that you are lending your authority and are serious about HSE and immediately initiates and prepares all workers to commit to co-operation in this regard.

Senior management have direct responsibility to ensure the organisation complies with the legislative requirements of Health and Safety laws. They are accountable to and responsible for the effective management of risks posed by the organisation.

It is in this regard that OSHMAN HEALTH and SAFETY SPECIALISTS can play a pivotal role in supporting management whilst you can concentrate on the core focus of tending to daily demands of your business.

5 components of an effective health and safety management system:

STATEMENT OF INTENT

Normally a one page statement defining overall aims of the organisation in terms of Health and Safety performance and sets objectives and quantifiable targets. The statement also explains the allocation of resources to achieve goals and a good indication of the cultural framework of the organisation. To clearly demonstrate commitment and lend authority to the policy, the Statement of Intent is signed by the most senior person in the company. The signature is accompanied by a date which will also set the new review period which is usually annually however a review may be required prior to this if there have been significant changes.

ORGANISATIONAL RESPONSIBILITIES

This defines how health and safety is organised, outlining the Health and Safety roles and responsibilities for each category of person within the organisation. It is advisable to communicate the structures via an organisational chart, which will indicate the flow of accountability, communication and feedback.

HEALTH & SAFETY ARRANGEMENTS

The arrangements section provides the opportunity for an organisation to detail procedures for implementing the Health and Safety policy.

POLICY REVIEW

The Health and Safety policy should be monitored and reviewed on a regular basis. This ensures that the information in it remains up to date and relevant.

COMMUNICATION OF THE HEALTH & SAFETY POLICY

Simply producing a Health and Safety policy is not enough. It has to be communicated to employees and other interested parties. There are a variety of means by which this can be communicated to employees.

Why is OSH necessary and beneficial to your business?

COMPLIANCE

South Africa, whilst it has its own National legislation, is largely influenced by the legal framework for the legislation of Health and Safety as prescribed by the International Labour Organisation (ILO).Legislation in South Africa is increasingly under review with accompanying subsequent amendments and dire ramifications are a reality for transgressors resulting in possible imposition of hefty fines or imprisonment.

STRATEGIC READINESS

The reality is that businesses are increasingly networking and cross pollinating. An emerging facet is that businesses, whether national or international, who have embraced and recognise good Health and Safety practice, require that companies in their supply chain are also HSE complaint to uphold their company policy and to meet HSE requirements of their customers. Your business will therefore be at the ready to take immediate advantage of new business opportunities by avoiding any business lag.

FOSTERING TEAMWORK

Health and Safety is a means by which to instil a common thread of teamwork in your company. This is achieved by re-enforcing the benefits of sound HSE practice to your workers initiated by fostering a sense of caring which becomes a catalyst for an environment of improved behavioural patterns and a subsequent positive Health and Safety culture and the inherent benefits of a collective effort to have a unified understanding of risk perception, prevent, reduce or control accident rates, incidents, damage to property, absenteeism, sickness rates (staff not motivated or who feel marginalised justify their every opportunity to be absent from work)and reduced staff turnover.

WORKER PARTICIPATION & SHARED ACCOUNTABILITY

Implementation of a Health and Safety management system places requirements and responsibilities on the individual workers involved to extend to and include :

  • Taking reasonable care of themselves and others. (Others to include visitors, suppliers, contractors etc. This is a great Public Relations exercise for your company)
  • Co-operation with you as the employer.
  • Reporting hazards, near misses etc.
  • Attending health and safety training and following instructions.
  • Wearing PPE, using safety equipment, not interfering with safety equipment.

MANAGERIAL COMPASS

The setting of Health and Safety objectives such as key performance indicators (KPI) will demonstrate management’s commitment to the workforce and gives something tangible for the workforce to work to.

OUR VISION STATEMENT

To become a respected, reputable and trusted advisor with regards to Health, Safety and Environment management matters through the relentless pursuit, attainment and sustenance of our mission statement, nurtured by the strong moral compass provided by management.
- OSHMAN -

OUR MISSION STATEMENT

To create an awareness in our customers of our intention to partner their enterprise with the ultimate objective of adding value by a balanced implementation of a sustainable Health, Safety and Environment management system ever mindful of collective criteria which impact our customers’ continued financial viability and the need for employer and employee alike to contribute to and be amicable and flexible to fulfilling reciprocal social and moral obligations.
- OSHMAN -

OUR MODUS OPERANDI

The pragmatic OSHMAN approach to the development and implementation of Health and Safety Management Systems includes:

NO EXISTING OCCUPATIONAL HEALTH AND SAFETY MANAGEMENT SYSTEM

Ie. an existing business wanting to implement Health and Safety or a start-up business.

  • A comprehensive baseline risk assessment is conducted on your business to establish the necessary Health and Safety requirements.
  • A detailed report is submitted on our findings together with recommendations (mitigation) to ensure Health and Safety Management systems specific to your business. Hazards are identified and the accompanying risks are assessed (HIRA) with the view to ultimately applying the hierarchy of control approach to address and manage the risks appropriately.
  • We assist in the implementation process and the continuity of maintenance systems specific to your evolving and changing scope of business needs.
  • We are instrumental to and actively involved with the ‘buy-in’ process from employees and other possible stake holders to encourage a positive HSE culture and long term continuity, success and support.
  • We adopt a pragmatic implementation process in conjunction with management to ensure priorities are synchronised within budgetary constraints.
  • The Health and Safety management system we recommend and implement will ensure legal compliance for your business in terms of South African legislation.
  • Audits are conducted as recommended by OSHMAN with the approval of clients to ensure compliance in a changing business environment is managed timeously and effectively.

EXISTING OCCUPATIONAL HEALTH AND SAFETY MANAGEMENT SYSTEM

Should you have a current Health and Safety management system and your circumstances require you to consider OSHMAN as your alternative HSE company we will apply an objective approach to ensure continuity of your HSE programme.

GAP ANALYSIS AUDIT

The GAP analysis process:

STEP 1: ESTABLISHING YOUR HSE MANAGEMENT SYSTEM

An audit is done on your business to determine whether the HSE management system and its elements are in place, adequate and effective in protecting the safety and health of workers and prevent incidents.

STEP 2: DEVELOPING AN AUDIT POLICY AND PROGRAMME

Subsequent to the gap analysis report an audit policy and programme should be developed which includes a designation of auditor competency, the audit scope, the frequency of audits, audit methodology and reporting.

GAP ANALYSIS AUDIT FOR SMALLER ORGANISATIONS

Smaller organisations due to their shortage of human resources invariably require OSHMAN to conduct an independent audit. This is primarily because the strong possibility exists that the entire HSE management system is driven by no more than one person. Besides wearing the HSE hat it is possible that they have other company responsibilities. Due to a lack of focus on HSE requirements the very real possibility exists that audits are not carried out on a frequent basis, the management systems are not amended to accommodate a change in any scope of works and as a result lethargy creeps in giving rise to bias and an unreliable and compromising HSE culture.

GAP ANALYSIS AUDIT FOR LARGER ORGANISATIONS

Larger organisations will invariably have an organisational chart which has strong line management, a health and safety committee and more importantly a chain of command. This encourages checks, balances and authenticity. The gap analysis audit will be done in close collaboration with company individuals designated to manage the HSE Management System which will serve as a barometer to indicate attitudes, behavioural patterns, worker interpretation of risk, motivational levels to work towards HSE compliance etc.

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