Your safety culture management system defines your values, behaviors and expectations. It is an integrated organizational learning culture that sets the context of everything your company will do today and in the future. At its core, your system should be able to record, report and reward employees based on their engagement in a menu of leading indicators.
Web-based services make this possible. Employees can
access your safety culture management system via personal
accounts that allow them to track their involvement
and progress toward tangible rewards and recognition.
An e-learning system has the ability to record user
activity, thus providing management with details of how
often individuals have accessed the course, what results
have been achieved, and how long each has spent within
the course. Modules can be OSHA 10-hour, MSHA
certification refreshers or even custom-content related to
specific facility operations and procedures.
The leader as learner
We invite you to do a little self-assessment. How much
do you value learning? What have you learned in the past
year? What new concepts and principles are you using
today that you weren’t using last year? How many nonfiction
books have you read (not skimmed) in the past year?
How often do you ask yourself, “What will I learn today?”
As a leader, you set an example for everyone in the
organization. If you open yourself to learning, you
will motivate others to do the same.
Learning is a deeply personal act that is most meaningful
when the learning experiences are relevant,
reliable and engaging and when they suit an individual’s
learning style. While technology in and of itself
may not guarantee better learning, when effectively
deployed, it can help focus attention while attracting
and maintaining a learner’s interest.
Your Learning Management System (LMS) should be
robust enough to handle multimedia content and feedback
loops that engage those who learn in both traditional and
nontraditional ways. This technology allows the learner to
have relationships with information using visual, auditory
and kinesthetic methods and can challenge the learner to
relate new information to that which is already known. The
more engaging the experience and the more intentional the
results, the greater the likelihood that learning will occur.
An e-learning platform also offers employees the opportunity
to accumulate points for successful completion of
modules within the courseware. These points can be earned
in the same way points are earned for completing a safety
audit or submitting a near-miss report, resulting in an automated
incentive process built into the e-learning system.
The LMS records results of the learner’s experience,
including the time spent in each category of knowledge.
This information can be vitally important in the event
of a health and safety incident to prove that compliance
training was undertaken and monitored. Moreover, a full
suite of reports can be immediately available to gauge
real-time progress toward sustainable improvement in
safety, health and productivity.
Take the e-challenge
A competent consultant can offer rich, engaging content
as well as the tools necessary to deliver an exciting
e-learning platform that can be fully integrated into a
safety culture management system. Who knows? You
just might be able to corral those cats after all.
TRAINING STRATEGIES: You've got to keep learning
August 5, 2009