Organisations may want to mount various types of campaigns on health and safety within the workplace.

Portrait of business people discussing a new strategy at a seminar

Business people discussing a new strategy at a seminar

To ensure that the campaigns are effectively communicated to and understood by the employees the organization should:

  • Have clear aims and objectives and targets and to be clear on the means of achieving them.
  • Ensure that sufficient funds, time and other resources are made available so that everyone within the organization is fully aware of and understands the needs for the campaign
  • Show that management is totally committed to the campaign.
  • Ensure that the workforce are made fully aware of the campaign by means of tool box talks, team briefings, meetings, training sessions and notice boards
  • Use clear language (no jargon etc.) to help understanding
  • Key responsibilities for aspects of the campaign are allocated and accepted with full commitment to avoid mixed messages
  • Ensure that everyone within the organization knows the part they have to play in the health and safety campaign
  • Provide feedback to check employees’ understanding of the campaign

Apart from the communication, other organizational factors that could affect the effectiveness of a campaign could include:

  • No clear aims and objectives
  • Insufficient time, funds and resources are made available
  • Lack of management commitment
  • Production or other pressure take priority over health and safety
  • A generally poor safety culture
  • Poor working conditions create lack of interest among employees
  • Poor industrial relations and lack of confidence in management’s ability
  • Work patterns (e.g. shift work)could mean some sections of the workforce are not considered or supported due to lack of key staff


In some countries the requirement to train employees is written in the legislation but even if it is not it makes good business sense to ensure that staff is properly trained.

Training should be given at the following stages:

  1. On joining the organization (Induction)
  2. Before starting work (Job Specific)
  3. Refresher training
  4. Whenever the work practice changes i.e. materials, new technology, revision of systems of work
  5. Before moving to a new job, which might involve new tasks

Induction Training

Induction of persons into a new workplace is a vital activity for safety, the objective being to enable the recipient to quickly and efficiently fit into a strange and possibly frightening workplace. They will be expected to quickly perform their tasks smoothly and without creating hazards for their colleagues, themselves or damaging the equipment. A common problem is the terminology developed by and peculiar to a trade or workplace. Induction training should be based on an analysis of who and what the trainee needs to know. A proper induction can help the new employee not only to be safe during his or her first days within the job, but will assist in quickly identifying with the employer and his/her new workmates. Induction training is important for a number of reasons:

  • Establishes a safety culture
  • Shows management commitment
  • Identifies responsibilities
  • Identifies hazards and precautions
  • The employee is aware of the hazards
  • Imparts knowledge
  • The employee knows how to recognize and report unsafe conditions
  • Sets the scene for future performance

Induction Training Programme

An Induction Training programme should contain the following:

  • Management commitment to safety
  • Company safety policy
  • Consultative procedures
  • Role of safety representatives
  • Emergency procedures
  • First aid arrangements
  • Welfare and amenity provisions
  • Specific hazards
  • Health surveillance procedures
  • How to report accidents
  • Personal Protective Equipment
  • Company substance abuse policy

(Get the full part of the NEBOSH lessons from the August Issue of Safety Messenger Magazine)

Author: SubEditor

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