There are three reasons to consider why
training is good for business, these are -
1) It may be a legal requirement
(By providing training,
you will be less likely to be prosecuted by the HSE).
Although there is a direct cost for sourcing employee training.
The correct training will reduce the number of workplace accidents
to people, goods, machinery etc and in turn the business becomes
Morale, employees who receive training enjoy there jobs more, have
less stress and have overall, a more positive working environment.
Provision and Use
of Work Equipment Regulations 1998 (PUWER 98)
" Every employer shall
ensure that all persons who use work equipment have received
adequate training for purposes of Health & Safety, including
training in the methods which may be adopted when using the work
equipment, any risks which such use may entail precautions to be
taken. This also applies to those who manage & supervise people who
use work equipment and also to the self-employed."
Health & Safety at Work Act 1974 Section 2 (1)
" It shall be the duty of
every employer to ensure, so far as is reasonably practicable, the
health safety and welfare at work of all his employees."
Health & Safety at Work Act 1974 Section 37 (1)
" Where an offence...
committed by a body corporate is proved to have been committed with
the consent or connivance of, or to have been attributable to any
neglect on the part of, any director, manager, secretary or other
similar officer of the body corporate or a person who was purporting
to act in any such capacity, he as well as the body corporate shall
be guilty of that offence and shall be liable to be proceeded
against and punished accordingly."
For more information, read
the following HSE publication
INDG345 - Health and Safety
Training 'What you need to know'
Our Tips and
Guidance to identifying/sourcing/completing training
1- Identify what
training is required and for who? (Consider the workplace, the job,
2- Identify the correct employee for the training? (Consider their
fears, confidence, previous experience);
3- Identify a time scale of completion for each employee/course
(Consider equipment/number of people off the job);
4- Identify the type of award you expect at the end of the course
(Consider in-house award or specific award eg IOSH or RTITB)
5- Source the training provider. Consider -
5a- how far the employee needs to travel (if training is to be
delivered in centre);
5b- the cost of the training course (consider shopping around, but
the cheapest is not always the answer!);
5c- is the training provider approved (consider
accreditations/affiliations/word of mouth);
5d- have you used the training provider previously? (consider using
a training provider you have used before);
5e- Get an idea of the complete service the training provider has to
offer (on-line access to certificates?);
5f- Can the raining provider meet your requirements listed in points
6- Turn around time? (Consider how fast you need the certificates);