New workers usually have limited knowledge and a limited range of workplace experiences, especially if they are young. Part of a suitable induction program is to identify training needs and deliver sufficient on-the-job-training.
Don’t assume someone has received prior training before they start work with you, even if they already have the experience. And even if they have previous experience, your workplace, procedures, equipment and hazards may be different from their previous workplace.
Before they start work, identify gaps in their knowledge and assess their ability to work safely.
Training should focus on giving your new worker the skills and knowledge they need to do their job safely.
Training can take lots of different forms. You don’t have to restrict yourself to a thick manual that might not be read. Remember that people learn in different ways, from written information, demonstrations and performing tasks under supervision.
Choose instead the kind of training that will best suit the information you’re providing to your workers. Maybe that means a practical ‘on the job’ lesson, videos or posters (which, if displayed in the workplace, can reinforce training).
Look at your new worker’s language, culture, literacy, disabilities and other learning needs. For example, you may need to provide information in plain (non-technical)
English or in the worker’s preferred language.
Review your new worker’s progress to find out if the induction has provided your new worker with the necessary information, and that they understood the information. A review will also determine if staff inductions, supervision and training could be altered for future new workers, for better health and safety results.