The need for training
ISO 14001 (clause 4.4.2)
Includes the requirement that - 'the organisation shall identify training needs. It shall require that all personnel whose work may create a significant impact upon the environment, have received appropriate training'.
Types of training
The types of training that might need to be provided, in broad terms, include:
|
Training |
Audience |
Purpose |
|
General awareness – focus strategic issues
|
Senior management |
To gain or reinforce understanding of issues and commitment to policy, and to ensure alignment of thinking and approach. |
|
General awareness – general issues and company policy and plans |
All employees |
To gain or reinforce commitment to environmental policy, objectives and targets, and to encourage individual responsibility and action. |
|
Specific – specific knowledge and skills |
Employees with environmental responsibilities |
To enhance knowledge or skills in specific areas, e.g. waste minimisation for operations staff, life cycle analysis for R&D, environmental reporting for finance or public relations. Thereby help achieve continual improvement. |
|
Specific – specific compliance issue (external legal or internal procedural) |
Employees whose actions can affect compliance |
To ensure compliance with environmental law (e.g. legal knowledge, technical competence) or with internal procedures (especially incident/ emergency procedures). |
It is important that new recruits receive awareness training as part of their induction programmes. Also, training should not be seen as a 'one off' – there should be refresher courses either to reinforce earlier messages or to take account of new developments (e.g. new legislation, economic instruments, best practice).
It may be suitable to integrate environmental training with the organisation’s health and safety induction sessions.
Assessment of training needs
A key step in developing training plans is to assess the training requirements.
|
Stage |
Key aspects |
| 1. Statement of training Requirement |
A short description of the training requirement as perceived at present. |
|
2. Reason for training |
Identification of those requiring training. Consequences of providing and of not providing the training. Desired outcome on learners job performance. |
|
3. Identification of learners |
Who are the learners? Familiarity with the training matter. Anticipated response to proposed training. Are there factors in the organisation which could negatively/positively affect the proposed training? |
|
4. Analysis of training needs |
The nature of the training content, possible resources and any foreseen difficulties. |
|
5. Identification of trainers |
Who is qualified and available to deliver this training? Will they be involved in designing the training? |
|
6. Programme |
Timing issues. Start date(s). Duration and frequency training. Availability? Problems of releasing learners? Cover? |
|
7. Location/resources |
Location and number of learners. Space, equipment, materials, trainers, other resources. Budget. |
The effectiveness of the training should be established. For example, gather feedback from individuals a few months after the training on how it has affected their development and job performance.
Also, it is important that adequate training records are kept covering details such as:
- content of the training
- purpose of the training
- training requirement assessments
- individuals trained
- training dates
- training costs
- names of trainers
- feedback of effectiveness
- modifications suggested or made