Why training needs change.
Proceedings: Best Practices in Hearing Loss Prevention, October 28, 1999, Detroit, Michigan. Washington, DC: National Institute for Occupational Safety and Health, 1999 Oct; :50-52
In thinking about any training including hearing loss prevention, three main goals come to mind: Imparting knowledge that participants will remember. Building skills that participants will feel competent to use. Instilling motivation in participants so that they will champion safe work practices. We know that training is not a one-shot endeavor. Training approaches for any subject need to constantly evolve because our work environments are not static. For example, as occupational safety and health educators, we expect to find some yearly changes in our audience, changes in the work environment, and changes in recommendations or regulations. Additionally, an evaluation of your training for effectiveness may indicate deficiencies suggesting a need to change your approach. Finally, we live in a time of constantly changing technology, and you may wish to try new media or alternate methods of delivering training to workers. Arguably, one of the most critical of the elements noted above depends on the ability of the trainer to understand the audience and respond to changes in that audience over time. A stable, homogeneous workforce will move through predictable "stages" reflecting varying degrees of receptivity to health and safety messages. In contrast, a diverse workforce with high turnover challenges the trainer to reassess the audience and tailor his or her messages each time training is provided. "Stages of change" models can be useful tools that aid the trainer in preparing and delivering health and safety training.
Training; Hearing-loss; Hearing-conservation; Work-practices; Safety-measures; Safety-education; Occupational-safety-programs; Work-environment; Behavioral-testing; Models
Proceedings: best practices in hearing loss prevention, October 28, 1999, Detroit, Michigan