OSHA created a new regulation (29 CFR 1910.178(l)) that spells out requirements for forklift operator training and evaluation with the intent of reducing the number or forklift accidents. Failure of the employer to comply with the new rules can result in expensive fines and loss of insurance coverage. This can be disastrous to the employer if a serious accident occurs.
There are 855,000 forklifts in the United States, 11% of which, will be involved in an accident. That is almost 95,000 vehicles involved in an accident next year alone, not including forklifts involved in more than one accident.
Learn about engineering principles, knowing the load center and capacity of your forklift, understanding stability (both latitudinal and longitudinal) and how to increase your chances of surviving a turnover.
Protect your company and your employees with forklift safety training provided by Wumbus Corporation.
What NOT To Do:
Thursday, August 12, 2010
Wednesday, August 11, 2010
I Call This One Ladder Safety
One ladder just seems easier than 2 cafe tables and a stool...
That other ladder is just for decoration.
Hope there aren't strong winds today!
Holding on for dear life!
Hope nobody trips over that chair!
Looks like we need a bigger ladder!
A little more to the left!
Who's holding the ladder?
You are not a circus acrobat, don't try to be one.
For the largest selection of safety training DVDs and online safety training,
visit Wumbus Corporation!
For the largest selection of safety training DVDs and online safety training,
visit Wumbus Corporation!
Tuesday, August 10, 2010
Distracted Driving
According to the National Highway Traffic Safety Administration (NHTSA), in 2008, nearly 6,000 people were killed in crashes in which distracted or inattentive driving was a factor. Vernon F. Betkey Jr., GHSA’s chairman, recently met with Secretary of Transportation Ray LaHood and officials from NHTSA to call attention to the issue of distracted driving. According to Betkey, the numbers reported by NHTSA are underreported because distracted driving data is difficult to collect.
“Certainly most of the attention has been on texting and driving, but there are a host of other distractions including cell phone calls (both handheld and hands-free) as well as more traditional ones such as eating, adjusting the radio, using the CD player or talking to passengers,” said Betkey. “Drivers need to be reminded to manage these distractions safely.”
According to Betkey, states are reacting quickly to driver distraction – 30 have banned texting for all drivers. As more data and research become available, he expects states to continue to act to regulate texting and cell phone use while driving. (For a full list of state laws regulating texting and cell phone use while driving, visit http://www.ghsa.org/html/stateinfo/laws/cellphone_laws.html.)
Betkey said that state highway safety agencies are committed to addressing driver distraction through a comprehensive approach including laws, education, enforcement, employer policies and the use of technology. Two weeks ago, GHSA released a new report detailing state distracted driving countermeasures. The report shows that states are implementing many strategies to combat driver distraction. The report is available online at http://www.ghsa.org/html/publications/survey/index.html.
“The federal and state governments are not trying to inconvenience drivers,” he noted. “Rather, we are trying to save their lives. No call, text or any other distraction is worth a life or serious injury.”
Reposted from http://ehstoday.com/safety/management/distracted-driving-serious-highway-safety-challenge-5760/
Check out Distracted Driving online safety training from Wumbus Corporation!
“Certainly most of the attention has been on texting and driving, but there are a host of other distractions including cell phone calls (both handheld and hands-free) as well as more traditional ones such as eating, adjusting the radio, using the CD player or talking to passengers,” said Betkey. “Drivers need to be reminded to manage these distractions safely.”
According to Betkey, states are reacting quickly to driver distraction – 30 have banned texting for all drivers. As more data and research become available, he expects states to continue to act to regulate texting and cell phone use while driving. (For a full list of state laws regulating texting and cell phone use while driving, visit http://www.ghsa.org/html/stateinfo/laws/cellphone_laws.html.)
Betkey said that state highway safety agencies are committed to addressing driver distraction through a comprehensive approach including laws, education, enforcement, employer policies and the use of technology. Two weeks ago, GHSA released a new report detailing state distracted driving countermeasures. The report shows that states are implementing many strategies to combat driver distraction. The report is available online at http://www.ghsa.org/html/publications/survey/index.html.
“The federal and state governments are not trying to inconvenience drivers,” he noted. “Rather, we are trying to save their lives. No call, text or any other distraction is worth a life or serious injury.”
Reposted from http://ehstoday.com/safety/management/distracted-driving-serious-highway-safety-challenge-5760/
Check out Distracted Driving online safety training from Wumbus Corporation!
Monday, August 9, 2010
Employee Engagement
Want your employees to be more engaged? Here's how to do it.
1. Recognize your employees
Managers play the major role in encouragement and recognition of employees. According to Mike Ryan, Senior Vice President of Madison Performance Group, "...there is a lot of evidence that shows employees perform better when they feel their manager understands their job and encourages and rewards them.”
BENEFITS:
-Better Employee Productivity
-Improved Customer Service
-Revenue Growth
-Return on Working Capital
When your employees are happy, they provide better customer service and, therefore, your customers are happy. It's a win-win situation.
2. Create a Recognition Program
Streamlining your recognition program will make it much easier on your managers . Additionally, it communicates that part of your organization's culture is recognition.
Six Ways to Make Your Recognition Program Manager-Friendly
1. Sweat the small stuff during design
-"Dependability is in the details"
-Explore all the "what-ifs"
-Think beyond the general rules, think of the exceptions to the rules
2. Make it easy to manage
-Mimic existing system (brand aesthetics, administrative workflow, reporting hierarchy)
3. Communicate from the onset
-Goals of program will work only if managers commit to the program and participate
-Let managers know it is part of the employee engagement strategy
4. Establish a champion
-Have executive support/visibility
-Elect an executive spokeperson
5. Make training available on demand
-Safety training videos and flash movies (just in time training devices)
-Helps a manager become comfortable with the program / system at their own pace
-A catalog of training programs helps managers access it when they need it
6. Use reports for both control and insight
-User-friendly reporting process (gives planners an immediate sense of the vitality of the program)
-Reporting tools (such as data dashboard) compare manager's recognition with the performance of their team
Madison Performance Group offers a Workforce and Engagement Recognition program
Madison Performance Group blog
Wumbus Corporation Online Safety Training Programs
1. Recognize your employees
Managers play the major role in encouragement and recognition of employees. According to Mike Ryan, Senior Vice President of Madison Performance Group, "...there is a lot of evidence that shows employees perform better when they feel their manager understands their job and encourages and rewards them.”
BENEFITS:
-Better Employee Productivity
-Improved Customer Service
-Revenue Growth
-Return on Working Capital
When your employees are happy, they provide better customer service and, therefore, your customers are happy. It's a win-win situation.
2. Create a Recognition Program
Streamlining your recognition program will make it much easier on your managers . Additionally, it communicates that part of your organization's culture is recognition.
Six Ways to Make Your Recognition Program Manager-Friendly
1. Sweat the small stuff during design
-"Dependability is in the details"
-Explore all the "what-ifs"
-Think beyond the general rules, think of the exceptions to the rules
2. Make it easy to manage
-Mimic existing system (brand aesthetics, administrative workflow, reporting hierarchy)
3. Communicate from the onset
-Goals of program will work only if managers commit to the program and participate
-Let managers know it is part of the employee engagement strategy
4. Establish a champion
-Have executive support/visibility
-Elect an executive spokeperson
5. Make training available on demand
-Safety training videos and flash movies (just in time training devices)
-Helps a manager become comfortable with the program / system at their own pace
-A catalog of training programs helps managers access it when they need it
6. Use reports for both control and insight
-User-friendly reporting process (gives planners an immediate sense of the vitality of the program)
-Reporting tools (such as data dashboard) compare manager's recognition with the performance of their team
Madison Performance Group offers a Workforce and Engagement Recognition program
Madison Performance Group blog
Wumbus Corporation Online Safety Training Programs
Thursday, August 5, 2010
Safety Training Tips - How to Motivate Your Employees
1. Build a Working Relationship with Your Employees
To earn your employees' respect and, with that, their attention, you have to show that you are concerned with and respect their well-being. Many workers assume that these safety precautions are implemented not for their well-being, but to save the company money. Additionally, workers see these safety precautions as slowing them down while working. Take their viewpoint into consideration and get your employees involved by asking them for their input on how you can reduce hazards without slowing down production.
2. Bribe Them
Yes, you read that correctly. Bribe them to safety training meetings by offering pizza and refreshments. Bring prizes or candy for those who answer questions correctly. You can offer a drawing at the end of the meeting for something that applies to the safety topic.
3. Offer Additional Incentives
Find a safety feature that is customizable, or that they can use outside of work, such as a steel-toed boot program or hardhats with their favorite team's logo on it. It's simple and it works.
4. Keep It Simple
Make training simple and somewhat enjoyable for all. No need to try and trick them with difficult test questions. Unless it's absolutely necessary (such as fork truck and respirator training), try and keep training to no more than an hour at a time.
5. Get Workers Involved
Create a safety inspection or safety improvement team and let them pick their own training material. You can even invite them to be guest speakers to offer their advice on a topic that pertains to their job. Apply the training to include their home or family's safety, such as proper ventilation while painting or using earplugs while mowing the lawn.
Engage your employees and keep their attention with entertaining safety training videos.
To earn your employees' respect and, with that, their attention, you have to show that you are concerned with and respect their well-being. Many workers assume that these safety precautions are implemented not for their well-being, but to save the company money. Additionally, workers see these safety precautions as slowing them down while working. Take their viewpoint into consideration and get your employees involved by asking them for their input on how you can reduce hazards without slowing down production.
2. Bribe Them
Yes, you read that correctly. Bribe them to safety training meetings by offering pizza and refreshments. Bring prizes or candy for those who answer questions correctly. You can offer a drawing at the end of the meeting for something that applies to the safety topic.
3. Offer Additional Incentives
Find a safety feature that is customizable, or that they can use outside of work, such as a steel-toed boot program or hardhats with their favorite team's logo on it. It's simple and it works.
4. Keep It Simple
Make training simple and somewhat enjoyable for all. No need to try and trick them with difficult test questions. Unless it's absolutely necessary (such as fork truck and respirator training), try and keep training to no more than an hour at a time.
5. Get Workers Involved
Create a safety inspection or safety improvement team and let them pick their own training material. You can even invite them to be guest speakers to offer their advice on a topic that pertains to their job. Apply the training to include their home or family's safety, such as proper ventilation while painting or using earplugs while mowing the lawn.
Engage your employees and keep their attention with entertaining safety training videos.
Wednesday, August 4, 2010
Training For Different Types of Learners
Presenting a safety training program to any group comes with its challenges. Taking into consideration who makes up the group and how to best reach them is beneficial not only to you, but also to those you are training. Considering the various learning styles of the individuals that make up the group will allow you to make the most efficient use of the time you have. Your main objective is to capture the attention of your audience and keep them engaged while teaching them about safety.
Types of Learners
Visual Learners
-Learn primarily through the written word
-Tend to be readers; diligently taking down every word
Auditory Learners
-Learn primarily through listening
-Focus attention on your words, listening carefully to everything you say
-Like to talk rather than write; enjoy discussions
Kinesthetic Learners
-Learn better by doing; hands-on
-Learn best when they can practice what they're learning
-Think in terms of physical action
Presentation Techniques to Different Learners
Visual Learners
-WRITE IT
-Provide written materials / exercises
-Write key words on the board
-Use visuals / graphics
-Ask them to be the recorder / notekeeper
-Involve them in visual / spatial sense
Auditory Learners
-SAY IT
-State the information
-Provide discussions
-Encourage questions
-Small group participation
-Audiovisuals
Kinesthetic Learners
-DO IT
-Demonstrations
-Encourage underlining / highlighting key words
-Real-life simulations
-Hands-on activities
-Involve them physically
Online Safety Training found here.
Types of Learners
Visual Learners
-Learn primarily through the written word
-Tend to be readers; diligently taking down every word
Auditory Learners
-Learn primarily through listening
-Focus attention on your words, listening carefully to everything you say
-Like to talk rather than write; enjoy discussions
Kinesthetic Learners
-Learn better by doing; hands-on
-Learn best when they can practice what they're learning
-Think in terms of physical action
Presentation Techniques to Different Learners
Visual Learners
-WRITE IT
-Provide written materials / exercises
-Write key words on the board
-Use visuals / graphics
-Ask them to be the recorder / notekeeper
-Involve them in visual / spatial sense
Auditory Learners
-SAY IT
-State the information
-Provide discussions
-Encourage questions
-Small group participation
-Audiovisuals
Kinesthetic Learners
-DO IT
-Demonstrations
-Encourage underlining / highlighting key words
-Real-life simulations
-Hands-on activities
-Involve them physically
Online Safety Training found here.
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