Transcript Diapositivo 1

Project number n° LLP-LDV/TOI/2007/PT/17
Inforadapt2Europe
LEONARDO DA VINCI MULTILATERAL
PROJECTS TRANSFER OF INNOVATION
Lifelong Learning Programme
Awareness, communication and
marketing plan
1
Adaptation of the product awareness plan
Thought in the initial phase of the project and pretend to
stimulate the interest for the topic of HSW
The plan has three strengths of intervention:
A
B
c
A
Communication and marketing by
radios and journals
• Workers,
entrepreneurs,
public in
general
Recipients
/target group
• Diversity of messages
in permanent updating (update weakly)
to don’t create a habit
by the beneficiaries
and still adapted to the
business context
Consists in
what?
• awake the interest in the
field of HSW.
• Resolve a general
problem of lack of safety
in the post jobs and its
implication of the well
being of the workers and
public in general.
Aims
B
Communication and marketing by
radios and journals
Competencies needed
• Techniques in HSW.
• In area of Design and Graffiti’s.
Operationalization
•Weakly, is recorded a different spot different for radiophone
divulgation. The same is done for local newspapers.
•Proceeding the following way:
•Negotiation of the space to be occupied and its timing;
•Raising a sponsor (if necessary)
•Collect and organization of the information;
•Publication/Diffusion.
•The topics that will be mentioned: practical advices, of easy
understand, of immediately application and renewed regularly
(weakly);
Period of application
• 18-06-2008 a 30-09-2008
c
Communication in the partners
company
Recipients
/target
• Workers and entrepreneurs
Consists
in what?
• Construction of posters with messages beyond the strong
messages published in newspapers and radios in the
shape of posters, renewed with the same frequency of the
newspapers.
• Awareness of the workers of the dangers inherent in posts
where he acts
Aims
• Awake the interest for the thematic HSW, in the
collaborators of the enterprises where the training plan is
going to be implemented.
• Agent of prevention of the work, by this way, directly
involved in the increasing of productivity, competitiveness
of organizations ,strengthening of skills, employability and
social insertion
c
Communication in the partners
company
Competencies
needed
Operationalization
Period of
application
• Techniques in HSW.
• In area of Design and Graffiti’s.
•
•
•
•
•
choose the responsible in the company for placing the;
Negotiate a space for placing the information;
collection and organization of the information;
Affixation;
(posters with strong messages related to the area of work
of each company and published contents and defunded in
the awareness on radios and newspapers)
• 18-06-2008 a 30-09-2009
Awareness
Recipients
/target
1A
• Entrepreneurs and managers of the organizations
Consists
in what?
• Sending a mailing list to potential users about the activities
of the project; execution of informative activities directed to
the public institutions, particularly the institutions that
operate their business in education/training
Aims
• Divulgation and presentation of the inforadapt products
and practices of training involved in them.
• Visibility of the acquire experience through the process of
transfer of the Inforadapt products;
Awareness
Competencies
needed
Operationalization
Period of
application
1A
• Knowledge about the products
• Capacity of communication
• translation and adaptation of the products for English or
other language of the countries;
• establishment of the visit plan;
• Dissemination through the channels of communication,
internet (Web-site, etc…);
• negotiation with the stakeholders the theme to discuss,
time and date;
• Implementation
• 18-06-2008 a 30-09-2009
DIGITAL KNOWLEDGE
CENTRE (DKC)
2
It was designed to solve two essential
• Difficult access to sources of information about the subject
of HSW;
• Lack of channels of communication between experts and
other stakeholders in this area.
Objectives
• Free and easy access to various types of content related to
this issue;
• Create an independent network that allows communication
easier among pairs and experts of the area;
• Area of discussion and clarification.
DIGITAL KNOWLEDGE
CENTRE (DKC)
The digital
knowledge
centre is
constituted by
to products:
Discussion and
debate Forum
Digital library
2
What is the forum?
• This is a space supported by the electronic
platform belt for the digital library and
intends to solve the lack of communication
channels between experts and interested in
this area;
• Intends to create an independent network
which allows the easier communication
between peers and experts in the area;
What is the forum?
• Intend to be a space for debate and
clarification;
• This space should be belt in order to the
participants involved made it completely
autonomous.
• Allows the entrepreneurs, workers, public
in general can discuss or clarify any kind
of doubts with the other participants.
How does it works?
• When making the registration your name will be
added to a Mailing List. After the confirmation and
validation, in your e-mail address, you can send
questions or answers, to doubts from other
participants by the e-mail:
inforadapt2…[email protected]. The questions and
answers will always be sent to all participants . For
the well function of this space is very important that
all the stakeholders indentify themselves, every time
that send an e-mail to the forum mailing list.
Working by mail
Discussion and debate Forum
•
•
•
•
•
Four more forums will be belt:
Italy (inforadapt2it)
Spain (inforadapt2es)
Finland (inforadapt2fi)
Romania (inforadapt2ro)
Each country will appoint a moderator /
promoter for the forum of his country
Discussion and debate Forum
• Each country will be responsible for invite several experts
in the field to participate in the forum in order to make the
forum autonomous in the sharing of information;
• Each country will have as responsibility its divulgation and
promotion between HSW technicians that exist in the
businesses
Discussion and debate Forum
• Will be created a link for each forum on the site of
the project;
• Will allow the registration of participants;
• Forum supported by a Python machine.
Exemple
Digital library
On-line and free access tool, which allows by the
participants the ownership of its contents:
National and Europeans regulation relatively to
HSW;
statistics on accidents at work ; Technical
advices; personal protective equipment used in
function of the activity and sector; identification of
risks accident, health and safety;
Digital library
Prevention means;
Individual and collective protective equipments;
links related to the theme;
Etc…
Digital library
Digital library exposed on a website .
Instrument to support the training
plan .
Intends to be a tool with utility for
anyone interested in the field
Hygiene and safety at work.
TRAINING PACK
3
Constituted
by:
5 training
manuals and a
Methodological
guide for
implementation.
Displayed in two supports: paper and digital.
Problem
• Lack of an instrument that allows, in an
integrated manner and being adapted
to the reality of the companies, to
make the training at all levels, from the
leader to the less qualified workers.
Objectives
• Providing institutions and trainer agents the necessary knowledge for
the implementation of the Training Plan.
• Create a tool for assisting the agents and the disseminators trainers of
the training plan.
• Support a training strategy integrated and adapted to the local reality.
• Promote the development and deployment of systems and
methodologies of innovation, prevention and control, with the objective
to improve the conditions of work, bearing in mind the social, cultural,
economic and technological contexts of the society and the companies.
Supports
Manuais
 Training plan implementation guide;
 Initial HSW training manual for workers;
 HSW training manual for leaders and direct
managers;
 Training manual for workers | Part 2;
 Advanced training manual in first aid;
 Fighting fire manual
e-book
CD-ROM
The Implementation Guide of
the training plan
Utility
• This Manual should be as an
orientation guide for other entities that
intend to execute and experiment the
same training methodology.
• This tool will allow the development of
training actions, on other companies,
reason why it was searched an
applicable content, to the companies
in general.
Processes, methodologies
and tools
• The implementation of the training plan involves the following key
steps:
• Evaluation of training needs / Diagnosis of the conditions of HSW;
• Planning - selection and quantification of the trainees, according to
the principle of equal opportunities; drafting of the general
schedule;
• Mobilization of human resources;
• Gathering of the required pedagogical supports;
• Negotiation with beneficiaries - drafting the final schedule;
• Implementation: training the trainers, entrepreneurs, workers, first
aid and fighting fire;
• Evaluation;
• Analysis of the security conditions of the beneficiary companies
The
Implementation
1
Guide of the training plan
• Evaluation of the training and
technical needs
• Mobilization of the human
resources
• Negotiation with the company
• Training the trainers
Initial Evaluation
• Training needs
• Diagnosis of the conditions of HSW
Beneficiaries and recipients
– target group
• Training actions;
• Direct leaders and averages tables of the
companies/organizations;
• Active workers (of micro enterprises, SME’s and
large companies / organizations).
2 Mobilization of the human
resources
• For the execution of a training action using the
inforadapt methodologies will be recruited at least the
following team:
• Training coordinator;
• Entrepreneur with system of hygiene, safety and health
implemented in his company;
• Superior technical in hygiene and safety;
• Technician qualified to do training in fire fighting;
• technician qualified to do training in first aid.
2 Mobilization of the human
resources
• The training in enterprises should be done at all
levels, starting by the leaders, passing through
the direct leadership and ending on the workers.
• In the execution of this plan is vital a perfect
negotiation, since the definition of the dates, to
the schedules of the trainees who will participate
in the training.
3
You can split this negotiation process
in three stages:
• First stage – Booking the dates and selection of the
trainees;
• 1 to 4 leaders and 20%employees from the company
• All the training actions should deserve concordance of
the involved leaders
• Negotiation of the training to workers in labour hours;
• Training to managers and leaders may be implemented
after work
3
Negotiation process
• Second stage – The financial aspect can never be
forgotten in the elaboration of a training plan. It is
therefore, important to analyse very well the budgeted
needs
3
Negotiation process
• Third stage-should be taken into consideration the
following issues: criteria for admission, target group and
available resources.
It is important an uniform training group at the level of academic
qualifications, to make easier the whole process of learning .
Training plan implementation
Want to resolve the overall situation of
the companies on the issues of HSW:
• Existence of an organizational culture less oriented for the
issues of HSW;
• Lack of information about HSW;
• Lack of knowledge of the heads of the companies about their
own situation regarding HSW;
• Poor preparation of human resources of the enterprises;
• Existence, in many cases, of an informal organizational
culture, which is adverse to the practices of HSW.
Strategy of
InForAdapt
Inform, Train and Adapt the
companies for hygiene and
safety at work
InForAdapt training
Training trainers
Leader
workers
40
First aids
Training the trainers
• Aims
• The training to trainers of the Inforadapt training plan is of
an extreme importance in the concretization of this project
and has as aims to:
• Give to the trainees the diagnosis executed to the partner
companies;
• Present the training plan and all the strategy developed in a
Development Partnership level;
• Present sooner to the trainers the training manuals and the
trainer support guides;
• Visit and meet the company and the selected trainees;
• Discuss the strategy to implement and improve it if
possible.
Who intervene in the action?
• Trainer:
• Project Coordinator.
• Trainees:
• Trainer A
• Trainer B
• …. Max. 6 Trainers.
Application methodolodgies
• The action should be trained by the project coordinator or a
person with knowledge of the whole methodology.
• The training actions to Trainers will be divided into two
phases :
• First phase will be presented the results of the diagnoses
made to the partner companies, the training plan and the
strategy developed
• Second phase - may be carried out visits to companies
where the training will be developed.
Training Leaders
Training Leaders
• The training to entrepreneurs and managers
is crucial, once they are in a privileged
position to implement substance changes in
the Health and Safety organization.
• Colocar plano dos
Dirigentes
Leader
Objectives:
Awakening the attention of the employer to
the risks and dangers in their company
Give the entrepreneur theoretical
and practical knowledge that will
enable him to audit the company
itself on safety matters
Empower the entrepreneur to implement
a security system in their company.
47
Theoretical component
Practical component
Training plan Entrepreneurs
(Theoretical)
Part 1
Methods:
Objectives:
•Create a environment of
confidence
•Create empathy
•Breaking resistences
•Create an openness of
spirit “HSW as a valuable
investiment”
1. Using the services of
entrepreneur/certificated
consultant
48
Training plan Entrepreneurs
(Theoretical)
Part 2
Method:
Training in room:
Theoretical training in HSW:
•Legislation
•Hazards and risks
•Planification of prevention
Objectives:
Develope skills in HSW:
•Knowledge of the risks
•Capacity of analyses of the companie
•Developed knowledge in legislation.
49
Training plan Entrepreneurs
(Practice)
Method
Training in labour contexts
Survey of the security conditions in the
companies
Development of the intervention plan –
establishing priorities for the action
50
1.
2.
3.
4.
Survey of the risks
 Establish priorities for
action and prevention
51
Risk
Risk
Risk
……
Workers
52
3 Actions
 Content basic in HSW
 Content theoretical more deepened
 Component practice
53
Basic Contents
Methods
Training in room
Objectives
•Equipping students of a knowledge
about the HSW language;
•Equipping the trainees with keyknowledge;
•Breaking some resistance and
awaken its attention to the issue.
54
Colocar plano inicial
Deeper theoretical contents
Formação Avançada em HST a trabalhadores
Method
Training room
Objectives
•Equipping the trainees of a knowledge
relative to the risks inerent in their
business.
•Provide a more solid basis of knowledge
in HSW.
•Formar equipas de combate a incêndios
•Dotar os formandos de noções básicas
de 1.ºs socorros
56
Colocar trabalhadores avançada
Colocar plano de combate a incêndios
Practical component
Common objective
Methods
Provide to the trainees the
capacity to identify the risks in their
labour
 Development of the capacity of
dissemination of contents related
with HSW.
Methodologyl
20% Workers
59
Methodology I
Strategy
Four steps
60
The four steps
Step 1
Step 2
Trainers + trainees
=
Survey of the risks and risks
behaviour inherents to the labour
work of the colleagues.
Trainers + trainees
=
Survey of the risks and risk
behaviour inherents to the
labour work.
Step 4
Step 3
Dissemination
Trainers and trainees perform a “tour” by
the various departments of the company,
sharing the data collected in the steps 1
and 2, and presenting conclusions and
suggestions compiled in step 3.
61
Trainers + trainees
Analysis and discussion of the
data collected during the first
two steps.
First aid
Method
Training room
Simulation practice
Objectives
Equipping companies of human resources
capable to act in emergency situation, and
management of first aid
62
Colocar plano de 1.ºs socorros
Transfer and Incorporation
Dissemination target:
Training institutions, training agents and entrepreneurs
Action prior to the incorporation
Mobilization session – Mobilization of potential disseminators, through
formal and informal contacts. (Organizing seminars)
Clarification sessions – Informal sessions on what is considered to be the
best practices for implementation and about the adaptation of the various
cases of what will be implemented (Using a responsible for one of the
beneficiary entities of the project to testify the advantages of the method.)
Consultant – To monitor the implementation of products and technical
attendance in the area of HSW.
Requirements of ownership
- The need to exist someone with the
capacity to take decisions, that
understands the interest and the benefits
for their organization and for the welfare of
his staff in the project implementation;
- Recognize the advantages of working in
partnership with other entities.
Evaluation of the process
Kirkpatrick Model
4
4 Levels
1.Satisfaction evaluation
2.Knowledge acquire evaluation
3.Knowledge transfer at the workplace
4.Evaluation of the impact in the organization
?
If there is time. Are needed 6 months after the end of
training .
First level
Evaluation of the reactions to training (the trainees were satisfied with the
training?). In here is included the evaluation of the quality of the ministered
training.
Per unit of training, evaluation of the training process, appreciation of the
performance of the personal and social mediator, appreciation of the
performance of the coordinator, evaluation of physical and human
environment .
Quality of facilities, temperature, physical resources and technical equipment
and educational, quality of interpersonal relationships;
Second level
Learning evaluation (the trainees acquire
knowledge/skills with the ministered training?)
Third level
Evaluation of the behaviours in the daily real context of
work (the trainees change their behaviour in function of
what they have acquire/developed through training;
there was transfer of acquired?)
Fourth level
Evaluation of training results (which was the
impact of training in the re- integration of the
trainees in the work context?; What was the
contribution of the training for the trainees
employability?).