Job-Specific Training is one of the key elements of the occupational health and safety (OHS) system in any organization. Its quality has a direct impact on the level of employee safety, the number of workplace accidents, and the employer’s liability. In practice, however, job-specific training is often treated routinely—as a formal obligation rather than a real tool for preventing hazards.
In this article, I discuss the methodology of job-specific training, indicating how to properly plan, conduct, and document it so that it meets both legal requirements and preventive objectives.
What is Job-Specific Training?
Job-specific training is a form of initial OHS training whose purpose is to prepare an employee to safely perform work at a specific workstation. It includes familiarization with:
- workplace environmental factors present at the workstation,
- occupational hazards and occupational risk,
- methods of protection against hazards,
- safe work practices,
- procedures to be followed in emergency situations.
Job-specific training is practical in nature and should be carried out directly at the workstation or in its actual working environment.
Legal Basis for Job-Specific Training
The obligation to conduct job-specific training arises in particular from:
the Labour Code (Article 237³ § 2),
the Regulation of the Minister of Economy and Labour of 27 July 2004 on training in the field of occupational health and safety.
According to the regulations, job-specific training must be conducted:
- before an employee is allowed to start work,
- when an employee is transferred to another position,
- when new machines, equipment, or technologies are introduced,
- after changes in work organization,
- after a prolonged break from work (if working conditions have changed).
Why Is the Methodology of Job-Specific Training So Important?
A properly applied methodology of job-specific training:
- minimizes the risk of workplace accidents,
- reduces errors resulting from lack of knowledge or bad habits,
- increases employees’ awareness of hazards,
- protects the employer from legal liability,
- facilitates demonstrating due diligence during inspections by the National Labour Inspectorate (PIP) or during post-accident proceedings.
Training conducted “quickly” or limited solely to signing an attendance sheet does not fulfill its function and may be challenged.
Job-Specific Training Methodology – Stages
1. Preparation for the Training
Job-specific training should be planned, not improvised. The person conducting the training should:
- know the work process and technology at the given workstation,
- be familiar with hazards and the occupational risk assessment,
- have an up-to-date workstation instruction,
- prepare personal protective equipment (PPE),
- plan sufficient time for the practical part.
Conducting training without knowledge of the real hazards present at the workstation is a serious mistake.
2. Discussion of the Workstation and Hazards
At this stage, the employee should be informed about:
- the scope of duties,
- tasks performed at the workstation,
- machines, tools, and equipment,
- hazardous substances (if present),
- physical, chemical, and biological factors,
- accident-related and health hazards.
It is important to refer to real situations rather than theory alone. The employee should know where, when, and why a hazard occurs.
3. Discussion of Safe Work Principles
The next step is to present:
- safe methods of performing work,
- rules for operating machines and equipment,
- the use of personal protective equipment,
- prohibitions and restrictions (e.g. working without guards),
- ergonomic principles,
- emergency and evacuation procedures.
Training should clearly indicate how to work safely, not only what is prohibited.
4. Practical Demonstration
One of the most important elements of job-specific training methodology is a demonstration of correct work performance. The instructor should:
- present activities step by step,
- highlight particularly hazardous moments,
- demonstrate the use of PPE,
- discuss common mistakes and their consequences.
The demonstration should take place under normal working conditions, not merely “in theory”.
5. Independent Practice by the Employee
After the demonstration, the employee should:
- perform the tasks independently,
- use protective equipment,
- ask questions.
The instructor should observe the employee and correct any mistakes. This stage makes it possible to assess whether the employee has actually understood the rules, not just listened to them.
6. Knowledge Check and Summary
Job-specific training should conclude with:
- a verification of knowledge (e.g. control questions),
- clarification of any doubts,
- confirmation of readiness to start work.
This does not have to be a formal test—a conversation confirming that the employee understands the hazards and safety rules is sufficient.
Who Can Conduct Job-Specific Training?
Job-specific training may be conducted by a person who:
- has appropriate knowledge and professional experience,
- is familiar with the work process and hazards,
- has been designated by the employer.
Most often, these are:
- direct supervisors,
- foremen or team leaders,
- managers,
- the employer.
Documentation of Job-Specific Training
Properly conducted job-specific training should be documented by means of:
- an initial OHS training record,
- signatures of the employee and the instructor,
- the date and job position.
The documentation should reflect the actual course of the training, not merely serve as a formality.
The Most Common Mistakes in Job-Specific Training
In practice, during inspections and post-accident proceedings, the most common issues include:
- “desk-based” training without demonstrations,
- failure to discuss real hazards,
- training conducted by incompetent persons,
- lack of a practical part,
- fictitious confirmation of completed training.
Each of these errors may result in employer liability.
Job-Specific Training and Employer Liability
In the event of a workplace accident, job-specific training is one of the first elements analyzed by:
- the National Labour Inspectorate,
- the public prosecutor’s office,
- labour courts.
A reliably conducted and properly documented training may constitute significant evidence of due diligence.
Summary
The methodology of job-specific training does not consist of merely “reading instructions” but of real preparation of the employee for safe work. Effective training:
- is tailored to the workstation,
- takes hazards and occupational risk into account,
- includes demonstrations and practical exercises,
- ends with verification of knowledge.
Treating job-specific training as an investment in safety rather than a formal obligation brings tangible benefits to both employees and employers.
Take advantage of our training:
https://ehsconsulting.bhpsoft.pl/pl/szkolenia/metodyka-instruktazu-stanowiskowego-pl – in Polish
or
https://ehsconsulting.bhpsoft.pl/pl/szkolenia/metodyka-instruktazu-stanowiskowego-en – in English
