TRAINING AND SAFETY with Ross Tims THE REAL DEAL MUCH OF THE POPULARITY OF QHA’S TRAINING PROGRAMME IS OWED TO THE QUALITY OF TWO DEDICATED INDUSTRY TRAINERS - BETH MACPHERSON AND KELLIE HOURIGAN. Kellie and Beth believe quality training should be fun QHA REVIEW | 34 You won’t find them reading off a PowerPoint presentation, worshipping at the temple of wrotelearning or fudging answers to tricky questions. Instead, you’ll get your RSA, RSG, RMLV or other industry certification delivered with an expert and personable touch. “We pride ourselves on quality training and fun training,” Beth says. “I think that’s the way it’s got to be because you don’t learn a lot unless you’re having fun.” Beth and Kellie have delivered liquor, gaming and hospitality courses for the QHA for about the last 10 years. Before that they’d each had industry careers working long, gruelling hours in hotels. “So I thought I’ll give it a crack, “ Kellie says. “ I’ve never been on stage and I’ve never done anything like it before so I tried it and I liked it.” Beth has worked in the industry for over 30 years, operating pubs with her husband and was the first female to manage an Australian RSL club. She was inspired to become a trainer after undertaking training herself. “Spencer Higgins, who wrote the original RSA in Australia, was training and I went up to him one day and I said, ‘I feel like a change, I’d like to be a trainer and do what you do’. And he gave me a passion for RSA and compliance, which everybody thought was crazy because nobody likes compliance.” Both women have developed their approach to hotel industry training through raw experience, having taught a variety of people in settings large and small, and learning from the complex dynamics that the interactive exchange of ideas presents. “We deal with a lot of managers,” Beth says. “A lot of them have done these courses four or five times, so we’ve got to make the courses different to the ones they’ve done before.” “We bounce ideas off each other about how to train particular groups,” Kellie adds. “We do things a little bit differently. We have our materials that we alter depending on the group. We change it up a bit depending on the audience.” Steering people away from the feeling they’re simply being instructed is the key to keeping any group engaged – and quizzes and stories seem to work best. “I’m really lucky because I have 18 grandchildren and eight children and a lot of them are in the industry,” Beth says. “They give me a lot of material to use.” Kellie says that giving quizzes brings out the competitive streak in everyone. “We ask them questions about things we’ve just covered. There’s so much fun and a crazy amount of laughter for a very small prize.” The QHA offers mandatory courses for workers in liquor and gaming licensed premises as well as a range of hospitality and WH&S training. To find out more call us on 07 3221 6999 or visit www.qha.org/training.
Ross Tims TRAINING AND SAFETY RISK PROFILE OF YOUNG WORKERS Young workers have a higher rate of injury than older workers in many industries and are highly represented in workers’ compensation claims. Around 4,400 young workers are seriously injured at work in Queensland each year. The injury rate is higher because young workers’ risk profile and behaviour is different to the rest of us. Young people have specific characteristics that influence their behaviour, attitudes and decisionmaking. Taking the time to understand these characteristics can help employers and co-workers influence the values and beliefs, risk perception and motivations of young workers towards health and safety. There are three main mental and physical considerations that can influence young workers’ safety – their unique risk profile, peer influence and risk-taking behaviour. Young workers are vulnerable to modelling the behaviour of their co-workers, whether right or wrong. As such, they’re often unable to perceive when a situation becomes risky and are often reluctant to ask questions or raise concerns about their safety. They are generally inexperienced and the likelihood of an injury is highest during their first six months in a new job. For young workers, the combination of a brain that is still developing and a desire to learn and experience new things can mean taking risks without considering the potential consequences. Without the capability to perceive when something becomes dangerous, simply instructing a young worker not to take risks is ineffective. Being overly protective is not an effective response either as it denies the young person the opportunity to develop their own decision-making and risk management capability. A more suitable approach involves investing time in helping them develop the skills they need to effectively assess risk and be confident about raising their safety concerns. This can be done with education and training, aspects of work LEADERSHIP AND CULTURE PLAY AN IMPORTANT ROLE IN UNDERSTANDING AND INFLUENCING YOUNG WORKERS’ BEHAVIOUR design that help manage safety risks, and having a supportive workplace culture (i.e. follow safe work practices). Leadership and culture play an important role in understanding and influencing young workers’ behaviour. Everyone who works with a young worker has the ability to demonstrate effective leadership in work health and safety, which can positively influence a young worker’s values and beliefs, risk perception, motivation, safety knowledge, compliance and participation. While a positive workplace culture supports the health and safety of all workers, it’s particularly important for young workers as it helps them to understand that their health and safety is valued. This helps them develop a positive attitude towards health and safety that will guide them throughout their career. QHA REVIEW | 35