Beware ‘box tick’ exercises when considering online training 

LOGISTICS AND supply chain operators are already familiar with the devastating, and sometimes tragic,  consequences of accidents and incidents in the workplace. 

To help mitigate the risk of these incidents, there are established, robust safety and compliance obligations in place, many of which centre around workforce competency. 

Common examples include whether staff possess the right vehicle licences and qualifications, if they are trained to use certain warehouse equipment, handle specific cargoes and operate in line with core health and safety procedures. 

To meet these competency requirements managers will have in place a dedicated workforce training programme covering a wide range of operational areas as employees go about their daily jobs. 

Alongside ensuring that the right training courses are in place, managers need to consider carefully whether the delivery techniques and examination methods are effective in enhancing mandatory skills.  

Where this is particularly acute is when online tools are being deployed where there is a high risk as a consequence of training lapses resulting in human error. 

Online training in the logistics sector

It’s easy to appreciate the benefits of online training, including flexibility, convenience and lower costs to employers compared to classroom delivery methods or other more “hands on” techniques. 

Occasionally, online training is useful to facilitate teaching and competency tests to a large workforce within a relatively short space of time. 

This is perhaps most effective if the subject matter is a relatively simple, low-risk aspect of an employee’s daily role. 

However, when there is a higher risk involved in areas such as specialised equipment use, dangerous cargo handling or any aspect of warehouse health and safety, an employer’s critical duty to ensure their workforce is appropriately skilled is essential. 

Relying solely on online tools in this area runs the risk of trivialising workforce training, especially if there is a simple “pass the test” or “box tick”. 

How to be diligent with online training 

Training managers have a responsibility to ensure their workforce is fully competent in safety and compliance obligations. 

So when they are analysing the subject matter, they need to determine whether the training policy aligns with the risks and potential consequences associated with errors. 

This is most acute when online tools are the cornerstone of workforce training. 

For example, can the online training be delivered at a home where there is a chance employees are not in an environment conducive to effective learning? Are qualified managers supervising online training sessions to ensure lessons “stick”? Do employees have multiple attempts at tests before passing?

If training managers do not take a robust approach to online training and examine these key areas, how can they be certain that an employee has been truly upskilled?

Online training, workforce competency and the law

Human error is a fact of life and is sometimes a key contributor to incidents in the logistics and supply chain settings. 

When organisations are developing their training policies, they will examine how they can mitigate human error.  

Alongside exposing their employees to risk through a skills gap, managers and organisations are open to significant legal ramifications if they are not diligent with workplace training. 

The Health and Safety at Work Act 1974 requires an employer to provide whatever information, instruction, training and supervision is necessary to ensure, so far as is reasonably practicable, the health and safety at work of their employees. 

Following an incident and the subsequent inquisitory processes, organisations can defend themselves if they have shown reasonable steps, including training, to reduce the risk of it prior to an incident occurring. 

This highlights the importance of workplace training in general. However, the law is not prescriptive around what does, or does not, constitute appropriate training. 

Investigators will examine whether an organisation’s training and competency, quality, content, delivery and assessment methods are proportionate and aligned with risks. 

To ensure a robust approach to effectively mitigate the chances of human error, training managers must take a close look at the complexity of the subject matter and examine the likely consequences of training lapses. 

For example, if an employee is required to handle particularly dangerous cargo, managers should ensure that beforehand they have received practical guidance from experienced supervisors. In this instance, an online module should be viewed as the initial step in upskilling employees. 

A continually evolving area 

Training and competency assessments represent a core business priority for logistics and supply chain operators. 

Alongside fulfilling key compliance areas, it helps ensure staff are equipped to carry out their day-to-day roles effectively and safely, in line with evolving sector practices and technologies. 

There is a key responsibility for employers to continually review and monitor their training subjects and practices to deliver better outcomes and result in a more skilled, effective workforce. 

Doing so will also mitigate the risk of errors, tragic occurrences and potential legal ramifications. 

Simon Tingle, partner and head of regulatory at law firm Gordons