Riley Kevin, Slatin Craig, Rice Carol, Rosen Mitchel, Weidner B Louise, Fleishman Jane, Alerding Linda, Delp Linda
UCLA Labor Occupational Safety and Health Program, Los Angeles, California.
Department of Community Health and Sustainability, University of Massachusetts Lowell, Lowell, Massachusetts.
Am J Ind Med. 2015 Jul;58(7):780-7. doi: 10.1002/ajim.22469. Epub 2015 May 24.
Worker training is a core component of the OSHA Hazardous Waste Operations and Emergency Response (HAZWOPER) standard, but few studies have considered what motivates managers to provide HAZWOPER training to employees or what they value in that training.
In 2012, four university-based programs conducted an exploratory survey of managers who sent employees to HAZWOPER courses. Results from 109 respondents were analyzed.
Forty-two percent of respondents cited regulations as the most important reason to provide HAZWOPER training; many indicated they would provide less training if there were no standard in place. Three-quarters (74%) reported training had improved workplace conditions. Fewer than half said they were likely to involve trained employees in aspects of the organization's H&S program.
Compliance with regulatory requirements is an important factor shaping managers' training delivery decisions. Managers recognize positive impacts of training. These impacts could be enhanced by further leveraging employee H&S knowledge and skills.
工人培训是美国职业安全与健康管理局（OSHA）危险废物操作与应急响应（HAZWOPER）标准的核心组成部分，但很少有研究探讨促使管理人员为员工提供HAZWOPER培训的动机，或他们对该培训的重视程度。
2012年，四个大学项目对送员工参加HAZWOPER课程的管理人员进行了探索性调查。对109名受访者的结果进行了分析。
42%的受访者认为法规是提供HAZWOPER培训的最重要原因；许多人表示，如果没有相关标准，他们会减少培训。四分之三（74%）的受访者报告称培训改善了工作场所条件。不到一半的人表示他们可能会让经过培训的员工参与组织的健康与安全（H&S）计划的各个方面。
遵守监管要求是影响管理人员培训决策的一个重要因素。管理人员认识到培训的积极影响。通过进一步利用员工的健康与安全知识和技能，这些影响可以得到增强。
