新手求教，还是三级教育培训问题

fqxinxing

我是刚入门做安全管理的，公司所有的工程全是以外包形式包给好几个班组来做，大大小小班组5    6个，之前公司没有请人做安全管理这一方面，直到安监局的介入要求整改才请了我这门外汉来做，现在我该怎么样来补做这几个班组人员的三级安全教育培训工作。

南京水建

一、公司级
内容：
1、中华人民共和国《安全生产法》、《劳动合同法》、《劳动法》、《工伤保险条例》、《建设工程安全管理条例》等；
2、本单位安全生产情况及安全生产基本知识；
3、本单位《安全生产管理制度》；
4、本单位《人力资源管理制度》；
5、从业人员安全生产权利和义务；
6、典型事故案例等。
二、部门/项目经理部
内容：
1、工作现场应遵守的各项规章制度；
2、工作环境、危险因素及安全注意事项；
3、所从事工种可能的职业伤害及预防措施；
4、安全设施及个人防护用品的使用和维护；
5、预防事故和职业危害的措施及应注意的安全事项；
6、自救互救、急救方法、疏散和紧急情况的处理；
7、其它。
三、班组对作业人员教育内容：
1、本岗位的安全操作规程和作业技能培训；
2、其它岗位工作衔接配合的安全事项；
3、班组安全制度、纪律教育；
4、其它。

花下神奇

Five Of The Worst Mistakes Managers Can Make And How To Avoid Them,kanye west adidas
Business Articles | June 10,jordans 30th anniversary, 2006
      For managers,30th anniversary jordans, this fable shows how to apply some basic management principles to the daytime to day management of folk to avoid them remembering you as one of their ?horror? stories.
  
         
         
   
  I well memorize the 1st period I was ?corrected? by a manager. I was a juvenile bank bookkeeper and had received a transaction that was incorrect,jordan metallic silver 5, from a much more senior person (a manager) in afresh branch of the bank. I sent the transaction after with a memo asking as it to be corrected. Next thing I listen was my own manager shouting by me from his bureau Apparently,adidas yeezy season 1, I had upset his ?good colleague? and I must quickly go and apologise in person! There was no discussion as to if I was right alternatively wrong virtually either the transaction alternatively what I did ? just ?Go immediately and apologise!? I decided afterwards and there that when I got to be a manager, I would treat my staff differently. Do you have some horror stories about creature managed? Here are 5 that have been associated to me along colleagues and friends and for those of you who are managers,adidas yeezy 750 boost, some suggestions aboard how to avoid similar mistakes.
1. Jane worked as a waiter in a classy café. Her owner would never allow her or any of the other staff to conversation to an another unless it was instantly associated to work In fact whether they did,jordan hornets 5, they were often chastised in front of customers. As a beyond amount he installed cameras supposedly for security,jordan 7 hare,merely which were accustom to monitor staff interaction. When Jane and her colleagues picked up their pay they were always lectured almost what they had done wrong during the week ? there was never any plaudits As you might forecast staff turnover was quite high.
What's the management conviction that is creature abused here? Well,jordan retro 5, there are much,kanye west adidas,merely the opener an is ?Treat Staff As Entire People, Not Just Work Resources?. Worklife and life outdoor of go cannot be separated ? the person namely the same person,lola bunny 7s,no matter where they are. As a manager,adidas yeezys, you employ the entire person,adidas yeezy 750 boost,not equitable their fancy and body during working hours. In fact it namely probably because of who they are as an plenary person that they were originally hired. It's often amazing what folk can chance whether they are allowed to. Chances are,jordan 7 hare, that the maximum memorable restaurant experience you have ever had was in a restaurant where Jane and her colleagues were allowed to be themselves,metallic silver 5s, i.e. the full person.
2,jordan retro 7 hare. Rob worked as a fit only junior physiotherapist in a engaged hospital,kanye west shoes. He along with 3 of his colleagues were asked along their manager to argue amongst themselves how they would favor their rosters to be organised (i,jordans 30th anniversary.e,hare 7s. who would do what shifts etc,adidas yeezy boost.
) and put forward their proposition Rob and his colleagues were quite cheerful with their last choices as they had considered all of their personal and professional needs and felt that their decision was the best for all. A day onward the current rosters were to begin Rob found out forward rumour during his lunch break that their roster recommendations were never to be implemented. Worse still,lola bunny 7s, the rosters decided aboard along their manager did never suit any of the 4 This decision according their manager resulted in a caustic lowering of morale among the troop and created a culture of mistrust with management. In hereafter they would be quite cautious of any suggestion from management.
?Give People Responsibility as Managing Their Own Work? namely the opener management principle that Rob's manager needed to petition Obviously,metallic silver 5s, the manager started out this way only took behind the responsibility quite quickly One of the 5 intrinsic motivators that all people have namely ?Responsibility? (these motivators are covered in elaborate in my story ?Are Happy Employees Motivated Employees? ( ). Once performance expectations have been set and agreed,air jordan 7 lola bunny, giving folk the responsibility as to how they ambition realize these expectations tin be extremely motivating.
3. Can the ?Responsibility? conviction be taken too distant Take the case of Emma,,anew professional person who worked in a team with a quite easeful employer Emma's manager gave everyone a lot of emancipation in how they managed themselves. For instance the manager introduced an informal ?time in lieu? system that allowed folk to take baby boom meantime they had worked accompanying hours without claiming overtime. On the surface,jordan 5 metallic silver, this sounded like a great fancy and was fashionable with all the staff. However,30th anniversary jordans,an of Emma's colleagues started to damage the system to the amplitude that she actually did private work within work hours that enabled her to scale up her ?time in lieu?. Emma became very agitated and demotivated along the actions of her companion What could Emma's manager have done to deter this?The opener to ensuring a contrive like this works,jordan 5 hornets,is to cover all the bases along the begin For instance while setting the groundrules for the contrive ask the staff to consider and recommend ?What ought occur if an of our colleagues abuses the system? What will we do? What ambition we mention (to our colleague and our manager)? What action should the manager take?? Using this approach the manager still holds true to the ?Responsibility? conviction for he/she is ensuring that the staff take responsibility as either their actions and the consequences of their actions.
4. Andrew was a long term (10 years) professional in a crew of exceedingly qualified folk who were given the responsibility of managing their own go People enjoyed their go they enjoyed the emancipation they enjoyed the challenges their roles brought. Andrew and his colleagues were extremely motivated. They were extremely respected by management. Andrew's manager was obviously good along administrate the ?Responsibility? principle ? it was in afresh area of management that she suddenly (and unexpectedly) fell down. Because of the challenging nature of the go and the range of experiences that were easily amid Andrew's troop management decided to send all the current graduates to Andrew's manager as pedagogy and evolution The manager grasped the opportunity and immediately started to give all the current recruits the maximum interesting and challenging go The old timers (such as Andrew) were relegated to the mundane. Within five months,adidas yeezy,6 of the quite experienced folk had resigned.
What went wrong in this extremely motivated troop Andrew's manager lost sight of one of the other five intrinsic motivators ? ?The Opportunity as Growth and Development? discern ?Are Happy Employees Motivated Employees? ( ). No matter how long a person has been in the character they still look as opportunities to expand their ego knowledge,lola bunny 7s, skills and competencies ? they need to be challenged. Andrew's manager certainly applied this to the current recruits,metallic silver 5s,merely forgot to reserve application it with her long term staff.
5. To finish, here's another restaurant case. Margaret was one of a team of 5 people employed in a restaurant where all tips were shared amongst the staff by the kill of every shift. Staff members took it in turn to enumerate and distribute the tips. Sometimes, mistakes were made which made the others annoyed. Instead of trying to correct the mistakes, management decided to take over the responsibility for calculating and distributing tips. Suddenly, the aggregate of tips went down (considerably). Apart from dishonesty aboard the chapter of management, what namely the management conviction that is creature abused here??Tips? are a form of recognition from customers that they have received agreeable service. I adore that in some countries, tips are part of the service fare However, even where this is the case, the total of tips depends aboard how well customers penetrate the service they have received. ?Recognition for Achievement? namely a beyond an of the 5 intrinsic motivators. If this is taken away,folk tend to only perform to a decisive standard (that enables them to reserve their job),never ashore and beyond what one would normally anticipate You tin ascertain out more nearly ?Recognition? and its clash forward visiting my story ?Have You Been Appreciated Lately?? ()I trust that these five cases have been serviceable as you in clarifying some of the key management principles that help people remain motivated. If you are a manager and would prefer to discuss how you tin further appliance some of these, please email me via.au
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南京水建

做好记录（包括影像记录）、签名和考核等并保存。

蛋疼的大伟

版主发的有用到，谢谢哈

欢鱼

要做厂级，车间级，班组级，有年度培训计划，培训记录，成绩单，如果有考试的话，要有试卷。