drivers training and development

7/31/2019 Drivers Training and Development

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DRIVER TRAINING AND DEVELOPMENT



SESSION OBJECTIVES

At the end of this session, participants will be able to:

define training needs, and training objectives;

implement training knowledge;

evaluate training; implement knowledge gained in training;

distinguish between induction training and further

training.



INTRODUCTION

It is important that drivers are competent to carry out

their tasks and duties.

This will require a period of initial induction trainingcoupled with on-going training and development

throughout their time with the organization.

To be effective, training must be supported by the other

facets of the Fleet Safety Management System. This

includes:

• Management and motivation of drivers through

supervisory example, coaching and leadership.



CONTD.

• Appropriate organization and allocation of driving

work.

• The provision of suitable vehicles and equipment

that are safe and reliable. Competent drivers cannot

drive safely in, for example, a poorly maintained

vehicle.



TRAINING PROCESS

Any training undertaken must provide the

desired outcomes and enhance the

performance of both the individual and theorganization.

Positive attitudes required to achieve safe

operating standards are a product of asuccessful safety management system which

includes training as one of its elements.



CONTD.

IDENTIFY TRAINING NEEDS

In general, training may be required in the followingsituations:

- where a newly recruited driver is involved;- where some aspect of driver’s performance

(knowledge, skill or attitude) does not meetcurrent requirement or standards;

- l where aspects of the driver’s job is about tochange (such as promotion, new duties, new typeof vehicle, procedures or environment); and

- where refresher training is deemed necessary.



CONTD.

DEFINE TRAINING OBJECTIVES

Once all needs are identified, objectives must be set.

These must be clear, achievable and measurable.

Objectives may fall into two categories:- Individual goals: statements relating to the ability

to carry out a particular process or task, e.g.

‘at the end of the course the trainee will be able to

…’ ; and - Organizational goals: to fit corporate LTS-MS

targets, such as a reduction in vehicle incidents.



CONTD.

IMPLEMENT TRAINING

The training given must be interesting and stimulating

and the content should meet the defined needs.

EVALUATE TRAINING

The effectiveness of the training should be measured

against the objectives set.



INITIAL TRAINING AND INDUCTION

Driving related staff training should be carried out as a

regular part of the induction process.

- This should include a classroom training session on

the contents of the driver handbook, and a

familiarization session with the drivers’ future

vehicles, covering vehicle controls, safety features

and vehicle handling.

It is recommended that all drivers are also provided with

a series of initial trainings to cover core aspects of the

driving tasks and risks. This should include (but is not

limited to):

- Defensive driving skills

- Tiredness and fatigue management



CONTD.

- Self-awareness training

- First aid training

- HIV/AIDS awareness (in high risk environments)

Initial training should ideally be completed at the earliestopportunity, but must be completed by no more than six

months after commencing driving duties.

Drivers should also be fully briefed on the organization's

security procedures (e.g. avoidance of car-jacking,taking passengers and security updates).



CONTD.

Before operating any vehicle, it is essential that the

driver has had appropriate vehicle familiarization

training, and a driver must not be authorized to operate

any vehicle they have not received training on.

At the end of induction training each driver should be

given written reference material, which should preferably

be in the form of a Driver’s Handbook, containing

information and instructions which will help him to

undertake his duties safely and efficiently.



DRIVER INDUCTION

In the early months of a driver's employment there is agreater likelihood of a collision.

Considering new employees are learning about theorganization, its policies, products, services and

customers and may be unfamiliar with the territory andtraffic as well as driving a new vehicle, risk levels will behigher.

Add to this their motivation to perform well and addvalue to their new employer, factors which could leadthem to take on more than is reasonable or rush to meetdeadlines. The subsequent pressure may be asignificant risk factor.

Managers need to be aware of this and coach the new

employee accordingly.



INCLUDE DRIVER SAFETY IN

INDUCTION

Driver safety training should be provided as soon as

possible to new employees before they are assigned a

vehicle and as part of normal induction.

When driver safety is provided in the same context as

other organizational information and policy introduction,

it elevates the subject to the same level of importance

as the other components and sends a message that the

organization views driver safety seriously.



ONGOING TRAINING

The provision of driver training should be guided by the

results of individual driver monitoring and assessments,

analysis of incident and accident trends, and by taking

into account the risks associated with the organization's

driving tasks.

In addition to the initial training further training should be

provided to develop and enhance drivers’ skills and

behaviours.

It is also recommended that refresher training be carried

out at set periods. For instance:



CONTD.

• Advanced training:

- Anti-skid and anti-rollover training

- Economic driving

• Refresher training, on at least a three yearly basis:

- Defensive driving skills

- Tiredness and fatigue management

Drivers will also need to be provided with on-going

vehicle familiarization training for any new vehicles they

may be required to drive, and for any new equipment

they may be required to operate as part of the driving

task, for instance in-vehicle telematics.



USE OF SENIOR DRIVERS FOR TRAINING AND

COACHING

The use of senior drivers can be an effective method to

assist in induction training of new drivers.

Such positions can be used as career development

opportunities for experienced drivers.

Senior drivers need to demonstrate above average

driving skills and be capable of working effectively in a

coaching and monitoring role.

As well as evaluating new recruits and carrying out

periodic reviews of existing fleet drivers and their

vehicles, they have a key role to play in the ‘quality

control’ aspects of all driving activities.



DRIVER DEVELOPMENT

Staff members who drive organization vehicles as their

primary task should have graduated career steps that

lead to the title of Chief or Master Driver.

These drivers are expected to have a higher level of

technical knowledge than staff members that drive for

work purposes. However, all staff that drive organization

vehicles must meet the driving standards of the

organization.

While driver training focuses on the individual trainingneeds of each driver, driver development is a process by

which all drivers’ improvement in competencies,

behaviours and techniques is recognized by the

organization.



CONTD.

Such a system could be in the format of a graduated

progression from bronze to silver to gold standard driver.

The progression from one level to another can be

awarded on the basis of, for example, an incident freerecord, and attending and passing training courses.

Once a driver has reached the gold standard, they may

act as mentors to other drivers.

In some organizations those drivers that achieve a goldstandard are also given additional responsibilities, for

example fuel management, maintenance, data

collecting, etc.



CONTD.

If unsatisfactory driving skills and behaviours do not

improve through training and coaching, drivers should

be taken off driving duties.

Additionally, it is important to ensure the quality of the

training provider and content of the training meets the

needs and expectations of the organization. To do this

an organization should:

• Use a training provider accredited by a recognized

body.

• Have input into the content of the training so that it

meets your needs.



CONTD.

• Provide the trainer with any relevant information

about drivers prior to training.

• Regularly check the standard of training, and

review and update course content.



CONCLUSION

The extent and nature of training should be sufficient to

ensure compliance with a company’s policy and

objectives.

Such training should meet or exceed that required by

legislation and regulations.

Appropriate records should be maintained. Refresher

training should be scheduled as necessary.

driver training focuses on the individual training needs of

each driver, driver development is a process by which all

drivers’ improvement in competencies, behaviours and

techniques is recognized by the organization.

drivers training and development

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