Training workers in Quebec: A challenge for business competitiveness

The professional integration and skills development of workers are of paramount importance. In Quebec, this practice is not only a legal obligation for employers under the Occupational Health and Safety Act (Act S-2.1, Section 51.9), but it is also crucial for ensuring safety and productivity within businesses. In an ever-evolving environment where technologies and practices change rapidly, the issue of training becomes increasingly pressing.

How can we ensure adequate training to help workers meet today’s and tomorrow’s challenges?

A concrete example from a manufacturing company vividly illustrates the critical importance of training. When workers are not properly informed about the risks associated with their activities and do not receive adequate training, strong practice, and proper supervision, it compromises not only workplace safety but also the company’s overall performance.

The Act S-2.1 requires employers to provide adequate training so that workers acquire the necessary skills to perform their tasks safely. In this context, the advent of digital applications dedicated to managing the training journey opens new opportunities to optimise this process and effectively address the specific needs of each worker and each company. This article examines the implications of this digital revolution in the field of training in Quebec, highlighting how businesses can leverage these tools to maintain their competitiveness and ensure the success and development of their workers.

Strengthening workers' skills: A must for businesses

Objectives of worker training

Training is first and foremost an essential opportunity for employers to inform their staff about the tasks to be carried out and to ensure that new knowledge is fully absorbed. By offering adequate training, employers enable workers to effectively perform the tasks assigned to them, while ensuring that the specific requirements related to their job are met. This approach helps create a safe working environment, providing optimal conditions for addressing workplace health and safety.

Indeed, training plays a fundamental role in establishing a safe workplace and meeting the necessary conditions for workplace health and safety. It allows the employer to convey job requirements and ensure that workers acquire the essential skills to perform their tasks effectively. According to current legislation, training is a key element in ensuring safety and minimising occupational risks. By investing in training, employers contribute to creating an environment where workers can thrive professionally while enjoying adequate protection of their health and safety.

Who can benefit from training?

In the context of worker training, it is essential to consider all staff, regardless of their profile or status. The following workers should receive training:

New employees, whether they are young, experienced, newcomers, or retirees from other jobs, to facilitate their integration into the company and equip them with the necessary skills for their position.
Workers performing a task for the first time, even if they have been with the company for a while. It is crucial to provide specific training to ensure optimal execution of this new task.
Workers assigned to a task following a change in work methods or the introduction of new technology. They must be trained to adapt to new processes and master the use of new technologies.
Workers returning to the company after a long absence, whether due to leave, maternity leave, or other reasons. An update training session is essential to get them up to speed and quickly operational.

What Information should be provided during training?

Essential information

During the training process, it is crucial to provide workers with a series of essential information. The topics covered during the training are aimed at ensuring successful integration and a clear understanding of professional expectations. Here are the key points to cover according to the recommendations of the CNESST (Commission for labour standards, pay equity, health and safety):

Introduction of supervisory staff: Workers must be informed of the names of their immediate supervisor and, if applicable, their mentor to establish effective communication links.
Employment conditions: Clear information regarding salary, work hours, and benefits must be communicated to build trust from the outset.
Specific tasks and responsibilities: Workers must be informed in detail of the specific tasks they will perform, as well as the expectations and goals associated with their position.
Work methods and safety rules: Training should include guidelines on best practices and safety procedures to ensure a secure work environment and prevent accidents.
Risk management: Workers must be aware of the risks present in their workplace and the prevention measures in place to mitigate them.
Job specifics: It is important to provide relevant information on the specifics of the job, such as required technical skills, necessary certifications, or specific requirements related to certain tasks.
Internal rules and policies: Workers must be informed of the company’s operational rules, policies, and guidelines to ensure harmony within the organisation.
Hazardous products: If workers are handling hazardous products, it is essential to provide detailed information on the safety measures to take and the protocols to follow.

It is important to emphasise that employer-required training is considered actual working time. Therefore, workers must be paid for these hours, regardless of the scheduled start date of work and the location of the training.

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Specific information on hazardous products and their management

In workplaces where workers are exposed to hazardous products, employers must meet two essential conditions to allow the use, handling, storage, or warehousing of these products:

Compliance of hazardous products: Hazardous products must have a label and a safety data sheet that comply with regulatory standards. These documents provide valuable information on the risks associated with the products and the safety measures to take.
Training and information: Any worker exposed or likely to be exposed to a hazardous product must receive adequate training and information to perform their job safely.

As part of these requirements, the employer must implement a training and information program in compliance with the workplace hazardous materials information System (WHMIS). This program can be developed by the health and safety committee, the employer in consultation with the accredited association, or in collaboration with workers or their representatives within the establishment. This comprehensive program must include the following elements:

Information on labels and safety data sheets: Workers must be trained on the meaning of the information on labels, signs, or safety data sheets, allowing them to understand the potential dangers and the precautions to take.
Training on specific hazards: Workers must be informed of the hazards associated with each hazardous product present in the workplace, including hazard statements and corresponding precautionary statements. They must also receive instructions on prevention measures concerning fugitive emissions, chemical reactions, and hazardous residues.
Emergency procedures: Workers must be trained on the procedures to follow in the event of an emergency related to hazardous products.
Access to safety data sheets: Workers must be informed of the location of safety data sheets, how to access them, the formats used for storage (digital technology, paper, etc.), and transfer procedures.

Optimising training management with a digital tool

Managing training for employees, newcomers, and even your clients can be complex and time-consuming. However, it is essential not to overlook this management, as it has a direct impact on the experience of your collaborators and clients. Optimal organisation translates into an improved experience for all stakeholders.

Adopting a digital tool dedicated to managing the training journey can optimise several aspects of this journey, namely:

Save time: With an overview of the placement/training process, you can optimise your time by avoiding tedious administrative tasks and focusing on the essential aspects of training.
Simplify tracking: The application allows you to easily monitor each collaborator’s progress in their training journey. You can keep track of acquired skills, obtained certifications, and upcoming training sessions, ensuring clear traceability and effective follow-up.
Share information in real-time: Thanks to this application, different stakeholders, such as employees in training, managers, and human resources, can access relevant information in real time. This promotes communication and collaboration, ensuring a common understanding of training needs and goals.
Eliminate paperwork and access information easily: By getting rid of paper files and forms, you simplify the management of documents related to training. The application allows you to quickly access the necessary information, whether it’s certifications, deadlines, or training documents, facilitating decision-making and organisation.
Plan and anticipate: With the application, you can plan training, automate reminders, and anticipate deadlines. This enables you to meet timelines and ensure continuous and consistent training for your collaborators.

This type of solution includes various dedicated features, such as electronic document management (EDM), training planning, request management, and training tracking, as well as training offers. By integrating them into your training management process, you benefit from a powerful tool that facilitates coordination, communication, and efficiency.

By adopting a digitised application for managing your training, you can revolutionise your approach, improve your organisation, and provide an optimal training experience for your collaborators and clients. Don’t let the complexity of training management hold you back. Choose a modern and tailored tool to simplify and optimise your training processes.