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Learning Guide #1

The document is a learning guide for Level III training on eliminating and preventing Muda, focusing on job preparation, OHS requirements, and material selection. It outlines the objectives and steps for learners to follow to achieve competency in job requirements, work instructions, and safety protocols. The guide emphasizes the importance of discipline, enthusiasm, qualifications, and soft skills in job performance.

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0% found this document useful (0 votes)

3 views

Learning Guide #1

Uploaded by

Habte

We take content rights seriously. If you suspect this is your content, claim it here.

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Download as PDF, TXT or read online on Scribd

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Logo Name of Institution

Eliminate and Prevent Muda

NTQF Level III

Unit of Competence: Eliminate and Prevent Muda

Module Title: Eliminating and Preventing Muda
LG Code: ---3 M01 LO1-04
TTLM Code: ---3 TTLM 0715v1

LO 1: Prepare for work

Learning Guide for Eliminate and Date: July 2015

Prevent Muda Level III Page 1 of 23
Author: EKI/MoE – TVET Outcome Based Training Core Process
Version: 1 Revision: 0
Instruction Sheet Learning Guide #1

This learning guide is developed to provide you the necessary information regarding
the following content coverage and topics –
Prepare for work
 Job requirements
 OHS requirements
 Material preparation and selection for work

This guide will also assist you to attain the learning outcome stated in the cover page.
Specifically, upon completion of this Learning Guide, you will be able to –
 Use work instructions to determine job requirements, including method, material
and equipment.
 Read and interpret job specifications following working manual.
 Use OHS requirements, including dust and fume collection, breathing apparatus,
eye and ear personal protection throughout the work.
 Select and prepare materials for work which are appropriate to application.
 Identify and check safety equipment and tools for safe and effective operation.

Learning Instructions:
1. Read the specific objectives of this Learning Guide.
2. Follow the instructions described in number 3 to 16.
3. Read the information written in the “Information Sheets 1”. Try to understand what
are being discussed. Ask your trainer for assistance if you have hard time
understanding them.
4. Accomplish the “Self-check 1” in page 8.
5. Ask from your trainer the key to correction (key answers) or you can request your
trainer to correct your work. (You are to get the key answer only after you finished
answering the Self-check 1).
6. If you earned a satisfactory evaluation proceed to “Information Sheet 2”.
However, if your rating is unsatisfactory, see your trainer for further instructions or
go back to Information sheet 1.
7. Submit your accomplished Self-check. This will form part of your training portfolio.
8. Read the information written in the “Information Sheet 2”. Try to understand what
are being discussed. Ask your trainer for assistance if you have hard time
understanding them.
9. Accomplish the “Self-check 2” in page 16.
10. Ask from your trainer the key to correction (key answers) or you can request your
trainer to correct your work. (You are to get the key answer only after you finished
answering the Self-check 2).

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11. Read the information written in the “Information Sheets 3”. Try to understand what
are being discussed. Ask your trainer for assistance if you have hard time
understanding them.
12. Accomplish the “Self-check 3” in page 19.
13. Ask your trainer the key to correction (key answers) or you can request your
trainer to correct your work. (You are to get the key answer only after you finished
answering the Self-check 3).
14. If you earned a satisfactory evaluation proceed to “Operation Sheet 1” in page 21;
However, if your rating is unsatisfactory, see your trainer for further instructions or
go back to Information sheet 3.
15. Read the “Operation Sheet 1 and try to understand the procedures discussed.
16. Do the “LAP test” in page 22 (if you are ready). Request your trainer to evaluate
your performance and outputs. Your trainer will give you feedback and the
evaluation will be either satisfactory or unsatisfactory. If unsatisfactory, your trainer
shall advice you on additional work. But if satisfactory you can proceed to Learning
Guide #2.

Learning Guide for Eliminate and Date: July 2015

Prevent Muda Level III Page 3 of 23
Author: EKI/MoE – TVET Outcome Based Training Core Process
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Information Sheet-1 Job Requirements

1. Job Requirements
A Job can be defined as:
 A piece of work, especially a specific task done as part of the routine of
one's occupation or for an agreed price.
 A post of employment; full-time or part-time position
 Anything a person is expected or obliged to do; duty; responsibility
 An affair, matter, occurrence, or state of affairs.
 The material, project, assignment, etc., being worked upon.
 The process or requirements, details, etc., of working.
 The execution or performance of a task.

The requirements for a job vary according to the nature of the job itself. However, a
certain work ethic must be cultivated to succeed in any job and this is fundamental to
an individual’s sense of himself as a worker, as part of production relations and a
fundamental economic being. The basic requirements for a job remain the same no
matter what the job is, where it is located or what professional and educational
qualifications are required for it. These are as follows:

Discipline: Nothing is possible without discipline. Any job requires a fundamental

core of discipline from the worker or the employee and this is a quality which is
independent of age, post, stature, job and so on. Discipline is absolutely
indispensable and provides the impetus for work that can be strenuous, repetitive,
boring and even unsatisfactory at times.

Enthusiasm: Enthusiasm for work is also a pre-requisite for any job. An innate love
for the job, which in modern parlance is known as job satisfaction, is a core
requirement for any job. The drive to succeed, to innovate, to do well and to make
one’s profession into one’s livelihood is a critical drive which needs to be present in
the employee or cultivated as soon as possible. No job, however perfectly carried out,
can evoke the feeling of satisfaction of a job well done without the instinct for
success.

Qualifications: This is a more material, tactile need for a job which can be conveyed
through degrees and certificates. However education is not limited to what is taught in
colleges or vocational training courses. It is the burning desire to learn more, to reach
the depths of knowledge about a particular field of interest, to complete the job and
learn from it that marks the true enthusiast and the truly learned.

Soft Skills: Soft skills include those skills which ensure that a job is executed well,
and the employee can carry himself in the proper manner too. For example, good and
smooth communication, computer skills, proficiency in language if needed,
presentable appearance, the ability to manage crises are all soft skills which are
fundamentally important in any job and which must be cultivated consciously.

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Thus, the requirements of a job, though specific to it, cover also a general spectrum.
These make for better employees and better individuals.

2. Work Instruction

Information about the work

 Describe what workers need to be able to do on the job
 Work functions
 Key activities of each work function
 Performance indicators
 Describe what task to be done or work roles in a certain occupation

Work instruction is a description of the specific tasks and activities within

an organization. A work instruction in a business will generally outline all of the
different jobs needed for the operation of the firm in great detail and is a
key element to running a business smoothly.

In other words it is a document containing detailed instructions that specify exactly

what steps to follow to carry out an activity. It contains much more detail than
a Procedure and is only created if very detailed instructions are needed. For
example, describing precisely how a Request for Change record is created in
the Change Management software support tool.

3. Procedures vs. Work Instructions

Many people confuse “procedures” with “work instructions”. In fact, most people write
work instructions and call them procedures. Knowing the differences of procedures vs
work instructions can help you understand the documentation process much better
and, therefore, procedure documentation.

Procedures describe a process, while a work instruction describes how to perform the
conversion itself. Process descriptions include details about the inputs, what
conversion takes place (of inputs into outputs), the outputs, and the feedback
necessary to ensure consistent results. The PDCA process approach (Plan, Do,
Check, Act) is used to capture the relevant information.

Questions that need to be answered in a procedure include:

 Where do the inputs come from (suppliers)?
 Where do the outputs go (customers)?
 Who performs what action when (responsibilities)?
 How do you know when you have done it right (effectiveness criteria)?
 What feedback should be captured (metrics)?
 How do we communicate results (charts, graphs and reports)?
 What laws (regulations) or standards apply (e.g., ISO 9001, 8th EU Directive,
IFRS, Sarbanes-Oxley)?

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4. Job Specification
A statement of employee/workers characteristics and qualifications required for
satisfactory performance of defined duties and tasks comprising a
specific job or function.

Specification Sample

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Self-Check 1 Written Test

Directions: Answer all the questions listed below. Use the Answer sheet provided in
the next page:

1. What is the meaning of job? (2 points)

2. List the requirements of job. (5 points)
3. What is the meaning of work? (2 points)
4. Describe work instruction in your own words. (5 points)
5. Explain the difference between procedure and work instruction? (5 points)
6. Define job specification? (3 points)
7. Prepare specification samples. (10 points)

Note: Satisfactory rating - 16 points Unsatisfactory - below 16 points

You can ask you teacher for the copy of the correct answers.
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Answer Sheet
Score = ___________
Rating: ____________

Name: ___________ Date: _

Short Answer Questions

1. ________________________________________________________________

________________________________________________________________

2. ________________________________________________________________

________________________________________________________________

3. ________________________________________________________________

________________________________________________________________

4. ________________________________________________________________

________________________________________________________________

5. ________________________________________________________________

________________________________________________________________

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________________________________________________________________

6. _________________________________________________________________
______________________________________________________________

________________________________________________________________

7. ______________________________________________________________

________________________________________________________________

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Author: EKI/MoE – TVET Outcome Based Training Core Process
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Information Sheet 2 OHS Requirements

o OHS Requirements
OHS requirements are legislation/regulations/codes of practice and enterprise safety
policies and procedures. This may include protective clothing and equipment, use of
tooling and equipment, workplace environment and safety, handling of material, use
of fire-fighting equipment, enterprise first aid, hazard control and hazardous materials
and substances.

Personal protective equipment include those prescribed under legislation/

regulations/codes of practice and workplace policies and practices. Safe operating
procedures include the conduct of operational risk assessment and treatments
associated with workplace organization. Emergency procedures include emergency
shutdown and stopping of equipment, extinguishing fires, enterprise first aid
requirements and site evacuation.

Occupational safety and health (OSH) also commonly referred to as occupational

health and safety (OHS) or workplace health and safety (WHS) is an area concerned
with the safety, health and welfare of people engaged in work or employment. The
goals of occupational safety and health programs include fostering a safe and healthy
work environment. OSH may also protect co-workers, family members, employers,
customers, and many others who might be affected by the workplace environment. In
the United States the term occupational health and safety is referred to as
occupational health and occupational and non-occupational safety and includes
safety for activities outside work.

Occupational safety and health can be important for moral, legal, and financial
reasons. In common-law jurisdictions, employers have a common law duty (reflecting
an underlying moral obligation) to take reasonable care for the safety of their
employees. Statute law may build upon this to impose additional general duties,
introduce specific duties and create government bodies with powers to regulate
workplace safety issues: details of this will vary from jurisdiction to jurisdiction. Good
OSH practices can also reduce employee injury and illness related costs, including
medical care, sick leave and disability benefit costs.

As defined by the World Health Organization (WHO) "occupational health deals with
all aspects of health and safety in the workplace and has a strong focus on primary
prevention of hazards." Health has been defined as "a state of complete physical,
mental and social well-being and not merely the absence of disease or infirmity.
Occupational health is a multidisciplinary field of healthcare concerned with enabling
an individual to undertake their occupation, in the way that causes least harm to their
health. It contrasts, for example, with the promotion of health and safety at work,
which is concerned with preventing harm from any incidental hazards, arising in the
workplace.

Since 1950, the International Labour Organization (ILO) and the World Health
Organization (WHO) have shared a common definition of occupational health. It was

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adopted by the Joint ILO/WHO Committee on Occupational Health at its first session
in 1950 and revised at its twelfth session in 1995. The definition reads: "The main
focus in occupational health is on three different objectives: (i) the maintenance and
promotion of workers’ health and working capacity; (ii) the improvement of working
environment and work to become conducive to safety and health and (iii)
development of work organizations and working cultures in a direction which supports
health and safety at work and in doing so also promotes a positive social climate and
smooth operation and may enhance productivity of the undertakings. The concept of
working culture is intended in this context to mean a reflection of the essential value
systems adopted by the undertaking concerned. Such a culture is reflected in
practice in the managerial systems, personnel policy, principles for participation,
training policies and quality management of the undertaking."

Joint ILO/WHO Committee on Occupational Health: those in the field of occupational

health come from a wide range of disciplines and professions including medicine,
psychology, epidemiology, physiotherapy and rehabilitation, occupational,
occupational medicine, human factors and ergonomics, and many others.
Professionals advise on a broad range of occupational health matters. These
include how to avoid particular pre-existing conditions causing a problem in the
occupation, correct posture for the work, frequency of rest breaks, preventative action
that can be undertaken, and so forth.

"Occupational health should aim at: the promotion and maintenance of the highest
degree of physical, mental and social well-being of workers in all occupations; the
prevention amongst workers of departures from health caused by their working
conditions; the protection of workers in their employment from risks resulting from
factors adverse to health; the placing and maintenance of the worker in an
occupational environment adapted to his physiological and psychological capabilities;
and, to summarize, the adaptation of work to man and of each man to his job.

o History

Harry McShane, age 16, 1908. Pulled into machinery in a factory in Cincinnati and
had his arm ripped off at the shoulder and his leg broken without any compensation.
The research and regulation of occupational safety and health are a relatively recent
phenomenon. As labor movements arose in response to worker concerns in the wake
of the industrial revolution, worker's health entered consideration as a labor-related
issue.
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In 1833, HM Factory Inspectorate was formed in the United Kingdom with a remit to
inspect factories and ensure the prevention of injury to child textile workers. In 1840
a Royal Commission published its findings on the state of conditions for the workers
of the mining industry that documented the appallingly dangerous environment that
they had to work in and the high frequency of accidents. The commission sparked
public outrage which resulted in the Mines Act of 1842. The act set up an
inspectorate for mines and collieries which resulted in many prosecutions and safety
improvements, and by 1850, inspectors were able to enter and inspect premises at
their discretion.

Otto von Bismarck inaugurated the first social insurance legislation in 1883 and the
first worker's compensation law in 1884 – the first of their kind in the Western world.
Similar acts followed in other countries, partly in response to labor unrest.

o Workplace hazards

Although work provides many economic and other benefits, a wide array of workplace
hazards also present risks to the health and safety of people at work. These include
"chemicals, biological agents, physical factors, adverse ergonomic conditions,
allergens, a complex network of safety risks," and a broad range of psychosocial risk
factors.

Physical and mechanical hazards

At-risk workers without appropriate safety equipment

Physical hazards are a common source of injuries in many industries. They are
perhaps unavoidable in certain industries, such as construction and mining, but over
time people have developed safety methods and procedures to manage the risks of
physical danger in the workplace. Employment of children may pose special
problems. Falls are a common cause of occupational injuries and fatalities, especially
in construction, extraction, transportation, healthcare, and building cleaning and
maintenance.

An engineering workshop specializing in the fabrication and welding of components

has to follow the Personal Protective Equipment (PPE) at work regulations 1992. It is
an employer’s/workers duty to provide ‘all equipment (including clothing affording
protection against the weather) which is intended to be worn or held by a person at
work which protects him against one or more risks to his health and safety’. In a
fabrication and welding workshop an employer would be required to provide face and
eye protection, safety footwear, overalls and other necessary PPE.
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Machines are commonplace in many industries, including manufacturing, mining,
construction and agriculture, and can be dangerous to workers. Many machines
involve moving parts, sharp edges, hot surfaces and other hazards with the potential
to crush, burn, cut, shear, stab or otherwise strike or wound workers if used unsafely.
Various safety measures exist to minimize these hazards, including lockout-tag out
procedures for machine maintenance and roll over protection systems for vehicles.

According to the United States Bureau of Labor Statistics, machine-related injuries

were responsible for 64,170 cases that required days away from work in 2008. More
than a quarter of these cases required more than 31 days spent away from work.
That same year, machines were the primary or secondary source of over 600 work-
related fatalities. Machines are also often involved indirectly in worker deaths and
injuries, such as in cases in which a worker slips and falls, possibly upon a sharp or
pointed object.

The transportation sector bears many risks for the health of commercial drivers, too,
for example from vibration, long periods of sitting, work stress and exhaustion. These
problems occur in Europe but in other parts of the world the situation is even worse.
More drivers die in accidents due to security defects in vehicles. Long waiting times
at borders cause that drivers are away from home and family much longer and even
increase the risk of HIV infections.

Confined spaces also present a work hazard. The National Institute of Occupational
Safety and Health defines "confined space" as having limited openings for entry and
exit and unfavorable natural ventilation, and which is not intended for continuous
employee occupancy. Spaces of this kind can include storage tanks, ship
compartments, sewers, and pipelines. Confined spaces can pose a hazard not just to
workers, but also to people who try to rescue them.

Noise also presents a fairly common workplace hazard: occupational hearing loss is
the most common work-related injury in the United States, with 22 million workers
exposed to hazardous noise levels at work and an estimated $242 million spent
annually on worker's compensation for hearing loss disability. Noise is not the only
source of occupational hearing loss; exposure to chemicals such as aromatic
solvents and metals including lead, arsenic, and mercury can also cause hearing
loss.

Temperature extremes can also pose a danger to workers. Heat stress can
cause heat stroke, exhaustion, cramps, and rashes. Heat can also fog up safety
glasses or cause sweaty palms or dizziness, all of which increase the risk of other
injuries. Workers near hot surfaces or steam also are at risk for burns.
Dehydration may also result from overexposure to heat. Cold stress also poses a
danger to many workers. Over-exposure to cold conditions or extreme cold can lead
to hypothermia, frostbite, trench foot, or chilblains.

Electricity poses a danger to many workers. Electrical injuries can be divided into four
types: fatal electrocution, electric shock, burns, and falls caused by contact with
electric energy.

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Vibrating machinery, lighting, and air pressure (high or low) can also cause work-
related illness and injury. Asphyxiation is another potential work hazard in certain
situations. Musculoskeletal are avoided by the employment of good ergonomic
design and the reduction of repeated strenuous movements or lifts. Ionizing (alpha,
beta, gamma, X, neutron), and non-ionizing radiation (microwave, intense IR, RF,
UV, laser at visible and non-visible wavelengths), can also be a potent hazard

In Victoria, workplace health and safety is governed by a system of laws, regulations

and compliance codes which set out the responsibilities of employers and workers to
ensure that safety is maintained at work.

The Act
The Occupational Health and Safety Act 2004 (the Act) is the cornerstone of
legislative and administrative measures to improve occupational health and safety in
Victoria.

The Act sets out the key principles, duties and rights in relation to occupational health
and safety. The general nature of the duties imposed by the Act means that they
cover a very wide variety of circumstances, do not readily date and provide
considerable flexibility for a duty holder to determine what needs to be done to
comply.

The Regulations
The Occupational Health and Safety Regulations 2007 are made under the Act.
They specify the ways duties imposed by the Act must be performed, or prescribe
procedural or administrative matters to support the Act, such as requiring licenses for
specific activities, keeping records, or notifying certain matters.

Guidance
Effective OHS regulation requires that Work Safe provides clear, accessible advice
and guidance about what constitutes compliance with the Act and Regulations. This
can be achieved through Compliance Codes, Work Safe Positions and non-statutory
guidance ("the OHS compliance framework"). For a detailed explanation of the OHS
compliance framework, see the Victorian Occupational Health and Safety
Compliance Framework Handbook.

Policy
Not every term in the legislation is defined or explained in detail. Also, sometimes
new circumstances arise (like increases in non-standard forms of employment, such
as casual, labour hire and contract work, or completely new industries with new
technologies which produce new hazards and risks) which could potentially impact on
the reach of the law, or its effective administration by Work Safe. Therefore, from time
to time Work Safe must make decisions about how it will interpret something that is
referred to in legislation, or act on a particular issue, to ensure clarity. In these
circumstances, Work Safe will develop a policy. A policy is a statement of what Work
Safe understands something to mean, or what Work Safe will do in certain
circumstances.

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Self-Check 2 Written Test

Instructions: Answer all the questions listed below. Illustrations may be necessary
to aid some explanations/answers. Write your answers in the sheet
provided in the next page.

1. What is OHS represents for (2 point)

2. What is OSH represents for? (1 point)
3. What does WHS represent for? (1 point)
4. What are the goals of OHS? (2 points)
5. List at least two examples of OHS requirements in your work areas. (10 points)
6. List at least four workplace hazards? (4 points)

Note: Satisfactory rating - 12 points Unsatisfactory – below 12 points

You can ask your trainer for the copy of the correct answers.

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Answer Sheet Score = ___________
Rating: ____________