so that it is understood what is needed to do the job safely and what hazards are associated with the job. A safety trainer may observe the worker in his/her environment to adequately assess the worker's training needs. Certain employees may need extra training due to the hazards associated with their particular job. These employees should be trained not only on how to perform their job safely but also on how to operate within a hazardous environment. C. Identifying Goals and Objectives It is important for the Trainer to identify necessary training material. It is equally important that the trainer identify training material that is not needed to avoid unnecessary training and frustration from their trainees. At the beginning of every safety training session the trainer should clearly iterate the objectives of the class. The objectives should be delivered using action oriented words like: the employee "will be able to demonstrate" or "will know when to" which will help the audience understand what he/she should know by the end of the class or what to information to assimilate during the class. Clearly established objectives also help focus the evaluation process on those skill sets and knowledge requirements necessary to perform the job safely. D. Developing Learning Activities Training should be hands-on and simulate the job as closely as possible. Trainers can use instructional aids such as charts, manuals, PowerPoint presentations, and films. Trainers can also include role-playing, live demonstrations, and round-table group discussions to stimulate employee participation. Games like "what's wrong with this picture" (it is usually good to use pictures of situations found at their specific location)" or "safety jeopardy" can be useful ways to make the training fun yet educational. E. Conducting the Training Trainers should provide employees with an overview of the material to be learned and relate the training to the employees' experiences. Employers should also reinforce what the employees have learned by summarizing the program's objectives and key points of training. At the beginning of the training program, the trainer should show the employees why the material is important and relevant to their jobs. Employees are more likely to pay attention and apply what they've learned if they know the benefits of the training. F. Evaluating Program Effectiveness Evaluation will help employers or supervisors determine the amount of learning achieved and whether an employee's performance has improved on the job. Among the methods of evaluating