FAQ

This is the most common question. We must take into consideration that when you invest in training within your company, you are investing long term. Why? Because if ever an event occurs, you are in due diligence of the article 51 of the LSST. Furthermore, our training are certified by the Loi favorisant le développement et la reconnaissance des compétences de la main d’œuvre par la Commission des partenaires du marché du travail (CPMT) d’Emploi Québec.

This means that your company may benefit from a governmental financial program.

Giving training to simply comply to an employer obligation or a client’s requirement is a reality. A bargain training of poor-quality gives bargain and poor-quality results. Does your company share those values?

Ask yourself this: will you learn much more with a training supplier, including the trainer, recognized as an expert witness in the crane and rigging industry or by a ‘jack of all trades’ training, trainers included?

Like all services, training providers are not all equal. Some training providers, such as KRANING, are recognized for their undeniable integrity while others are more ‘flexible’.

It is up to you to decide what is your priority.

Asking the question gives you the answer: absolutely!

When lifting devices and accessories are generally manufactured internationally, very little French literature is available and can be composed of some dangers on a mathematical level. When a trainer has a hard time understanding the difference between ‘SHALL’ and ‘SHOULD’ or worst, between ‘SHOULD’ and ‘SHOULDN’T’, can you provide reasonable XX should a judge or insurance provider ask you?

Subcontracting is not necessarily a bad thing if it is done with integrity and transparency. There is somewhat an important difference between the level of quality and competency between trainer that has several contracts per week versus one that sporadically does contracts for various needs.

As for services offered by the school boards to companies, what is the trainer’s level of knowledge? How can a school board be so sharp about one subject represent 20% of accidents, according to the American OSHA? Do your research, like in any domain, to get the trainer’s qualifications as well as the ones from the training provider.

• Are the theoretical presentations limited to a theoretical presentation or is it an interactive approach? In other words, will the participants be sitting idly by a POWER POINT presentation of poor quality or will they be involved with the trainer’s strategy of creating diverse solutions to face preconceived lifting operation notions?
• Will the participants get involved during the training?
• Is the training custom, adapted to your everyday reality and for your specific needs?
• Does the trainer have the ability and competencies to evaluate the operator’s and rigger’s level of knowledge?
• Do the participants have a theoretical and practical evaluation?
• Can the trainer provide technical advice on working procedures and techniques?
• Are the training provider and trainer insured by the professional responsibility insurance to give technical XXX?

Often, we hear that experience is a trainer’s best asset. But ask yourself this: what type of experience do you prefer at the heart of your company? The one that says, ‘its strong enough’? The one that says, ‘it should be okay’? Or the ones that say ‘we’ve been doing it like this for 30 years’?

The planification and execution of a lifting operation comes from physics.

Always ask for the trainer’s resume and list of references. If you meet some resistance on getting those documents, you will have proof that maybe that training provider is not a good fit for you.

During KRANING’s various contracts of legal XX, how many would-be trainers have we met that were quoting the wrong XXX, or worst, the wrong version of XXXX in various legislations. Even more disturbing, some trainers have no idea of laws, regulations and XXX are applicable to lifting operations. A wrong or erroneous information can have deep consequences with the SST, work relations (Loi R20) as well as financial ones. And most of all, a trainer who is not an engineer will give technical advice, an act reserved to professional engineers by the Engineer’s Act (chapter I-9). Can the training provider and trainer provide a copy of their certificate, that confirms that they are in line with the Règlement sur l’assurance responsabilité professionnelle des membres de l’Ordre des ingénieurs du Québec (chapitre I-9, r. 2.1)? If the answer is no, why would your company pay for a training where the no one can offer you a technical advice to know whether your work method is conformed or not?

Can you talk directly to the trainer for a few minutes, to ask questions to get a better sense of who they are? Unfortunately, a strong sales person does not represent the style and knowledge of the trainer.

• Did other employers in my industry use this provider for specific training in the crane and rigging field?
• What industries used services from this training provider?
• What well known employers, with a high-quality prevention program, has gone thru the selection process and chose this provider?

The in-house trainer phenomenon was popular in the 90 ‘s and beginning of the 2000’s. Tis phenomenon quickly disappeared after that. With an in-house trainer, the employer because completely liable and must assume all costs related by the in-house trainer’s mistakes. How many employers quickly realized quickly or too late that the in-house trainer is not insured? Before deciding that you would like one, did yu double check liability issues with your insurance?

According to Engineer’s Act (chapter I-9), the, only a professional engineer can give technical advice or make calculations for anything related to public or employee safety. For that reason, all our trainers are professional engineers.