Criteria HR Must Verify When Conducting Sexual Harassment Prevention Training Online

When conducting sexual harassment prevention training online HR The educational content , Completion Confirmation , Omission of subjects , We must also review the standards for retaining supporting documents. .

Online education is convenient, but , It is difficult to consider simply sending video links or educational materials as sufficient. HR The person in charge checks whether the trainee actually completed the training , Whether legally required content is included , Whether the company's procedures for handling sexual harassment and grievance counseling channels were provided , You need to check if the certificate of completion and mailing records remain. .

In this article, when conducting sexual harassment prevention training online HR Organize the standards and practical checklists that the person in charge must verify. .

short answer

Sexual harassment prevention training can be conducted online. . However, even if conducted online, the target audience , Educational content , Completion Confirmation , You must meet the standards for retaining supporting documents. .

especially HR silver “ I sent the educational materials. ” and “ We conducted training. ” You must distinguish between them. . Simply PDF It may be difficult to verify whether the training content has been properly delivered to employees solely by sending emails or posting announcements on bulletin boards. . If you run online education, access records , Progress rate , Certificate of Completion , Evaluation results , It must be possible to verify the completion status for each participant. .

In addition, sexual harassment prevention training includes not only general explanations of laws but also the procedures for handling sexual harassment at the workplace. , Action criteria , Grievance counseling and relief procedures must be included. . Even if you use external commissioned training or online platforms, our company's report · You must ensure that consultation channels and processing standards are not omitted. .

item	HR What to check first
Key Keywords	Online Sexual Harassment Prevention Education
Related keywords	Workplace sexual harassment prevention training , Online education , Certificate of Completion , Proof of education , HR Checklist
Main targets	HR manager , Training Manager , Management Support Manager , manager
First response principle	Delivery of educational content and verification of completion, rather than online availability
Points to note	Do not consider training complete merely by sending links or posting materials
Related topics	Sexual harassment prevention education target , Educational materials , commissioned education , Reporting procedure , EAP counsel

The key to operating sexual harassment prevention education online is “ Did you proceed comfortably? ” not “ The educational content was actually delivered to the target audience. , Can that record be explained? ” no see .

When will it be applied? ?

This article is in the following situations HR The person in charge can refer to this. .

situation	HR Verification points
When conducting online training for all employees	Checking the list of participants and completion status
If you use an external online education platform	Educational content , Certificate of Completion , Check entrustment agency standards
If you want to send educational materials via email	Check if training is recognized simply by sending the documents.
When uploading training materials to the internal bulletin board	Post · Check if it is an exceptional workplace where the deployment method is possible.
In the case where a new employee joins midway	Check new employee supplementary training standards
In the event that there are trainees who have not completed the training	Re-guidance and supplementary education record management
If the sexual harassment reporting procedure has changed	Reflecting the latest internal procedures in online training materials
In cases where consultation inquiries increased after training	EAP Check grievance counseling channel guidelines

Online education can make educational operations efficient, but , HR If you do not verify completion status and the appropriateness of the training content, the management of course completion may end up being merely perfunctory. .

HR Tasks the person in charge must do

1. First, check if an online education method is possible.

Sexual harassment prevention training is employee training that takes into account the size or characteristics of the workplace. , check , meeting , It can be conducted through cyber education using information and communication networks such as the Internet. . Therefore, online education itself is not the problem. .

However, if you stop at simply distributing educational materials, posting them on bulletin boards, or sending them via email , It may be difficult to verify whether the training content has been properly delivered to the workers. HR When conducting online education “ Delivery of educational materials ” It is not “ Confirmation of training completion ” We must operate it in a way that makes this possible. .

Online operation method	HR Verification criteria
Online education platform	Class hours , Progress rate , Certificate of Completion , Check evaluation status
Video Education	Connection logs , List of Attendees , Storage of educational materials
man LMS	Verification of completion status and non-completion status by participant
Sending email materials	Be careful not to mark a task as completed simply by sending it.
Posting on the company bulletin board	Post · Check if it is an exceptional workplace where the deployment method is possible.
External commissioned training	entrusted institution , Educational content , Certificate of Completion , Check contract records

Always 10 In certain exceptions, such as workplaces with fewer than 10 employees or workplaces where both the employer and employees belong to the same gender, educational materials or promotional materials must be posted. · You can conduct training using a distribution method. . However, even in this case, whether the educational materials were actually delivered to the workers , Post · It is recommended to check if distribution records remain. .

2. Check if the legally mandated training content is included.

Online education tends to rely solely on common content provided by the platform or instructor. . However, sexual harassment prevention training includes not only explanations of laws and regulations but also the relevant workplace's handling procedures and action standards , Grievance counseling and relief procedures must be included. .

thus HR You must check the following before uploading educational materials. .

Essential checks	Online educational material reflection criteria
Laws and regulations regarding workplace sexual harassment	concept , Prohibited acts , Employer's Obligations , Prohibition of disadvantages, etc.
Procedure for Handling Sexual Harassment	Report received , inspection , protective measures , Action Decision Flow
Workplace Action Standards	discipline , prevention of recurrence , Victim protection , 2 Car damage prevention standards
Grievance counseling procedures for affected workers	Grievance counseling center , HR manager , External consultation channels
relief procedures	Internal procedures , External organizations , Possibility of reporting to the Ministry of Employment and Labor
Measures for prevention	Administrator role , Expressions to avoid , Organizational culture standards

Even if you utilize external online training, our company's grievance counseling center , Reporting procedure , Processor , If victim protection standards are omitted, practical applicability may be reduced. .

3. Compare the list of subjects with their completion status.

The most frequent problem in online education is the omission of participants. . Even if you have received a certificate from the education platform , If you do not verify whether all actual trainees have completed the course, there may be non-completionists remaining. .

HR ...finalizes the list of participants prior to training and , You must compare with the list of trainees after the training. .

Classification of subjects	HR Checklist
Employed workers	kite 1 Whether training has been completed at least once
New hires	Necessity of supplementary training after hiring
employees on leave	Information on training after returning to work
detachment · Collaborative personnel, such as outsourced workers	Verify eligibility for direct training and contractual training standards
manager	Whether to include manager response standards other than general training
Non-completionists	Re-information , supplementary education , Completion Deadline Management

Online education has the advantage of automatically tracking completion rates, but , HR If these criteria are not compared with the actual completers, omissions may occur. .

4. We keep not only the certificate of completion but also proof of training.

Keeping only a certificate of completion may be insufficient for online sexual harassment prevention training. . Training subjects during inspections or internal audits , Educational content , Educational methods , You must be able to explain whether you have completed the course. .

Supporting documents	Management purpose
Education plan	Confirm annual training schedule and target audience
List of trainees	Check for missing persons
List of online course completers	Check completion status for each participant
Certificate of Completion	Individual proof of completion
Educational materials	Check if legally required content is included
Platform progress rate record	Check actual course enrollment
Evaluation results or verification test	Confirmation of training content delivery
email · Notice sending records	Check guidance history
Supplementary education records	Management of non-completioners
External Outsourcing Training Contract	Basis for conducting commissioned training
Consignment agency verification data	Review of criteria for entrusted institutions

Rather than storing educational materials and completion records separately , It is recommended to organize them together in the relevant year's mandatory legal education folder. .

5. If you use external outsourced training, we will also provide the company standards.

Even when using external online educational institutions or entrusted agencies, there are matters that the company must verify. . In particular, even if training is entrusted to an outsourced agency, the procedures for handling sexual harassment and standards for taking action at the workplace must be reflected in the training. .

It is recommended to check the following items before external commissioned training. .

Confirmation items	Practical standards
Whether or not it is a commissioned institution	Check if it is a commissioned agency designated by the Ministry of Employment and Labor
Educational content	Whether legally required items and company internal procedures are included
Company data provision	Reporting procedure , Grievance counseling center , Delivery of action standards
Issuance of completion certificate	Whether completion can be verified for each participant
Management of non-completioners	Retaking the course , Encourage , Deadline Management Standards
Personal Information Processing	Student Information , Completion record , Check storage period
Provision of supporting documents	Educational materials , List of completers , Secure contract records

Just because it was entrusted to an external agency HR The responsibility for management does not disappear. . Whether the training was actually conducted , Whether the subject has completed the course , Whether company procedures were reflected HR This must be finally confirmed. .

6. Post-training counseling · We are providing the reporting channel again.

Sexual harassment prevention training is not just for the purpose of conveying knowledge. . Where employees can speak when they actually experience a problem , What kind of protection can be received , This is a process to help you understand how counseling and reporting are separated. .

After online training, the grievance counseling center , HR manager , EAP Consultation Channel , It is recommended to provide guidance again on external agencies where reporting is possible. .

Guide Items	explanation
Grievance counseling center	How to contact an internal consultant
Reporting procedure	Report received , inspection , Protection measures flow
Victim protection	Prohibition of disadvantage , 2 Preventing car damage , Possibility of adjusting work schedule
EAP counsel	Psychological support channels separate from investigation
External organizations	External reporting to the Ministry of Employment and Labor, etc. · Possibility of consultation
Confidentiality	Share information only to the extent necessary

In case inquiries are received after training HR silver “ You've received the training, so handle it on your own. ” not , You must provide guidance to ensure it leads to actual consultation and reporting procedures. .

Online Sexual Harassment Prevention Education Operation Standards Table

item	HR Verification criteria	Points to note
Target audience	Check eligibility for employers and employees	New hires · Caution regarding omission of employees on leave
Educational methods	online , burn , LMS, Check availability of outsourced training	Prohibit from marking a task as complete based solely on the sending of materials.
Educational content	statute , Processing procedure , Action criteria , Includes grievance counseling procedures	Don't stop at just common content
Completion Confirmation	Progress rate , Certificate of Completion , Check evaluation results	Caution: Obtain only the certificate of completion and omit verification of participants.
Supporting documents	Educational materials , List , Completion record , Storage of dispatch records	Organized into folders by year
commissioned education	Confirmation of designated agency status and reflection of company procedures	Providing company data to entrusted institutions
Post-mortem guidance	declaration · counsel ·EAP Channel Guide	Do not confuse investigation with counseling

Practical Checklist

Confirmation items	inspection
The list of participants for online sexual harassment prevention training has been finalized. .	☐
New hires , employees on leave of absence , Standards for managing non-completioners have been established. .	☐
The training content includes laws regarding workplace sexual harassment. .	☐
The training content includes the company's procedures for handling sexual harassment and standards for measures to be taken. .	☐
The training content includes grievance counseling and relief procedures for affected workers. .	☐
Online education progress rate , Completion status , You can check the evaluation results. .	☐
Training was not considered completed merely by sending an email or posting on a bulletin board. .	☐
When using external outsourced training, the suitability of the outsourcing agency and educational materials was verified. .	☐
We delivered our company's reporting procedures and action standards data to the entrusted agency. .	☐
Educational materials , Certificate of Completion , List of completers , We kept the dispatch records. .	☐
Records were kept for re-notifications and supplementary training for those who did not complete the course. .	☐
After the training, the grievance counseling window and EAP Guided the consultation channel. .	☐

Common mistakes

first , This is a case where only an online training link is sent and the training is processed as completed. .
Sexual harassment prevention training must be able to verify whether the training content has been properly conveyed to the employees. . Send link , PDF distribution , If training is marked as completed based solely on a bulletin board announcement, it may be difficult to explain whether completion has been achieved. .

Second , This is a case where external online content does not reflect company procedures. .
Even though the common lecture includes explanations of laws and concepts, our company's reporting procedures , Grievance counseling center , Measure criteria may be omitted. HR You must add internal company procedures as separate materials or reflect them in the training materials. .

third , This is a case where the completion rate is used without checking for omitted subjects. .
Even if the completion rate on the platform is high, omissions will occur if the list of trainees itself is incorrect. HR You must compare the list of subjects with the actual list of completers. .

Fourth , Always 10 Posting at workplaces with fewer than 1 person · This is a case where the distribution exception is applied to all workplaces. .
Some workplaces post educational materials or promotional materials · Although a distribution method is possible , This is not a method that applies generally to all workplaces. . We must first check if our workplace falls under an exception. .

Fifth , This is a case where consultation guidance is explained like a reporting procedure. .
EAP Counseling or grievance counseling can be a channel to help with employees' psychological stability and initial support, but , Official report · It must be distinguished from investigation procedures. . The educational materials include counseling , declaration , inspection , It is advisable to clearly explain the differences in protective measures. .

EAP If support is needed

Since the online operation of sexual harassment prevention training, employees recall past experiences while reviewing the training content, or , or considering whether to report , You may want to consult with a colleague about their situation. . At this time HR It must provide guidance distinguishing between consultation and reporting procedures. .

EAP It does not replace the investigation of sexual harassment cases or legal judgment. . However, employees have experienced sexual harassment , Witnessed , unrest , Shame , Relationship burden within the organization , It can be utilized as a psychological support channel to help manage stress before and after reporting. .

situation	EAP Directions for use
After the training, complained of anxiety due to past experiences.	Individual counseling and emotional stability support
Request consultation before filing	EAP Guide to Distinguishing Between Consultation and Official Reporting Procedures
Insomnia after reporting · unrest · Atrophy occurs	Psychological support for victims , Recovery counseling
Witnesses or colleagues feel burdened by the statement	Counseling Support Division 2 Car Damage Prevention Guide
The manager is having trouble with the response wording	Manager Coaching , Communication Guide
Rumors and tension within the organization are growing	Organizational Recovery Support and Managerial Guidance

The guidance text can be used as follows. .

“ Personal anxiety after sexual harassment prevention training , past experiences , If you experience stress before or after reporting EAP You can use the consultation channel. . EAP It does not replace investigation or disciplinary procedures. , This is a support channel for managing psychological burdens. .”

Frequently Asked Questions

Q1. Can I conduct sexual harassment prevention training online? ?
it's possible . However, even online education must include legally required content. , You must be able to verify whether the training content was actually delivered to the workers. . Completion status , Training time , Progress rate , Educational materials , It is recommended to manage the certificates together. .

Q2. If I send educational materials via email, can that be considered as having conducted the training? ?
Generally, it can be difficult to verify whether training content has been properly delivered through simple email sending or bulletin board announcements alone. . However, always 10 In some exceptions, such as workplaces with fewer than 10 employees, educational materials or promotional materials must be posted. · Since a distribution method is possible , We need to check if our workplace is eligible. .

Q3. If you entrust it to an external online educational institution HR Do I not need to check this separately? ?
no . Even if you use an external agency HR The training target , Completion status , Educational content , Whether company processing procedures are reflected , We need to verify the supporting documents. . It is also important to provide our company's reporting procedures and action standards to the entrusted agency. .

Q4. Should I also include the company's internal reporting procedures in the online training materials? ?
It is good to include it. . Sexual harassment prevention training includes the procedures for handling and measures to be taken in the event of sexual harassment at the workplace. , Grievance counseling and relief procedures for affected workers must be included. . Do not stop at general legal training; you must guide them to the company's actual channels and procedures. .

Q5. What should I do if an employee requests a consultation after training? ?
First, you must provide guidance distinguishing between consultation and official reporting procedures. . If an employee wants to talk about psychological burden EAP I can guide you to grievance counseling , If you want an official investigation, you must guide us through the company's report filing procedures. . As a general rule, consultation content should be managed separately from investigation data. .

Next step

The online operation of sexual harassment prevention training does not end with sending links or collecting certificates. . Education Participants , Essential legal content , Company Internal Processing Procedures , Completion Confirmation , Supporting documents , counsel · You must also manage guidance on reporting channels. .

Instead of ending sexual harassment prevention training with simple online completion management , Consultation support before and after reporting , Administrator response , tissue recovery , EAP If you want to streamline counseling connections as well, use Nudge EAP Review the operating methods that suit your organization through an implementation consultation. .

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Source and Information

This content is intended to provide general information for corporate practitioners to refer to. . Specific laws , Labor , employment , Sexual harassment prevention education , Personal Information Protection , As matters requiring psychological counseling may vary depending on the workplace situation and the latest laws, a review by a relevant expert may be necessary. .

Workplace Sexual Harassment Prevention Training