[Industrial Safety and Health Training] HR Manager Operation Checklist

Occupational Safety and Health Education is not merely a simple course notification; it is an HR operational task that requires managing participants, training hours, completion records, and non-completionists. We have established standards to ensure operations are conducted without any operational gaps while fulfilling statutory obligations.

Sending education and operating it are different.

The Occupational Safety and Health Act stipulates that employers must regularly conduct safety and health training for their employees. Rather than merely interpreting the legal provisions themselves, it is crucial for HR personnel to establish operational standards within the organization regarding "who attends the training, when, and in what manner, and how records are kept."

In particular, for companies with a mix of various workplaces, job categories, and work types, it becomes difficult to respond to inspections if the training targets and completion criteria are not clearly defined.

Items to check first before operation

Confirmation items	HR Practice Standards	Points to note
Target audience	Classification of personnel related to regular, contract, and dispatched/outsourced workers	Application standards may vary by workplace.
Types of education	Regular training, training upon hiring, training when job duties change, etc.	Required training may vary by job function.
Educational methods	In-house training, outsourced training, online training	Verification of instructor standards and proof of completion required
Completion records	Course Date, Course Name, Time, List of Participants	Separate management required in preparation for future inspection
Management of non-completioners	Re-guidance, supplementary training, administrator sharing	Caution regarding excessive sharing of personal information

3 Points HR Managers Often Miss

First, there is the case where the training participants are organized only once and the process is finished.

As hiring, resignation, transfers, leaves of absence, and return to work occur repeatedly, the training subjects also keep changing. If criteria for updating the list of subjects on a monthly or quarterly basis are not established in advance, omissions will occur.

Second is the case where completion records are left solely to the educational platform.

Even if platform records exist, it is safer to manage completion status separately in a format verifiable by HR to prepare for internal audits or inspections. Situations may arise where the platform changes or data access becomes difficult.

Third, there are cases where training operations and employee grievance response are viewed separately.

Safety and health issues can be linked not only to physical accidents but also to job stress, emotional labor, and organizational conflict. The effectiveness of training is sustained for a longer period if channels are established allowing employees to discuss actual difficulties or receive organizational support after the training.

Practical checklist available for immediate review

• The scope of participants for this year's industrial safety and health education has been finalized.
• We classified training types by workplace and job category.
• Training standards for new hires and returning employees have been established.
• I checked the standards for the institution and instructors when using outsourced training.
• We determined the storage location and person in charge for the completion records.
• Criteria for re-notifying those who have not completed the course have been established.
• We established a method for guiding users to EAP or counseling channels in the event of safety and health issues.

Frequently Asked Questions

Q1. Should HR be responsible for industrial safety and health training?
Even if the Safety and Health department is in charge, collaboration with HR is often required for participant management and completion records. It is advisable to clearly define the scope of responsibility with the Safety and Health department from the outset.

Q2. Is online education alone sufficient?
Training methods may vary depending on the workplace situation and the type of training. To determine actual applicability, it is necessary to verify relevant standards and the conditions of the outsourced agency with the internal safety and health manager.

Q3. How can I connect with EAP after the training?
At the end of the training, you can connect participants to EAP counseling channels available for difficulties related to occupational safety and health, such as job stress, emotional labor, and organizational conflict. Naturally incorporating EAP guidance into the training content is also effective in increasing utilization rates.

Industrial safety and health education does not end with the management of completion records.

Designing channels where employees can safely discuss job stress, emotional labor, and organizational conflicts following training enhances organizational risk responsiveness. If you are curious about how the employee support system operates, please check below.

👉 EAP Introduction operate notice board Shortcut →
👉 Legal education Operations and EAP Linkage Contact Us →

This content is for general informational purposes only; for specific matters, we recommend consulting with safety and health, labor, or EAP experts.
Note: Article 29 of the Industrial Safety and Health Act (Safety and Health Education for Workers), Safety and Health Education Regulations (Ministry of Employment and Labor)
Written by: Nudge EAP Content Team

#OccupationalSafetyandHealthEducation #StatutoryTraining #HRPractices #SafetyandHealth #EAP #EmployeeCounseling #JobStress