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Management Methods for Non-Completion and Supplementary Training of Occupational Safety and Health Education
2026.08.18 09:06
Managing employees who have not completed industrial safety and health training and supplementary training is not simply a matter of “re-sending a link to employees who have not completed the course.” HR and safety and health managers must verify the type of training, target participants, reasons for non-completion, supplementary training methods, final completion status, and supporting documents.
Industrial safety and health training can be categorized into regular training, training upon hiring, training upon changes in work content, and special training; as a result, the target audience, timing, duration, and content may vary depending on the specific type of training. Therefore, rather than treating all non-completionists in the same manner... First, identify which training has not been completed, and then organize the criteria for supplementary training. This is important.
short answer
Those who have not completed industrial safety and health education Whether it is a person omitted from the list of trainees, a person who received notification but did not complete the course, or a person who could not complete the course due to vacation, business trip, leave of absence, system errors, etc. You must distinguish them starting from the beginning.
Next, you must determine whether the training is regular, upon hiring, due to changes in job duties, or special training, and provide supplementary training or opportunities for retaking the course that meet the standards for each type of training.
When conducting supplementary training, rather than simply resending the educational materials, it is recommended to record the training time, content, completion criteria, attendance or progress rate, certificate of completion, training result files, reasons for non-completion, and history of re-notification.
The key point is Finalization of participant list → Verification of non-completionists → Classification of reasons for non-completion → Notification of supplementary training → Final confirmation of completion → Storage of supporting documents It is to create a flow.
When will it be applied?
Management standards for those who have not completed industrial safety and health education and for supplementary training are required in the following situations.
| situation | Items to check by the person in charge |
|---|---|
| There are those who have not completed the regular training after the deadline. | Comparison of the list of participants with actual completion records |
| Insufficient online education progress rate | Check completion criteria, progress rate, and retake period |
| There are absentees on the day of the group training. | Check reason for absence and make-up education schedule |
| New employees join after the training schedule | Check whether training or separate training is required upon hiring |
| A work content modifier occurred | Check eligibility for training when changing work details |
| There are personnel assigned to hazardous and dangerous work. | Check eligibility for special training and training completion time |
| Missed training due to vacation, business trips, or off-site work | Reflection of targets for re-notification and supplementary education |
| Employee on leave returns to work | Reconfirm return date and eligibility for training |
| Received commissioned training result file | Comparison of internal company subject list and result file |
| There are still people who have not completed the course. | Individual guidance, provision of supplementary opportunities, final record compilation |
Management of industrial safety and health education does not end with the mere fact that "the training was held." It must be possible to verify whether the actual trainees completed the course and how those who did not complete it made up for it.
What HR and Safety & Health Managers Should Do
1. First, determine which training the individual has not completed.
The first step when managing employees who have not completed training is to classify the types of training. This is because the timing and management standards for industrial safety and health training may vary depending on the type of training.
| Education classification | Things to check when managing non-completioners |
|---|---|
| Regular training | Verification of eligible participants and completion status based on the relevant quarter, half-year, or year |
| Training upon hiring | Verify whether new employees received training before starting work or at the time of hiring. |
| Training when work content changes | Check whether training is required before new tasks or process changes |
| Special education | Verify whether the necessary training for hazardous or dangerous work has been completed before deployment. |
| Supervisor training | Verify eligibility for supervisors and whether training hours have been met |
| commissioned education | Verify that the results from the outsourcing agency match the company's internal list. |
| Online education | Check progress rates, exams/quizzes, and certificate issuance criteria |
| Group training | Check attendance records, training materials, training photos, training logs, etc. |
For example, while those who have not completed regular training can be managed through supplementary training schedules, the deployment of individuals subject to special training to hazardous or dangerous work without having received the training must be carefully verified separately.
2. Classify and record the reason for non-completion.
If all non-completionists are simply labeled as "non-completed," follow-up measures become difficult. The reasons for non-completion must be distinguished to determine the methods for supplementary training and criteria for re-notification.
| Reason for non-compliance | Management Direction |
|---|---|
| Education Guide Unconfirmed | Resend notification, confirm receipt |
| Online education connection failure | Re-guidance on connection methods, checking for login errors |
| Insufficient progress rate | Notice regarding remaining progress and completion deadline |
| Failed exam/quiz | Information on re-examination eligibility and criteria |
| Absence from group training | Supplementary training schedule or alternative training information |
| Vacation, business trip, fieldwork | Guide to supplementary training or online courses after returning |
| Leave of absence/Sick leave | Reconfirm eligibility for training and timing upon return |
| New hires | Reflect training or separate training schedule upon hiring |
| Change work details | Check whether training is required before deploying to change work |
| System error | Storage of error details and action history |
| Omission from the list of subjects | Re-examination of criteria for determining initial beneficiaries |
| Repeated non-compliance | Record of individual guidance and supplementary opportunity provision |
Rather than simply keeping a list of those who did not complete the course Reason → Action → Final Result It is recommended to manage it so that it is connected.
3. Determine the supplementary education method according to the type of education.
Supplementary training is an additional educational opportunity for those who have not completed the course. However, supplementary training must also be conducted in a way that satisfies the training hours and content of the original course.
| supplementary education methods | Suitable situation | Points to check |
|---|---|---|
| Online retake | Regular training, general supplementary training | Check progress rate, certificate of completion, and completion date |
| Recorded video training | supplementary training for absentees | Viewing Completion Criteria and Verification Procedures |
| Separate group training | Many field workers have not completed the course | Attendance register, training materials, instructor records |
| 1:1 or small group training | Supplementing the minority of non-completionists | Check for missing training hours and content |
| Additional allocation of entrusted agencies | Workplaces using external e-learning | Re-registration of participants and verification of result files |
| Pre-work training | Changes in work content, special training | Check if training is complete before starting work |
| Separate training for new employees | Employees hired after the training period | Distinction between training upon hiring and regular training |
When conducting supplementary training, rather than the fact that “existing educational materials were resent” Whether the worker actually completed the training You must be able to verify.
4. Clearly include the deadline and completion criteria in the reminder message.
When reminding those who have not completed the course, simply sending a message saying "Please complete the training" may lead to repeated omissions. It is recommended to provide the course name, target audience, completion criteria, deadline, access method, contact information, and availability of make-up training.
| Guide Items | Contents included |
|---|---|
| Education name | Regular industrial safety and health training, training upon hiring, etc. |
| Subject | Employees identified as having not completed the course |
| Completion criteria | Progress rate, attendance, exams, certificates of completion, etc. |
| Deadline | Final completion deadline |
| Connection method | Education link, login method, error contact |
| supplementary education | Retake period or separate schedule |
| Unpaid fees | Expected date of final confirmation and contact information for the person in charge |
| Privacy Policy | Restriction on the scope of sharing information on unpaid fees |
Example phrases can be used as follows.
We are providing this notice again as we have confirmed that your Industrial Safety and Health training completion record is currently incomplete. Please complete the training within the period below and verify that your certificate or system completion record has been properly reflected. If you experience connection errors or need to verify your eligibility for the training, please contact the HR or Safety and Health 담당자 (person in charge).
5. The results of outsourced training must be compared with the internal roster.
When using external educational institutions or online platforms, there are cases where only the vendor's result files are stored and the process is concluded. However, since the list of subjects managed by the company may differ from the list registered by the entrusted institution, a comparison is necessary.
| Comparison item | Confirmation details |
|---|---|
| Company Target List | Check if all personnel required to receive the training are included. |
| List of registered entrusted institutions | Check to ensure that no subjects are missing from the education system |
| List of completers | Verify that the actual trainees match the company list |
| List of those who did not complete the course | Verify the consistency between the system's non-completioners and the internal management sheet. |
| Training time | Check if the time meets the relevant training standards. |
| Educational content | Check if the necessary content for each type of training is included. |
| Certificate of Completion | Secure individual certificates of completion or result files |
| Error history | System error, duplicate registration, account error records |
Even if you use outsourced training, it is advisable to verify the ultimate responsibility and management standards internally.
6. Restricts the scope of information sharing for those who have not completed the course.
The list of non-completionists may include names, departments, training status, and reasons for non-completion. In particular, personal information issues may arise if reasons such as leave of absence, sick leave, health reasons, or personal schedules are included.
| Shared with | Examples of shareable scope |
|---|---|
| HR & Training Managers | Total participants, status of completion/non-completion, supporting documents |
| Safety and Health Officer | Target audience, completion status, and those requiring supplementary training |
| Department Head | Focus on non-completionists and deadlines in the relevant department |
| Supervisor | Focus on whether training is complete before deployment. |
| entrusted institution | Minimum information required for educational operation |
| Management | Compiled data such as overall completion rate and status of non-compliance management |
| General staff | Avoid sharing lists of individual non-completionists |
Even when requesting cooperation from a department head, it is better to provide guidance focusing on the training name, target audience, deadline, and whether completion is required, rather than including "personal reasons."
7. Organize the final documentation after completing the supplementary training.
If supplementary training was conducted, you must organize the final completion status and supporting documents. "Notification" and "completion" are different statuses.
| Supporting documents | Purpose of verification |
|---|---|
| List of trainees | Basis for determining the initial subject |
| Training Information Email/Notice | Whether educational opportunities are provided |
| Educational materials | Check training content |
| Attendance sheet | Participation in group training |
| Progress Rate and Completion History | Online training completion status |
| Certificate of Completion | Proof of individual training completion |
| Entrusted agency result file | Check external training results |
| Management table for non-completioners | Reason, re-guidance, supplementary training history |
| Supplementary education records | Whether to conduct additional training |
| Final comparison table | Whether internal subjects and completion results match |
It is recommended to organize the initial subjects, completers, non-completers, those who completed supplementary training, and reasons for exclusion or deferment together in the final management sheet.
Management table example
The table below provides an example of internal management guidelines that can be used to manage employees who have not completed industrial safety and health training or require supplementary training. The actual items should be adjusted to suit the size of the workplace, training methods, industry type, whether outsourced training is used, and your internal safety and health management system.
| division | Management Items | Record example |
|---|---|---|
| Employee Information | Name, Employee ID, Department | Hong Gil-dong / 2026-001 / Production Team 1 |
| Education classification | Regular training, onboard training, special training, etc. | Regular training |
| Whether or not to train | Target, exclusion possible, verification needed | Target |
| Educational methods | Online, group, outsourced, on-site training | Online commissioned education |
| First announcement date | Education Notice Sending Date | 2026.08.01 |
| Training Deadline | Initial training completion deadline | 2026.08.16 |
| Completion status | Completed, Not Completed, Scheduled for Supplementary Training | Unpaid |
| Reason for non-compliance | Inactivity, insufficient progress, vacation, etc. | Insufficient progress rate |
| Re-announcement date | Reminder sending date | 2026.08.17 |
| supplementary education methods | Retaking the course, separate group training, etc. | Online retake |
| supplementary education deadline | Additional completion deadline | 2026.08.22 |
| Final completion date | Supplementary training completion date | 2026.08.21 |
| Supporting documents | Certificate of completion, result file, attendance sheet | Entrusted agency result file |
| Final confirmation | Whether to compare with the internal list | Comparison completed |
Checklist
The checklist below is for internal inspection purposes to verify that the management of those who have not completed industrial safety and health training and supplementary training has been carried out without omission.
especially Classification of training types, verification of participant lists, recording of reasons for non-completion, implementation of supplementary training, and retention of final supporting documents. These are basic verification items. If even one of these items is not sorted out, it is recommended to address it first rather than considering the management of non-completers complete.
Among all items If 3 or more are insufficient It is recommended that you review not only the level of simply resending the training link, but also the calculation of trainees, criteria for each training session, supplementary training procedures, comparison of results with entrusted institutions, and standards for retaining supporting documents.
| division | Confirmation items | check |
|---|---|---|
| Education classification | Regular training, training upon hiring, training upon changes in work content, and special training were distinguished. | ☐ |
| List of subjects | The list of participants for each training session has been finalized. | ☐ |
| Education standards | I checked the time and content of the training. | ☐ |
| Initial Information | Information on the training period, completion criteria, and contact details was provided. | ☐ |
| Completion Confirmation | Those who completed the course and those who did not were distinguished. | ☐ |
| Reason for non-compliance | Reasons for non-completion were categorized into non-connection, insufficient progress, vacation, and errors. | ☐ |
| Re-information | The date and details of the re-notification for those who had not completed the course were recorded. | ☐ |
| supplementary education | Provided opportunities for supplementary education or retaking the course. | ☐ |
| Work input | For those subject to work content changes or special training, verification of training status was conducted prior to deployment. | ☐ |
| commissioned education | The result file from the outsourcing agency was compared with the company's internal list. | ☐ |
| Supporting documents | Certificates of completion, attendance records, result files, and educational materials were stored. | ☐ |
| personal information | The scope of sharing the list of non-completioners and the reasons for non-completion was restricted. | ☐ |
| Final comparison | After completing the supplementary training, I checked the final completion record again. | ☐ |
| Post-supplement | We identified the causes of repeated non-completion and improved the guidance method for the next training. | ☐ |
Common mistakes
The first mistake is treating all non-completionists in the same way. Management priorities and follow-up measures may differ for those who have failed regular training and those who have failed special training. First, you must differentiate the types of training.
The second mistake is relying solely on the list of trainees from the entrusted agency and failing to compare it with the internal list. Omissions may occur due to employee hiring or resignation, departmental transfers, leaves of absence, or account errors.
The third mistake is handling supplementary training merely by "re-sending materials." The training hours, content, and completion criteria must also be verified for supplementary training.
The fourth mistake is failing to record the reason for non-completion. Follow-up measures differ for inactivity, system errors, vacation, leave of absence, new hires, and omission of eligible individuals.
The fifth mistake is sharing the list of those who failed to complete the course with the entire department. You must be careful not to share individual reasons for non-completion beyond the scope necessary for training operations.
The sixth mistake is managing those with work assignment changes or those subject to special training in the same way as those who have not completed regular training. For hazardous and dangerous work, it is advisable to separately verify whether training has been completed before deployment.
If EAP support is needed
The management of employees who have not completed industrial safety and health training and supplementary training is not an area that an EAP can handle. Determining trainees, conducting training, providing supplementary training, verifying completion, and storing supporting documents must be managed within the company's safety and health management system.
However, during the process of verifying the reason for non-completion of training, an employee's job stress, overwork, burnout, relationship conflicts, anxiety following an accident, or difficulty adapting to the workplace may be revealed. In such cases, EAP may be recommended as a supplementary channel.
| division | role |
|---|---|
| Industrial Safety and Health Education | Guide to Safety and Health Knowledge and Risk Prevention Standards Required for Workers |
| HR & Training Managers | List of participants, completion status, supplementary training, management of supporting documents |
| Safety and Health Officer | Check training content, work hazards, and eligibility for special training |
| Supervisor | Implementation of on-site training, verification of training before work deployment |
| EAP counseling | Support for job stress, post-accident anxiety, burnout, and relationship difficulties |
| Emergency Route | Response to suicide/self-harm suggestions, risk of violence, and immediate safety risks |
EAP guidance text can be used as follows.
If psychological burdens such as job stress, anxiety following an accident, burnout, or relationship difficulties are identified during the process of verifying the reason for non-completion of Occupational Safety and Health Training, you may utilize the EAP counseling channel. EAP does not replace Occupational Safety and Health Training, supplementary training, pre-work training verification, legal judgments, or safety measures; it is a supplementary channel designed to support the psychological burden of employees.
In cases of suggestions of suicide or self-harm, immediate safety risks, or risks of violence, do not respond solely with general EAP guidance; you must first check emergency routes such as 119, 112, or the suicide prevention hotline 109.
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Frequently Asked Questions
Q1. How many reminders should be sent to employees who have not completed the industrial safety and health training?
It is difficult to determine a fixed number of reminders that applies uniformly to all workplaces. In practice, this can be managed in stages, such as notifying the start of training, providing reminders before the deadline, and notifying those who have not completed the course after the deadline. What is important is not the number of reminders itself, but whether the notification dates, recipients, content, and follow-up actions are recorded.
Q2. If there are participants who have not completed the course, is it considered that the training was not conducted?
This may be reviewed differently depending on the situation. Even if training has been conducted, if there are participants who have not completed the course, it is recommended to verify the reason for non-completion, provide opportunities for supplementary training or retaking the course, and then manage their final completion status.
Q3. For the supplementary training, should I resend the existing online training link?
Online retakes may be possible for supplementary regular training. However, you must verify whether the course duration, content, and completion criteria are met. Rather than simply resending the link, you should check the actual progress rate, certificate of completion, and result files.
Q4. How are students absent on the day of group training handled?
You can verify the reason for absence and review available supplementary methods, such as separate group training, online supplementary training, or recorded video training. In this process, it is recommended to keep records of attendance, training materials, and completion confirmation documents.
Q5. Should employees on leave of absence or long-term absentees be managed as those who have not completed the course?
For employees on leave or long-term absences, rather than simply treating them as those who have not completed training, you should verify their eligibility for training and their return date. If training is required upon their return, it is advisable to manage them as subjects for separate make-up training or re-notification.
Q6. What should be done if a student subject to special training has not completed the course?
It is recommended to separately verify whether individuals subject to special training for hazardous or dangerous work have completed the necessary education before deployment. Do not treat them in the same way as those who have not completed general regular training; you must verify both their deployment status and safety measures.
Next step
Managing those who have not completed industrial safety and health training is not a task of resending training links, but rather a management procedure that verifies the trainees and training standards, and provides proof that supplementary training has been completed.
First, it is recommended to check the following three things.
| Priority check items | Confirmation details |
|---|---|
| Types of education | Which of the following: regular training, training upon hiring, training upon job changes, or special training? |
| Reason for non-compliance | One of the following: not logged in, insufficient progress, absence, leave of absence, new hire, or system error |
| Final proof | Are the certificate of completion, attendance register, results file, and final comparison sheet available after the supplementary training? |
If you wish to review the management of industrial safety and health training subjects, supplementary training for those who have not completed the course, organization of certificates and supporting documents, and psychological support systems for members at the organizational level, consider reviewing the operational methods suitable for your organization through a Nudge EAP implementation consultation.
👉 Go to Nudge EAP Implementation Consultation →
Source and Information
This content is intended for general informational purposes. Specific matters regarding laws, labor relations, industrial safety and health training, supervisor training, special training, outsourced training, personal information protection, mental health, and psychological counseling may vary depending on the workplace situation, the latest laws, and official guidelines; therefore, review by relevant experts or agencies may be required. In cases involving indications of suicide or self-harm, immediate safety risks, or risks of violence, do not respond solely with general EAP guidance; instead, prioritize checking emergency channels such as 119, 112, or the Suicide Prevention Hotline 109.
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