Free Excel Download of Annual Schedule and Completion Register for Industrial Safety and Health Education
2026.08.26 14:56
Industrial Safety and Health Education
Annual Schedule and Completion Register for Industrial Safety and Health Education
Free Excel download
Industrial safety and health training is not a process that ends simply by sending a training link once a year.
Training courses are categorized into regular employee training, training upon hiring, training upon changes in work content, special training, and supervisor training; furthermore, training hours and management methods may vary depending on the target audience, such as office workers, sales personnel, other employees, and supervisors.
In particular, if new hires, personnel transfers, employees with changed job duties, those assigned to hazardous or dangerous work, employees on leave or returning from leave, and those who have not completed training are not managed separately, it may become difficult to verify โwho took which trainingโ at the end of the year.
To enable HR/Education managers and Safety & Health managers to manage the annual schedule, participants, courses, completion status, non-completioners, and supporting documents for industrial safety and health training all at once Annual Schedule and Completion Register for Industrial Safety and Health Education Excel I have prepared.
Article 29 of the Industrial Safety and Health Act stipulates that employers must conduct regular safety and health training for their employees and provide the necessary safety and health training for the relevant work when hiring new employees or changing work content. Additionally, separate special training may be required when hiring for hazardous or dangerous work or when changing work content to such work.
Training courses are categorized into regular employee training, training upon hiring, training upon changes in work content, special training, and supervisor training; furthermore, training hours and management methods may vary depending on the target audience, such as office workers, sales personnel, other employees, and supervisors.
In particular, if new hires, personnel transfers, employees with changed job duties, those assigned to hazardous or dangerous work, employees on leave or returning from leave, and those who have not completed training are not managed separately, it may become difficult to verify โwho took which trainingโ at the end of the year.
To enable HR/Education managers and Safety & Health managers to manage the annual schedule, participants, courses, completion status, non-completioners, and supporting documents for industrial safety and health training all at once Annual Schedule and Completion Register for Industrial Safety and Health Education Excel I have prepared.
Article 29 of the Industrial Safety and Health Act stipulates that employers must conduct regular safety and health training for their employees and provide the necessary safety and health training for the relevant work when hiring new employees or changing work content. Additionally, separate special training may be required when hiring for hazardous or dangerous work or when changing work content to such work.
Free Download of Annual Schedule and Completion Register for Industrial Safety and Health Education
Download the "Industrial Safety and Health Education Annual Schedule and Completion Management Register Excel" from the attached file, and modify it to suit your workplace's industry, employee classification, training courses, and operational methods.
๐ Contents included in this material
| Data organization | Things to check and manage |
|---|---|
| User Guide | Writing method, status value criteria, and precautions for use |
| Basic Workplace Information | Company Name, Training Year, Department in Charge, Person in Charge, Training Institution |
| Annual Schedule | Monthly training plan, first and second half training, supplementary training schedule |
| Curriculum Standards Table | Regular training, training upon hiring, training upon changes in work content, special training, supervisor training |
| List of subjects | Name, Employee ID, Department, Job, Employment Status, Worker Classification |
| Regular training management | Completion status of office workers, sales workers, and other workers |
| Training management upon recruitment | New Hire, Contract Period Classification, Training Date, Completion Status |
| Work Content Change Training Management | Management of personnel transfers, process changes, and job changes |
| Special education management | Whether it is classified as hazardous/dangerous work, job name, training date |
| Supervisor Training Management | Supervisors, Training Hours, Completion Status |
| Management of non-completioners | Reason for non-completion, re-notification date, scheduled date for supplementary training |
| Management of supporting documents | Location of certificate of completion, attendance list, training materials, and results report files |
| Summary Status | Total number of participants, number of completers, number of non-completers, completion rate |
This Excel file is not an official form for confirming compliance with mandatory training. It is a practical management log designed to manage the subjects, schedule, completion status, and supporting documents for industrial safety and health training without omission.
๐๏ธ Why must industrial safety and health training be managed with an annual schedule?
Since industrial safety and health training courses are divided into multiple levels, it is difficult to manage the entire program with a single training announcement.
Regular training must be planned in the first and second halves of the year or according to the company's established operational cycle, while training upon hiring must be reviewed whenever a new employee joins the workforce. Training for changes in work content and special training are linked to personnel transfers, process changes, the introduction of new equipment, and the timing of deployment to hazardous or dangerous work. Supervisor training must be managed in conjunction with changes in the roles of on-site leaders.
| Education management methods | Potential problems |
|---|---|
| We only plan regular training at the beginning of the year. | New hires and those changing jobs may be omitted |
| Sending the same training to all employees | Training time and content may not be suitable for all target groups. |
| Keep only the certificate of completion | It is difficult to identify non-completers compared to the actual trainees. |
| Only HR manages completion status | On-site risk factors and special training targets may be omitted. |
| Managed only by the safety and health manager | Personnel changes such as new hires, leave of absence, or resignation may not be reflected. |
Therefore, industrial safety and health education is Annual training plan + List of participants + Course completion management + Supplementary training for non-completioners + Storage of supporting documents A method of managing it together is needed.
๐ Please sort by curriculum first.
Industrial safety and health education should be divided by course rather than grouping the training names under a single name for management.
| Curriculum | Main target to check | Management points |
|---|---|---|
| Regular training for workers | Employed workers | Classification of office workers, sales workers, and other workers |
| Training upon hiring | New hires | Contract period, status as a daily worker, date of training |
| Training when work content changes | Job/Process/Work Changer | Reflecting risk factors of changed work |
| Special education | Personnel assigned to hazardous and dangerous work | Job title, eligibility for special training, training content |
| Supervisor training | Supervisor | Whether actual command and supervision roles were performed, and whether annual completion was achieved |
| Job training | Safety and health management officers, etc. | Check eligibility for separate statutory job training |
Article 26 of the Enforcement Rules of the Industrial Safety and Health Act stipulates that the training hours for safety and health education to be provided to workers shall be in accordance with Annex 4, and the training content shall be in accordance with Annex 5. In addition, it also establishes a standard that if special training is conducted, it shall be deemed that the relevant worker has received training at the time of hiring and training when work content changes.
However, since the actual training hours and content may vary depending on the workplace's industry, the worker's duties, the nature of the work, and whether the work is hazardous or dangerous, you must check the latest appendix to the enforcement rules and the guidance from the Ministry of Employment and Labor together.
๐ Organize your annual schedule like this
It is recommended that the annual schedule for industrial safety and health education include not only regular training but also schedules for new hires, job changes, special training, and supplementary training for those who have not completed the course.
| period | Key management tasks | Things to check |
|---|---|---|
| january | Establishing an annual education plan | Verify applicable industries, target audience, curriculum, and educational institutions |
| february | First round of confirmed candidates | Classification of incumbents, office workers/field workers, and supervisors |
| March | Preparation for the first half of the year's regular training | Educational materials, teaching methods, course duration, and announcements finalized |
| April~May | Operation of regular training in the first half of the year | Course Enrollment Status, First Notice for Non-completers |
| June | First half closing inspection | Comparison of completers and non-completers, storage of supporting documents |
| July | Reorganization of recipients for the second half of the year | Reflection of new hires, employees on leave or returning, and personnel transfers |
| August~September | Operation of regular training in the second half of the year | Training hours by target group, re-notification for non-completionists |
| october | Special training and job change training inspections | Verification of process changes, new equipment, and deployment of hazardous and dangerous work |
| November | Supervisor training inspection | New appointees, non-completionists, verification of supporting documents |
| december | Summary of Annual Training Results | Organization of final completion rates, supplementary training, and supporting document locations |
The schedule above is an example. Depending on the workplace situation, the timing of training for the first and second halves of the year, the schedule for in-person training, and the duration of online and supplementary training may be adjusted.
๐ฅ How do I create the subject list?
The list of participants for industrial safety and health training must not be a simple list of all employees, but must be categorized by training course.
It is recommended to include the following items in the management ledger.
| Management Items | Content written |
|---|---|
| Name/Employee ID | Employee identification information |
| Department/Job | Current affiliation and responsibilities |
| Employment status | Current employment, leave of absence, return to work, planned resignation, etc. |
| Classification of workers | Office workers, sales workers, and other workers |
| Whether or not there is a supervisor | Whether or not it plays an actual command and supervision role |
| New Hire Status | Whether or not training is required upon hiring |
| Whether to change work details | Whether there has been a change in job duties, processes, or facilities |
| Eligibility for special education | Whether to deploy to hazardous or dangerous work |
| Whether or not to train | Target, Exclusion, Checking |
| Completion Status | Completed, Incomplete, Scheduled for remedial education |
| Location of supporting documents | Location of certificate of completion, attendance list, and training results files |
In particular, when distinguishing between office and field positions, you must verify the actual work location and duties performed, rather than relying solely on job titles or department names. Jobs involving potential exposure to hazardous or dangerous factors, such as manufacturing, logistics, research, facility management, customer service, and on-site visits, may require separate verification.
โ Here's how to manage regular training completion
Regular worker training is the most fundamental form of industrial safety and health education. However, if the target audience is classified incorrectly, the training time and materials may not be suitable.
According to guidance from the Ministry of Employment and Labor's Customer Service Center, regular training is typically required to be at least 6 hours per half-year for workers directly engaged in office or sales duties, 12 hours per half-year for other workers, and 16 hours per year for supervisors. However, actual applicability and specific standards may vary depending on the training course, target audience, industry, and workplace conditions.
| division | Regular training management standards | Completion Management Points |
|---|---|---|
| Office workers | Check training hours every half-year | Check eligibility for office work based on job duties |
| Workers directly engaged in sales work | Check training hours every half-year | Verification of direct engagement in sales activities |
| Other workers | Check training hours every half-year | Verification of work in sites, production, logistics, facilities, etc. |
| Supervisor | Check annual training hours | Verification of actual command and supervision roles |
It is recommended to record completion status in the regular training log separately for the first and second halves of the year.
| name | division | First half completion | Second half of the year | Reason for non-completion | supplementary education |
|---|---|---|---|---|---|
| Hong Gil-dong | Office workers | Lee Soo | Lee Soo | - | - |
| Kim Min-ji | Other workers | Lee Soo | Miisu | leave of absence | Training after returning to work |
| Lee Ji-hoon | Supervisor | Not applicable | Lee Soo | - | - |
๐ Connect new hires with training during recruitment.
Recruitment training is linked to the timing of new hires. If you only manage the annual regular training schedule, new hire training may be omitted.
The Ministry of Employment and Labor Customer Service Center provides guidance on training hours for hiring by classifying workers into daily workers, fixed-term workers with a contract period of one week or less, fixed-term workers with a contract period exceeding one week but not exceeding one month, and other workers. The actual training hours must be verified in conjunction with Annex 4 of the latest Enforcement Rules and the specific circumstances of the workplace.
The training management log includes the following items upon hiring.
- Date of employment
- employment contract period
- Whether or not they are daily workers
- Placement Department
- Responsibilities
- Whether or not training is required upon hiring
- Training date
- Educational methods
- Educational materials
- Completion status
- Certificate of Completion or Attendance List Location
Including the onboarding schedule for new hires as part of the recruitment process can help minimize omissions. However, since the training is not considered complete merely by distributing onboarding materials, you must verify completion status and supporting documentation.
๐ Please check training details along with personnel changes when job duties change.
When work content changes, training must be verified based on cases where the actual work content changes, rather than a simple departmental transfer.
In the following situations, it is recommended to review whether education is necessary.
- Change in production process
- Use of new facilities or equipment
- Additional logistics and transportation operations
- Input for tasks such as cleaning, painting, welding, and cutting
- Change in hazardous chemical handling duties
- Deployment for night and shift work
- Addition of on-site visit duties
- Changed to work requiring protective equipment
- Changes to work procedures following the accident
When work details are changed, the training management log records the work before the change, the work after the change, the date of change, the changed risk factors, the training date, and whether the training was completed.
| Management Items | Writing example |
|---|---|
| Work before the change | Packaging inspection |
| Work after change | Cleaning process assistant |
| Reason for change | Process relocation |
| Changed risk factors | Contact with cleaning agent, slipping, ventilation |
| Whether education is necessary | necessary |
| Training date | 2026.08.10 |
| Supporting documents | Training log, attendance list |
โ ๏ธ Please manage special training subjects separately.
Special training is required when hiring workers for hazardous or dangerous work or when changing work content to such tasks. Since eligibility for special training depends on the job name, equipment, materials, and work environment, it requires review by the safety and health manager.
It is recommended to include the following items in the management ledger.
- Name of the subject
- Department and task name
- Whether the work is subject to special training
- New Input Date
- Work details change date
- Training date
- Training time
- Educational content
- Educational materials
- Instructor or educational institution
- Completion status
- Location of supporting documents
If you manage special training subjects on the same sheet as regular training subjects, they are prone to being missed. It is recommended to separate them into a separate sheet or create a filter so that "special training subjects" can be identified immediately.
๐ฆบ Please check supervisor training based on actual roles.
Determining participants for supervisor training based solely on job titles may lead to omissions. Even if the title differsโsuch as Team Leader, Foreman, Section Chief, or Part Leaderโeligibility must be reviewed if the individual actually directs and supervises work and verifies safety measures.
The items to check are as follows.
- Is there a role for directing and supervising work?
- Is there a role to mentor new members?
- Whether to check the wearing of protective equipment and work procedures
- Whether to receive accident or near miss reports
- Whether to conduct pre-work safety inspections or operate a TBM
- Whether the role has changed due to the organizational restructuring
- Whether appointed as a new supervisor
Rather than simply ending supervisor training with receiving a certificate, it is recommended to link it with post-training activities such as TBMs,ๅทกๅ inspections, risk assessments, guidance on protective equipment usage, and accident prevention measures.
๐ Track non-completionists and remedial training separately.
Since industrial safety and health training involves a large number of participants and multiple courses, non-completion occurs easily. It is recommended to record the reason for non-completion and follow-up actions on the non-completion management sheet.
| Reason for non-completion | Management method |
|---|---|
| Education Guide Unconfirmed | Re-notification Date, Re-notification Method, Person in Charge Record |
| leave of absence | Record of scheduled return date and supplementary training date |
| Business trips/dispatch | Reconfirm possible methods of education |
| New hires | Check whether training and regular training are included upon hiring |
| Change task | Check whether training or special training is required for changes in work content. |
| System error | Record of educational institution verification details |
| Resignation | Check eligibility as of the education cutoff date |
| Misclassification of subjects | Reconfirming the distinction between office workers, field workers, and supervisors |
The important thing in managing non-compliance is not merely โcreating a list of non-compliance students,โ but ensuring that the next steps are actually taken. You must record the re-notification date, the scheduled date for supplementary training, the final completion date, and even the location of supporting documents.
๐ What kind of supporting documents should I keep?
It is recommended to organize records of industrial safety and health training so that you can verify later whether the training was conducted.
The following are materials worth keeping.
- Annual education plan
- List of trainees
- Standards table by curriculum
- Education Information
- Educational materials actually used
- Record of training date and training hours
- Online course attendance records
- Group Training Attendance List
- Education Results Report
- Individual certificate of completion or confirmation of completion
- Re-guidance records for non-completionists
- Records of supplementary education implementation
- Review materials for special education participants
- List of participants for supervisor training
- Educational institution results data
If you only collect completion certificates, it is difficult to verify whether any participants have been missed. It is recommended to keep the list of trainees, the list of those who completed the course, records of measures taken for non-completionists, and the training materials together.
โ ๏ธ Common Mistakes in Managing Industrial Safety and Health Training Completion
- Industrial safety and health education is conducted only once a year as common training.
- No distinction made between regular training, training upon hiring, training upon changes in work content, and special training.
- Dividing office and field positions based solely on department names
- Judging the supervisor based solely on the job title
- Treating new hire training as if it were substituted with regular training
- The work content changed, but the need for training was not checked.
- Tasks subject to special training are not managed separately.
- Only sends the training link and does not verify actual completion.
- No records are kept for re-notification of non-completioners and supplementary education.
- Educational materials and certificates exist, but there are no criteria for determining eligible participants.
- Training content was not updated even though on-site risk factors changed.
- Channels for responding to accidents, near misses, and job stress were not provided after the training.
Occupational safety and health training is not merely a task of managing completion rates. It must be connected to identifying actual risk factors in the field and ensuring that workers and supervisors understand the behavioral standards.
๐ญ Also check out the field application after the training.
After the training is finished, it is recommended to check whether it is actually applied in the field, rather than just checking "Completed."
Examples of questions to check are as follows.
- Is the training content connected to actual work risk factors?
- Did the new employee understand the basic safety rules before starting work?
- Does the person changing the work content know the risk factors of the new work?
- Did the special training participants understand the work procedures and protective equipment standards?
- Is the supervisor connecting TBM,ๅทกๅ inspections, and protective equipment guidance?
- Do you know the reporting procedures for accidents and near misses?
- Did you guide them to counseling channels when they experienced job stress, post-accident anxiety, or emotional burnout?
Industrial safety and health education becomes more effective when linked to the safety and health management system, risk assessment, TBM, accident prevention, and work environment improvement.
๐ Precautions for Using the Annual Schedule and Completion Register for Industrial Safety and Health Education
- This Excel alone does not complete the fulfillment of the mandatory industrial safety and health education.
- The target audience, duration, and content of the training must be verified in accordance with the latest laws and regulations and the specific circumstances of the workplace.
- The applicable standards may vary depending on the industry, the number of regular employees, employee duties, work content, and whether the work is hazardous or dangerous.
- We manage regular training, training upon hiring, training when work content changes, special training, and supervisor training by distinguishing between them.
- Completion is not processed solely by sending the training link.
- We verify supporting documents by method, such as online training, group training, in-house training, and outsourced training.
- Work subject to special training is reviewed in conjunction with the safety and health officer.
- We manage those who have not completed the course and those subject to supplementary education separately.
- Educational materials must reflect workplace risk factors, accident case studies, and protective measures.
- Specific judgments regarding industrial safety, health, and labor matters may require review by experts or relevant agencies.
๐ฅ Download Annual Schedule & Completion Register for Industrial Safety and Health Education Again
Ability to manage regular training, training upon hiring, training upon work changes, special training, supervisor training, non-completionists, and supporting documents all at once XLSX Management Log for HR & Safety Managers no see.
๐ Related Posts
In the related article, you can check the target audience and time standards for industrial safety and health education, the distinction between office and field workers, the operation of supervisor training, and the management of the overall schedule for mandatory statutory training.
โ Frequently Asked Questions
Q1. Do all employees need to receive the industrial safety and health training at the same time?
No. The duration and content of industrial safety and health training may vary depending on the worker's duties, the training course, whether they are office workers, sales personnel, or other employees, and whether they are supervisors. Rather than distributing the same course to all employees, you must first identify the target audience.
Q2. If I complete only the regular training, can the training be considered complete upon hiring?
Regular training and training upon hiring differ in their purpose and timing. For new hires, safety and health training required for the specific job must be verified separately upon hiring. However, if special training has been conducted, the relationship with training upon hiring or training when work content changes must be checked against the standards in the Enforcement Rules.
Q3. When is training required when the work content changes?
Even if the department name does not change, you should review whether training is necessary if the actual work content, processes, equipment, handled substances, or risk factors have changed. It is recommended to verify this with the safety and health manager in the event of personnel transfers, the introduction of new equipment, changes in processes, or deployment to hazardous work.
Q4. How do I identify students eligible for special education?
Whether special training is required may vary depending on the type of work, equipment used, substances handled, the work environment, and the standards in the attached annex to the relevant laws. Rather than simply designating all field personnel as requiring special training, it is recommended to verify whether the work actually falls under hazardous or dangerous tasks and manage this information using a separate sheet.
Q5. Can we conduct the training online?
The feasibility and recognition criteria for online training must be verified based on the curriculum, content, training institution, and workplace circumstances. Even when conducted online, records of access logs, progress rates, completion criteria, training materials, certificates of completion, and supplementary training for non-completionists must be kept.
Q6. Is a certificate of completion sufficient as proof of industrial safety and health training?
While certificates of completion are important supporting documents, it is difficult to verify whether any participants have been omitted based solely on them. It is recommended to organize the list of trainees, training materials, training dates and hours, list of those who completed the course, records of actions taken against non-participants, and the training institution's outcome data together.
๐ Inquiries regarding Industrial Safety and Health Education Operation and EAP Linkage
Occupational safety and health training does not end with the management of statutory completion. In situations involving accident experiences, near misses, job stress, emotional labor, and returning to work after injury, it is necessary to address the psychological burden on workers and the support systems within the organization even after the training.
Nudge EAP does not determine the statutory compliance of the occupational safety and health training itself or replace the role of a specialized safety and health agency. However, if there is a need for guidance on job stress, post-accident anxiety, the burden of returning to work after injury, or management responses and counseling channels following training, it can review EAP counseling and manager support systems tailored to the organization's specific situation.
Nudge EAP does not determine the statutory compliance of the occupational safety and health training itself or replace the role of a specialized safety and health agency. However, if there is a need for guidance on job stress, post-accident anxiety, the burden of returning to work after injury, or management responses and counseling channels following training, it can review EAP counseling and manager support systems tailored to the organization's specific situation.
๐ Source and Information
National Law Information Center, Article 29 of the Industrial Safety and Health Act
National Law Information Center, Article 26 of the Enforcement Rules of the Industrial Safety and Health Act
National Law Information Center, "Enforcement Rules of the Industrial Safety and Health Act"
Ministry of Employment and Labor Customer Service Center, Industrial Safety and Health Education Guide
Ministry of Employment and Labor Customer Service Center: Information on the 5 Major Mandatory Statutory Trainings and Industrial Safety and Health Training
National Law Information Center, Article 26 of the Enforcement Rules of the Industrial Safety and Health Act
National Law Information Center, "Enforcement Rules of the Industrial Safety and Health Act"
Ministry of Employment and Labor Customer Service Center, Industrial Safety and Health Education Guide
Ministry of Employment and Labor Customer Service Center: Information on the 5 Major Mandatory Statutory Trainings and Industrial Safety and Health Training
This content and the attached Excel file are practical resources designed to provide general information and assist in managing the annual schedule and completion status of industrial safety and health training. The actual training targets, hours, content, eligibility for special training, and supporting documentation criteria may vary depending on the workplace's industry, size, employee duties, work content, and the latest relevant laws. Specific assessments regarding industrial safety, health, and labor matters may require review by relevant authorities or experts.
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