Skyprep LMS

  Harassment training tracking is what turns a well-intentioned training program into something you can prove, improve, and defend. Workplace harassment training requirements vary by region and industry, but most organizations share the same practical need: make sure the right people complete the right training on time, and keep clear records in case questions come up later. The good news is you don’t need a complicated system to start—just consistent assignments, refreshers, and documentation habits. What to track for harassment training (minimum viable tracking) If you track only a few things, track the items that answer the most common “audit-style” questions: who, what, when, and proof . Minimum viable tracking typically includes: Learner identity: full name (or ID), department, location, role, manager Training assigned: course/module name and version (or last updated date) Completion status: not started / in progress / complete / overdue Completion date + time: ...

  A compliance training checklist helps HR and compliance coordinators turn “we should do this” into a repeatable system: who needs training, when they need it, and what evidence you can show later. Without a checklist, training often becomes reactive—triggered by an incident, a new hire rush, or an audit notice. With a checklist, you can run employee compliance training on a predictable cadence, reduce missed renewals, and make training compliance tracking much simpler across teams and locations. What belongs on a compliance training checklist A good checklist usually has four parts: topics, audience, frequency, and evidence . The exact requirements may vary by industry, region, and internal policy, so use your checklist as a framework—not legal advice. 1) Topics (what training covers) Common topics often include: Code of conduct and ethics Anti-harassment / respectful workplace Data privacy and information security Health & safety basics (and role-specific safet...