How to track mandatory training and an annual training plan

How do you build an annual training plan and track training?

Training tracking starts by splitting courses into mandatory and development training, then placing them in an annual plan. Each course is assigned to people, attendance and completion are recorded with evidence, and for training with a validity period, the next due date is watched in advance.

1. Separate the training. List the training required by law, such as İSG (iş sağlığı ve güvenliği, occupational health and safety), apart from the development training the company chooses; for mandatory courses, note the legal basis and repeat interval.
2. Build the annual plan. For each course, set the target group, quarter, method (in person or remote) and the person or organisation delivering it.
3. Assign. Assign the training to a person, department or position with a due date; link new starters to the onboarding checklist.
4. Keep evidence. Attach the attendance record, test result and certificate to the employee's file.
5. Track renewals. List training that is about to expire every month and make renewal assignments before it lapses.

What does Turkish law say about OHS training?

Occupational Health and Safety Law No. 6331 obliges employers to have their employees trained in OHS. The duration, repeat frequency and documentation of training are set by a regulation in the Official Gazette of 2 April 2026, issue 33212, which repealed the earlier regulation in force since 2013.

Under Article 17 of Law No. 6331, training is given in particular before starting work, when the workplace or job changes, when equipment changes or new technology is introduced, and is repeated at regular intervals. The cost of training cannot be passed on to employees, and time spent in training counts as working time. The detail is in the regulation on employees' OHS training (Çalışanların İş Sağlığı ve Güvenliği Eğitimlerinin Usul ve Esasları Hakkında Yönetmelik):

Where does training tracking on paper and spreadsheets break down?

When training is tracked with paper attendance sheets and spreadsheets, the course has usually been delivered, but the evidence cannot be found when someone asks for it. Because renewal dates are not calculated in one place, expired training gets noticed during an inspection or after an accident.

• Scattered evidence: the signed record sits in a binder, the certificate in an email, the test result with the trainer.
• Missed renewals: the repeat date is calculated by hand for each employee, and the sheet is not updated when the hazard class changes.
• New starters fall through: basic training that must be completed within three months of joining never makes it onto the tracking list.
• Branches cannot be compared: each location keeps its own sheet, and all of them are merged by hand for a combined report.

How does training tracking work in Sora İK?

In Sora İK, courses are defined in a catalogue, assigned in bulk to people, departments or positions, and completion is recorded per employee. Where a course has a validity period, Sora İK works out its end date from the last completion; for basic İSG training, that period follows the company's hazard class.

The catalogue holds each course's name, type, whether it is internal or external, the provider, duration and validity; each session records its date, place, trainer and method (in person, remote or blended). A completion stores the date, result, score, certificate number and a note, and the certificate file goes into the employee's personnel file. Training due to expire within 30 days and training already expired appear in a separate list.

For İSG, Sora İK treats basic training as valid for 12 months in the very hazardous class, 24 in hazardous and 36 in less hazardous; lists employees still without basic training three months after their start date; rejects remote sessions for induction training; and does not count basic training as complete with a score below 60. Sora İK does not supply training content. Hosting video and PDF content, test questions, email reminders before expiry, rule-based automatic assignment and a CSV report of training records are on the roadmap. Completion is entered by a user with training permission, not by the employee.

For plans, see Sora İK pricing; for the full catalogue, assignment and İSG rules, see Learning Management (LMS) — full feature list.

What should IT and management watch in training records?

A training record is the employer's first piece of evidence in an inspection and after a work accident, so you must be able to see who entered it, when, and whether it changed later. In multi-site organisations, every branch needs to work with the same rules and the same record structure.

• Change trail: in Sora İK, every change to assignment and completion records goes into the audit log, and users other than the company owner cannot create assignment or completion records on their own employee card.
• Personnel file link: the regulation requires the basic training certificate and the induction record to be kept in the personnel file; keep the document on the same employee card as the training record.
• Health data: a record of training given after a work accident can indirectly reveal a health condition. In Sora İK, only the employee concerned and users permitted to view special-category data can see these records.
• Inspection report: pull the “missing basic training” and “expired” lists by branch every month; these two lists are what a labour inspector will ask for.
• Role design: give your occupational safety specialist a custom role with training permission that cannot see pay or payroll.

Modules that work with learning management

A training record begins with the onboarding steps, is kept in the personnel file and feeds back into the development plan from the performance review. The guides below cover each of these links.

• 360-degree performance review guide: Review cycles built on KPI and competency criteria: form design, choosing raters and using the results.
• Digital personnel file guide: Document groups, steps for moving from paper to digital and access rules for managing personnel files.
• HR metrics guide: Formulas and worked examples for employee turnover and absenteeism, plus a set of HR metrics to track regularly.
• Onboarding and offboarding checklist: Paperwork, SGK notification, account and equipment steps for joiners and leavers, with owners and timing.

Frequently asked questions

Which training is mandatory for employers in Türkiye?

The baseline for every workplace is the occupational health and safety training set out in Law No. 6331 and the OHS training regulation: induction, basic training and its repeats, and additional training after a long absence or a work accident. Some jobs also require vocational training or certificates; draw up the list for your workplace with your OHS professional.

How do you track training renewal dates?

For each course, add the validity period to the last completion date to get the end date. For basic İSG training, the regulation sets the period: at least once a year in very hazardous, every two years in hazardous and every three years in less hazardous workplaces. Listing training nearing expiry each month lets you assign renewals before they lapse.

How do you document training attendance?

For face-to-face basic training, attendance is recorded in minutes showing the place and date, participant and trainer details, signatures, duration and topics. For remote training, attendance is recorded with the remote-training data listed in the regulation. Employees who pass receive a basic training certificate, kept in the personnel file. Holding the evidence on the employee card shortens searches during an inspection.

Is an LMS the same as training tracking?

Not quite. Training tracking records who took which training, when, and when it must be renewed. An LMS (learning management system) usually adds content hosting, online courses and tests on top of that. Today Sora İK handles assignment, completion and renewal tracking; content hosting and test questions are on the roadmap.

Can training results be linked to performance?

Yes, but the link works better through development: a development area found in the review becomes a training need, and completed training becomes a goal for the next cycle. Rather than adding mandatory İSG training to the performance score, track it as a separate compliance check. Direct assignment from performance results to training in Sora İK is on the roadmap.