How to document leadership training
Last updated 2026-08-07
Leadership training is documented by recording who completed what, when, with what content and with what follow-up. A course certificate alone is weak documentation; a log showing which situations the leader actually practised and what was done afterwards is much stronger during an inspection.
What must the documentation contain?
| Field | Example |
|---|---|
| Who | Name, role and unit |
| What | Topic and learning objective, e.g. conflict handling |
| When | Date and duration |
| How | Course, e-learning, guidance or practical training |
| Result | Assessment, feedback or completion status |
| Follow-up | Next step and responsible person |
How long should it be kept?
Documentation of systematic HSE work should be available as long as it is relevant to demonstrate compliance, in practice several years back. Remember that personal data must be processed under privacy regulations: store what is necessary, not more.
What does the Labour Inspection Authority look for?
- That the training is adapted to the enterprise’s actual risks.
- That the top leader personally has completed HSE training.
- That there is a connection between mapped problems and completed training.
- That follow-up is dated and has a responsible person.
How to do it in practice
In LeaderSkills each completed training session is automatically logged with topic, date, completion and feedback, so HR can pull an overview per leader and per unit without collecting documentation manually.
Frequently asked questions
Is a course certificate sufficient documentation?
A course certificate shows participation, but not that the training was adapted to the enterprise’s risks or followed up. Combine it with a log of content and follow-up.
Must the documentation be in writing?
Yes. The Internal Control Regulations require that essential parts of systematic HSE work are documented in writing.