An annual training map for public-sector training managers
For training managers at public institutions, the fiscal year sets the calendar. Budget has to be in place before you can place an order, placing an order requires an RFP, and when the training ends there is settlement paperwork. The procedures before and after often take longer than choosing the content itself.
The second characteristic is job rotation. Managers change every 1–2 years, so even a well-run program gets rebuilt from scratch by the next person if there’s no handover document. That’s why, in the public sector, 'Will we leave a one-pager next year’s manager can pick up?' matters more than 'What should we do this year?' Our online community data shows the same pattern: posts from public institutions clustered around official document and report writing and new-hire training — both are work that lives on as documents.
Training we’ve delivered at public institutions
We sorted the course titles and clients of all 2,201 training sessions Nanum Consulting has actually delivered by topic and industry, and counted them. Instead of saying 'we've done that,' we show the numbers. We kept the rows with zero, too — the blanks are what make the other numbers credible.
We also deliver these topics in English. English-language delivery — for non-Korean employees, overseas subsidiaries, expatriates and reporting to global headquarters — is one of Nanum Consulting’s strengths: our instructors teach in English themselves, with no interpreter. Company-wide, we have delivered 55 English-language sessions for 33 clients, including 3 for public institutions.
4 ways public-sector training is different
The difference is in the conditions, not the curriculum. Settle these first, and the rest is simply choosing by topic.
- Bound by the fiscal year and procurement rulesBudgeting → RFP → contract → delivery → settlement must all happen within one year. Single-source contract limits, bid notice periods and settlement forms vary by institution, so this schedule gets fixed before the training content does. Having a draft RFP ready shortens this stage considerably.
- Managers change every one to two yearsBecause of job rotation, training history leaves with the person. If you keep the annual training plan and each course’s results on a single page, the next manager can pick up where you left off. In the public sector, the training-system document itself becomes a deliverable.
- Split by job series, not by rankAdministrative, technical, research, and field staff do different work, so grouping by rank alone leaves half the room feeling the content is not about them. Satisfaction is higher when rank-based and job-series-based training are set up separately.
- Institutions add their own training on top of statutory requirementsOn top of statutory mandatory training, many institutions run their own programs, such as integrity, human rights, and gender sensitivity training, depending on their mission. Separating what the law requires from what internal policy requires makes annual planning much easier.
Training focus by topic
If the table above shows 'what was done and how much,' this section shows 'what’s different for public institutions.'
Which statutory training requirements apply
Whether occupational safety and health training applies to a public institution depends on the work it does. Enter your institution’s industry type in the checker to find out. For the other subjects (sexual harassment prevention, disability awareness, personal data protection, and retirement pensions), applicability depends on headcount and benefit plans, not industry. Applicability and required hours are maintained on a single statutory mandatory training page — to check your organization, enter your headcount and industry type in the checker.
Sample annual schedule
This is a typical sequence for public institutions. It isn’t meant to be used as-is — adapt it to your organization’s calendar.
| Timing | What to include | Why |
|---|---|---|
| Jan–Feb | Set the annual training plan · Confirm budget allocation | If the manager has changed, start by finding last year’s plan |
| March | New hire and transfer onboarding · writing requests for proposal (RFPs) | It falls at the same time every year, tied to the hiring cycle |
| Apr–May | H1 statutory mandatory training · job-track training procurement | Work backward from the bid notice period |
| June | First-half spending review · make-up sessions for employees who haven’t completed training | A low spending rate means a smaller second-half budget |
| Jul–Aug | Official document & report writing · AI training | Avoid vacation season and split into half-day sessions |
| Sep–Oct | Training for promotion candidates & managers · Integrity, human rights, and other institutional training | Tie it to the HR calendar so the right people can attend |
| November–December | Spend the remaining budget · Report results · Document the handover | Leave a one-page handover for the next manager |
Cases from the same industry
We sorted the institutions and companies behind Nanum Consulting's 2,201 delivered training sessions by industry. The client logo wall (/clients) and the reviews (/references) draw on the same source.
Click a name to see reviews of the training we delivered there. Need more examples from teams of a similar size or role? Message us with your industry and headcount.
Most-requested courses for public institutions
Here is how the topics above translate into actual courses. They can be combined or split depending on hours and headcount.
Request a plan and quote
Tell us how many people will attend, when you’d like to run the training, and whether you have shifts or multiple branches. We’ll send an annual plan with a session schedule within 24 hours. You can see an estimated instructor fee right away in the quote calculator.