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Wind power generation is classified under “Electricity, Gas, Steam, and Air Conditioning Supply” in the Korean standard industrial classification. Under Article 29 of the Occupational Safety and Health Act, employers are required to provide safety and health training for workers. This includes “General safety and health training”, “Regular safety and health training for Supervisors” and “Training at the time of employment and when job Change” such as those for common training.

In South Korea, various institutions are conducting training programs for wind power industry workers to promote the renewable energy sector, as shown in <Table 2>. Most of the training courses are independently operated and are not internationally certified.

A number of European countries, such as Germany, Spain, United Kingdom, Denmark and Netherlands, have implemented offshore wind power systems and require internationally recognized training programs to ensure both accident prevention and workforce competence. The GWO has established comprehensive standards governing training content, delivery methods, and institutional requirements, and it maintains oversight through annual external audits of accredited centers. The GWO curriculum integrates safety training specific to offshore environments alongside job-related technical instruction.

The Offshore Petroleum Industry Training Organization(hereinafter OPITO) similarly provides international standards for safety and occupational training across the oil and gas, renewable energy, and maritime industries, and has recently extended its framework to include wind industry. The OPITO enforces quality assurance through regular audits of its approved providers.

As a result, compliance with the GWO or the OPITO standards has become a common requirement among industry participants, and these practices are increasingly being adopted outside Europe to support the global expansion of the offshore wind industry.

(1) Type of GWO training program

The GWO training program is designed for personnel working in the wind power industry and related wind power environments. In response to the worldwide growth of the wind industry, the GWO safety training program was collaboratively developed by members of the GWO to enhance accident prevention and promote safe working practices. Competency training programs are developed to prepare personnel for specific tasks performed in the wind power industry, with a particular focus on high-risk operations. Individuals who complete the GWO training are eligible to obtain international recognized certification for the competencies related to the completed course. Verification of training record is available through Wind Instry Database(hereinafter WINDA), which is official database server of the GWO. All the course is indicated as <Table 3>.

For training course that include practical exercise, delegate is required to provide proof of health status to ensure ability to safely engage in practical activities. Accordingly, each training institution is required to establish its own procedures for verifying the health status of delegates.

(2) GWO approval process

In order to operate the GWO certified training program, the training institution must is required to satisfy the requirements recommended by GWO and undergo an approval audit to assess compliance with GWO standards. Approval is granted according to the individual criteria established for each module within the training courses. Accordingly, appropriate instructor, management system, training equipment, and facilities must be provided to meet the requirements of each module. Such approval is conducted through Accredited Certification Bodies which is regionally designated and registered on GWO website.

This approval process is carried out by Accredited Certification Bodies, which are registered on the GWO website and categorized by region. The training institution is permitted to operate training programs following initial approval, and periodic recertification is required annually. The approval process proceeds through four stages, as illustrated in [Fig. 2].

[Fig. 2] 
GWO approval process stage.

Initially, compliance with the requirements for four key elements(management systems, physical resources, human resources, and assessment) is verified for the relevant training module. Then the approval process proceeds with the training module being conducted under the supervision of an accredited the GWO auditor. Upon successful completion of all evaluations, the training institution is granted a license by the GWO to deliver the training program, and regular audits are subsequently conducted to ensure continued adherence to the GWO quality standards.

(1) Type of OPITO training program

The OPITO has historically provided internationally recognized certification training for the offshore oil and gas industry. In response to the rapid growth of the wind power industry, the OPITO has recently developed and implemented additional training programs specifically designed for renewable energy industry. These programs offer a broad spectrum of content, including emergency response safety training and modules focused on both fundamental technical skills and specialized technical competencies. The OPITO is strengthening safety training standards in the wind power industry and contributing to the development of industry personnel capable of working safely.

(2) OPITO approval process

To operate OPITO training programs, institutions must complete the OPITO approval process, which includes multiple steps as illustrated in [Fig. 3]. Each training module must meet specific OPITO standard to be eligible for training before implementation.

[Fig. 3] 
OPITO approval process according stage.

The first step requires the training provider needs to attend a pre-approval workshop held by OPITO headquarters, As the first step of the OPITO approval process, training provider seeking OPITO certification are required to participate in a pre-approval workshop conducted by OPITO headquarters, during which it receive guidance on the approval process and standards, and to submit the necessary audit request forms for each course to OPITO headquarters. As the second stage, the training provider’s management system and training programs undergo an online audit(desktop audit) to assess compliance with OPITO standards. This stage involves a thorough review of documents related to the management system, facilities, staff allocation, and training program/assessment procedures. As the third step, if the training provider passes an online audit(desktop audit), OPITO sends inspectors to conduct an on-site audit. During the audit, the training provider's management system and evidence, staff allocation and qualification, training facilities and equipment, lecture evaluation, and training programs are evaluated to confirm compliance with OPITO standards.

Once a training privider passes all stages, it is authorized to operate OPITO training independently. After approval, the training provider undergoes continuous monitoring to ensure ongoing compliance with OPITO standards.

Currently, there are no standardized educational criteria for the offshore wind industry in Korea. Ensuring a stable supply of skilled personnel at each stage of project development is crucial to avoid delays resulting from workforce shortages. For this reason, a detailed analysis of the required roles and tasks across the various phases of offshore wind development is warranted. In this study, a competency matrix has been developed to outline the essential training pathways for workforce cultivation in the offshore wind power, based on job analyses corresponding to each stage of domestic offshore wind power projects which is showed in <Table 5>.

In the offshore wind industry, career transition and entry opportunity for seafarers encompass a diverse range of fields, including offshore wind installation, crew transfer, environment assessment, and turbine operation & maintenance(CECS, 2023). Vessel operations play an important role throughout offshore wind projects, from the Construction & Installation phase to the Operation & Maintenance phase. Seafarers can serve on various types of vessels such as Crew Transfer Vessel(CTV), Service Operation Vessel(SOV), Wind Turbine Installation Vessels (WTIV), and cable-laying vessels. Furthermore, individuals with a background as marine engineers can advance to technical roles responsible for turbine inspection and maintenance. To perform these duties effectively, seafarers require not only the foundational training mandated by the STCW Convention but also additional specialized education and training tailored to the specific demands of the offshore wind industry(NOOWOEM, 2021).

The proposed matrix identifies core competencies, recommended training programs, and appropriate training levels for each phase of industry development, offering a practical framework for workforce planning. Furthermore, the integration of internationally recognized certification programs is expected to strengthen the global competitiveness of Korea’s offshore wind workforce.

During the initial development stage, specialized knowledge and certified qualifications in areas such as law, finance, and environmental assessment are required, which presents challenges for rapid workforce training. As such, the involvement of professional educational institutions in delivering targeted training is essential. Personnel engaged in the design phase need academic grounding and practical experience in disciplines including mechanics, engineering fundamentals, naval architecture, geology, electrical engineering, and materials science. This underscores the importance of collaborative training initiatives between universities and industry(BETWTOS, 2013). For the procurement and manufacturing stage, engineering education focused on component production is necessary, while the installation, construction, and operational phases demand technical expertise in civil engineering, construction, marine operations, and power systems. Notably, these latter stages are well suited to safety and job-specific training programs that can be extended to a broader pool of participants, thereby facilitating wider workforce development.

Given the advanced technical requirements and multidisciplinary nature of the offshore wind industry, it is difficult for a single institution to meet all training demands. Therefore, a systematic collaborative model involving universities, specialized training centers, and industry partners is necessary for the effective development and delivery of educational programs. Such inter-institutional cooperation will enable the cultivation of a workforce that is both practically skilled and aligned with the evolving needs of the sector.

The development strategy for domestic wind power industry education was established as follows.

A comprehensive training management framework is essential for the quantitative assessment of workforce competencies and the systematic administration of qualifications and training records across various occupational sectors within the wind power industry.

The government institution that already manages seafarers’ training records domestically can also oversee the integrated management of educational histories for wind power industry personnel, thereby improving efficiency. The Universities are responsible for foundational academic disciplines of the wind industry and mainly conduct research activities related to the industry. Therefore, universities handle foundational theoretical education and technical research for the wind power sector. General safety and competency training require collaboration between wind company and government institution. The training programs must meet companies’ educational demands according to the development stages of the wind power industry. Government institutions, which can ensure continuity by providing training without interruption, should cooperate with companies to implement general safety and competency training. The overall governance of the industry’s workforce development is led by the government, which assumes responsibility for the unified operation and administration of the entire system.

This framework enables industry personnel to efficiently track and verify their training and certification records both domestically and internationally, thereby enhancing the transparency and practical utility of such documentation. Furthermore, an integrated management system facilitates the timely dissemination of regulatory changes, industry trends, and technological advancements to relevant stakeholders, supporting ongoing improvements in workforce development practices. practices.

The wind power training development strategy in Korea has been established as illustrated in [Fig. 4].

[Fig. 4] 
Offshore wind training system development strategy.

This strategy can be summarized into three key directions. First, it begins with internationally certified training programs that emphasize safety training and competency enhancement to cultivate essential personnel for the field. Second, the strategy focuses on expanding educational infrastructure tailored to domestic conditions, while fostering practical, field-oriented training systems through collaboration among industry, academia, and public institutions. Third, relevant laws and regulations are revised to mandate the completion of certified training and the acquisition of qualifications, thereby elevating the capabilities of the domestic workforce to an international standard and contributing to the enhancement of global competitiveness.