Training Program - Training Programme [Thread 341655]

As per HR practice, what action can we take if the staff do not attend the training program?

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Dear Mr. Noor Mohammed,

Try to gather genuine information/reason from those who failed to attend the TRAINING PROGRAM. Once you evaluate/analyze their reasons, you are welcome to take DISCIPLINARY ACTION. If it's an IN-HOUSE TRAINING PROGRAM delivered by an IN-HOUSE TRAINER, then there won't be any FINANCIAL LOSS to the organization. However, if the training is delivered by a THIRD PARTY, it's a LOSS for the organization.

I hope you had intimated participants by giving them the schedule well in advance about the TRAINING SESSION.

With profound regards,

Dear Mr. Noor Mohamed,

First, you should analyze why the staff failed to attend the training program. Based on your analysis, you can initiate disciplinary action. Please remember not to let your staff repeat the same mistakes again and again, as this would devalue the training programs, the trainer, and the disciplinary action taken.

With profound regards,

I have clearly intimated to them through telephone and also got confirmation from their Department Heads. Later, I also sent an email to the individual inquiring about the reasons for not attending the training program, but received no response. They could have replied if they had been assigned some work. Please suggest how we should proceed.

Please suggest appropriate HR practices for disciplining them. I really want to put a stop to this behavior. If this continues, other attendees may follow suit.

Dear Mr. Noor Mohamed,

Do you have an HR policy framed and approved by your top management for employee training and development programs? It should also include consequences one may face and disciplinary measures against those failing to attend despite providing them relevant information in writing.

1) First, you should seek a reason (in writing) for not attending the training program.
2) Seek inputs from respective department heads on what actions can be initiated, as it is the responsibility of the department heads to ensure that their team members attend the training program without fail. Verify the reasons submitted with department heads.
3) Kindly submit a list of nominees (absentees) to your top management, along with the valid reasons as received by you.
4) If your top management permits you to initiate disciplinary action, then you may issue a "memo," which can also be correlated with employee performance management systems.

The action initiated should educate your employees on a broader spectrum and should make them realize that such mistakes should not be repeated in the future, under any circumstances.

With profound regards,

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