Missing Mandatory Training for a Year: How Should I Address This with HR?

Hi, I have not received any training for a year, even though it is mandatory to have a minimum of 7 days of training in a year at my company. I have already provided feedback to our HR department, but my reviewing officer is the main culprit. What should I do?

It is advisable to convince your reviewing officer about the need for training. If HR can nominate you for training and can instruct your reviewing officer, try this method, but there may be a risk that your reviewing officer may not take it kindly. So be tactful. These are sensitive areas at the workplace.

Regards,
B. Saikumar
Mumbai

As you have not provided enough information about your organization and its financial position, it is difficult to make specific comments. However, I would like to raise a few questions, as Saikumar has given a good answer.

Questions to Consider

Do you have an appraisal system in which either you or your reviewer has identified areas for development that could benefit from training to improve the organization's effectiveness? Is it just you who has not had the mandatory training? Normally, when a company is in the phase of saving money, it's the training of staff that gets affected.

Yes, we have an appraisal system in which either you or your reviewer can identify areas for development that could benefit from training to improve the organization's effectiveness. However, I have not received any training. I have been working here for the past 8 years, and I have not undergone any training on my own. There is no cost-cutting going on either.

I am rather surprised that you have copied and pasted my question in your response, including the typo. If areas for training have been identified, can you undertake training on your own? Find out where you can get training in these areas and then approach the company for time off or reimbursement of the cost (if not in full, at least by 50%).