In most organisations, training has become a routine, perfunctory assignment for HR Department. Training for employees is not done on a serious basis. In the first instance, apart from the recommendation of an employee's immediate superior's recommendation, there should be simple tests (a lot of them available in internet) to assess the true short- coming or grey area of an employee who needs a particular type of training.
In many organisations, the same immediate superior who recommends training for his team member, will also prevent him from going for training, on the excuse that there is pending work, shortfall is there and hence cannot be spared. In a HOD meeting, the same person will say, my team members are not sent for training !
First of all, develop the habit of communicating all these nominations, cancellations etc. through email only and keep saving those email for future reference and for compilation in your report.
Your report can be prepared in a simple excel sheet, which should contain, inter alia, information on employee details and also, nomination for what training, when communication sent, whether the employee attended training or not, and if not, reason thereof.
If you keep tracking this information in all sincerity and capture the information and submit to your Head, the statistics will prove your involvement and also commitment.
If my understanding of your posting is right, then above is my answer !