I will resist the training for many reasons:
1. I don't see any value in the training.
2. I think I already have the skill.
3. I know the training sessions are usually a waste of time - since it is not done well.
4. I don't get treated with respect during the training. (I am treated like a school kid.)
5. I am not convinced that the training is required.
6. Since there is a bond after training - I don't want to take it. Now, I might or might not stay for 1 year; but, the bond is restricts my freedom. It is an unfair practice especially when I didn't ask for the training or when I am not totally convinced about the need for training.
Now, how do we deal with it?
1. Our prime concern should be: the job needs to be done per required specifications and within organizational values. So, if it is done as required we should not worry about the person taking the training or not.
2. First there has to be agreement between both of you that the expectation is the job is to be done per required specification and within org. values.
3. Then state that by experience you know that a person that has undergone training is the one who usually does it well. (If it is true)
4. You will have to reconsider the 1 year clause. If it is an expensive course, and you want to retain the clause then you cannot force the employee to take it. It is not fair to force him to take and have a 1 year clause.
5. The best method is to have the employee itself come up with the request I want to take the training. If you haven't prepared such a culture, at least try to show what is in it for the employee in the training course. (It could be a good addition to his resume, upskilling, etc.)
6. Or demonstrate that the skill is very essential for the current job/future job - without which the job cannot be done well. And 'educate' that this skill is absent in the person. And this training session will definitely equip him/her with the required skill. (Do all three of them with data/logic such that it can stand scrutiny from a third party.)
7. If the employee does not listen to reason (an'd hasn't given his/her reason) then it should go to the appraisal document and that too only after the fact that the job has not been done per the requirement.