As a manager, how do you handle employees who use training and development sessions as an excuse to skip work rather than the strong desire to grow?

Training and development needs of an employee are to be well written during work planning (planning for personal evaluation framework) at the beginning of year. Even, if not written, manager shall encourage employees to attend Training and Development sessions which are being conducted in-house or in neighborhood.  Through training and development sessions, an employee improves his communication skills and also enhances his network- which is quite useful for the organization. 

As a control measure / or to minimize misuse of  facility, the manager shall advise the employee to provide a maximum one page write up –what was discussed in session, what he learned and his update on networking with peers of other organizations.  Please have a chat with the employee with his report and file the report in his personal file. Now, you have all the information and you can handle the other future similar request accordingly.

first , you need to Monitor the attendance from the training center to make sure that they at least attended the sessions ! then after completing the training they must write in brief the main concepts they had learned through this training !

After completion of a particular training course or session, ask your employee what they have learnt from that training and how they intend to implement that knowledge into their work setting. This way you can assess if they really attended the sessions or otherwise. This can also be done by acquiring data from the training centre but there is chance of biasnes. A training/course completion certificate can also suffice. 

The urge to grow comes when the employee is motivated to acquire new knowledge and test is himself or learn from others experience. If the test or experience of implementation is successful, the employee feels proud and considers a big asset to the Organization. 

Thanks

I support answer given by Mr. Fazlur

An assessment is performance after the training session, and if the results were not in conformity with the goals of the employee of the following courses exclusion

I think we need to increase our training within our job but for this case I will use his course to give him more work than he takes that massage will be more skill need more qualified one. 

The first part of training.

1. Let them they had an a invitation for the Training Session with details as Venue & timing.

2. As a Company it has to be ensure that they have the right person who  take;s care of a training session.

3. The day of Training session should be linked to numbers ( Sales, Taget, Achievements)  till EOD.

4. Make sure the Venue Hotel Management should be treat or care them like a VIP guest.

5. During the session on breaks interact with team members individually to their R&R lacing. 

6. Have a one to one round to cross a check on training session as review.

8 Ensure that for what we had get to gather and let them know how to drive to roll the numbers at the day end.

7. End the day with announcement of rewards & awards.

As a Manager I believe and recommend my team to come with some outcome after every training and development session what they have attended.

If there is No OUTCOME then from next time they will not be entertained for any such programs

The following steps should be taken:

1. an approval form should be signed before applying to the course where the employee should describe how this course would add to the company.

2. a brief report to be submitted by the employee after the training course followed by a quick discussion with him about subject

In addition to the answers, I would like to say that such issue could be handled by the following:

1. Specify training needs and people who need to attend training.

2. Set the time and dates.

3. Follow up and examine people attendance and development

Thank You