What is an appropriate action for HR when a new network administrator cannot attend training due to religious practices?

When a new network administrator cannot attend training due to religious practices, requesting the manager to hold classes during the work week is an appropriate action for HR. This approach demonstrates sensitivity and respect for the employee's religious beliefs while also facilitating their necessary training. It acknowledges the importance of inclusivity in the workplace and strives to accommodate the diverse needs of employees, which is crucial for fostering a positive work environment.

Holding training sessions during the work week allows the employee to participate fully without sacrificing their religious obligations. It also ensures that the training remains cohesive and collaborative, as group sessions can enhance learning through interaction and team dynamics.

The other options may not sufficiently address the importance of accommodating religious practices. For example, requiring the employee to attend training regardless of their schedule disregards the employee's rights and could result in feelings of exclusion or discrimination. Offering online training sessions on Saturdays might not be a solution either, as it could still conflict with the individual's religious practices. Providing additional resources for self-study is an option, but it may not offer the same level of interaction and support that formal training provides. Thus, adjusting the training schedule is the most respectful and effective approach in this scenario.