Were you informed about the initial training process when you interviewed for the role or during a new hire orientation? It sounds as if you have had no new hire training at all.
Even if you have a wealth of experience in your job field and your type of role, if you transitioned to a new employer and/or job, you would expect to learn systems and information specific to your organization, immediate work group and role so that you are empowered with the tools and knowledge to work effectively and efficiently. Even if there are training modules that you are charged to complete independently, you would expect someone to track your progress.
How will your work be assessed? Do you know if you will have performance reviews?
If you have no information about training and performance reviews, request this information via email from your supervisor. Ask for a training schedule and date ranges for performance reviews. If no documented training ensues, you will have evidence to present to HR should you wish to apply internally for another role. You would simply explain that to ensure your success as a new employee, you require the tools, role specific knowledge and guidance to perform your work well. You are asking for someone to empower you, not to hand hold.
If you get nowhere following the above steps, please consider looking for another role elsewhere and make sure to ask while interviewing what role specific training you will receive, how you will receive it, how your work will be assessed and how your prospective supervisor would describe their management style. Sometimes what applicants hear in interviews does not agree with what they experience after they are hired. Nevertheless, it makes sense to try to learn as much as possible about what is expected of you in a role and what you might expect of your prospective coworkers and supervisor before you accept a job offer. Knowledge is power! Best of luck!
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