A standup is designed to provide visibility on progress, identify impediments, and foster collaboration within the team. It’s meant to inspect progress toward the sprint goal and adjust the upcoming work as needed. For it to be properly useful, it relies on people being transparent and on sharing clear information.
If you have one team member that is elusive in describing what they are working on, then that can impact the team's ability to work effectively, and/or can endanger the sprint goal. So you need to figure out what's going on.
You don't do that by asking them to report their work at the end of the day. You already have a daily standup, so this will be redundant. Also, am I right to assume that you want just this person to report work at the end of the day? If yes, then that can get you into trouble down the road, because you basically single them out. That's not fair. Fair would be for everyone to do the same. But like I said, it's redundant, so you will annoy everyone else that is already communicating clearly. This can also get you into trouble down the road, but in a different way.
You need to have an informal 1-on-1 discussion with this person and clearly state the observation.
Try going in prepared into this talk. With examples. Then ask what’s going on. You need to avoid this turning into a blame game. So genuinely try to understand what’s happening. Maybe the person is not skilled enough for the tasks and they might be afraid to ask for help during the daily, worried that it might reflect bad on them. Or they might try to push through obstacles by their own power. Or they might not be good at communicating or understanding what kind of information they should share. Discuss whatever it is, and make it clear that the team is there to help. Discuss ways to improve things, mention what the expectation is, and then monitor things as you go along (*).
Then adjust as needed.
(*) I’m assuming here that this person is not just lazy, or otherwise doing something else with their time, and in the daily trying to avoid discussing the lack of progress. If that’s the case, then this is a more severe issue that goes beyond your question of asking to report their work at the end of the day. That will require formal discussions, involving HR, keeping an extensive documentation trail, formal PIPs, etc., and if all fails, removing the person from the team.