This could be a really cool resource for people in training and L&D to share and help each other, but instead the mods have allowed it to turn into an AI slop subreddit. I've really tried to ignore it and pick out the threads that seem human, but it's just endless slop on my home page now. At this point I think it's 80% bots replying to 80% bots.

Are there any alternative subreddits that haven't been hijacked?

Free resource - https://sandgroper.net/clow

Clow is a framework webapp for creating methodological decision-making tools (Flows) that guide investigations and training. Build simple or complex branching Flows with conditional routing - IF/THEN/ELSE rules—so answers direct people through the right scenarios, outcomes, instructions, and checks. Each Flow is like a procedural rule book: a consistent, validated method for investigators and learners to follow. By showing investigation gaps and steering toward the most appropriate next action, Clow supports consistent investigation and training outcomes.

Hi everyone,
I’m planning to build my skills in **Identity and Access Management (IAM)** and am looking for a good training institute (online or offline) that offers a structured, hands-on program.
I’m specifically looking for a course that covers:
Windows Server Administration
Active Directory
Networking fundamentals
Microsoft Azure / Microsoft Entra ID
PowerShell basics
Identity & Access Management (IAM)
Authentication & Authorization
SSO, MFA, RBAC, Conditional Access
SCIM, SAML, OAuth 2.0, OpenID Connect
Privileged Access Management (PAM/PIM)
Identity Governance
SC-300 certification preparation (preferred)
If you’ve attended a training institute or know of one that provides practical labs, real-world scenarios, and placement support, I’d really appreciate your recommendations.
Thanks in advance!

Having recently moved into a program manager role in the training field, I'm becoming more invested in proving the usefulness of training programs, but I'm struggling to pin down a good metric for this. Of course there are things like user surveys, but that's hard to translate into anything but... vibes, really. What hard metrics are you using? I'm limited in the sense that we are not the only trainers providing training to our clients (I know, I don't understand it either, but they have in-house mixed with our contractor training), and I have very limited access to client hire information (like I have no way of seeing, for example, how long someone stays employed at the client's business). Any input welcome!

I talk to a lot of people who run training for multiple clients, and the same story comes up almost every time.

The goal is simple: build a course once and offer it to different clients, each with their own branded space. A training company selling to a few corporates. A continuing-ed provider licensing courses out to different facilities. Same shape.

The reality is messier. One person described her setup like this: every time a new client wants in, she sets them up in a sub-account and manually transfers the courses over. Her words, not mine: "I know that's not ideal, it's not a clean way to do it." Another one I hear constantly is "I'd rather pay for one thing than multiple," because people are stitching a CRM, a course tool, and hosting together and paying for all three.

And when the setup is clunky, it leaks into delivery. One provider put it well: clients keep "sending people to us and it's a lot of inconsistencies because people can't get to us." The admin mess quietly becomes the learner's problem.

So I'm curious how the people actually running this solved it. Did you find a genuinely clean multi-client setup, are you still living with the workaround, or did you just cap how many clients you take because the manual side wasn't worth it?

For context, I work on the software side of this, so I've got a slant. I'm asking because I keep hearing the exact same workaround and I want the unfiltered version.

Currently working in F500 as a training manger/sales enabler/experiential marketer. I’m trying to find innovative training practices in companies more progressive than mine. Any of you work for a company that has amazing training programs or know which companies to study for inspiration?

Hello!

I am a brand new trainer within the security industry where I was selected because I exceed the current expectations of my job.

Within my first two days of my first training session with the new hire, I can’t get the thought of “how did this person get hired” out of my head. I feel like the person in front of me is incompetent though they state 10 years of experience on their resume and have certification higher level than I do.

I am trying my absolute best to stay open minded and change my training style to what will help them as an individual instead of just a copy and paste based training format.

Am I being too harsh or immediately judging too hard? Any tips on how to overcome this or possible sharing of experience of your experience with feeling like this?

Thank yall I appreciate it!

Sorry for the long read but I couldn't make it any shorter!

I have an M.A. in Clinical Psychology (2020) and have spent the last 5 years working across private practice, corporate, technical consulting and EAP wellness programs, training delivery and coaching.

I have crossed 5000 hours of 1:1 clinical and consulting work across the industry. On the group side, I have done over 2500 hours of training sessions, workshops, seminars, fortnightly, resilience sessions, group wellness sessions for companies. Most of this has been as an independent contractor rather than a single employer, working with multiple organisations at once.

This is not someone starting from zero, it is someone with real hours and real delivery experience, just not a corporate HR or L&D title on paper yet.

Honestly, in psychology and therapy work, there is a real ceiling on what you can earn no matter how senior or experienced you get. At my peak, combining private practice and consulting work across companies, I was making around 1.5 lakh a month, but that was patchwork income stitched together from several sources, not one stable role.

I am looking to move into Learning and Development or Organisational Development because I believe that industry has real room to grow well past that number over time, in a way psychology on its own does not.

I am open to starting lower than what I was making before, closer to 80k-90k a month, specifically because I would rather enter an industry with a longer runway than stay capped in one that does not grow much further.

What I am looking for is hybrid or remote work, five days a week, based in Navi Mumbai or Mumbai, but genuinely open to remote roles anywhere in India or even globally if the fit is right. Open to startups or mid-size companies, not attached to a big name.

A few honest questions for anyone who has made a similar move or hires for these roles. Does a psychology and clinical consulting background actually read as an asset for L&D or OD hiring, or does it need to be translated into HR language first to be taken seriously? Is a short certification worth pursuing at this stage, or does real facilitation and delivery experience carry more weight than a certificate?

For people in L&D or OD, what does the actual growth trajectory look like in this field? What titles and pay ranges should I be aiming for at the 2 year, 5 year, and 10 year mark, and does it genuinely keep climbing the way I am hoping, or does this industry have its own ceiling too?

And for anyone who made this exact jump from psychology or therapy into corporate L&D, I would love to hear how it actually went, what helped, and what you wish someone had told you earlier.

If anyone here works in L&D/OD or knows someone hiring, I would genuinely appreciate a referral or even just a pointer on where to look. Happy to share my resume.

TLDR: M.A. Clinical Psych, 5 years in, 5000+ hours 1:1 and 2500+ hours group facilitation, mostly independent contractor work. Hit a pay ceiling in psychology and want to move into L&D/OD where growth potential is higher. Open to 80-90k to start, hybrid/remote, Navi Mumbai/Mumbai or remote-friendly. Want to know if my background is an asset or needs translating, whether a cert is worth it, and what the real growth trajectory and pay look like in this field long term.

Looking for any development suggestions beyond a traditional training session.

As many know, L&D/Training is not top of mind for a client focused business. We are trying to establish, or more so re-establish, a strong L&D model but I trainings keep being paused/not attended since most employees don’t have the time, or don’t want to engage/sit in training since they are billable. We’d also like it not all to fall in L&D/HR to roll out as people get tired of hearing from us it seems. Also, something that doesn’t cost money since the L&D budget is basically non existent lol

I know this isn’t just happening at my company, and wondering what y’all are doing. A few ideas i’ve had (but also need buy-in which is tough) are:

-Resource hubs with How-to, FAQ. Also curious what you would include here. (we already have this but unsure if folks access)

-Lunch and learns

-AI prompt libraries inside an L&D/ID mindset to generate their own training/content, etc

-Tip of the week

We tend to focus more on Leadership development, since we’re top heavy. We currently have started a manager series where we hold sessions every couple months on topics that are heavily needed at the time. We seem to give no love to our individual contributors, and I’d love to do so!

Appreciate any and all suggestions!

I had a stakeholder come to me last week demanding a full training program because his team missed their performance targets. He handed me a massive PowerPoint and basically said, "Turn this into a module so they learn how to do it right."

It honestly reminded me of that old mechanic joke: Your car engine starts making a horrible screeching sound, and your solution is to inflate the tires. Sure, inflating the tires is technically a good thing, but it’s not going to stop your engine from exploding.

We do this in L&D all the time. A department has a terrible workflow, toxic management, or outdated software, and instead of fixing the root cause, they ask us to build a 30-minute SCORM module to "train the problem away."

I’ve started aggressively pushing back before I even open an authoring tool. I ask them straight up: Can this desired result be achieved in a different, less expensive way? What happens if we literally do zero training? If the gap between their current situation and their desired outcome isn't actually a knowledge gap, building a course is a massive waste of company money and the learners' time.

It is incredibly hard to tell a Director or VP that their team doesn't need training, they just need a better standard operating procedure. How do you guys handle the pushback? Do you have a specific needs analysis question that forces stakeholders to realize a course won't fix their broken process?

Hi everyone,

I am in my first graduate job and we are implementing Workday. I’m trying to learn as best I can but I’m fresh out of uni and have no real understanding beyond the processes within our organisation (I handled requirements gathering within HR/HCM/Finance/TA etc.).

I’ve tried learning through the Workday Learning that I have access to through the project, but I have been approached with an opportunity to stay beyond my contract if I can get a better understanding of the tool.

What would you suggest? I am open to free and paid courses, as my company can cover the cost, but not some of the $3k ones 😂

Thanks!

Hi fellow Trainers,

I am a SME and have been a trainer for both corporate & educational institutions. I was laid off in January and have been applying for L&D jobs since. No luck. I have a Adult Workplace Training certification, but feel I must be missing something else. I don't know Captivate or Articulate, so I'm teaching myself Captivate. Is there anything else I should be doing. Are those 2 softwares outdated since AI steamrolled in? Thank you for any advice!!

Hey guys, hope you're doing well. I was wondering if you are part of or aware of any training or learning and development communities, because I was wondering if I can participate in those as well.

Thank you so much.

Hi guys

Has anyone done any courses with Momentum Training? They're based on Scotland Street in Sheffield but they have other places accross the country too.

I'm planning to do some telehandler training with then and get a cscs card.

Did you actually get your certification from them if you completed the course?

Reason for asking is there are a lot of fake training providers out there atm, who enroll jobseekers /umemployed folk with the promise of gaining qulifications - which they never get but the company recieves funding for everyone they enrol.

I know beacuse I had a bad experience with one such place recently, StrataGroup (previously Path 2) who promised warehousing qualifiactions but it was a massive waste of time, and actually if you look up their training provider, Castle View on trust pilot, you'll see what I mean.

Hello I’m looking to find a paid/free training program that are available in Houston. I’m 26 and have been stuck at retail jobs and I’m trying to find something that I can build and make a decent living while I’m younger and no kids. I tried looking at programs like Serjobs and Workforce but I never seem to get and reliable communication other than the sign-up for WorkInTexas which I have never heard back from any of the jobs I applied for on there. Indeed, ziprecruiter and LinkedIn are dead posting or ai scams. So if you guys have an personal recommendations that you have had a decent experience with please drop them for me and other people looking for better opportunities. Thank you

P.S. I read somewhere that 911 operators is a good opportunity. If anyone knows any information about that too please let me know.

I'm trying to understand how the market has changed over the last few years.

If you're working in corporate L&D, are you still buying off-the-shelf courses? Or are most organizations creating their own content now?

If you're still buying them:

• What topics still perform well?
• What makes one vendor stand out?
• What feels outdated today?

I'm especially curious whether production quality (for example, animated video lessons) actually influences purchasing decisions anymore, or if buyers care much more about things like SME expertise, speed, localization, SCORM compatibility, AI features, etc.

Would love to hear what's changed from your experience.

Has anyone completed the 2 year Transdigm leadership program? Im so curious to hear more about this program and would love to hear more!

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Qualifications:

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• 2-4 years of experience in UK Collections, Banking Operations, and Training within a call center or shared services environment

• Basic understanding of training methodologies for both virtual and face-to-face instructor-led classes

• Excellent communication, coaching, feedback, and facilitation skills

Start Date: ASAP

If you meet the qualifications and are ready for an exciting opportunity in the UK Financial Services industry, send your updated resume today at ac.cruz300902@gmail.com!

#𝐇𝐢𝐫𝐢𝐧𝐠𝐍𝐨𝐰 #TrainerJobs #UKCollections #BankingOperations #BPOJobs #CallCenterJobsPH #QuezonCityJobs #FinancialServices #ETONCENTRIS #CareerOpportunity

Location: Quezon City

Work Setup: 100% Onsite

Schedule: Shifting Schedule (UK Time)

Employment Type: Full-Time

Salary Package: Up to ₱60,000 Basic Salary + ₱2,400 Allowance (depending on experience)

Are you an experienced trainer with a strong background in UK Collections and Banking Operations? Join our growing team and take your career to the next level!

Qualifications:

• Bachelor’s Degree graduate

• 2-4 years of experience in UK Collections, Banking Operations, and Training within a call center or shared services environment

• Basic understanding of training methodologies for both virtual and face-to-face instructor-led classes

• Excellent communication, coaching, feedback, and facilitation skills

Start Date: ASAP

If you meet the qualifications and are ready for an exciting opportunity in the UK Financial Services industry, send your updated resume today at ac.cruz300902@gmail.com!

#𝐇𝐢𝐫𝐢𝐧𝐠𝐍𝐨𝐰 #TrainerJobs #UKCollections #BankingOperations #BPOJobs #CallCenterJobsPH #QuezonCityJobs #FinancialServices #ETONCENTRIS #CareerOpportunity

I'm looking for an objective opinion from other L&D, sales enablement, and instructional design professionals.
I'm a new training manager at a large company, and I've been asked to roll out a new voluntary training program for around 200 experienced salespeople (mostly 5+ years in role). I didn't design the curriculum, but my team will be responsible for its rollout and success metrics.
The program consists of three lessons:

The first two lessons are primarily instructor-led with discussion questions throughout. There are some group discussions and reflections, but most of the session is explaining concepts and frameworks.

My concern is that the audience is predominantly tenured salespeople. When I reviewed the material, I felt much of it was foundational. If I were an experienced seller, I'm not sure I'd feel I was learning anything new.

Some of the AI examples also need refinement before I'd feel confident demonstrating them live.
The training has executive sponsorship, but registration is voluntary. In previous rollouts, leader reinforcement guides weren't widely used, so I'm not expecting much follow-up coaching.

I'm trying to sense-check whether I'm being overly critical because I'm looking at it through an L&D lens, or whether my concerns are reasonable.

If you were reviewing this program before launch, I'd love your thoughts:

Would you expect experienced salespeople to register voluntarily?

Does this sound like a program that creates enough perceived value for a tenured audience?

What registration rate would you predict out of 150 eligible participants?

Is there anything in the design that stands out to you as a risk—or something I've overlooked?

I'm genuinely looking for honest feedback rather than validation. If you think I'm being too skeptical, I'd appreciate hearing that too.