#training

WF has a habit of hiring people as consultants that they can't be bothered to train or hire on their teams. As a result, contractors are given the jobs that no one is qualified to do & no one WANTS to do. You'll get blamed no matter what. How you did the project, how long you took, if you wore the wrong color shirt, if you didn't su-k up to the starved for attention boss, if you didn't tolerate the hostile work conditions. Then, they will slander & defame your reputation out the door to the agency & internally at Wells. Avoid it if you can. Just work somewhere else.

Fed just got theirs and they are due Dec. 3. How did it go for the commercial side? For AEs, there is a SIGNIFICANT jump in technical accumen expectations. Does anyone on the other side of this from commercial have tips for how you can suddenly gain the knowledge of a CIO with a master's degree in 30 days?

We've all gotten a ton of training to complete by the end of the year. Now I know how to spend the recharge period.

At least there's time to do it.

But one thing I noticed when doing the Data Privacy training (or whatever it's called; has to do with data stewardship), nearly all the scenarios they present show the main character as being pressured by management to cut corners. And the lowly person at the bottom has to push back and follow the right protocol and procedures.

So, that is putting quite the onus on the report to push back against managers (unrealistic). And aren't managers supposed to be holding the line against this kind of behavior? It's very odd.

With team members impacted, and workloads higher than ever, when do we have time to complete the 300 AI trainings that are shoved at us?

There's no stability here, and we're expected to figure out new responsibilities with little training or guidance. Between the layoffs, constant management interference, and endless reorganizations, getting anything done is a miracle.

As if the work is not enough, now there is a stupid initiative to progress to 0 inbox - management, I have a genuine question...are you daft? Do you want people to stop doing what they are doing and do this d-mb a-s training which teaches you to only interface if needed? You guys can keep inserting blocks in my calendar, I take immense pleasure in using that time to do virtually (hehe) anything other than training.

Come at me bro!

Who was the Exec responsible for selecting and implementing Ariba? It has been nothing but a disaster for contractors in the field. Nobody is getting paid and the training su-ks. They tell me that every other company is getting out of this system, then why is EM selecting this? This person should be removed from their job!

Cross-training has become an excuse for poor staffing decisions. Rather than hiring enough people to adequately cover the workload, management continually adds responsibilities to existing employees and calls it versatility. The result is an overwhelmed workforce, diluted attention, increased errors, burnout, and an unhealthy work environment.

You cannot keep adding roles, responsibilities, and expectations without adding resources. Employees are not an unlimited staffing solution, and expecting them to function as multiple positions simultaneously is not good management. It's cost-cutting at the expense of the people doing the work.

What is the rationale behind the upcoming four-hour DDAT training session?

Dedicating a four-hour block to topics like "DDAT Iteration Planning" is highly impractical for teams managing heavy daily workloads. Furthermore, the schedule allows for only two 10-minute breaks over the entire duration, and scheduling this block for 7:00 AM creates an unnecessary burden on participants.

The session features three presenters speaking at length without offering clear, actionable insights, raising serious doubts about whether the instructors fully understand the material they are attempting to teach. We need a major overhaul of how these professional development sessions are structured, timed, and delivered.

We were good while under csbbo but ever since moving back to ECrL sh-t show . And now they are making us work EO cases which i don’t think we are properly trained for . Also changes happening daily but no heads up given .

Do you know how to order a coffee? Soft skill.
Can you say "hi" to another person? You have soft skills!
Can you say "lev-er-age" ? What about "cap-it-u-late"? "Cir-cle-back?" Soft skills!

Who else feels the same??

🫤😵‍💫🫩

I noticed there is a massive layoff for MiniMed employees. So many talented people dropped. At the same time - a bunch of their jobs have been advertised.

It doesn't make sense. Surely keeping them on is the smarter choice. You have to train new people on the MDI and pump system.

I got an email this morning that was sent to “Select E3 Employees” saying “Building Our Skills for What’s Next” and it goes on to say we have to take a mandatory training (that’s personalized to our role) by end of November….geared around shaping what’s next for business and preparing for the future.

Should I be nervous?

Regardless of your role, I'm sure there are certification programs out there that can help build your resume, so TAKE THEM!

I'm like 40k deep in trainign that dell has paid for already and just got approved for another 10k class. Seriously though, find a cert/course that costs money and submit for it to be paid for and take it!

My Lawd, what a waste of time. Wonder how much money we burned for this "enlightenment" training of AI.

https://www.politico.com/news/2026/05/12/ice-optional-practical-training-fraud-00916797

https://www.politico.com/news/2026/05/12/ice-optional-practical-training-fraud-00916797

I know it doesn’t take too much time in the whole scheme of things but why would we have another mandatory training/exercise this time of year? Didn’t we just do this?

Has anyone received a clear explanation for why certain branches have active job postings despite the staffing model showing we are fully staffed or overstaffed? Our branch currently has two open requisitions (UB and Sr RB). When asking Area Leadership, the response was simply, "We don't know, it has something to do with your branch being a training hub."

I just got this note from DeVry

• If you’re looking to upskill and stand out in today's changing job market, we’re here to help. Our faculty work alongside industry pros to keep curriculum focused on skills employers value — and to anticipate the skills of tomorrow's roles, too. That includes the latest in AI tech, important soft skills like strategic decision-making, and a whole lot more.

• We're so serious about helping you meet the demands of the job market that we're embedding AI literacy into all of our programs this year. Whether you're passionate about joining the next generation of business leaders, improving healthcare operations, or innovating with technology, you'll build the skills you need to pursue your dreams here at DeVry.

• From skill-building to schedules, we know flexibility is key to leveling up your career options. With DeVry, you can study anytime, anywhere, with 100% online, career-aligned courses made to fit your life. Choose from 140+ programs and specializations across tech, business, and healthcare to find your perfect fit — in areas like cyber security, leadership, accounting, healthcare administration, and many more.

Ontario and Canada are providing over $203,000 to support Stelco workers impacted by upcoming layoffs. This funding will assist 75 workers and jobseekers with skills assessments and training plans. The announcement follows federal pressure on Stelco to present a job retention strategy. Stelco plans to lay off up to 500 employees due to tariff impacts and market conditions. The initiative aims to help workers transition into new careers and provide employers with a skilled labor pool.

Hamilton, Ontario

https://www.thespec.com/business/stelco-layoffs-203k-for-hamilton-steelworker-retraining/article_b4fd6249-2220-569d-aaac-ed94abc19f88.html

Oracle employees are not trained in Oracle cloud or other products they build.

Oracle has significant restrictions on employees using its own products internally. People often know only the specific area they work on, with limited opportunities to explore the broader product ecosystem hands-on.

Even provisioning an internal server for experimentation can be difficult. How many Oracle employees actually know OCI in depth ? how to create a VPC, configure load balancing, set up networking, and deploy services end-to-end?

You don't have to love working at EM to get something valuable from the experience. Take the training, learn new systems, volunteer for work that teaches you something, and leave with skills you didn't have before. Those skills can either help you stay or give you a much easier path out. Either way, you're better off than simply waiting for the company to decide your future.

So they started with training today across these centers of Expertise. Trainers were given their notice that they will be off payroll by the 15th of the month after previously being told they would not be losing their jobs with this next roll out of surpluses. They are alleged to continue through next Wednesday. Disrespectfully fu-k them because the whole plan is to replace them with unskilled floor support who barely know the business themselves and expect these folks they just fired basically, to skill them up in the interim. It is an utter sh-t show.

I have trainings due at the end of October and some halfway through November’s. My people leader is requesting to have them all done by end of this week. What is the rush? Why am I getting “urgent” emails for something that’s due a month from now. Is there internal competition between the markets on who get is done. I don’t understand why push unless there was some incentive that employees aren’t aware about

Has anyone done these forced "trainings"? If this AIDLC cr-p is adopted en masse I can imagine prod being in flames company wide within 2 weeks

What visa program is being used to bring in all of the Indian workers to be trained in the USA?

"Outsourcing to AI is the same bright idea as offshoring work to China / India...etc. (I am not sh-----g on Chinese, Indians...etc. I know people need work and are paid peanuts).

Outsourcing leaves countries without skilled workforce, technology, R&D, continuous progress, trained people, people who can train juniors to seniors...etc. You name it.

Then the price gets hiked up.

In a couple of years, those same id--ts who fu---d the whole training and working process up are the same id--ts who will cry for not being able to find people who will do the work." -Morden013

We now have some Offshore Temp employees being trained and working in PHCO correspondence. That didn’t take long and more to come I am sure!

Verizon announces $70m investment in nationwide AI upskilling initiative with “Verizon AI Skills for America”. Out APPS dont work 1/2 the time and we can't even get training on anything but throw another 70m on top of the 50mil outside of company? https://www.tradingview.com/news/reuters.com,2026:newsml_L1N45F0CX:0-verizon-to-invest-70-million-in-ai-training-effort/

Is our leadership aware that we offer Toastmasters? Or continuing education? My blue university???

Their speaking skills are appalling.

I just heard WorldPay is training a class at Jville? What’s the plan or tactic behind that? Does this mean layoffs for WP?

Do you think I gave a hoot about some damn ethics or security risk training due? Lol let alone a progress checkpoint? Kick rocks!

Pretty much exactly what the title says. I know someone who just got a bachelors in exercise science who's trying to look for a job. The Fidelity base closest to me has a gym, so I thought to refer him to a job there as a trainer. How can I do that as someone who does not work at Fidelity anymore? Are the people who work at the gym Fidelity employees themselves, or do they come in from some other way of employment? Thanks!

Throwing stuff against the wall & expecting it to stick. The company hires contractors for things nobody wants to do and nobody can do. Where is the logic there? They treat people like C***p too. No respect. TRAIN your own people & GET RID of the idle Middle Managers that know nothing & hire the consultants.

Expect it on Monday.

A New York Fed survey reveals that 61% of service firms now utilize AI, a significant increase from previous years. Despite this widespread adoption, AI-related layoffs remain rare, with retraining being the primary adjustment for affected workers. Meanwhile, Gartner forecasts a substantial rise in data center power consumption, driven by AI servers accounting for nearly a third of the load. The European Union is implementing transparency rules for AI systems, while New York City has banned student AI use through eighth grade. These developments highlight the rapid integration of AI across various sectors and the evolving regulatory landscape.

New York

https://buttondown.com/aifootprint/archive/ai-footprint-ny-fed-ai-adoption-gartner-dc-power/

Many of the LI brag posts on UNC training include a photo of the attendees and it is clear that the training is to promote DEI. Under represented groups are very much over represented in the attendees.

I delivered major projects, traveled, participated in workshops. Meanwhile, newer hires with 5-6 years experience are paid more than me and I have to train them. How is that okay?