#training

will the midcon asset survive, and if so what is the point of holding such an asset in the portfolio? - A holding corral for employees to be trained in and moved to more significant assets?

Has destroyed my will to work anymore. This place is a he-l hole that will not get better until CR is fired and his entire ELT. This latest round is the d-mbest sh-t they have exposed us to.

The audacity for management to tell us we are going to be training a vendor to do our jobs and in August they’ll decide if they want to keep us or not.

So how’s the troops enjoying the whacked out new OT Salesforce?

Apart from being unable to quote easily or quickly, needing multiple approvals for list price quotes, an inability to intelligently search for products, processing orders literally like pulling teeth and the data being FUBAR if you are authorised to view it. On a sales tool that we never train people on that’s the backbone of a sales organisation.

it’s all going rather swimmingly don't you think?

Where I work the L and D “leaders”at HQ messed up our operations training so badly that Operations had to take operations training back from HQ. Now the training is almost as good as it was prior to 2023.
This is just one example of how Malformation has been a total flop.

My team and I have covered security for years
I understand from Monday we now cover evertything
0 training
0 understanding
I hear it is the same for collaboration too
Wtf is going on

I try to teach the newbies the ropes, but they're on their phones or walking off mid-explanation. Maybe I'm just old-school, but I thought you were supposed to actually learn the job once you join a company. Isn't that the minimum requirement? What's their game plan here?

I'm documenting everything and training two new hires. Either I'm getting promoted or I'm getting fired.

I'm wondering if Allstate offers anything more than severance when laying people off. Job counseling, retraining, anything? Or is that too much to expect?

The employees with years of knowledge are expected to solve every problem, train new people, and keep everything moving, yet they're constantly overlooked. Meanwhile, management seems to get rewarded regardless of whether they actually understand the work.

From what I heard, Human Capital basically told leaders to take a training or read a book if they’re nervous about being laid off in the future. The focus should he gaining new skills. In other words, prepare yourself because it could happen. They’re also still playing the “we don’t know” game when asked about the India office. From what I heard, the earliest timeline is T2 of next year. Let’s be honest: with all the regulatory, legal, and logistical hoops involved, there’s no way they don’t already have a pretty clear idea of the plan.

A supervisor is already training contractors from India. She also included that December will be the last month for any remote employees left in the Mortgage Center. So we shall see.

A new initiative in Sault Ste. Marie aims to support Indigenous individuals facing employment challenges. The Pathways Forward Initiative offers training and job placement services. It addresses workforce instability caused by layoffs and other barriers. The program is a collaboration between local Indigenous organizations. Its goal is to foster long-term employment success and community well-being.

Sault Ste. Marie, Ontario

https://www.elliotlaketoday.com/local-news/new-indigenous-employment-program-now-open-in-the-sault-12533831

Connecticut manufacturers face a persistent skills gap, with companies struggling to fill open positions despite recent layoffs at larger firms. The demand for specialized skills, particularly in advanced manufacturing and defense sectors, outstrips the available workforce. Major hiring pushes by companies like Electric Boat exacerbate the problem, drawing talent away from smaller suppliers. While some displaced workers are available, their skill sets often do not align with current industry needs. This situation necessitates significant investment in training and development for new hires, a costly process for many businesses.

Waterbury, Connecticut

https://hartfordbusiness.com/article/skills-mismatch-factory-layoffs-arent-solving-manufacturers-hiring-problems/

this all seems backwards to me, doing training and internal backend work at the kent DCs and billing it to the customer

this wouldnt fly at capita or atos

More and more nb support engineers are being hired and integrated in support teams. English speaking support engineers have been getting layed off in recent years and it looks like the remaining support engineers are next.

Does someone have any info on this? Whats the timeline? Supposed to be a new batch of newbies soon which we probably have to train to replace us to reduce costs.

I have been laidoff and need to train my h1b contractor who will do my job, what options do I have?

Why does fidelity say they don’t tolerate harassment? It always makes me giggle when someone says that because yes it absolutely happens at work.

It was announced that the third module of training (where they want a 6 PAGE AI “thing” you put together and send on to another group for approval—-!!) was delayed until next year. Also, all of a sudden, AI isn’t mentioned in meetings and a new AI crud tool we were using begrudgingly has no deadlines. Are they realizing that AI isn’t working? I have seen so many articles/videos from tech experts and CEOs admitting it isn’t helping.

I hear A layoff is approaching at Phoenix, AZ Peak location.
They are cutting costs with tenured employees and hiring
unlicensed people to train with no experience.

I sincerely feel for everyone at Centene who is feeling lost, unmotivated, angry, and downright exhausted. If you feel like this is not the company for you any longer, I want nothing more for you than to find somewhere you can thrive.

However, in the meantime you need to use your time wisely. I know It’s astoundingly difficult to put in the work when everything feels fleeting, but there is still time for you to utilize company resources that can benefit you greatly if let go.

Please take advantage of trainings, certification programs, company discounts, financial consulting discounts, and various other company resources while you still have access to them. Put yourself in the best position you can now in case you are let go whether that is voluntary or otherwise.

Your future self will thank you!

P.s. Much love to whoever completes my pseudonym in the comments ☮️

Just got hit with two emails about two CU trainings that are "required to be completed" by October 27: Annual Ethics and Compliance Training and, naturally, Annual Security & AI Risk.

Read the room, Sarah. Read the room.

These tests were kinda tough, weren't they? Barely got them done in the time allocated and definitely couldn't get all the tests to pass 100%.
It's just that we don't deal with these tests on a day-to-day basis so the tests seem a bit unfair. Plus not everyone knows db syntax etc. Some products don't even use db and requires recollecting knowledge learned in college 20 odd years ago lol.
Wonder how folks did in these tests and how exactly are these test results gonna be used.

So the RTM role is basically our rep job now (which su-ks) plus now we have to hire, on board, train, schedule, payroll and cover any and all call offs, vacation, quits. That’s insane. To top it off no Overtime! Who in their right mind would apply for that position???

I still don’t understand the whole BD Excellence thing. What do the Excellence Officers do? Has anyone attended a session in the new training center in Flakes? I haven’t had much time to look into this and would like to hear from people who are up close and personal.

Anyone else attending these BS development days? They seem to offer nothing of value. On one hand they tell us to up skill and to shoot fly the stars, even though you need to have a buddy up top to climb the ladder. On the other hand the are low key hinting at replacing everyone with AI in the long run.

Too many managers got promoted for being good workers, not for knowing how to lead. At least teach them some people skills before putting them in charge of actual people.

I feel sorry for the Zenzar and Cognizant newbies who weren’t already employees but are replacing RIF’d and non-rebadged staff.
Thrown into the deep end in some cases and with zero process training.
Better hope there’s some internal documentation to follow because if there’s anybody left to train them those people sure won’t have the time!

Layoffs create significant challenges for remaining Gen Z employees. Many lack the experience and training for new post-layoff responsibilities. This leads to costly mistakes and high rates of considering leaving. Organizations must implement re-onboarding and interactive learning strategies. Peer learning and feedback also help Gen Z adapt and thrive.

https://hrdailyadvisor.hci.org/2026/06/24/gen-z-is-sending-a-warning-about-post-layoff-culture-and-hr-leaders-should-pay-attention/

a senior manager doesnt know how to do something like run python

therefore we need 6 meetings.

I need you guys to set me straight or confirm what I'm seeing. Is audit currently a hellscape of poor management, training, consistency, and direction? I came from another bank knowing the red flags were visible but I literally cannot figure out what's going on from day to day, audit to audit. No one seems to know what's going on. People are generally nice and super smart but I feel like I'm in the twilight zone from audit to audit. I feel like I'm in the middle of the desert by myself most times. Am I just being overly critical here?

Ingka Group, Ikea's largest retailer, implemented an AI chatbot for customer service. The chatbot handled 47 percent of customer calls, potentially displacing 8,500 workers. Instead of layoffs, Ingka Group retrained these employees for new roles. They now provide premium interior design services, creating a new revenue stream. This strategy generated €1.3 billion in 2024 and avoided job losses.

https://www.inc.com/stephanie-davis/layoffs-workers-ai-ikea-leadership-playbook-grow-revenue/91364108

I heard from people that they training someone to do their job, what does that mean they are done or what?

The Simplicity plans and no free phone promos. Easier way to transition corporate locations into resellers. The staff will already be trained.

Register below for a FREE Layoff Transition Resource Fair where you will:

Learn how to apply for Unemployment Insurance, healthcare coverage, and resources available through WorkSource Portland Metro during the Layoff Transition Assistance Session
Discover free training opportunities in growing fields like clean energy, healthcare, and early childhood education
Build a stronger resume in a hands-on workshop with tips you can apply right away
Connect with experts who can link you to community resources that meet your needs
Get a new professional headshot
Space is limited. There is room for 125 attendees.

Registration form link: https://docs.google.com/forms/d/e/1FAIpQLSdkJx_6bwTpjq0a4gFNMoHYrHdbk0U-NOU4nww40KM1Y9qJ8w/viewform?usp=dialog

Register below for a FREE Layoff Transition Resource Fair where you will:
Learn how to apply for Unemployment Insurance, healthcare coverage, and resources available through WorkSource Portland Metro during the Layoff Transition Assistance Session
Discover free training opportunities in growing fields like clean energy, healthcare, and early childhood education
Build a stronger resume in a hands-on workshop with tips you can apply right away
Connect with experts who can link you to community resources that meet your needs
Get a new professional headshot
This event was created for workers who have been recently laid off (or are about to be laid off) from Multnomah County, the City of Portland, Sunstone Way, Portland State University, and Gresham-Barlow, Reynolds, Parkrose and Portland Public School Districts. All are welcome. Space is limited. There is room for 125 attendees, and we will be cutting off registrations when the event is filled.

Registration form link: https://docs.google.com/forms/d/e/1FAIpQLSdkJx_6bwTpjq0a4gFNMoHYrHdbk0U-NOU4nww40KM1Y9qJ8w/viewform?usp=dialog

Register below for a FREE Layoff Transition Resource Fair where you will:
Learn how to apply for Unemployment Insurance, healthcare coverage, and resources available through WorkSource Portland Metro during the Layoff Transition Assistance Session
Discover free training opportunities in growing fields like clean energy, healthcare, and early childhood education
Build a stronger resume in a hands-on workshop with tips you can apply right away
Connect with experts who can link you to community resources that meet your needs
Get a new professional headshot
This event was created for workers who have been recently laid off (or are about to be laid off) from Multnomah County, the City of Portland, Sunstone Way, Portland State University, and Gresham-Barlow, Reynolds, Parkrose and Portland Public School Districts. All are welcome. Space is limited. There is room for 125 attendees, and we will be cutting off registrations when the event is filled.

Registration form link: https://docs.google.com/forms/d/e/1FAIpQLSdkJx_6bwTpjq0a4gFNMoHYrHdbk0U-NOU4nww40KM1Y9qJ8w/viewform?usp=dialog

Register below for a FREE Layoff Transition Resource Fair where you will:
Learn how to apply for Unemployment Insurance, healthcare coverage, and resources available through WorkSource Portland Metro during the Layoff Transition Assistance Session
Discover free training opportunities in growing fields like clean energy, healthcare, and early childhood education
Build a stronger resume in a hands-on workshop with tips you can apply right away
Connect with experts who can link you to community resources that meet your needs
Get a new professional headshot
This event was created for workers who have been recently laid off (or are about to be laid off) from Multnomah County, the City of Portland, Sunstone Way, Portland State University, and Gresham-Barlow, Reynolds, Parkrose and Portland Public School Districts. All are welcome. Space is limited. There is room for 125 attendees, and we will be cutting off registrations when the event is filled.

Registration form link: https://docs.google.com/forms/d/e/1FAIpQLSdkJx_6bwTpjq0a4gFNMoHYrHdbk0U-NOU4nww40KM1Y9qJ8w/viewform?usp=dialog

A certain guy who used to work for you guys ("RR") from what we understand brought about this firing of competent people (especially in Tech) and offshoring to Accenture. That is currently now happening at his next stop - T Rowe Price in Baltimore. A competent IT shop is being dismantled - Laid off, but to get severance you have to agree to train the people replacing you who have little if any experience, initiative, etc. Can anyone let us know how that went for you guys? Do you know if our guy "RR" left on his own or was forced out after this turned out to be a disaster? Thank you. Training is not going well, yet the keys are expected to be handed over soon.

Man, it’s a pretty great time to be at Quest Software right now. They’re investing in a ton of new tools and training to help us sell more, which is smart.

And the tracking systems are next-level management can see exactly who’s driving the extra productivity and revenue, so the right people get rewarded. No guesswork.

We’re a leaner company these days too, which means there’s nowhere to hide how productive you actually are.

I’ve never seen so many VPs this eager to support such a small team. While other companies are cutting those big roles, Quest is doing the opposite. It’s actually pretty refreshing.

And with the data and AI bo-m happening, their early investments are paying off big time. Now they’re doubling down on security and migrations. At this rate, we’ll be the next SpaceX before long.