#training

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.

15 Signs Your Company Stopped Investing in You

You'll see 8. Your boss won't mention any.

You haven't been told.

The behavior changed anyway.

Here's what to watch for:

1. Your career conversation stopped being scheduled.
   ↳ What isn't scheduled isn't happening.

2. Your boss stopped asking what you want to learn.
   ↳ The question follows the investment. Both stopped.

3. Cross-functional projects stopped coming to you.
   ↳ The invitations dried up because the plan did.

4. You're not in the budget planning conversations.
   ↳ The invite list shows who matters upstairs.

5. Your review stopped including growth language.
   ↳ "Meets expectations" is a quiet decision.

6. Your one-on-ones got shorter and less frequent.
   ↳ Time spent is a signal you can measure.

7. You get steady work. Your peer gets the launch.
   ↳ Stretch goes to who they're still investing in.

8. The training budget went to your direct report.
   ↳ The bet shifted. Nobody told you.

9. New hires are being mentored by your peers.
   ↳ Mentorship signals who still has runway here.

10. The capex you proposed went to your peer.
    ↳ Development capital follows people, not roles.

11. Your boss stopped introducing you upward.
    ↳ Sponsorship is the resource that runs out first.

12. Your skip-level got canceled twice in a row.
    ↳ The cancellations are the message.

13. Your conferences got cut to local only.
    ↳ Travel budgets are a clean signal of priority.

14. Your development budget got smaller.
    ↳ Some budgets don't get cut. They just vanish.

15. You're reading this and recognizing 8 of them.
    ↳ The pattern has been speaking for months.

https://scorecard.plantmanagerblueprint.com/

Should be exactly what its always been, "The Fleecing of Lumen Humans" . She might as well tell the truth while she lines her pockets.

Rumor is the entire technology training team was laid off. What a coincidence AI makes documentation super easily. Don't believe a word from leadership. Collect the paycheck and get out as soon as you have another offer.

I wonder if Dell will have its ethics and compliance training this year?

Coming from an unethical and corrupt group of people would be pretty ridiculous.

Long time employee here. I have never had a supervisor make goals, training plans, or anything else with me let alone document anything in Career Connect. All they want is an update so they can pretend they are in the know when they talk to their boss.

To make the most effective use of AI, you pretty much have to be an expert in the domain you are working so you can write effective prompts AND AI must have enough relevant information in order to provide quality output. There is a lot of info in telecom that cannot reasonably be put into AI (confidential info, or spread across many emails, and across many documents (each containing PPI), etc.). For example, take a cell site design: To use AI you would need to upload many plots from Atoll, upload traffic usage and drive data (if available), upload maps, upload ongoing surrounding project info and their status', etc.. You would also need to tell AI what you want as far as standard equipment (and that is always changing and has dependencies), and on and on it goes. The list of things AI needs in order to provide quality output goes on and on, depending on the domain and the intricacies of the required output. The end user also must be knowledgeable enough to recognize garbage.

If you are a non-tech type (not intending an insult here), and you took some of the AI courses available from Google (and probably other AI vendors), you have seen some pretty powerful stuff. AI can do some amazing things. Yes, AI can summarize data. AI can create graphics, videos and audio output. AI can tie together data and create powerful dashboards. AI can write code. AI does all of this much faster than humans. Those AI courses leave the user thinking AI can do most anything. Those AI courses also inspire users to want to buy the creator's product (AI subscriptions). That is intentional! Google, and other AI vendors want to make money on their products. They are not going to talk much about the pitfalls of their products.

Taking those courses is like watching a very long, well produced commercial. If you are a tech type, you may be familiar with at least some of the inner workings of AI and understand it really is a probability machine (really A LOT of little probability machines). It takes in data, creates relationships amongst that data based on probabilities it "learned" from training data. Some of the magic is taken way, but it is a good thing to understand in order to make better use of the tool.

Dan Schulman's educational background is in economics and he has an MBA. Guessing other C-suiters' educational backgrounds are similar. AI works well for economics. You can upload many disparate spreadsheets and as long as there is some semblance that the data in each sheet can be correlated with data in the other sheets, AI will handle it like the Harlem Globetrotters handle a basketball. I am sure Dan was drooling at the mouth when AI vendors showed him what they could do for VZ. But, give AI a bunch of data without concrete direction, and design requests that could have many tradeoffs that are not seen until design time, it will provide output that is not concrete. There will be a lot of garbage output.

To best use AI, yes, you can use conversational prompts, but, you must be very precise. Think of training your dog or you child:). Dogs and children do not understand the concept of "sometimes." You must think like a programmer and tell AI exactly what you want. The issue with more complex problems is that exactly what we want is not known until we get deeper into the design. We have not seen all of the dependencies and tradeoffs until we get deeper into the analysis. By the time we get that far into it, it is faster to just do the task ourselves rather than try to put all of that info into AI.

The NMC is currently sending jobs to India and forcing NMC employees to train them. No surprise that VZW is making its own employees train their replacements. The field and regions are going to love Habibi calling in for an issue and not being able to understand them.

This might only apply to software engineering, or even certain departments, it's hard to be sure.

But if you're using any of the AI tools, especially Cursor, they come with dashboards to tell management how tokens you're using, how much of your code is AI written, etc.

They are monitoring this at the Sr Director level and above.

I'm already hearing stories of managers and directors being forced to justify to their bosses why they should keep otherwise good employees who's token usage isn't high.

Of course, Cigna has to pay for the tokens. The AI companies have us (and most of the industry) convinced we need to give them as much money as possible by using as many tokens as possible. It's as ridiculous as a for-profit electric company convincing you to waste electricity.

I think most of the managers know how d-mb this is. But it's not like managers and directors aren't also being let go. Even if they think this is d-mb, your manager is going to go along with it.. They already gave rid of the ones who wouldn't.

That's not to say there aren't still some good managers taking care of their employees as well as they can given the circumstances.

For example, if someone gives you training, or has to learn something new, and then you get laid off, you might think that was d-mb and a waste of company resources. Sometimes that is a case of the right hand not knowing what the left hand is doing. But sometimes that's your manager doing what they can give you the skills they think you'll need in your next job after they're forced to lay you off.

California aims to lead in artificial intelligence regulation. Experts warn AI will both displace and create jobs. Governor Gavin Newsom signed an executive order on Thursday. This order prepares the state for an AI-driven economy. It includes tracking job impacts, worker protections, and training programs.

https://abc7news.com/post/california-eyes-ai-regulation-gov-newsom-orders-new-workforce-protections-amid-job-shifts-mass-layoffs/19147015/

Wow management wants to pull people out of class to troubleshoot issues so they can get more releases. Company has gone to sh-t and dont care about training.

Anyone know whether Training and Documentation teams will be impacted by the upcoming layoffs?

There’s a push to complete the skills assessment. What are they doing with them? I don’t trust them with any information.
We no longer have a training goals so they’re not upskilling

Nobody trained me. You're simply expected to know things, then get blamed when you don't. The mood is terrible because everyone is only here out of necessity. Corporate talks a big game about safety and standards but won't fund what it actually takes to meet them. They'd rather rearrange the shelves than make the job manageable for the people stuck doing it.

Training on going. We all saw this coming. Hope everyone is safe tomorrow.

For the last couple of months i've spent time following trainings, learning how to build agents etc but Eliza just isn't delivering. Copilot on the other hand is far simpler to use and gets me what i need without giving me a migraine.

Hiring new people without giving them proper training after a RIF of a hundred others. You think strategy within CenterWell would learn, suppose not. VP of this group is cold and has no grasp on the new program. She does not care about concerns and only about the agenda in hand and won’t accept feedback,

Does the manager need to be in the off ice when they setup zoom calls with their team members to let them go? Was this covered in the training this AM?

I should NOT have to watch a video on how to get time off entered. Why the he-l do we only have videos for training??? This is actually dog sh-t

My manager is still constantly breathing down my neck all the time. If I need to be under constant pressure and control, maybe I'm not exactly fit to train that wretched, hallucinating AI.

Looking for honest input from folks who’ve been through this.

I recently moved into a new individual contributor (IC) role. The onboarding/training has been very limited, and I’m still working to understand expectations and what “good” looks like.

A few complicating factors:

The scope of the role turned out to be significantly broader than expected (wasn’t fully visible upfront).
Deliverables and success criteria are somewhat ambiguous.
My current manager is still getting up to speed on the role as well.

Given that I already passed this year’s ranking and landed above NSI:

How quickly can someone realistically be put on a PIP after moving into a new IC role?
Is there typically a ramp-up period in situations like this, or can it happen fairly quickly if performance isn’t there?
In practice, how much do unclear scope / limited training factor into these decisions?

Duke of Hazard has sent out a phising email trying to catch people out. Really unprofessional, bad formatting, no details on the footer, Trying to make sure everyone has done Security training.

Make sure you report it to Security otherwise your on a vulnerable list.

This training is always the derpiest of setups. Flowchart to see what training you do? Must be in training for 75 minutes? Nanny-culture

In a meeting about AI, (I am working on two Claude AI models now) it was slipped to myself and another by a market VP that they are looking deep into AI driven models to replaced human bodies. May is the month they will be collecting names of those that have not done all the AI training, looking to flat out replace them with AI driven models. The bottom line is this, on June 4th those that have just rejected AI and have not embraced AI will be removed from Verizon. Those that have embraced AI and have done all the training will still be employed on June 5th. That is the plan as it was told to me. On a side note our Claude code will replace many bodies in finance.

Which office is the worst?

I really enjoy training my replacements. Can't wait to see our plants run by engineers half a world away. Another short-sighted idea by "double our profits" Darren.

JPM has a management contingency in BA this week and next for training staff that was just hired. JPM will use BA as its 2nd operational site behind India. Job cuts will be in the US starting as early as mid May early June

Will we be taking on students this year?sick of being moved around the place digging these fkrs out of a hole.

Oklahoma launched a new initiative for job seekers. It offers tuition-free commercial driving license instruction. A state grant, named Rapid Response, covers the $4,300 course cost. This 28-day program prepares individuals for trucking careers. Graduates can expect minimum annual earnings of $60,000.

https://www.koco.com/article/oklahoma-offers-free-cdl-training-for-laid-off-workers/69488187

Aka: Get CenturyLink Out

This new "division" is nothing more than Lumens strategic AI vision in real time. The targeted guinea pigs for testing AI solutions within a real working environment... the AI trainers.

This has been mentioned prior and foo-foo'd as fodder. Again, the future of AI lies on corporations bottom line, meaning: the AI sellers, promoters, builders & enablers need to show how ROI is achieved!

GCO is the Truman Show, just watch it all play out. Corporate is going to condition you as "a part of the growth side", which you are, but what role??? Not a philosopher, all the informational and transformational crumbs over the last 2 years have led to this very moment! Training the replacement for 90% of Lumen human jobs, while the other 10% work along side their Virtual AI agent. Pay for educated upskill has just been deleted and the people left will be ramrodded and burnt out... but you all should be proud of your efforts for advancing the bigger cause of proving how ROI will be achieved from an Operations standpoint.

I am hearing that there are many groups in Tech that have now been required to work with Accenture to train/knowledge transfer Accenture people into their roles, yet they are not being told they will still keep their job after KT and are not being offered any kind of incentive package to do this, but just do it out of the kindness of their heart and hope they still have a job afterwards. Seems nuts to me, they must be getting a package, right? Anyone have any insight into this?

Training sessions are short and packed with information. There’s not enough time to actually absorb anything properly. Afterward, you’re expected to perform like you fully understand everything. Who thought this was a good idea?

Can someone explain what they do? My friend applied for the “Branch Manager” program and said they would be working with a Market Leader. I always thought Branch Managers were Licensed Bankers,Tellers or Private Bankers that got promoted within the branch. They are now training them for months?

My first week was just me sitting around trying to piece things together on my own. No training, no point of contact, just outdated documents that don't match anything we actually do. People keep assuming I know systems I've never even seen. It set such a bad tone right from the start.