#training

Anyone else sick of the nonstop brag posts about training for the chosen ones? I haven’t been to training in years!

WorkForce West Virginia hosted an employment and resource fair. It was held in Davis for Mettiki Coal workers and their spouses. The Mountain View Mine is closing, causing significant layoffs. The fair offered assistance with resumes, interviewing, and training. Organizers stated their support for affected individuals will continue beyond the event.

Davis, West Virginia

https://www.wdtv.com/2026/03/18/workforce-west-virginia-hosts-job-fair-after-mettiki-coal-layoffs/

Management here. I've been here for the last two strikes. For the last one, I recall getting my assignment fairly early in the year, and having to attend 8 days of on-site training at the Virginia center in the spring. They also told us not to make vacation plans around the potential strike time.

With a potential strike coming in August, why haven't assignments been released? Is anyone even working on that? Or is everyone assuming there will be will be a contract signed or negotiation extension?

Anyone bothered to watch the training? Any material changes to the ranking system?

Mandatory now in your training!! . But they can not tell who you are, but know if you have completed it and the data it returns..

Someone I know is an ebilling employee at hertz In ireland and has informed me that they are being laid off as part of a group of 78 people. What's left of this department is left to train workers in India who be training bots to do the ebilling instead.

We need to be clear: controllers will not be relocating to Tulsa. This move would result in the loss of critical experience that safe pipeline operations legally depend on every day.

Seagull needs to fully understand this reality. Our position on relocation must be communicated clearly. We need to stop training backfills to move roles to Houston. If Seagull chooses to move, have her develop and implement the training.

I’ve worked at BD across several divisions for many years and have always taken pride in delivering strong results and supporting my customers. Recently, however, the environment has changed significantly. Many team members are new, training has been inconsistent, and processes and expectations are often unclear. As a result, much of my time is spent navigating internal obstacles rather than focusing on serving customers and driving business outcomes.

Despite being able to manage through these challenges, it has become increasingly difficult and frustrating to operate effectively. There is a growing perception among employees that these conditions may be intentional—creating an environment where people become discouraged and choose to leave rather than the company having to manage formal separations.

At the same time, customers are feeling the impact of the internal disorganization, which risks damaging relationships and driving business away. This combination has led to declining morale among employees who are trying to continue performing at a high level.

Having experienced what this company once was, it’s particularly disappointing to see the shift. BD was once the best professional experience of my career, and I remain committed to working hard, supporting my customers, and contributing to success. It’s difficult, however, to watch the organization move in a direction that makes that increasingly challenging.

All this fu--ing training!!!!

I work in the Service Division, assisting the branches. I want to let you know what is going on. We are all being cross trained on almost all service areas. We were told that it would be a topic or two. They keep adding more and more subject matter in a short amount of time. The training is very minimal, there are a lot of gaps in the training in which we are expected to figure out on the fly when we get a branch call.

I hear the branch team’s frustration when they call in. They are getting transferred around because associates do not know how the answer the question nor the best area to transfer the call. Most of us are doing the best we can with the minimal training. Many of us are SMEs in one area but now are trying our best to answer calls in a totally different area.

This isn’t fair to the branch teams at all. I thank those at the branch that have been patient with me, it really helps to get through a stressful day. I’m sorry the branches are going through this.

Holy cow is this training horrid.

I love it how EHS loves to toot their own ho-n about how AMAZING their training is. $5 everything she put up is straight lies.

Just got notified that I have to take some kind of change management training along with other managers ( aero ).
Sounds like the same playbook they put us through in 2017 and 2021.
I still have the notes .. and the survivor guilt.
1) Leader Training ( Pre Announcement)
Why & How, empathetic communication, Legal /HR compliance
2) Managerial Training ( Post Announce/Transition)
Survivor guilt & fear, workflow redesign, resistance mgt
3) Employee Support & communication.

Just curious as to many people within Genoa were affected by the layoffs. Seems as though training personnel were hit the hardest from what I’m hearing, but curious what other business lines were affected.

This weekend I had the privilege of joining over 1,000 Port Mourant residents, government officials, along with the team from ExxonMobil Guyana and our coventurers for the official opening of GTTCI.

Seeing the newest cohort of trainees, particularly the several young women, who will be the first to complete their full training right here in Guyana was truly remarkable. Their achievements will mark yet another important milestone worth celebrating.

GTTCI will play a critical role in preparing many to operate the oil and gas assets safely and reliably, while also equipping individuals with skills that create opportunities beyond the sector. I look forward to witnessing the continued impact that this institution will have on its students and the development of Guyana’s workforce for years to come.

With the Guyana Energy Conference & Supply Chain Expo starting tomorrow, it’s another exciting week in Guyana!

https://www.linkedin.com/showcase/exxonmobilguyana

McDowell Technical Community College is offering services to displaced workers. This initiative responds to recent layoffs at Baxter Healthcare. About 90 employees in McDowell County were affected. The college provides career guidance, skill upgrades, and financial assistance. Services include resume development, interview preparation, and short-term training.

https://mcdowellnews.com/news/local/education/article_79348e52-8d4e-4182-9153-fc2a7db50fbb.html

This is more for my CSG folks but holy fu-k I audit csg chats and calls from time to time and global agents/managers need way better training! From the lack of being able to follow simple articles and policies, to telling clients promises that cant be done, and managers just ignoring any escalations, Dell support is just fu--ing terrible! Literally just saw an agent trying to help client fix her canon printer on a live audit. Stupid!

Is anyone else noticing that the recent hires seem totally unprepared? They don't have the skills, they don't seem motivated, and we're spending all our time training them on basics they should already know. Can we get some competent new hires, please?

Anyone heard about the lay offs in Atl SF office?

Specifically the training department:)

I know a lot of people that thought it was a waste of time with a complete random set of videos to watch. No fundaments or structure to really build a knowledge base.
I'm guessing Shan picked each and every one of them.

Anybody else offended by the latest and greatest training. It’s kinda gross! I’m offended.

It's late already. What are the odds on May start date actually happening in May?!

I’ve been at this company long enough to know when there is a flurry of “wellness”, “coping with change” and “making your debt work for you” optional training sessions, that many more redundancies are coming. It’s the cynicism behind this that really angers me

Yep no notice whatsoever, called me up and let me go without any warning. Sadly, I had a feeling I would get this from this company.
#terriblemanagement #trainingsucks #inconsistantcyspeaksloudly

Has anyone received training invites for the one dell way initiative? I thought they were supposed to roll out today.

Whats everyone putting for theirs? Does learning how to use Grok to make deep fakes of our dear leaders count as AI training?

Can anybody inform as to the content and context? Can't some of this just be informed via cc learning?

What does a Business Analyst do, supporting Fiserv DNA? Is it difficult to catch on if I have BA experience but not specific to DNA experience? I'm thinking about doing an internal transfer for this role but would like to hear feedback from one that has been in a similar role.

Sault Ste. Marie is hosting a community job fair. It will provide employment support for laid-off Algoma Steel workers. The event takes place on February 3 at GFL Memorial Gardens. Many employers will recruit skilled workers across various sectors. Training programs and financial advice will also be available.

https://www.sootoday.com/local-news/laid-off-steelworkers-should-mark-their-calendars-for-this-job-fair-11766845

Just got done with the annual review dog and pony show and rolling my eyes. Imagine the time and cost giving every person in this company a meaningless review. Just the documentation takes more time than it should. And for what? They mean nothing and because of stack ranking they aren’t even accurate. HR just created it to make work for themselves. Kind of like the annual training and career seminars that could be replaced with a half page email. The point of HR is to make more work for HR.

Not layoff related but are any other credentialing teams feeling overworked and exhausted? Most of the onboarding teams are about to be pulled from files to train new WRS people without any appreciation or additional pay. Wouldn't be surprised if we see half the company leave within the next few months.

I am starting my training on Feb 2nd working from home as customer service specialist! I’m so happy and blessed to have found another WFH opportunity! This will be my 4th employer that I have WFH for! I hope I can build here and take my learning to even bigger heights <3

The training program is a total mess. The new people end up confused and unable to do the basics, which means the experienced staff has to cover for them. It just feels like a huge waste of everyone's time and makes the initial problem worse. What's even the point of it?

Anyone know why Carmen are being trained to do mechanical outbounds, air brake departure test, and more? The only thing I can think of is that they are going to work on both cars and locomotives service and outbound departure test at their locations. Are other locations doing this al ready, if so. How is it working out?

Hey all, Are having these certifcates helping you with your job. Or advancing to elsewhere in the company? Can't seem to advance where having them and using the concept is helping..

Looks like we are now outsourcing training!! DSI is the vendor.

So is JC’s message Maverick pushing forward with training in Feb and going live in May?

On the eve of the final VSP departures, it appears leadership missed their training video https://www.youtube.com/shorts/FeP6UJUUtsQ

Everything at my location has slowed down so much that tasks which took an hour now take two. To make it worse, the new hires we're getting don't seem to want to learn how things are done. I'm not trying to blame anyone, but I'm curious if this is a general problem across the company or if my store was just unlucky. Is this what it's like everywhere?

I don't have enough work to stay busy as it is, but management has now instructed me to train a new hire to do my exact job. I'm the only one in this specific role on my team. Am I just being paranoid, or does this sound like I'm training my own replacement for an upcoming layoff?