Hi Folks,

Im working as a Training and Instructional Design consultant for a Grant management company. One of the pain points they discussed is clients being lost during data migration. Does anyone have any good methods to bridge the gap between the clients and company during data migration.

Ive been tasked to put together a kit, so far I have a guide for clients to read through that gets them started with the basics. Im looking adding additional material or training to the kit does anyone have examples of what theyve done in the past?

Hi, curious how other folks are handling laptops for corporate training events. We run recurring sessions for 40 to 60 people and I really do not want to keep buying and storing gear that sits in a closet 90 percent of the time.

Been looking at short term rental companies that bring in pre imaged laptops, wifi hotspots, maybe even monitors, then pick everything up after. For anyone who has done this at scale, what actually worked for you, and what should I watch out for when choosing a vendor?

I'm a fresh graduate with only internship experience. My only L&D experience was mostly about preparing training materials, nametags, attendance, certificates, and checking training completion in databases.

I’m planning to upskill while job hunting, so I would like to ask those working in L&D: What skills should I prioritize developing as a fresh graduate?

I would also appreciate any advice about starting a career in L&D. Thank you! 🙂🫡

Has anyone spent much time thinking about how they’d roll out an AI enablement?
I’ve been thinking a lot lately about how to increase adoption thoughtfully considering all the negativity around AI.

Anecdotally I’ve found that people naturally seem to adopt it more when they find it can benefit a personal hobby or interest. I wonder if there’s a way to tie that back to corporate or company use?

Hi! Trainer for a healthcare company who is burnt out. I facilitate anywhere from 5 to 30 trainees in a virtual space for 5-6 weeks. I have been a trainer for over 20 years and I am ready to hang it up. Anyone relate?

I'm looking into fixed-term contract work (3–6 months) in L&D—mostly project, change, or systems training. For those doing this full-time:

How steady is your pipeline?

How much unpaid downtime/bench time do you realistically average per year?

How often do these contracts actually extend versus ending on the exact end date?

How did you land your first few contracts?

Did you get in via recruitment agencies, your existing network, or direct pitches?

Does having a specific niche (e.g., ERP rollouts, regulatory change) matter more than being a strong generalist?

What is the biggest operational lesson or mistake you made early on?

Appreciate the real numbers and direct experiences.

I know the practical side of my specific job, but I feel like I’m missing the “textbook” foundation — proper terminology, how the pieces connect (procurement → production planning → inventory → freight), and the theory behind why we do things the way we do. I’d love to actually understand the field, not just my slice of it.

Looking for recommendations on:

\*\*•\*\* Free or low-cost courses (Coursera, edX, YouTube channels, whatever)    
\*\*•\*\* Good beginner-friendly books on logistics/SCM basics    
\*\*•\*\* Certifications worth pursuing early on (APICS/ASCM, CSCP, CPIM, etc. — worth it at my level or overkill?)    
\*\*•\*\* Any subs, podcasts, or communities that helped you level up

Appreciate any pointers — trying to build a real foundation instead of just winging it.

We’ve got a bunch of internal training that changes every few months and I swear maintaining it is becoming the actual job. One process changes and suddenly there are videos, quizzes, docs, and assignments that all need touching. Been looking at Cypher Learning because the AI-assisted side could cut some of that repetitive work, but I’m mostly trying to figure out how people keep their training library from becoming a maintenance project.

Hi all!

30M, right now I'm in restaurant management. I love the food industry and it's done a lot for my career, but I'm burned out on the day to day of my current role. Training and development are big parts of my current job (particularly focused on training restaurant managers), and seeing someone I've trained be successful is the one thing that still makes me happy in my role. This is a mix of hands on training for new hires as well as coaching for underperformers. I do really enjoy that aspect of my job, but I just really want to move to the next step in my career and ditch the 12 hour days on my feet and all the day to day that goes with running a restaurant.

Unfortunately, per off the record conversations with the company VP, we have fully moved away from internal promotion, so pursuing this with my current employer isn't an option. The entire corporate headquarters has flipped with the exception of 4-5 people, and the vast majority of people who've left were replaced by external hires.

I've landed a couple interviews in corporate training roles with restaurant brands, either field work or support center based, but I just don't feel confident about my answers to some of their questions. In my current role I'm not really able to get much experience in course design or eLearning, and I feel like that's where I'm stumbling in interviews -- both because I just don't feel confident, and because other candidates out there are outpacing me in terms of experience, especially since most of my training work right now is one on one.

So my question is, should I pursue some kind of certification or coursework in the area? I've seen mixed opinions on whether certifications are worth it, and I don't want to waste my time or money on something that won't help. I finished high school but I never finished my associates because I moved into management in my early 20s, so I don't know if that's holding me back. On the other hand, do I just need to keep trying and wait for the right opportunity?

If there are any certifications or courses you think would be worth it, please let me know!

Thanks much for any insight!

I am working on an AI training for VPs to assist them in their functions and improve their productivity. I am wondering if any of you had successful implementations in the same manner, and how would you measure the success of the training?

We’re looking for an lms for employee training, and I’m starting to think the hardest part is finding one people won’t immediately hate using. We don’t need 500 features. I mostly care about a clean experience for employees and not having the person running training spend half their week dealing with reports, reminders and admin stuff. For those who’ve rolled out an LMS at work - what mattering more than you expected? And what looked great during the demo but turned out to be basically useless?

We have teams in a few states, but as we grow I am realizing that I need to incorporate more training on how to avoid engaging in discrimination in hiring. Mostly it is staff who really want to see us improve our diversity but then want to do things like filter for finalists by race and ethnicity, which gave me a literal heart attack. Or we had an entry-level opening and someone flagged that a candidate seemed too old for the position. I felt able to address those conversations (and honestly, someone with more work experience making a career change could be fantastic in this role) but I need to do some staff training before we do another hire.

We're pretty small, so we form staff hiring committees as needed and I'm hoping that there's some module somewhere that we can just license for staff education on this topic.

I'm responsible for HR, but untrained.

My job is switching grant management software products. I've been building work aids and a single-topic pre-recorded training series on the previous software for several years (in addition to my main job responsibilities which are tech support and configuration, not training). Apparently the powers that be really like my training materials. They want me to host a series of live modules on Zoom to cover the basics of the new software for staff who manage grants.

The materials provided by the software company assume that the users will be doing configuration, but we have a separate team to do that, so our training materials need to be customized to the tasks that typical users will actually be doing which include providing configuration parameters for grant opportunities, testing the configuration, and later completing a variety of steps to activate and monitor grants. We're a big organization, so one-on-one training isn't possible.

Right now, I'm thinking of it like a college course with a syllabus and lesson plans and homework. I would host a "lecture/discussion" once a week for an hour for four or five weeks, assign homework to do in the system, and provide structure for participants to meet in smaller groups to work on the homework together. It's really difficult to learn this software without actually using it.

Any thoughts on this approach? I would rather build a series of single-topic pre-recorded trainings, but my boss wants a Zoom presentation/webinar format as the introduction to the software and the single-topic trainings can be recorded later. I landed on the "academic" approach because there are a lot of easy to use materials on building a syllabus and writing lesson plans and I'm having trouble finding anything similar for corporate training development.

If it helps, I do a lot of tech support and I know my target audience really well. I think that about 1/3 will get really into it, 1/3 are too busy and will multi-task during the trainings and will absolutely need written guides when they actually have to use the software, and 1/3 will no-show, won't look at any written training materials and will clog our helpdesk with easily-answered questions.

Is anyone here having corporate training experience or is currently doing running corporate training business in and around Jaipur area (India)?

TIA

I have worked in HR, client training and client onboarding roles for 9 years .I understand Adult learning theories and have applied ADDIE to my earlier roles. But most of my training experience has been coordinating everything from course finalization to post-workshop surveys, and facilitating the training In my current roles for an Australian company, I have led a team responsible for client onboarding and have focused more on improving the process, content and client relatipnships.

I am new in the Canadian market and have been having little trouble getting roles. I have been thinking of doing a certificate from Canadian Unversity and building 2-3 portfolios.

1. Is this the right path for now?

2. Which certificate should I do if I choose to do this?

3. What are some things I need to be be aware od as I build my portfolio?

4. Do I also learn Articulate to increase my chances of getting hired as an L&D?

There's one sales manager out of an entire sales management team who is adamant about using flip charts for workshops with breakouts. No one seems to care except for this one lol am I doing a disservice? It just feels so archaic and a waste of money

Edit: post title should say now a dayS. It won't let me edit

There’s now an open source MCP server for Open edX.

It lets MCP-compatible tools work directly with an Open edX instance for things like:

• Viewing courses, users, enrollments, roles and grades
• Creating users and handling bulk enrollments
• Managing course staff and instructor roles
• Reading course outlines
• Creating and updating Studio content
• Updating schedules, grading policies and advanced settings
• Publishing course blocks
• Generating or invalidating certificates
• Running grade and enrollment reports
• Resetting learner attempts
• Managing account retirement workflows

So instead of going through the admin UI for everything, you can do things like:

“Enroll these users in this course”

“Show enrollment numbers for all active courses”

“Add a new section and publish it”

Anybody already completed the CBRE Meta level up program training? if so how was the experience? easy? hard? was it fun or boring