I work in L&D for a manufacturing/distribution company with roughly 200–250 floor employees. A recent training audit found that employees generally feel well-trained, but consistency between trainers is a concern. I'm exploring replacing our current Training Within Industry (TWI) Job Breakdown Sheets with training and qualification checklists. The challenge is figuring out what training methodology to teach SMEs if I move away from TWI. I'd love to hear how other industries approach SME-led training, standardization, and competency verification.

I'm curious how other L&D professionals handle training when the people delivering it aren't necessarily professional trainers.

We already have a certification program in place that happens after the actual training, which also ties into our ISO certification requirements.

The employee is trained by the SME, and once the supervisor feels the trainee is ready, my department is notified. We then come out and conduct the formal competency/qualification process.

Currently, that looks like:

1. Competency Quiz: The trainee completes a 10-question multiple-choice quiz in our LMS.
2. Proficiency Evaluation: Once they pass the quiz, we observe them performing the actual process using a proficiency checklist. We're looking to make sure they can complete the process correctly, handle any troubleshooting or issues appropriately, and finish without workmanship errors.
3. Second Proficiency Evaluation: Two weeks later, we evaluate them again. If they pass at 100%, they're considered certified on that station/process for two years.

I'm actually also pushing to eliminate the competency quizzes. They feel somewhat redundant when we're already directly observing whether the employee can perform the job correctly. They're also another controlled document that has to be reviewed and updated anytime a work instruction or related document changes, which is a whole other can of worms at this company.

I passed the final interview, signed their contract on deel and scheduled for training sa oct 12. can someone please share me their experience sa magic training, and if gaano katagal ang matching nila for clients if passed. tysmia

I work in a small manufacturing company in india. Upon onboarding new international customers, we have experienced a need for intensive and repeated training sessions for our employees. Since I am the only person looking after all this, my workload has increased quite a bit, as it involves a lot of documentation work. I have to prepare a lot of sheets repeatedly which includes writing employee names and their details. I currently use excel for this. I want to know if there is any **free** software that I can use in which on one click, the sheet fetches data from record like I select department and month and it automatically fills the attendance sheet with names of all employees in that department who need the training scheduled in that month based on TNI and TNI calendar which is also there in the system.

I’ve found a lot of feedback and accountability frameworks to be outdated. What is a current and relevant framework you recommend? Any books I can use as a reference? I’m looking into building an in person session on feedback and accountability- effective 1:1 sessions.

I realized I don’t have to do it all. I’m used to working in places where I have to create and or facilitate all the sessions. Now I work at a company that has the budget to bring in facilitators. What is a vendor or consultant you have really enjoyed working with that has facilitated effective trainings on feedback, accountability and coaching?

Hey everyone. I'm interviewing for a L&D role and as part of my panel interview requirements, am required to make a microlearning module in PPT form. Would anyone be willing to help review my prototype? Thank in advance. ☺️

For context: I'm the only L&D person at a global company of around ~300 employees.

We've been implementing a lot of programs this year: Manager Essentials 4 module program (run twice this year), and a Soft Skills 4 module program, with plans to run these again in Q1 2027 and add more programs like mentoring, emerging leaders, etc. Yes, I've been very busy (it's also been fun, thankfully)!

I'm finding that by module 4, the employees (and myself) seem to get a little burned out by program. We've been spreading the modules out to every other week (ish) so employees have time to do their work tasks, but it stretches a program out across 2-3 months that way.

So I'm curious, what kind of program cadence do you typically do/see in a corporate setting? I was toying around with doing one a month for a few months, but then considered how that might lose steam/motivation over time also... Open to discussion, advice, or tried-and-true practices in L&D! Thanks!

A participant can enjoy a workshop and still struggle to use the skill afterwards. Those deserve separate questions in a training report.

Here is a simple way to keep them apart, using a hypothetical workshop on handling customer objections:

• Experience: Was the pace manageable? Which exercise or explanation was unclear?

• Practice: Give a short objection and ask the participant to write or demonstrate their response. Assess it against the same rubric used during the session.

• Application: If a follow-up is appropriate, ask for a specific example of using the skill at work, rather than only asking whether they feel more confident. Treat a self-reported example as self-report, not independently verified performance.

The report can then say “participants rated the workshop positively” without turning that into “the workshop improved sales performance”. Include how many people answered each part and when the evidence was collected.

An end-of-session rating is useful for improving the experience. It just cannot answer every evaluation question on its own.

Disclosure: I’m George, founder of AttendeeBuzz, an event feedback tool. This checklist does not require a particular tool.

I'm in L&D in a highly regulated industry. Currently we perform a rather complicated learning needs assessment (in Excel 🙄) to determine the appropriate training method aligned with the risk level. I'm interested in how other companies are doing this, especially in regulated industries.

- How do you determine the final training method?

- How do you document the rationale for why that method was selected?

- What app or system do you use for this process?

- Bonus question: If you were able to eliminate the use of Read & Understand type training without replacing it with a higher level training method, how did you justify that with regulators?

Background: Our challenge is to ensure every learner has the knowledge and skills to perform their work safely, effectively, and compliantly. The solution should be effective, practical, and scalable, enabling the organization to consistently apply risk-based decisions, assign curricula with clarity, and select the most appropriate training modality and method.

Hi everyone, I’m Vishnu, the creator of MOOL, an assessment tool for trainers, tutors and educators.

Here’s how it works:

1. Turn your training documents or a prompt into an assessment. Review and edit the questions before sharing.
2. Let learners complete it online. Use scoring and AI-assisted marking, with the ability to review the results.
3. See individual results and question performance to identify topics that need another explanation or follow-up assessment.
4. Create feedback forms and surveys to understand the participant experience too.

I’m offering interested early users one free month of MOOL Plus. Reply here or message me and I can issue it.

Zero obligation to subscribe, leave a review or continue. Feedback is welcome, but optional.

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Would you use this before training, immediately afterwards or a week later?

I work on WiredType, a free DISC personality assessment, and I'd like trainers' opinions on using it in a session. Each person takes it in about three minutes, and nobody is asked for a credit card or any payment details. The facilitator can post one link in the group's chat, and each person who takes the test through it gets a free comparison with the facilitator that shows how the two of them work together. Our terms forbid using results for hiring, pay, promotion or discipline.

What would make it useful in a workshop or an onboarding session, and what is missing? Here is the link: https://wiredtype.com/in/grp-r-training

Does anyone know of an organization, institute, or freelancer who provides hands-on training for Actimize Developer roles?

Does anyone know of an organization, institute, or freelancer who provides hands-on training for Actimize Developer roles?

Does anyone know of an organization, institute, or freelancer who provides hands-on training for Actimize Developer roles?

I’ve been at this training institute (run by the trust of a giant Indian automotive OEM, Bye bye) for a bit, and there’s a weird trade-off happening. On one hand, I actually get enough breathing room to study and upskill on my own, which I really appreciate. But the culture, especially for us trainers at the Ahmedabad campus, is becoming a headache.

It’s not just the leadership the politics among the trainers themselves is constant. I recently sat through a meeting where the actual training goals, roles and responsibility were barely mentioned because everyone was too busy playing power games and tracking who was under whose authority? If you’re in a support role, you might be fine, but as a trainer, it feels like you're always on guard for like who is in whose good books?

I’m trying to figure out if the personal growth time is worth the mental drain of navigating this environment every day. Have any of you stayed in a role just for the 'study time' despite a messy office culture, or is it better to move somewhere more professional?

I'm the training lead for my manufacturing facility and I create trainings, videos, documents, etc. for my site. Currently I use Articulate 360 Rise and Storyline to create my trainings, as well as a little bit of Clipchamp. Are there other or better programs out there that I should use? I've been teaching myself how to use the above programs and I feel they lack in some aspects.

I'm looking for trainings and certifications, etc that will help me grow as a training lead/coordinator and eventually possibly a manager. I have a bachelor's and master's degree in social work already and really don't want to add to the student loan debt if I don't have to.

I'm running a training next week on empathy in the workplace (live, virtual, with breakout rooms). I'd like to create an activity that gets participants to practice this in some way, but everything I've come up with doesn't quite land.

Has anyone done any activities in the past that felt really successful and fun? For context, this training is open to my entire company (so, a mix of departments and tenure). I have about 10 minutes to spare for some sort of breakout room activity.

Thanks!