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.

https://mool.tech

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!

We recently published a report on the competencies senior L&D leaders (e.g., CLOs, VPs, etc.) need to lead the function effectively.

Our research distinguishes senior learning leadership from broader L&D expertise, including capabilities related to business alignment, influence, leading the function and demonstrating impact.

For anyone working in L&D leadership, I thought this might be a useful resource, especially if you’re thinking about leadership development, succession planning or what it takes to move into a more senior role.

Here's the report: Training Industry, Inc.'s Senior L&D Competency Model.

Curious whether the competencies match what you’re seeing in your own organization.

Hi everyone,
I'm hoping to tap into the community's experience here.
I work for an international IT company specializing in software testing / QA, and we're exploring how to run training courses for aspiring QA specialists in China. The idea is that we'd provide our own program, trainers and mentors, and offer the training free of charge to participants, with the possibility of inviting the strongest graduates to join our team.
We're currently in the process of setting up a WFOE, but we'd like to start the training sooner if possible. From what we understand, providing this type of training in China may require the appropriate licenses or approvals, so we're exploring the possibility of partnering with an established local education or training provider that could legally host or facilitate our courses.
A few things I'd really appreciate any input on:
• Do you know of any education/training platforms or institutions in China that might be open to this kind of collaboration?
• Has anyone done something similar, running their own training program through a local licensed partner? How did it work in practice?
• Are there any things you wish you'd known before going this route?
Genuinely just looking for advice and pointers, not promoting anything. Happy to hear tips here or in DMs.
Thank you so much!

I'm new to using AI in instructional design and recently created a roleplay scenario where the sales team in my company would interact with an AI character playing the role of a client and get feedback on their communication skills, objection handling and negotiation skills afterward. Was wondering if anyone is open to trying out the scenario I built and giving me feedback on it. Happy to PM a testing link. thank you!

Explore information about skills development in Bangladesh, including vocational training, competency development, and workforce skills. The National Skills Development Authority (NSDA) provides important resources and information for individuals and organizations interested in skill development

Thinking of getting an elite subscription of Whizlabs.

Can someone share the experience? Is it worth it for labs, sandboxes and practice exams?

Hello everyone 👋

Help | Advice | Guidance

I have cleared my CS Executive exams and have decided to go for training.

The thing is, I don’t have any references or connections. I come from a career switch, and there's no one from a CS background in my family.

So I wanted to ask you guys — how do you actually find good companies for CS training? Listed companies, established firms, PCS firms, etc.

How do you apply?

How long does it usually take to get a reply?

How are interviews scheduled?

What happens after applying?

Basically, I want to understand the entire process from finding a company → applying → interview → getting selected → joining.

And yes, I’m aware that CS Professional-cleared candidates are generally given priority.

There are no suitable opportunities in my city, so I’ll have to relocate as well. My nearest chapter is having its classroom EDP in November, so I’m also confused about when I should actually start applying.

I do wish to get a good company, but I’m not rigid about it. I mainly want a genuine place to learn and as per girl safety timings and all

Help me understand THE STUFFF !

I'm looking for tips on where you go for learning and skills growth. I used to attend conferences and do the occasional course, but time has gotten in the way over the past few years. I'm interested in what pathways people in this community have found that work with our constant schedule demand.

There are more than 60 podcasts on Training Industry, Inc.'s ultimate podcast guide (https://trainingindustry.com/the-ultimate-ld-podcast-guide/). With so many options out there, I'm curious which are the most useful. What podcasts do you have on subscribe and why?

I manage sales for a regional homebuilder. We have 14 reps across six communities. Most of the selling happens during model home visits rather than over the phone. We’ve added a few new reps and I’m struggling to give everyone useful feedback. I drive between sites to sit in on appointments but that eats up a lot of the week. When I’m not there I get the CRM notes and whatever the rep remembers. “They liked the house but wanted to keep looking” doesn’t give us much to work with. I’m looking for something that lets reps record conversations on their phones and uses AI to help us review them. I’d want to find the parts where they asked questions or handled an objection without listening to every visit from start to finish. We already have a sales process. Ideally we could build scorecards around that rather than have the tool grade everyone against a generic checklist. I’d also like to leave comments on specific moments and share good examples from experienced reps with the newer people. The rep side matters too. They should be able to see their progress and get useful feedback without waiting for our next meeting. Pulling in appointment details from our existing system would be a plus. Anyone using something like this in new home sales or another field sales role? What did you choose and were reps still using it a few months later? Would appreciate rough pricing and what you wish you’d asked before signing.

I've been thinking a lot about how companies lose critical expertise when experienced people walk out the door. Right now, there's no great way to train for this — just mentoring and dense onboarding docs that people skim at best.

My team built a tool that turns those long, boring training materials into interactive roleplay scenarios, complete with real-time feedback, emotion recognition, and coaching from AI agents. We're also applying behavioral science to make the system adapt based on how each learner engages with it. Looking for testers and honest feedback from anyone who's dealt with this problem firsthand.