#training

Im wondering if the 4 hours on the clock training we are granted per month and the AI My Agent that was announced are going to be delegated by Cisco on what we study and if we use the Agent or not.

we’ve been told in the utilization review department in Medicare that we have too much staff but that’s OK because we’re all going to be trained on epic so too much staff right now is a good thing for coverage. That sounds like we will have layoffs of all the extra staff after epic is put in.really hoping they’ll be an early retirement package offer. Does anyone have any news?

Instead, I got no training, no mentoring, and assignments outside my skill set. So much for my expectations.

Wow.. For someone who went to Brown.....

It's funny to thing that Legg thinks he is the next CEO

There is a free Claude partner certification voucher campaign ongoing for dxc employee (ending 31 Aug 2026).

If you are eligible, go claim it.

Before we proceed with anything, I’d like to inform you that managers will receive an invitation from HR to attend a training session. This session will provide information on when employees will be notified and what managers need to do next.

Have any managers received this invitation yet?

Half the remaining US customer service was laid off across all brands due to "restructuring" with zero notice given. Those of us left are being trained on all brands.

I am training offshore replacements and hoping this preserves my job. Anyone have insight?

A recent report highlights a significant disconnect in how organizations prepare managers for difficult workplace conversations. While HR professionals largely believe managers are adequately trained for layoff discussions, a substantial majority of managers themselves disagree. This gap suggests many companies are underestimating the support needed for leaders navigating increased workforce uncertainty. The report advocates for continuous development and a culture of psychological safety to equip managers effectively.

https://sea.peoplemattersglobal.com/amp/news/performance-management/managers-struggle-to-navigate-layoff-conversations-as-workplace-uncertainty-grows-report-51489

I can't tell you how many fresh college grads I've watched join Nike and flame out within three months. They're hired to do a job that was invented by someone with years of experience, given next to no training, and then thrown into the fire with sky-high expectations. The result is always the same. I really feel bad for them. And I wonder if anyone in charge has realized yet that firing experienced people and replacing them with rookies might not have been the genius move they thought it was.

Is it true that a new hire will have to relocate to the city the training location is in, instead of virtual training? I saw a job posted in Workday stating trainees would have to be in Houston for the duration of training. Are they putting people up in hotels for that? Or a stipend?

Everyone should review and be familiar with because your time will come.

Love using this AI to do all the required trainings for Centene.

Not surprising, though. New people don't get trained properly, can't keep up, and run for the door before the three-month mark hits. When will they realize that training people properly will benefit both the company and those of us who won't have to neglect our own jobs to help them out.

After the layoffs, they placed people who have no idea what they're doing in management positions over teams, they have NO clue what they do. It's so insulting to a team, to have a manager ask you "what exactly do you do" or "how do you do this?" because you laid off their supervisor who handled all of this work.

No training or anything, no wonder why Cigna wants to sell us.

I know this subject isn't necessarily about layoffs, but it definitely affects morale. Here are my thoughts...

I came up through CellularOne, then AT&T Wireless, then Cingular, then AT&T again. When SBC came along in 2006, they brought along this thing called Contingency Planning. It was explained to me that in the event of a strike of the union labor force, regular desk jockeys would head to the field and repair and maintain the phone network. I was like, WTF? Many of the IT types don't even know how to operate a sc--wdriver. But that's right, they will train them (us) to do the job. So, off many of us went for training. (BTW, it was the only business travel I had in decades. At least I got some In-N-Out on the company dime.) We learned how to climb ladders and poles, and some necessary skills for the role. We then retreated back to our offices to quickly forget what we learned. The process would continue until the next contract expired.

Do they really expect that this contingent workforce would be effective in the field? How many millions of dollars are spent, and for what exactly? A threat to the union workers? And another thing when it comes to recruiting talent: How long into the interview do they mention that periodically they will need to train for contingent work and possibly be sent to fix phone lines? I'm guessing that most degreed professionals would balk at the notion.

AEs are getting all the training as part of LFG. There is an intentional lack of SE training and investment.

About training h1b replacing you

I remember someone here posted how they were overwhelmed and got a few back ups to help with their tasks and it was great.

Im overwhelmed, voiced opinion to manager and now I’m in a position to get help from other employees (off shore) that I will train…and I’m wondering if training them on this would be me pretty much me training them to take over my job… sadly

Has anyone had stories like this? Did it work out for you?

If you are 1 to 5 years at Chevron and trying to navigate your career path, it might seem foggy but there is a method to the madness. You have not fully built your network yet while everything seems to be changing fast. My advice is collaborate more than you compete. You will be surprised how many employees with 10+ years of experience will be willing to mentor and even lend you their connections if you run into a rough patch. Compete against yourself to be better, not against your co-worker. Take advantage of all the training opportunities Chevron provides. All of that is well within your control, everything else is mostly noise. Trust the process.

I heard some of my colleagues have been getting OWD and heading to NC for training. What do they actually do there? And how hard is it to get OWD?

After a month and a half of quietly laying folks off, athenahealth finally announced to the rest of us that today multiple people were layed off. Some being entire teams. They refuse to comment on how many people. They did, however, state that athena needs different skills and will be creating new positions. Have these people never heard of training?

Almost all the up streamers were piped out of my group. Now no one knows what to do and I am constantly having to explain things to the downstreamers who surround me.

As someone in early career, I’m finding it really difficult to make any headway in growing. I’m on a team that doesn’t really teach me or train me and is far from what I’m wanting to do with my career, yet all leads (stretch assignments, internal transfers) have been shut down. After the reorgs, we lost half our team but are expected to do the same amount of work, and I can sense everyone burning out.

How can I get out? The early career market right now is so bad I’m unable to get even an online assessment or interview from any of my applications. And since Nike is my only real experience, I’m not sure if recruiters view it as a good thing

How long after a meeting where HR coaches the PL on layoff handling will layoffs occur?

will the midcon asset survive, and if so what is the point of holding such an asset in the portfolio? - A holding corral for employees to be trained in and moved to more significant assets?

Has destroyed my will to work anymore. This place is a he-l hole that will not get better until CR is fired and his entire ELT. This latest round is the d-mbest sh-t they have exposed us to.

The audacity for management to tell us we are going to be training a vendor to do our jobs and in August they’ll decide if they want to keep us or not.

Millions in federal and provincial funding will support workers impacted by recent layoffs at Algoma Steel. The Canada-Ontario Workforce Tariff Response program aims to upskill and retrain individuals for new career paths. This initiative includes direct investment in training programs like welding for former steel plant employees. Several organizations are set to receive portions of the $7.2 million to facilitate this retraining. The goal is to provide affected workers with new skills for in-demand jobs.

Sault Ste. Marie, Ontario

https://www.villagereport.ca/village-picks/algoma-steel-receiving-over-14-million-to-upskill-employees-province-12598882

So how’s the troops enjoying the whacked out new OT Salesforce?

Apart from being unable to quote easily or quickly, needing multiple approvals for list price quotes, an inability to intelligently search for products, processing orders literally like pulling teeth and the data being FUBAR if you are authorised to view it. On a sales tool that we never train people on that’s the backbone of a sales organisation.

it’s all going rather swimmingly don't you think?

Where I work the L and D “leaders”at HQ messed up our operations training so badly that Operations had to take operations training back from HQ. Now the training is almost as good as it was prior to 2023.
This is just one example of how Malformation has been a total flop.

My team and I have covered security for years
I understand from Monday we now cover evertything
0 training
0 understanding
I hear it is the same for collaboration too
Wtf is going on

I try to teach the newbies the ropes, but they're on their phones or walking off mid-explanation. Maybe I'm just old-school, but I thought you were supposed to actually learn the job once you join a company. Isn't that the minimum requirement? What's their game plan here?

I'm documenting everything and training two new hires. Either I'm getting promoted or I'm getting fired.

I'm wondering if Allstate offers anything more than severance when laying people off. Job counseling, retraining, anything? Or is that too much to expect?

The employees with years of knowledge are expected to solve every problem, train new people, and keep everything moving, yet they're constantly overlooked. Meanwhile, management seems to get rewarded regardless of whether they actually understand the work.

From what I heard, Human Capital basically told leaders to take a training or read a book if they’re nervous about being laid off in the future. The focus should he gaining new skills. In other words, prepare yourself because it could happen. They’re also still playing the “we don’t know” game when asked about the India office. From what I heard, the earliest timeline is T2 of next year. Let’s be honest: with all the regulatory, legal, and logistical hoops involved, there’s no way they don’t already have a pretty clear idea of the plan.

A supervisor is already training contractors from India. She also included that December will be the last month for any remote employees left in the Mortgage Center. So we shall see.

A new initiative in Sault Ste. Marie aims to support Indigenous individuals facing employment challenges. The Pathways Forward Initiative offers training and job placement services. It addresses workforce instability caused by layoffs and other barriers. The program is a collaboration between local Indigenous organizations. Its goal is to foster long-term employment success and community well-being.

Sault Ste. Marie, Ontario

https://www.elliotlaketoday.com/local-news/new-indigenous-employment-program-now-open-in-the-sault-12533831

Connecticut manufacturers face a persistent skills gap, with companies struggling to fill open positions despite recent layoffs at larger firms. The demand for specialized skills, particularly in advanced manufacturing and defense sectors, outstrips the available workforce. Major hiring pushes by companies like Electric Boat exacerbate the problem, drawing talent away from smaller suppliers. While some displaced workers are available, their skill sets often do not align with current industry needs. This situation necessitates significant investment in training and development for new hires, a costly process for many businesses.

Waterbury, Connecticut

https://hartfordbusiness.com/article/skills-mismatch-factory-layoffs-arent-solving-manufacturers-hiring-problems/