r/Training

Our company has grown quite a bit over the last couple of years and one thing that's become obvious is that our onboarding process hasn't kept up.  When we only had a handful of employees, people could just ask whoever was sitting next to them. Now we have new hires joining different departments every month and everyone seems to get a slightly different onboarding experience.

We do have documentation, but a lot of it was written months or even years ago. Screenshots no longer match the software, steps have changed and new employees often end up messaging teammates because they're unsure whether the guide is still accurate. That also means experienced employees keep answering the same questions over and over instead of focusing on their own work.

I'm looking for an employee onboarding documentation tool that's actually easy to maintain over time, not just easy to create initially. Ideally  documentation would stay up to date as processes evolve instead of becoming another project someone has to revisit every few months. Has anyone found something that people actually keep updated?

I'm looking for an objective opinion from other L&D, sales enablement, and instructional design professionals.
I'm a new training manager at a large company, and I've been asked to roll out a new voluntary training program for around 200 experienced salespeople (mostly 5+ years in role). I didn't design the curriculum, but my team will be responsible for its rollout and success metrics.
The program consists of three lessons:

Lesson 1: Self-generation strategies (territory prospecting, industry prospecting, franchise prospecting, reverse targeting, revenue-band prospecting)

Lesson 2: Self-generation tools (ChatGPT/Copilot, Google, CRM, internal systems, social media, company websites)

Lesson 3: Build a weekly self-generation plan by combining the strategies and tools.

The first two lessons are primarily instructor-led with discussion questions throughout. There are some group discussions and reflections, but most of the session is explaining concepts and frameworks.

My concern is that the audience is predominantly tenured salespeople. When I reviewed the material, I felt much of it was foundational. If I were an experienced seller, I'm not sure I'd feel I was learning anything new.

Some of the AI examples also need refinement before I'd feel confident demonstrating them live.
The training has executive sponsorship, but registration is voluntary. In previous rollouts, leader reinforcement guides weren't widely used, so I'm not expecting much follow-up coaching.

I'm trying to sense-check whether I'm being overly critical because I'm looking at it through an L&D lens, or whether my concerns are reasonable.

If you were reviewing this program before launch, I'd love your thoughts:

Would you expect experienced salespeople to register voluntarily?

Does this sound like a program that creates enough perceived value for a tenured audience?

What registration rate would you predict out of 150 eligible participants?

Is there anything in the design that stands out to you as a risk—or something I've overlooked?

I'm genuinely looking for honest feedback rather than validation. If you think I'm being too skeptical, I'd appreciate hearing that too.

Hello,everyone.I am working as the sales director in the small trading company.
Now I want to provide some training for our sales team.While I don’t have any ideas on this training.
Could you recommend some online courses or books for me,which increase my training skills? Thanks a lot.

Hey folks, I’m at a senior L&D role and I’m wondering what’s the best way to design training strategy for the entire organisation, both behavioural as well as technical, in my case, for financial department of a pharmaceutical organisation. Your inputs would be much appreciated, thank you.

Pls feel free to share any resources / AI stuffs!

Hello,everyone.I am working as the sales director in the small trading company.
Now I want to provide some training for our sales team.While I don’t have any ideas on this training.
Could you recommend some online courses or books for me,which increase my training skills? Thanks a lot.

Hi everyone,

I'm a 30-year-old Electronics and Communications Engineer, but my real strengths have never been in engineering.

Before moving into engineering roles, I spent several years working with international organizations such as UNRWA, UNICEF, and YMCA Beirut in community development, education, and training. I trained more than 1,000 people of different ages on soft skills, life skills, financial literacy, social skills, education support, and children's literacy. Training, curriculum design, facilitation, planning, people development, and psychosocial support are the areas where I genuinely perform at my best.

Unfortunately, I haven't been able to get a single interview for training, education, or learning-related roles in the UAE. Even schools haven't considered my applications, mainly because my degree is in engineering rather than education.

Over the last five years, I've been working as an MEP Engineer. It's not my field of specialization, and honestly, it's not something I enjoy or feel I can build a long-term career in. I also tried starting my own trading business, but it failed and I lost a significant amount of money, so I returned to MEP engineering.

I know where my strengths are, and they are not in technical engineering. They are in training, learning & development, curriculum design, program development, communication, planning, management, and working with people.

At this point, I'm trying to make a career transition into Learning & Development, Training, HR Development, NGO capacity building, or similar roles.

What would you do if you were in my position? How can I make employers in the UAE look beyond my engineering degree and see my actual experience and strengths?

I'd really appreciate any advice or suggestions.

Thank you!

Why do we call something a training issue when five different employees make the exact same mistake?

At what point does it stop being about the employee and start being about the process?

I’ve started asking myself a different question when I see recurring mistakes:
If different people are making the same error, is the system making it too easy to fail?

Sometimes the answer is more training.

Sometimes it’s accountability.

But sometimes the process relies on people remembering something that should have been built into the workflow instead.

I’m curious where everyone draws that line.

When do you decide it’s time to coach the employee versus redesign the process?

Im curios how people here handle the back end of coaching, building programs, tracking progress across multiple clients at once, etc. Are you on a spreadsheet, app or both? Im new to this and would like to learn

Has anyone worked with this agency? Is it legitimate, how hard is the training, and is the compensation good? Anyone familiar with this agency? Reviews?
Need talagaaa ng feedback about this agency and training PLS PLS PLS RP

How screwed am I?

I recently stepped into a new role and inherited a learning library with 500+ courses built in Composica.

Leadership wants us to move away from the platform, but the thought of migrating that much content is giving me heartburn.

To make matters worse, some of the migration quotes I've received have been in the millions of dollars and projected to take more than a year to complete.

I'm trying to figure out the most practical path forward:

• Has anyone migrated a large library out of Composica?
• What authoring platform did you move to?
• Were there any tools, vendors, or shortcuts that made the process less painful?
• What would you do differently if you had to do it over again?

Would love to hear real-world experiences, horror stories, lessons learned, or recommendations. Thanks in advance.

I am looking for advice how to scale ecourses currently having issues with distribution and retention. Are there any experienced course sellers here? Whats your strategy and what platform are all using?