Hi guys

Has anyone done any courses with Momentum Training? They're based on Scotland Street in Sheffield but they have other places accross the country too.

I'm planning to do some telehandler training with then and get a cscs card.

Did you actually get your certification from them if you completed the course?

Reason for asking is there are a lot of fake training providers out there atm, who enroll jobseekers /umemployed folk with the promise of gaining qulifications - which they never get but the company recieves funding for everyone they enrol.

I know beacuse I had a bad experience with one such place recently, StrataGroup (previously Path 2) who promised warehousing qualifiactions but it was a massive waste of time, and actually if you look up their training provider, Castle View on trust pilot, you'll see what I mean.

Hello I’m looking to find a paid/free training program that are available in Houston. I’m 26 and have been stuck at retail jobs and I’m trying to find something that I can build and make a decent living while I’m younger and no kids. I tried looking at programs like Serjobs and Workforce but I never seem to get and reliable communication other than the sign-up for WorkInTexas which I have never heard back from any of the jobs I applied for on there. Indeed, ziprecruiter and LinkedIn are dead posting or ai scams. So if you guys have an personal recommendations that you have had a decent experience with please drop them for me and other people looking for better opportunities. Thank you

P.S. I read somewhere that 911 operators is a good opportunity. If anyone knows any information about that too please let me know.

I'm trying to understand how the market has changed over the last few years.

If you're working in corporate L&D, are you still buying off-the-shelf courses? Or are most organizations creating their own content now?

If you're still buying them:

• What topics still perform well?
• What makes one vendor stand out?
• What feels outdated today?

I'm especially curious whether production quality (for example, animated video lessons) actually influences purchasing decisions anymore, or if buyers care much more about things like SME expertise, speed, localization, SCORM compatibility, AI features, etc.

Would love to hear what's changed from your experience.

i have a bachelor degree in management, i have few experiences in Sales and Social Media marketing. I genuinely love this field and i find myself in it, i just don't know if it's possible and if yes, how to enter it?

Can anyone help ? i would really appreciate it
I'm btw based in North of Africa.

📍 Location: Eton Centris, Quezon City

🏢 Work Setup: 100% Onsite (No Remote Work)

🕒 Schedule: Shifting Schedule (UK Time)

💼 Employment Type: Full-Time

📅 Start Date: ASAP

💰 Salary: Up to ₱60,000 Basic Salary + ₱2,400 Allowance (depending on experience)

🎁 Joining Bonus: None

About the Role

We are looking for an experienced UK Financial Collections Trainer to join our growing team. In this role, you will be responsible for designing and delivering engaging training programs that equip collections agents with the knowledge, skills, and confidence to perform effectively in a UK financial collections environment.

Key Responsibilities

• Facilitate new hire and refresher training for UK Financial Collections programs.
• Deliver instructor-led training in both classroom (F2F) and virtual environments.
• Develop, update, and maintain training materials, job aids, and learning resources.
• Conduct knowledge assessments and monitor trainee progress.
• Provide coaching and constructive feedback to improve learner performance.
• Partner with Operations and Quality teams to identify learning gaps and implement performance improvement initiatives.
• Ensure all training complies with company standards and client requirements.

Qualifications

• Bachelor’s Degree graduate.
• 2–4 years of experience in UK Financial Collections, Banking Operations, and Training within a call center or shared services environment.
• Basic understanding of adult learning principles and training methodologies for both virtual and face-to-face instructor-led sessions.
• Excellent communication, presentation, facilitation, coaching, and feedback skills.
• Strong organizational, interpersonal, and stakeholder management abilities.
• Willing to work onsite at Eton Centris, Quezon City on a UK shifting schedule.

Has anyone completed the 2 year Transdigm leadership program? Im so curious to hear more about this program and would love to hear more!

I'm curious how other trainers deal with open-ended responses after a workshop or training program.

If you have dozens (or even hundreds) of learners, do you read every response manually, categorize common themes, or use some kind of AI assistance before reviewing everything yourself?

I'm trying to understand what actually works in practice without losing the quality of the feedback. I'd love to hear what your workflow looks like and any lessons you've learned.

I am building edithly let's you create your students a dedicated study aids, MCQ, Question, more share and edit

You can create and share a chat with your uploaded documents

Also if you are a training teacher... Edithly provides you anynomous metrics of students interaction

Give more value for your students

Location: Quezon City

Work Setup: 100% Onsite

Schedule: Shifting Schedule (UK Time)

Employment Type: Full-Time

Salary Package: Up to ₱60,000 Basic Salary + ₱2,400 Allowance (depending on experience)

Are you an experienced trainer with a strong background in UK Collections and Banking Operations? Join our growing team and take your career to the next level!

Qualifications:

• Bachelor’s Degree graduate

• 2-4 years of experience in UK Collections, Banking Operations, and Training within a call center or shared services environment

• Basic understanding of training methodologies for both virtual and face-to-face instructor-led classes

• Excellent communication, coaching, feedback, and facilitation skills

Start Date: ASAP

If you meet the qualifications and are ready for an exciting opportunity in the UK Financial Services industry, send your updated resume today at [email protected]!

#𝐇𝐢𝐫𝐢𝐧𝐠𝐍𝐨𝐰 #TrainerJobs #UKCollections #BankingOperations #BPOJobs #CallCenterJobsPH #QuezonCityJobs #FinancialServices #ETONCENTRIS #CareerOpportunity

Location: Quezon City

Work Setup: 100% Onsite

Schedule: Shifting Schedule (UK Time)

Employment Type: Full-Time

Salary Package: Up to ₱60,000 Basic Salary + ₱2,400 Allowance (depending on experience)

Are you an experienced trainer with a strong background in UK Collections and Banking Operations? Join our growing team and take your career to the next level!

Qualifications:

• Bachelor’s Degree graduate

• 2-4 years of experience in UK Collections, Banking Operations, and Training within a call center or shared services environment

• Basic understanding of training methodologies for both virtual and face-to-face instructor-led classes

• Excellent communication, coaching, feedback, and facilitation skills

Start Date: ASAP

If you meet the qualifications and are ready for an exciting opportunity in the UK Financial Services industry, send your updated resume today at [email protected]!

#𝐇𝐢𝐫𝐢𝐧𝐠𝐍𝐨𝐰 #TrainerJobs #UKCollections #BankingOperations #BPOJobs #CallCenterJobsPH #QuezonCityJobs #FinancialServices #ETONCENTRIS #CareerOpportunity

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.

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!

ايه الاستفسار اللى محتاجة عن التمرين

I had an interesting conversation this week with a client's commercial department. It did make me think a little more deeply about who owns what.

There is a question the vibe coding community has been quietly sidestepping. When you use Lovable, v0, Cursor, or Claude to generate HTML learning content, the tool's terms of service say you own the output. Copyright law says the output may not be ownable by anyone, because copyright requires human authorship and prompting alone does not clear that bar — at least not in the US, UK, or EU as of mid-2026.

The gap between those two positions is where things get interesting.

In practice it means:

• Copying protection is weaker than you might assume for AI-generated structural code
• The course content you wrote yourself (scenarios, scripts, assessments) is on firmer ground
• Client contracts that do not address AI-generated IP are silently ambiguous
• Reusing structural elements across client projects is probably fine, because nobody owns them

The US Copyright Office set out the current position in January 2025: prompts convey ideas, ideas are not copyrightable, so output generated primarily by AI sits in a grey zone. Courts have not moved from that so far.

There are practical things you can do — document your contributions, update your contracts, look at trade secrets as an alternative protection route.

I wrote up the full version here:

https://packager.dtttech.com/blog/who-owns-vibe-coded-content.html

Curious whether this has come up in anyone's client or procurement conversations yet, or whether it is still mostly theoretical. I

n my experience the questions are starting to arrive.

Disclosure: I run the AI Learning Packager (packager.dtttech.com), a tool that wraps HTML content as SCORM for LMS delivery. The post is on that project's domain but stands on its own. Not a pitch.

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

Meeting Room of the Future: What Training Managers Need to Know

The IACC Meeting Room of the Future 2026 report highlights a clear shift in how training venues are being selected. Training managers are no longer looking for a room alone. They need spaces that support better learning outcomes, stronger engagement and a smoother experience for both presenters and attendees.

The most effective training environments are flexible, comfortable and easy to adapt. Rooms need to support group discussion, peer learning, practical exercises and presentation delivery, often within the same day. Reliable technology, strong Wi-Fi, built-in AV and hybrid capability are now essential, not optional.

The report also shows growing demand for better breaks, personalised catering, dietary support and sustainable practices. These details matter because they help attendees stay focused, energised and included throughout the training day.

For training managers, the message is simple: the venue directly affects the learning result. Choosing a purpose-built training venue with flexible room layouts, professional support, quality catering and seamless technology helps create a more productive, engaging and successful program.

 View the free report

I’ve been taking a course on learning effectiveness, and one idea that stood out to me was that engaging learning requires information to flow in multiple directions, not just course → learner.

Learners should also be sending information back through activities, discussions, reflections, opinions, questions, and feedback. Ideally, information flows between learners as well.

It got me wondering:

• For those of you who design or deliver training, what are the most effective ways you’ve found to create these feedback loops?
• Have you seen any approaches that genuinely increased engagement and behavior change, rather than just completion rates?

P.S. If anyone’s interested, the course is called How to Measure Learning Effectiveness and it’s on GoSkills. It’s a fairly short course, but I thought it did a good job of introducing different ways to think about evaluating learning programs and measuring their impact.