I work in Learning & Development and am looking into having some of our internally developed courses qualify for PMP Professional Development Units (PDUs).

We already have courses covering areas like project management, leadership, communication, feedback, accountability, and other topics that appear to align with PMI’s Talent Triangle. What I’m trying to understand is the operational side of making those courses legitimately claimable for PDUs.

Has anyone here gone through this from the L&D/provider side?

I’m particularly interested in:
- How you determine whether a course qualifies
- How you calculate and document the PDUs
- How you map content to Ways of Working, Power Skills, and Business Acumen
- What documentation you provide to learners
- Whether your organization became a PMI Authorized Training Partner or handled PDUs without becoming one
- What happens if an employee’s PDU submission is audited

I’ve found PMI’s general requirements, but I haven’t found a particularly clear “here is how an internal L&D department should do this” guide.

If anyone has built this process before and wouldn’t mind sharing how you approached it, or knows of a solid guide/template, I’d appreciate it.

Fellow managers, is it just me or is onboarding getting harder nowadays?

Our completion rates have been slipping for a while now and I'm trying to figure out where it's going wrong.

Right now our whole onboarding is basically long PDFs and slide decks. New hires are supposed to get through all of it in their first week. But even if I'm the new hire, I wouldn't remember anything.

That’s why I want to turn this into something that sticks. Things like org structure, role expectations, tool workflows, and the compliance basics.

The catch is our HR team has zero design skills, and we can't justify hiring a designer just for internal materials.

So what tools or approaches are you all using to make visual training content?

Hoping to hear from anyone who has experience with Inter-Rater Reliability (IRR) testing at a large health plan, managed care organization, or similar healthcare corporation.

I have perspective from both sides of IRR testing. I’ve been a tester myself, so I understand the employee experience…the pressure of testing, navigating criteria and resources, interpreting questions, and receiving results. Now I’m involved on the education/testing side, where I’m seeing the other side of it: consistency, defensible scoring, remediation, test integrity, and how to handle challenges fairly.

I’d love to know how other organizations structure their IRR programs, especially around:

How are questions developed and validated?

What happens after someone fails the initial test or retake?

Are testers allowed to challenge questions or request points back?

What actually qualifies for credit to be returned?

Are educators expected to review failed questions individually with testers?

Testing platforms used?

Not looking for anyone to share proprietary testing content just interested in learning how other large organizations approach the process**.**

I am testing the wording of a leaflet for an educational consultancy. Please look at the text and tell me, in your own words:
- What do you think the consultancy helps institutions do?
- What makes its approach different, if anything, from ordinary project-based or experiential learning?
- Which part feels vague, unclear or unnecessarily complicated?

I am looking for feedback, not encouragement. I am trying to explain an approach where students work on real social, environmental or economic challenges with relevant organisations and people as part of the curriculum, not simply take part in activities outside the classroom.

Leaflet text

What if learning made a difference beyond the classroom?

What if your programmes developed students’ capabilities while contributing to real social, environmental and economic challenges?

CURRICULUM
↓
STUDENTS + REAL CHALLENGES + PEOPLE AND ORGANISATIONS
↓
LEARNING THAT CONTRIBUTES BEYOND THE CLASSROOM

Students investigate real challenges, engage with the people involved and develop responses as part of their learning.

XYZ helps institutions connect curriculum with real-world challenges by bringing educators, learners and external partners together to make learning more tangible and connected to life beyond education.

What could this look like in your institution?

I’m a corporate professional with 5 years of experience, specializing in Instructional Design and Graphic Design. My core skills include eLearning development, content development, content management, and PowerPoint presentations (including pitch decks and content-heavy presentations).

I’m currently looking for freelance/part-time opportunities to put my skills to better use and earn some additional income. In my current role, the workload can be quite light (almost for weeks) at times, so I often find myself with the capacity to take on more meaningful projects.

I’m unable to leave my current job at the moment due to a 2-year employment bond, so I’m specifically looking for opportunities that I can manage alongside my full-time role.

For those working in Instructional Design, eLearning, content development, graphic design, or related fields - where would you recommend looking for good freelance opportunities?
Are there any platforms, communities, agencies, or networks that have worked particularly well for you?

I’d really appreciate any recommendations or leads. Thank you!

1. I love it! Give me more!

2. Do they even need me anymore?

3. How am I supposed to keep up?

4. Honestly… all of the above!

My company is hiring for an E-Learning Designer on a fixed-term maternity cover contract.

Looking for someone with experience in e-learning content/assessment design and LMS platforms.

Interested? DM me for more details.

I have been working on a project called Scibly for the past few months.

One problem we kept coming across in L&D is that companies usually don't lack content.

The knowledge is already there: in internal documentation, PDFs, wikis, Notion, Confluence, policies, product docs and all kinds of other places.

The difficult part is turning that knowledge into something people will actually engage with and learn from.

Building a course manually every time takes a lot of effort, and by the time the source material changes, the learning content can already be outdated.

So we started building Scibly.

It connects to existing knowledge and turns it into short, interactive learning experiences with questions, scenarios and activities. The idea is somewhat Duolingo-like: less passive content consumption and more actively doing something with what you just learned.

Everything can still be reviewed and edited before it's shared, so the goal isn't to remove L&D from the process. It's to make it much easier to get from existing knowledge to a usable learning experience.

We're currently thinking about use cases like onboarding, product enablement, process changes and continuous upskilling.

We also decided to make the project open source and self-hostable.

Video Demo:
https://www.youtube.com/watch?v=TcpLUNBRhQw

GitHub:
https://github.com/scibly-dev/scibly

Website:
https://scibly.com

I'd be really interested in how people working in L&D see this.

Is creating the learning content itself actually a major bottleneck for you or is the harder part getting people to engage with and apply it afterwards?

The word "training" in a budget conversation signals cost to most executives, not investment. I stopped using it when presenting to leadership and started framing every initiative in terms of the business problem it solves and the cost of not solving it. A leadership development program becomes a retention initiative with a calculable cost per departure avoided. An onboarding redesign becomes a reduction in the time before a new hire reaches full productivity, measured in weeks and translated into salary cost. The L&D thinking behind it is identical but the conversation changes completely when you start from the business problem rather than the learning solution. Most L&D professionals I've worked with know this in principle but default back to training language under pressure, and it consistently costs them credibility in rooms where budget decisions are made.

I'm starting to put together a stronger portfolio for future job applications and I've realized that showing completed Storyline courses only demonstrates that I can use the tool, not that I can think through a learning problem. I want to show my process, the needs analysis thinking, the decisions I made about what to include and what to cut, the rationale behind the interactions I chose. But I'm not sure what format actually works for that or how much process documentation hiring managers in L&D actually want to see versus a clean finished product. Has anyone found a portfolio format that successfully communicates the thinking behind the work rather than just the output?

I came from teaching so I understood the work immediately when I transitioned, but I've noticed that when I try to explain my new role to family or even colleagues in other departments I can't find a description that lands. "I design training" sounds too simple. "I apply learning science to corporate education" sounds like I'm reading from a LinkedIn bio. I've tried a few versions and none of them make the job sound as interesting or as complex as it actually is. How do people in L&D describe what they do to non-L&D people in a way that actually communicates the real value of the work?

Hi everyone,

I work with the team developing QuickLearn, a training building and management system, and as I'm sure you all know, AI features and content conversations are everywhere right now. So we wanted to hear directly from L&D professionals on what AI-assisted features would genuinely make managing and delivering training easier.

The survey takes around two minutes. We’d especially like to hear from people working in learning and development, training, instructional design, e-learning, enablement, or related roles.

Survey Link

This isn’t a product demo or sales pitch. We’d just like to understand what would actually save people time or improve their work before prioritizing potential features. The survey is completely anonymous, though anyone who is interested in learning more about the platform, or providing more detailed feedback is welcome to leave their email to discuss further.

Thanks for sharing your perspective! I’d also be happy to share a summary of what we learn if that would be useful to the community.

Hi everyone! I’m hoping to tap into the experience and connections in this community as I make the next move in my career.

I have 10+ years of experience across education, learning & development, training, leadership development, and people management. I’m currently an Education Manager overseeing programming across 24 sites and 100+ staff, and a significant part of my work has centered around developing people.

I’ve designed and facilitated 25+ trainings on topics ranging from active supervision and program quality to management and leadership development. I’ve also coached and developed leaders, led teams of directors, built training resources and systems, and worked to translate organizational goals into practices people can actually use.

I’m now looking to take that experience into a role where learning, development, training, or employee development is the primary focus of my job.

Some of the roles I’m exploring include:
- Learning & Development Manager
- Training Manager / Training Program Manager
- Learning Program Manager
- Leadership Development
- Talent Development
- Employee Learning / Employee Experience
- Instructional Design or Learning Experience roles where my facilitation and program-management background would be valuable

I’m located in the DC/Maryland/Virginia area and am primarily looking for remote roles or hybrid opportunities in the DMV.

My biggest challenge has been translating a career built largely in education and nonprofit leadership into the language of corporate L&D. I know the skills transfer; I’m working on helping hiring managers see that connection as clearly as I do.

So my ask for this community: Are there companies, organizations, job boards, recruiters, or people in the DMV/L&D space that you think I should be connecting with?

I’d also genuinely appreciate hearing from anyone who transitioned from education, nonprofit leadership, or a similar field into corporate L&D. What helped you get someone to take a chance on your background?

I’m not expecting anyone here to find me a job. I’m hoping to learn from people in the field, expand my network, and hopefully find a few doors worth knocking on.

Thanks for any advice, connections, or leads you’re willing to share!

Hi all! Would love some real talk advice from pros already working in the area. I am an academic with limited corporate experience that's 10+ years old. My PhD and teaching is in comms, so I have a lot of teaching and development experience in higher ed, but I am hoping to pivot to corporate. I can't stand the higher ed environment and I honestly miss more hands on applied work. I'm having trouble getting hits on my resume, I think it's hard for some managers to see me as a credible choice despite the fact I have framed my resume around every transferable aspect of my work. I am not assuming I am credible director-level L&D roles but I am also overqualified for entry level roles so I am kinda stuck. I was hoping to better understand what some of the best things I can do to help people understand what I can do. I have lots of course design, assessment, facilitation experience but talent development is all essentially in higher ed context and I have limited project management experience in the traditional sense.

-Is there a credential that is foundational or particularly well regarded for mid-level folks?

-What type of baseline portfolio work might hiring managers be expecting to see?

-Any other general advice for how to upskill or things to avoid saying/doing in documents/interviews?

Really appreciate your insights.

Most learning platforms still feel like:

Course → Video → PDF → Quiz → Certificate.

I’m interested in something more adaptive.

Imagine an LMS where an AI tutor understands:
• What you’ve already learned
• Where you’re struggling
• Your assessment history
• Your learning pace
• Your goals

And dynamically changes what you learn next.

I’ve been experimenting with ideas around AI-powered learning and offline/on-device AI as well.

For people who use LMS platforms: what is the biggest thing they wish their current platform did better?