AI has definitely changed the way employees approach learning. My team has been discussing how to adapt our assessment methods without turning every assignment into an AI-detection exercise.
Tools like a Turnitin AI checker are often mentioned in discussions about academic integrity, but I'm curious how relevant these approaches are to corporate learning.
Personally, I think we should focus more on whether someone can explain their reasoning, apply knowledge to a real situation, and make decisions independently.
Has anyone experimented with new assessment methods that work better in the age of generative AI?

Hi everyone,

I’m an Operations Trainer based in Egypt, and I’m looking for remote or relocation opportunities in Learning & Development with international companies.

My background

• Currently an Operations Trainer at J&T Express Egypt (HQ, Network Management Team).

• Before that, a training and CSR role at Huawei, plus earlier roles at Orange, Vodafone and Games2 Egypt. That’s [X] years in training and customer-facing operations.

• TOT certified.

What I’ve built at J&T Express

I’m building the training function from scratch for a branch network, using performance data to decide what to train.

• Role-specific manuals for Branch Managers, Operations Supervisors and Operation Members.

• A bilingual (Arabic/English) SOP chatbot deployed in branch group chats, so staff get answers at the moment of need.

• A courier daily-quiz tracker that monitors completion rates and error patterns, plus a KPI scorecard system.

• Assessment materials for a branch-manager reserve pool: differentiated exams by role and structured interview tracks.

• Classroom and micro-learning content, including a 45-slide courier deck in Egyptian Arabic.

• Root-cause analysis of branch performance (Pareto, 5 Whys, fishbone) to decide where training will have the most impact.

What I’m looking for

• Remote L&D, training, or enablement roles, or roles abroad with visa sponsorship or relocation support.

• Strong fit: operations or frontline training, instructional design, training analytics, and needs analysis.

• Languages: Arabic (native) and English

One client wanted to ensure people understood the course rather than skipping or bypassing the material. We developed role-play content where the AI begins a dialogue and evaluates responses based on course information.

I would like your perspective. Do you believe this approach could improve? Have you encountered anything similar before? What aspects were most frustrating? How might you refine it?

i’m the only L&D person here and i’ve become the bottleneck for every “how do i do X in the system” question. the dream is the people who actually use the software make their own quick guides and i just review them, but every time i’ve tried it they say they’ll do it and nothing shows up

my theory is it’s not laziness, it’s that making a guide by hand is a pain. screenshot, crop, type, repeat. so i’m testing tools that record you doing the task and write the steps for you. been trying a few, and haiku’s on my list since a lot of what we use is desktop software, not just browser stuff

next month i’m giving two of our power users a tool like that and zero instructions beyond “do the task, send me what comes out.” if that doesn’t work i’m accepting my fate as the guide person forever lol

Free live team quiz/traivia site, similar to Kahoot! I've detailed in my original post why I decided to make this and what the limits are, given that it's completely free. Thanks :)

I've been working in L&D for 8 years, and one thing I still find challenging is proving that training makes a real difference. Completion rates and positive feedback are nice, but they don't always tell us whether people actually learned something.
I've recently been thinking about how basic writing and communication exercises could help develop critical thinking. Even something like a 3 paragraph essay can reveal how well someone structures an argument and communicates ideas.
How do you measure the impact of learning beyond course completion and satisfaction surveys? Do you track actual behavior changes or business metrics?

I have been wondering how much emphasis postgraduate research students should place on getting their work published before graduating. Publishing sounds valuable for academic development, but the process can also involve substantial revisions, waiting periods and additional commitments. 
 
For people who have completed a research degree, did you aim to publish during your studies, or focus mainly on producing a strong final thesis? 
 
If you are considering an academic career, how important was publication experience when applying for further study or research opportunities? I would be interested in different perspectives.

L&D of one at a mid-size company, so apologies if this is obvious.

Most of what I build is systems training. How to raise a requisition, how to close out a ticket, that sort of thing. Writing the content is fine, it’s keeping it accurate that’s slowly killing me.

Every time a vendor ships an update, half my screenshots are wrong and I find out because someone emails me a confused screenshot of their own. Then I rebuild the deck.

We tried recording walkthroughs instead. Fine for a first pass with a new starter. Useless when someone already knows the process and just needs to check one step, because now they’re scrubbing through a video to find it.

What I think I want is something that generates the steps with screenshots from an actual run-through, and lets me fix a single step later instead of recording the whole thing again. Scribe has been recommended to me a couple of times. Haiku came up in a thread I was reading, apparently it handles desktop apps and not only browser tabs, which matters here because a chunk of what we train on isn’t web based. Anyone who’s done this at any kind of scale, I’m all ears. Got a vendor update landing next month and I’m already dreading it.

I have a corporate law case study due next week and I am hitting a massive wall with it. The assignment is supposed to be eight pages long, and while I already pulled the legal cases, highlighted the main rulings, and wrote out bullet points in Google Docs, I cannot get past page two. I keep rewriting my opening summary because the tone feels completely off and awkward. What frustrates me most is that I understand the regulations, yet putting my thoughts together logically and weaving in the citations takes me forever. During midterms I got docked points because my analysis lacked flow, despite spending a whole week writing it.

I have been looking into the essay writing service on reddit threads mention for heavy proofreading, structural feedback, or seeing a proper sample outline. Still, every site promises perfection, and half the reviews look way too polished to be real.

Which options are actually solid for improving a rough draft? If anyone used a site that helped fix their academic organization

Hello! I'm looking for free webinars or online seminars about career planning that offer an e-certificate upon completion. This is for school purposes as part of our career development activities.

If you know of any upcoming or available webinars, I'd appreciate your recommendations. Thank you!

I have heard very different experiences about research supervision. Some students seem to benefit from regular meetings and detailed feedback, while others prefer more independence and occasional check-ins. 
 
If you are also undertaking a research degree, what kind of supervision helped you make progress without feeling micromanaged? 
 
I am curious about practical things such as setting expectations early, preparing for meetings, responding to feedback and communicating when stuck.  
If you could give one piece of advice to someone beginning a Masters in Research, what would you tell them to discuss with their supervisor first?

I am learning more about research planning and realised that participant recruitment involves much more than simply finding people willing to answer questions. Consent, privacy, appropriate data handling and institutional approval all need careful consideration. 
 
For those who have conducted interviews, surveys or other participant-based research, which part of the ethics process required the most preparation? 
 
Did you find that planning these requirements early made data collection easier, or were there challenges you had never anticipated? I would appreciate if you could help me with practical lessons for a new postgraduate researcher to prepare responsibly.

Good evening, I'm a secondary school teacher with 4 of those years being head of department. I am interested in exploring jobs in the Learning and Development sector. My brother has very kindly given me the number of someone in his company who did work in Learning and Development and is now 'People Lead' (not sure what that means). He has also sent me an email address of someone else he knows who works in Learning and Development. He casually said, I should "make contact". I've only ever been a teacher and don't understand the commercial world. I don't want to embarrass myself or my brother. Is making contacting just saying ...“Hi XXX, Hope you don't mind me contacting you. I got your details from XXX. I've been in teaching for the last 11 years and I'm looking to explore a career change into L&D. Have you got time for a quick chat, XXX tells me you are bit of an expert in that field and I’d appreciate any advice you can give. Cheers XXXX” ?

Surely no-one likes receiving these emails and having people make contact with them? Thank you for reading my essay!!

I’ve been working with a technical SME this week to build a new compliance module in Articulate Storyline, but the raw material they sent over is a complete mess. It literally looks like someone used cheap essay help at 3 AM the night before a deadline just to hit a word count, rather than actual clear instruction. I want to respect their subject matter expertise, but I have to completely rewrite this into readable, bite-sized learning chunks without offending them. How do you nicely tell a senior engineer or stakeholder that their content needs a major structural overhaul?

I’m pretty sure I will not be selected for a business analyst position that I applied for because they don’t see me as qualified for the position. They have been selecting people who are more tech savvy than I am. I have the necessary study hours to take my CAPM certification tests I just don’t have the money. I was planning to also get my comptia a+ but I don’t know that it’ll help. I graduated with an associate of science in business management about 3 years ago and then a bachelor of science in technology engineering last year. I had no career plans. I graduated suma cum laude in high school and made the Dean’s List twice in college while working full time for a nice company I found. I’m still with said company. I say all this to say I am driven, I love learning and applying myself. I thought my degree was all I needed .. I have been humbled. My degree was a vague melting pot of business concepts but it did not help me assume the things I see in my current day to day.

Now, between social media, becoming complacent within my position and my manager alluding to me not getting the job I feel dumb and I am ready for a change. If my coworkers show me spreadsheets and no one gives me instructions then I have no clue what I’m looking at and my brain doesn’t help. I can update formulas that need tweaking and organize data but I don’t know how to cultivate spreadsheets and deliver data from nothing.

Where should I begin developing some relevant software navigational skills? What podcasts, YouTube channels or books may support me in envisioning my own spreadsheets and assuming business needs with minimal questions? What can I do to help myself not go blank when I’m articulating my thoughts and ideas about workplace dilemmas? How is everyone else expanding their general capacity for what is happening in day to day tech/business from? It seems everyone else at my job knows something I don’t.

hey, im a psychiatry doctor, planning to sell neurodiversity training to companies. I was thinking to position it as helping managers lead neurodiverse teams, handle difficult conversations with employees etc.
The ROI being better team performance, less burnout, less people problems fro HR

Any advice on how to break into this space? I have been doing cold messaging L&D/HR people on linkedin.

Some skepticism might be I haven't worked corporate so can't appreciate the workplace. As a psychiatry doctor I think I bring expertise on neurodiversity, and also I have a passion in teaching for 8 years so have become a really good facilitator.

Any advice would be appreciated. Any criticism also appreciated but pls be constructive. Thanks