An approach to education in which the content and pace of instruction are modified in real-time based on a student's performance and progress.
The use of artificial intelligence algorithms to personalize and optimize the learning experience.
The use of algorithms and machine learning to simulate human intelligence and automate tasks in enterprise learning.
Learning domain that involves receiving, responding, valuing and organizing morals and attitude.
An online learning method where students and instructors do not need to be online at the same time and can access course materials at their own pace.
• Remember • Understand • Apply • Analyze • Evaluate • Create
One of the three components of the learning domain that includes all elements such as thinking, memory, problem solving, analytics, etc powered by an individual's mind.
The learner tries to make sense based on experience, behavior and environment. It should be contextualized and give learners the opportunity to demonstrate their knowledge.
A set of knowledge, skills, and behaviors required for successful performance in a particular job or role.
The ongoing process of acquiring new knowledge and skills, through a variety of formal and informal learning opportunities, to adapt to changes in the workplace and advance in one's career.
The process of selecting, organizing, and presenting relevant and valuable training content from various sources.
Attributes that are measurable and observable in nature and can effectively predict an individual's performance in a particular job / role.
Following your learners in their environment, to better understand the context that could help them learn better. Additionally, shadowing them in the job provides you with good scenarios for training content later.
An approach to education that focuses on mastering specific skills and knowledge rather than completing a set amount of time in training.
Training aimed at ensuring employees adhere to legal, regulatory, and ethical standards within the organization.
Cross-selling is a sales technique where existing customers are offered related or complementary products to their original purchase, boosting sales opportunities and enhancing customer value and loyalty. Cross-selling skills training refers to the process of developing and enhancing the abilities of sales professionals to identify and promote complementary or additional products or services to existing customers, aiming to increase sales revenue and customer satisfaction.
Declarative memory is mostly the stuff you know, and can explicitly state, like facts, principles, or ideas.
A composite set of activities and processes used to impart skills for doing a specific job.
Constructive input provided to learners to foster their professional growth and improvement. It focuses on identifying strengths and areas for development, aiding individuals in enhancing their skills and performance within an organizational or educational setting.
Design thinking is a problem-solving methodology that focuses heavily on involving the users of a solution in its design.
Dreyfus Model of Skill Acquisition
A framework that explains the process of gaining skills through formal training and hands-on experience, commonly used in education and operations research.
Learning enabled via electronic mediums such as computer, smartphone, laptop.
A learning approach that emphasizes learning through direct experience, reflection, and action, often in a simulated or real-world environment.
The process of enhancing the skills, knowledge, and capabilities of employees through training and education to improve their performance and potential within the organization.
Existential intelligence is the ability to reflect on and contemplate the meaning and purpose of life. It is relevant for organizations as it helps individuals understand their own values and goals, leading to more fulfilling and productive careers. A deeper sense of purpose can also drive engagement and creativity in the workplace. By fostering an environment that supports existential intelligence, organizations can foster a more motivated and purpose-driven workforce.
A meticulous evaluation process aimed at measuring the true effectiveness and consequential impact of training programs on employee performance and broader organizational outcomes, enabling data-driven decision-making to enhance learning initiatives.
A well defined and structured course delivered via trained individuals in a systematic and highly intentional way.
A teaching approach where students learn the material outside of class through online lectures or readings, and then use class time for hands-on activities and discussions.
An adaptable approach to learning that allows individuals to access training and educational content at their preferred and convenient times. It offers flexibility to accommodate diverse schedules and learning preferences, promoting a self-paced and accessible learning experience.
Face to Face Learning
Face-to-face learning is an instructional method where course content and learning material are taught in person to a group of students. This is where the teacher and the student meet in a set place for a set time, similar to what happens in school.
A systematic process of gathering feedback and incorporating it into decision-making to improve performance, often involving a continuous cycle of planning, implementing, evaluating, and refining strategies.
The use of game design elements and mechanics to make learning more engaging and interactive.
Gagne's Nine Events of Instruction
A framework for designing effective instruction that includes nine steps or events, such as gaining attention, providing feedback, and enhancing retention.
Computer software designed to facilitate collaboration and communication among members of a group, typically used in corporate training and development programs.
A method that evaluates the difference between current and desired performance, enabling organizations to identify training needs and improve productivity and performance.
Examines the intricate interactions and relationships among individuals within a training group, influencing the overall learning experience and directly shaping the outcomes achieved. Understanding these dynamics helps optimize collaboration, communication, and knowledge sharing, fostering a conducive and productive training environment.
Gardner’s Multiple Intelligences
A theory proposed by psychologist Howard Gardner in 1983. It suggests that traditional concepts of intelligence, such as IQ, fail to fully capture the wide range of human cognitive abilities. According to Gardner, there are at least 8 distinct types of intelligences including linguistic, musical, logical-mathematical, spatial, bodily-kinesthetic, interpersonal, intrapersonal and naturalistic. Each person has a unique combination of these intelligences, and they can be developed and strengthened through experience and education.
Gilbert Behavior Engineering Model
The Gilbert Behavior Engineering Model, created by Thomas Gilbert, classifies performance problems into one of six categories: information, resources, incentives, knowledge, capacity and motivation.
A learner-centered training approach that offers personalized, one-on-one support and expert direction from skilled instructors or mentors. This tailored guidance is provided throughout the learning process, fostering deeper understanding, skill mastery, and increased learner confidence.
Habituation means getting used to a sensory stimulus, to the point where we no longer notice or respond to it.
Human Capital Management (HCM)
The process of managing and developing an organization's workforce, including hiring, training, and talent management.
Human Resources Development
The process of developing and training employees to enhance their skills, knowledge, and abilities in order to improve organizational performance.
An approach that emphasizes and gives importance to the human realm.
A type of learning that involves actively engaging with the subject matter through practical, experiential activities. Hands-on learning is often used in enterprise training to develop practical skills and to help learners apply theoretical knowledge in real-world contexts.
An active approach where learners gain knowledge by experimenting and problem-solving. Encouraging trial and error, it fosters a deeper understanding of concepts. Learners explore and discover solutions independently, promoting a hands-on and experiential understanding of the subject matter
Interpersonal intelligence is the ability to understand and interact effectively with others. It involves effective verbal and nonverbal communication. It requires the ability to note sensitivity to the moods and temperaments of others, and the ability to entertain multiple perspectives.
The process of evaluating the effectiveness of a training program, measuring its impact on employees' performance and the organization's success, and identifying areas for improvement.
Learning experiences that require active participation from learners, such as through games, simulations, or group activities.
Training on how to interact and exchange information with others in a clear, concise, and respectful manner, helping employees build strong work/customer relationships.
Just in time learning
An approach to learning that provides information exactly when and how the learner needs it.
A sensory extension of "on the job" learning. A kinesthetic learning experience means an application of multiple senses to practice learning a skill. For example, a child learns to ride a bike.
Knowle's Adult Learning Theory
A set of principles that describe how adults learn. It is based on the idea that adults have unique characteristics, motivations, and learning needs. Some of the key principles include the importance of relevance to learners' lives and work, active participation and problem-solving, and recognition of learners' prior knowledge and experience.
The process of sharing and disseminating knowledge from experienced employees to new or less-experienced ones.
The difference between the knowledge and skills learners currently possess and what is required for optimal performance.
Kolb's Learning Styles Inventory
A framework and assessment tool developed by David A. Kolb in 1984 to identify an individual's preferred learning style. The model is based on four learning styles: concrete experience, reflective observation, abstract conceptualization, and active experimentation. The inventory assesses an individual's preferences across each of these styles to inform educational and training interventions.
A widely used evaluation tool that assesses the impact of training programs across four levels: reaction, learning, behavior, and results. It helps organizations measure the success of their training initiatives and make data-driven decisions to improve their training programs.
The process of capturing, organizing, and distributing knowledge and expertise within an organization for training purposes.
The ability of learners to retain and effectively apply acquired knowledge and skills over an extended period, ensuring long-term competence and performance improvement.
Learning experiences are like journeys. The journey starts where the learner is now, and ends when the learner is successful (however that is defined). A key mantra to a successful learning journey is that the end of the journey isn’t just knowing more, it’s doing more.
A notion that groups of individuals have different learning styles. There are many schools of thought around learning styles, some of the more prominent ones being Gardner’s Multiple Intelligences, VAK or VARK, and Kolb’s Learning Styles Inventory.
Mental ability of an individual to think logically by analyzing and arriving at a conclusion for the problem. It allows the individual to establish relationships with complex objects.
A predefined sequence of courses and activities designed to guide learners through a specific training curriculum.
A learner's enthusiasm to learn a new skill or sharpen an existing skill. You can't control a learner's motivation, but there are ways to help support motivation in a learning design.
LMS (Learning Management System)
A software application for the administration, documentation, tracking, reporting, and delivery of educational courses, training programs, or learning and development programs.
It is the degree of attention, curiosity, interest, optimism, and passion that learners show when they are learning or being taught.
The ability to quickly learn and adapt to new information, tasks, and environments.
A training concept that can be applied in various stages in the professional development of employees. Micro-learning means teaching a small group of peers for a relatively short period of 5 to 15 minutes, and then giving and taking feedback on the performances.
Musical intelligence is a type of multiple intelligence that involves an ability to understand, create, and appreciate music. People with strong musical intelligence have a natural affinity for rhythm, melody, and harmony. Musical intelligence is an important factor in business as it can help improve creativity, communication, and team collaboration. It can also enhance problem-solving and decision-making skills, as well as contribute to a positive and productive work environment.
Involves teaching individuals to cultivate present-moment awareness, focus, and nonjudgmental acceptance. This practice enhances well-being, reduces stress, and improves cognitive abilities. In enterprise training, it fosters employee resilience, emotional intelligence, and productivity by promoting a balanced and focused work environment.
MOOCs (Massive Open Online Courses)
Online courses that are open to anyone, anywhere and at any time.
An approach that leverages different types of instructional materials and activities, such as text, audio, video, and interactive elements to cater to different learning styles. This helps engage learners and cater to their unique needs and preferences. It aims to maximize learning outcomes and retention.
Training that incorporates various media formats, such as videos, animations, and interactive elements, to enhance engagement and understanding.
A process for determining the needs, or "gaps," between a current and desired outcome.
A learning technique that attempts to draw insights through association and observation.
The process of integrating and orienting new employees into an organization through training and acclimation.
A training approach that focuses on achieving specific learning outcomes or competencies, rather than just completing a set of training activities.
Performance analysis (PA) is partnering with clients and customers to help them define and achieve their goals. PA involves reaching out for several perspectives on a problem or opportunity; determining any and all drivers toward or barriers to successful performance; and proposing a solution system based on what is learned, not on what is typically done.
A component of the learning domain that links between physical activities, motor skills and mental processing.
Personal Learning Network (PLN)
A customized network of individuals, resources, and online communities that learners leverage to support their ongoing learning journey, fostering collaboration, knowledge sharing, and professional growth.
Piaget's theory of cognitive development
A comprehensive theory about the development of human intelligence across various stages of their life, starting from birth. Sensorimotor (birth to 2 years) Preoperational (2 to 7 years) Concrete Operational (7 to 11 years) Formal operational (11 years through adulthood).
The ongoing process of setting goals, providing feedback, and evaluating employees' performance to improve training outcomes.
Learning vehicles in which representative actors enact a business scenario, and the solutions are offered as an act. They fit best in work scenarios where frequent human interactions happen, e.g., customer service training at a 24/7 convenience store.
Training employees in new skills to adapt to technological advancements or changes in job requirements.
A leadership style in which the leader adjusts and adapts based on the environment that best suits the situation. Some common traits are direction, flexibility, encouraging participation, delegating responsibilities, regular coaching of team members and being honest.
Spatial intelligence is deftness to understand, interpret and absorb the fine details of a visual space. It's the acute awareness of how could a space change if various forces were applied to it.
System of records
A data management terminology used for information storage and retrieval. It often is the backbone for specific business processes.
SCORM (Sharable Content Object Reference Model):
A set of technical standards for e-learning software products to ensure compatibility and interoperability.
Non-technical skills, such as communication, teamwork, and problem-solving, that are crucial for workplace success.
The strategic process of equipping sales teams with the training, tools, and resources necessary to enhance their productivity, effectiveness, and overall performance.
The mental and physical ability of individuals to carry out a specific task to deliver results.
An online learning method where students and instructors engage in real-time communication, such as through video conferencing.
Spaced repetition technique
Spaced repetition is a learning technique that involves breaking down information into small intervals, with increasing time between each repetition to help improve memory retention.
Social engagement, in terms of learning, refers to the degree to which learners interact and collaborate with others through projects and discussions.
A training approach that emphasizes the importance of social interaction and collaboration in the learning process, often using social media and other online platforms.
Upselling is a sales strategy where customers are encouraged to buy more expensive or premium options to enhance their purchase, increasing revenue and providing added value to customers. Upselling skills training involves the development and refinement of techniques used by sales professionals to encourage customers to purchase higher-priced or upgraded products or services, thereby increasing the average transaction value and maximizing revenue potential.
A method of delivering training and education through digital means, such as online courses or webinars.