Employee training is crucial. But as employee training tools continue to evolve, new training terms and trends are born.
This constant changeconstant change can make it hard to keep up. That’s why we’ve put together this employee training glossary.
Technology is propelling organizations to boost their training techniques
The development of enterprise technology is driving rapid change across all industries. The need to onboard employees effectively to new software systems and processes is challenged by this progress.
Research into effective adult learning has given rise to new tools and techniques. Employee training must be dynamic, not one dimensional.
This employee training glossary will help you to make informed decisions about your staff development.
Employee training glossary
Adaptive learning uses technology to deliver a personalized learning experience. A computer algorithm is used to deliver customized resources to the learner. Adaptive learning is considered by many to be the future of employee training.
“Adaptive learning is designed to build employee competency, and can also improve employee retention and engagement.” trainingindustry.com
Adult learning theory
Understanding how adults absorb information is essential to successful employee training. This is where adult learning theory comes in. At different stages of their careers, adult learners will have distinct training needs. Adult learning theory investigates how adults learn.
Digital Adoption Platform (DAP)
A Digital Adoption Platform (DAP) speeds up user adoption of software applications. It personalizes the learning experience by delivering relevant information at the time of need. A DAP uses a self-service, real-time approach to make sure employee training and onboarding is effective.
Users are usually:
- An employee within an organization using an external application
- The consumer of an application sold by a company
Digital learning repository
A digital learning repository (DLR) is an online database. Here, training resources can be collected and shared between staff regardless of location.
This is the rate at which information is forgotten after attending training. Learning Solutions magazine reports:
“Nearly 90 percent of the knowledge you impart to your employees during training, will be forgotten within a week.”
It’s vital that training managers adopt contemporary solutions to minimize this problem.
Formal learning is the type of training that is most familiar to us. It refers to structured programs where the goals are defined for, not by, the learner.
Examples include classroom instruction, e-learning courses, conferences, etc. The forgetting curve is most closely associated with formal learning techniques.
Informal learning is where the learner defines their own objectives. This sort of self-directed learning can occur in many forms, on and offline.
Immersive learning creates an interactive environment for learners. Simulations, role play, and virtual learning environments are all examples.
Learning content management system
A learning content management system (LCMS) is a complex multifunctional platform. It allows administrators to perform a range of functions associated with online training. From registration to delivery and assessment, everything takes place in the LCMS.
Information services company EBSCO defines micro-learning as:
“The technique includes taking small pieces of information and spreading it through a variety of formats, including videos, book summaries, articles and more. Microlearning is designed to be completed in less than 10 minutes a day…” good employee performance
Multimodal learning is the use of many different delivery methods in training. Many experts believe it to be vital for success.
“[Multimodal learning] helps ensure retention and application by reinforcing content over a longer time period.” good employee performance
“On-demand” means employees can access training materials wherever they want, whenever they want. It’s perfect for teams with remote employees, or when people prefer to complete training at their own pace.
Performance support helps employees complete tasks and improve productivity. It refers to the tools, approaches, and methods that achieve this.
Remote learning enables employees to access learning material from any location. Information is shared and accessed online.
Self-directed training gives ownership to the learner. They take responsibility for what training they want to do, when, and how.
Social learning is learning that takes place on social media platforms and forums.
Virtual training occurs in a simulated environment. So the learner and instructor can be in different locations. Despite using technology, it’s designed to mimic the traditional classroom experience.
We hope you’ve found our contemporary employee training glossary useful.
Remember: it’s critical that your employees are engaged in the training process. Information must be easy to access, relevant, and delivered at the right time.
We all know that training is essential to good employee performance. But what tools and techniques you use is up to you.
Be strategic about your approach to get a good return on investment.