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Payroll Outsourcing

Talent Acquisition

Statutory Compliance

PEO / EOR Services

AI in HR

HR Implementation

HR Training

A  B  C  D  E  F  G  H  I  J  K  L  M  N  O  P  Q  R  S  T  U  V  W  X  Y  Z

A

Action Learning

A process where employees work on real-life problems, implementing solutions and learning through reflection and action.

Andragogy

The method and practice of teaching adult learners, focusing on the specific needs and learning styles of adults.

Assessment Centers

Structured evaluation processes where employees participate in exercises and simulations to assess competencies for specific roles.

B

Bite-Sized Learning

Training content delivered in small, easily digestible chunks to facilitate quick learning and retention.

Blended Learning

An approach combining online educational materials with traditional classroom methods.

C

Coaching

Guidance provided by an experienced person (coach) to support an employee’s development and improve performance.

Cognitive Apprenticeship

Learning through guided experiences and modeling expert performance, often involving mentorship.

Compensation

Employees working together to solve problems, share knowledge, and learn from each other through group activities.

Competency-Based Training

Training designed to develop specific competencies critical for job performance, often with measurable outcomes.

Compliance Training

Mandatory training to educate employees on laws, regulations, and company policies relevant to their roles.

Contextual Learning

Training that relates learning content to real-world situations and job tasks, making it more relevant and applicable.

Continuous Learning

Ongoing process of acquiring new skills and knowledge throughout an employee’s career to stay current in their field.

Corporate Universities

In-house training organizations offering tailored education and development programs for employees.

D

Distance Learning

Delivery of education and training to remote employees through online platforms and digital resources.

E

E-Learning

Use of electronic media and ICT in education, often involving online courses and interactive modules.

Employee Development

Various learning opportunities and programs aimed at enhancing employees’ skills and career growth.

Executive Coaching

Personalized coaching for senior leaders to develop leadership skills and address specific challenges.

Experiential Learning

Hands-on learning approach involving direct experience, simulations, and real-life projects.

Experiential Learning Theory (ELT)

Learning model emphasizing experience, reflection, conceptualization, and experimentation.

F

Facilitation

Guiding a group through learning activities and discussions to achieve learning objectives and encourage participation.

Feedback Mechanisms

Systems providing employees with performance feedback to identify strengths and areas for improvement.

Flipped Classroom

Model where employees access learning materials online before sessions, using class time for interactive activities.

G

Gamification

Use of game elements to engage and motivate employees in learning and achieving goals.

H

Heutagogy

Self-determined learning approach where employees set goals and find resources to achieve them.

I

Immersive Learning

Training using VR or AR to create interactive environments for realistic learning experiences.

Informal Learning

Learning outside formal training through activities like networking, mentoring, and on-the-job experiences.

Instructor-Led Training (ILT)

Traditional training format with an instructor leading learners in a classroom or virtual setting.

J

Job Shadowing

Training method where an employee observes a more experienced colleague to learn about their role.

Just-In-Time Training

Providing employees with needed knowledge and skills precisely when required, often through digital tools.

K

Knowledge Management

Process of creating, sharing, using, and managing organizational knowledge to facilitate learning and improvement.

L

Learning and Development (L&D)

HR function focused on improving employee skills and competencies through training programs.

Learning Agility

Ability and willingness of employees to learn from experiences and apply learning to new situations.

Learning Culture

Organizational environment fostering continuous learning, growth, and development among employees.

Learning Modalities

Different methods of learning catering to diverse preferences such as visual, auditory, kinesthetic, and reading/writing.

Learning Objectives

Specific, measurable outcomes expected from a training program.

Learning Pathways

Structured sequences of training activities helping employees develop specific skills or achieve career goals.

Learning Transfer

Applying learned skills and knowledge from training to job tasks effectively.

Learning Retention

Ability of employees to retain and apply learned knowledge and skills over time.

M

Mentorship Programs

Structured initiatives where experienced employees (mentors) guide less experienced employees (mentees).

Microlearning

Training method delivering content in small, focused bursts to facilitate quick learning and minimal disruption.

Mobile Learning

Training delivered through mobile devices for flexible access to educational materials.

MOOCs (Massive Open Online Courses)

Online courses open to a large number of participants, providing flexible learning opportunities.

Multi-Modal Learning

Training approach using multiple methods (e.g., e-learning, ILT, simulations) to accommodate different learning styles.

N

Needs Assessment

Process identifying gaps between current and desired employee skills to determine training requirements.

O

On-the-Job Training (OJT)

Training provided at the workplace while performing job tasks, often involving hands-on practice.

Online Training

Training conducted over the internet through web-based platforms and virtual classrooms.

P

Peer Learning

Employees learning from each other through knowledge sharing and collaboration.

Performance Support Systems

Tools and resources aiding employees in performing job tasks effectively.

Professional Development

Activities enhancing employees’ professional knowledge, skills, and attitudes.

Program Evaluation

Assessing the effectiveness of training programs in terms of learning retention, behavior change, and performance improvement.

R

Reflective Learning

Process where employees reflect on learning experiences to gain insights and improve performance.

Reflective Practice

Method encouraging employees to reflect on experiences and learning to enhance understanding and future performance.

Role-Playing

Training technique where employees act out scenarios related to their job roles to practice and improve skills.

S

Scenario-Based Learning

Training using realistic scenarios to simulate job tasks and challenges for skill development.

Self-Directed Learning

Approach where employees take responsibility for their own learning, setting goals and finding resources.

Self-Paced Learning

Training allowing employees to progress through materials at their own speed, often using online modules.

Simulation Training

Training using virtual or physical simulations to replicate real-world scenarios for skill practice.

Skills Gap Analysis

Process identifying gaps between required and current employee skills to guide training efforts.

Social Learning

Learning approach leveraging social interactions and collaborations for knowledge sharing and learning.

Soft Skills Training

Training focusing on interpersonal and communication skills essential for workplace effectiveness.

Spaced Learning

Training method spreading learning sessions over time to enhance retention and application of knowledge.

T

Talent Development

Strategic approach nurturing employees’ skills and abilities to meet current and future organizational needs.

Technical Training

Training focusing on developing technical skills required for specific job functions or equipment operation.

Train-the-Trainer

Programs teaching employees how to effectively train others, including instructional design and delivery.

Training Evaluation

Process assessing training program effectiveness and outcomes to identify areas for improvement.

Training Needs Analysis (TNA)

Process determining employee learning needs to design and deliver effective training programs.

Upskilling

Training helping employees acquire new skills to perform current jobs more effectively or prepare for advanced roles.

V

Virtual Instructor-Led Training (VILT)

Training conducted in a virtual environment with an instructor leading learners through online platforms.

Virtual Learning Environment (VLE)

Online platform providing access to digital learning resources and interactions for remote learning.

Virtual Reality (VR) Training

Training using VR technology to create immersive, simulated environments for skill practice.

W

Webinars

Online seminars or workshops conducted over the internet, often interactive and led by subject matter experts.

Workshops

Interactive training sessions where employees engage in activities and discussions to learn about specific topics or develop skills.