Learning in the Flow of Work

AI in learning refers to the use of artificial intelligence to personalize, recommend, and improve learning experiences. It can analyze learner data, suggest relevant content, automate tasks, and support content creation to make training more efficient and adaptive.

Adaptive learning is an approach that adjusts learning content and pathways based on individual learner behavior, performance, and needs.

A competency framework is a structured model that defines the skills, behaviors, and knowledge employees need to succeed in specific roles. It guides hiring, development, performance, and long-term talent planning.

Competency mapping is the process of identifying and documenting the skills, knowledge, and behaviors required for specific roles or functions within an organization.

Compliance training teaches employees the laws, regulations, and internal policies they must follow to ensure safety, ethics, and legal compliance. It helps organizations reduce risk and build a responsible, trustworthy workplace.

Continuous learning is the ongoing process of regularly building new skills, knowledge, and insights to stay adaptable and effective over time. It can happen through formal training or everyday experiences and helps individuals and organizations grow in a constantly changing environment.

EdTech refers to the technologies, platforms, and digital tools used to support teaching, learning, and training in educational and corporate environments.

The employee journey is the complete experience an employee has with an organization—from recruitment and onboarding to development and offboarding. It includes every touchpoint that shapes how employees feel, perform, and grow throughout their time at the company.

Gamification is the use of game-inspired elements—such as points, badges, and challenges—to make learning more engaging and motivating. It increases participation and retention by turning learning activities into interactive, rewarding experiences.

Hybrid learning is a model where in-person and remote participants learn together in real time. It blends classroom and virtual attendance into a single experience, supported by technology to keep all learners engaged and included.

Instructional design is the process of creating effective, engaging learning experiences by applying learning theory, structure, and interactive methods. It focuses on understanding learners’ needs and designing content that supports meaningful, lasting learning.

The Kirkpatrick Model is a framework for evaluating training effectiveness across four levels: reaction, learning, behavior, and results. It helps organizations measure how training is received, what is learned, how it’s applied, and the overall business impact.

Knowledge management is the practice of capturing, organizing, sharing, and maintaining knowledge within an organization.

Learning analytics is the practice of collecting and analyzing data about learners and learning experiences to improve training effectiveness and support better decision-making.

Learning automation uses technology to automatically manage repetitive learning tasks—such as enrollments, reminders, and reporting. It helps organizations deliver training at scale, ensures smooth learning workflows, and creates timely, seamless experiences for learners.

Learning experience design (LXD) is the practice of designing engaging, learner-centered learning experiences.

A learning journey is the structured path learners follow as they build skills and knowledge over time. It connects individual learning activities into a cohesive experience that supports growth and long-term development.

A Learning Management System is a digital platform used to deliver, manage, and track training and learning programs. It helps organizations provide structured, scalable learning and gives administrators insight into learner progress and performance.

Learning metrics are data points used to measure the effectiveness of learning programs—such as engagement, completion, retention, and skill development. They help organizations evaluate impact, improve training, and connect learning to business outcomes.

A learning path is a structured sequence of learning activities designed to help learners build skills and knowledge progressively toward a specific goal.

Microlearning is a learning approach that delivers short, focused lessons designed to teach one concept or skill at a time. These bite-sized learning moments improve retention and fit easily into busy schedules.

Performance learning focuses on developing skills and knowledge that directly improve on-the-job performance and business results.

ROI of training measures the financial return an organization gains from its learning initiatives by comparing training costs with benefits such as productivity, performance, or reduced turnover. It helps demonstrate the business value of investing in employee development.

Reskilling is the process of learning entirely new skills to move into a different role or career path. It enables individuals to adapt to changing job demands and helps organizations redeploy talent effectively during times of transformation.

SCORM is a technical standard that ensures e-learning content works consistently across different Learning Management Systems. It provides compatibility and allows organizations to track learner progress, completion, and scores in a reliable way.

Scenario-based learning is an approach where learners engage with realistic situations and make decisions to solve problems or navigate challenges. It provides a safe, immersive way to practice real-life skills and apply knowledge in context.

Skills management is the process of identifying, tracking, and developing the skills an organization needs to meet its goals. It helps align talent with business needs, uncover skill gaps, and support targeted employee development.

A skills taxonomy is a structured classification of skills that organizes and groups capabilities across an organization in a consistent way.

xAPI is a modern learning standard that tracks a wide range of learning experiences—both online and offline. It captures detailed data beyond traditional LMS courses, giving organizations a fuller picture of how learning happens across different contexts.