Learning Glossary

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.