Microlearning

The 70-20-10 learning model suggests that effective development comes from three sources: 70% through on-the-job experience, 20% through social learning, and 10% through formal training.

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.

Blended learning is an approach that combines digital learning with in-person or live experiences. It mixes formats like e-learning, workshops, and discussions to create a cohesive, flexible, and engaging learning journey.

Certification management is the process of issuing, tracking, renewing, and reporting certifications to ensure learners meet required standards.

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.

Content authoring is the process of creating learning content, such as courses, modules, videos, quizzes, and interactive activities.

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.

Customer and partner training provides external audiences - such as clients, resellers, and collaborators - with the knowledge they need to use a product or service effectively. It strengthens relationships, boosts adoption, and supports long-term success.

Digital badges are shareable, verifiable credentials that recognize specific skills, achievements, or learning milestones.

E-learning refers to learning delivered through digital technology, typically online. It offers flexible, scalable training through formats like videos, quizzes, and digital courses, allowing learners to learn at their own pace.

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.

A learning culture is an organizational environment where continuous learning, curiosity, and knowledge sharing are encouraged and supported. It treats learning as a natural part of daily work, enabling people to grow, experiment, and improve over time.

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

A Learning Experience Platform is a learner-centric system that personalizes and recommends content based on individual interests and goals. It offers a flexible, social, and engaging learning experience supported by curated and AI-driven content.

Learning governance is the set of roles, processes, and standards that ensure learning is consistent, compliant, and aligned with business goals.

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.

A learning maturity model is a framework that helps organizations assess and improve how effectively they design, deliver, and measure learning over time.

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.

Learning and Development is the organizational function focused on building employees’ skills, knowledge, and capabilities through training, learning programs, and continuous development initiatives. Its goal is to support performance, growth, and long-term organizational success.

Learning in the flow of work refers to learning that happens naturally during daily tasks, supported by tools and resources available at the moment of need.

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

Learning transfer refers to how effectively learners apply newly acquired knowledge and skills in their actual work or real-life situations.

Microcredentials are small, focused certifications that verify specific skills or knowledge. They provide quick, targeted recognition for learning achievements and are often used to support upskilling and career mobility.

Nanolearning is ultra-short, focused learning delivered in seconds or minutes such as quick clips, tips, or flashcards - designed to give just-in-time knowledge without interrupting workflow. It complements deeper learning by supporting immediate, on-the-go needs.

Offboarding is the process of supporting employees as they leave an organization through steps like knowledge transfer, exit interviews, and administrative handover. It ensures a smooth, respectful transition and helps maintain positive relationships after departure.

Onboarding is the process of welcoming and preparing new employees by giving them the information, tools, and support they need to succeed. It helps new hires feel connected, confident, and ready to contribute from day one.

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

Personalized learning tailors content, recommendations, and pathways to an individual’s role, goals, skill level, and learning preferences.

Preboarding is the period between a new hire signing their contract and their first workday. It includes activities that welcome, inform, and prepare employees early, helping them feel connected, confident, and ready before onboarding begins.

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.

Reboarding is the process of reintroducing employees to an organization after a period of absence or significant change, helping them quickly regain confidence, alignment, and productivity.

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.

Upskilling is the process of improving or expanding existing skills to perform better in a current role or meet future job requirements. It helps individuals deepen their expertise and enables organizations to strengthen internal talent and stay competitive.

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.