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L&D Glossary CATEGORY Personal Development Filter by Letter # 10 Conditions for Change A framework that outlines 10 key factors necessary for successfully adopting a new positive behaviour. Read More 360-degree feedback 360-degree feedback is a performance appraisal method where an employee receives feedback from supervisors, peers, subordinates, and sometimes clients. It provides a comprehensive view of the individual’s performance and areas for development. Read More 70-20-10 A learning and development framework suggesting that 70% of learning comes from on-the-job experiences, 20% from interactions with others, and 10% from formal educational events. Read More Prev 1 2 1 ... 1 2 ... 2 Next

< Back AGES Model Description The AGES Model focuses on four critical conditions to enhance learning retention: Attention : Learners must concentrate fully, without multitasking, and take breaks every 20 minutes to maintain focus. Generation : Learners should create connections between new information and their existing knowledge, enhancing memory through association. Emotion : Positive emotions and novelty boost hippocampal activation, making learning more memorable. Spacing : Spacing learning sessions over time, rather than cramming, helps solidify knowledge in long-term memory. These 4 variable impact learning through their effect on the hippocampus. In turn, the hippocampus is a part of the brain that has a key role in retaining long-term memories. Example In an L&D program, trainers can use the AGES Model to design a course on new software tools as follows: Attention : Sessions are broken into 20-minute segments with breaks or interactive activities. Generation : Learners relate new software functions to their previous tasks and experiences. Emotion : Trainers incorporate engaging stories and scenarios to connect emotionally with learners. Spacing : The course is spread over several weeks, with periodic reviews and practice sessions. By applying the AGES Model, the training ensures better retention and practical application of the new software skills. Further reading Slaughter, M. (2019, November 12). The AGES Model can help learning stick . Chief Learning Officer - CLO Media. https://www.chieflearningofficer.com/2019/11/12/the-ages-model-can-help-learning-stick/ Pollock, R. V. H., Jefferson, A., Wick, C. W. (2015). The Six Disciplines of Breakthrough Learning: How to Turn Training and Development Into Business Results. United Kingdom: Wiley. Kadakia, C., Owens, L. M. (2020). Designing for Modern Learning: Beyond ADDIE and SAM. United States: Association for Talent Development. Categories Instructional Design L&D Tools Learning Design Report an issue! ​ Request a new glossary term?

L&D Glossary CATEGORY Training Design Filter by Letter # A D S 10 Conditions for Change A framework that outlines 10 key factors necessary for successfully adopting a new positive behaviour. Read More 5E Experience Design Model A framework for designing meaningful experiences with 5 steps: Excitement, Entry, Engagement, Exit, and Extension. all of these support the discovery and accomplishment of meaningful outcomes for the audience. Read More AI (Artificial Intelligence) AI in learning utilizes machine learning algorithms and intelligent systems to personalize education, automate administrative tasks, and enhance learner engagement through adaptive learning technologies, providing tailored educational experiences and improved learning outcomes. Read More Design Thinking Design Thinking is a learning design framework that involves stages like Empathize, Define, Ideate, Prototype, and Test. Read More Self-directed Learning In this model, the learner takes the initiative in identifying their own needs, goals, and resources and sets on a learning journey, taking an active role in seeking and applying knowledge. Read More Prev 1 2 1 ... 1 2 ... 2 Next

< Back API (Application Programming Interface) Description An API (Application Programming Interface) is a set of protocols and tools that allow different software applications to communicate with each other. In the context of learning, APIs are critical for: Integration : Connecting various educational tools and platforms to create a cohesive learning environment. Data Exchange : Allowing seamless transfer of data between systems, such as student information, course content, and performance metrics. Enhanced Functionality : Extending the capabilities of learning management systems (LMS) by integrating third-party applications and services. Customization : Enabling organizations to tailor their learning platforms to meet specific needs by adding custom features through APIs. Automation : Streamlining administrative processes such as enrollment, grading, and reporting by automating data flows between systems. Example There are several used cases for API in learning. For example: The LMS can integrate with a video conferencing tool through an API, enabling live virtual classes within the platform. APIs allows the LMS to connect with the in-house HR system to update employee training records automatically. A third-party content library can be integrated via API, providing learners access to a vast range of resources directly from the LMS. Custom reporting features can be added to the LMS using APIs, allowing detailed analysis of training effectiveness. Enrollment in mandatory training sessions can be automated based on employee roles and onboarding dates, facilitated by API connections between the LMS and HR system. By leveraging APIs, organizations can create a more integrated, efficient, and personalized learning environment that meets the diverse needs of learners. Further reading Foreman, S. D. (n.d.). The LMS Guidebook: Learning Management Systems Demystified. United States: Association for Talent Development. Milakovich, M. E., Wise, J. (2019). Digital Learning: The Challenges of Borderless Education. United Kingdom: Edward Elgar Publishing. What is API Integration In LMS?: How To Implement It in Your Organization [Definition, Types, & Use Case] . (2023, June 1). Claned. https://claned.com/what-is-api-integration-in-lms/ Categories eLearning L&D Project Management L&D Tools Report an issue! ​ Request a new glossary term?

L&D Glossary CATEGORY Engagement Filter by Letter A B C E F G I L M R S T W Active listening Coming soon Read More Behavioral Engagement Theory Coming soon Read More Blended learning Coming soon Read More Body language Coming soon Read More Brainstorming Coming soon Read More Collaborative Learning Coming soon Read More Community of Inquiry Coming soon Read More Community of Practice Coming soon Read More Emotional intelligence (EI) Coming soon Read More Employee engagement Coming soon Read More Employee experience Coming soon Read More Facilitation Coming soon Read More Prev 1 2 1 ... 1 2 ... 2 Next

< Back AR (Augmented Reality) Description Augmented Reality (AR) is a technology that enhances the real-world environment by overlaying digital information, such as images, videos, and 3D models, onto physical surroundings. This is achieved through devices like smartphones, tablets, and AR glasses. AR in Learning and Development (L&D) offers several benefits: Interactive Learning : AR creates engaging and interactive learning experiences by bringing static content to life. Immersive Training : It provides immersive simulations, allowing learners to practice skills in a safe, controlled environment. On-Demand Information : AR delivers contextual information and guidance in real-time, enhancing on-the-job training and performance support. Enhanced Retention : The visual and interactive nature of AR aids in better retention and understanding of complex concepts. Example A manufacturing company implements AR to train new employees on machine operations. By using AR glasses, trainees can see overlaid instructions and animated guides directly on the machinery, showing them how to operate it safely and efficiently. This hands-on, interactive training reduces errors and accelerates the learning process, providing real-time feedback and support as trainees navigate the equipment. This method enhances comprehension and retention, ensuring employees are well-prepared to handle machinery independently. Further reading Designing, Deploying, and Evaluating Virtual and Augmented Reality in Education. (2020). United States: IGI Global. H, J. (2024, March 4). Augmented Reality in Training and Development . LinkedIn. https://www.linkedin.com/pulse/augmented-reality-training-development-jimmy-ho-l2ryc/ Bhatt, T. (2022a, January 17). How Augmented Reality Is Changing the Training Industry . Training. https://trainingmag.com/how-augmented-reality-is-changing-the-training-industry/ AR in Learning & Development | DLI Blog . (2024, February 14). Digital Learning Institute. https://www.digitallearninginstitute.com/blog/ar-in-learning-development Forward Eye Technologies - India. (2023, October 12). 8 Best Practical Ways The Impact of Augmented Reality on Learning and Development. LinkedIn. https://www.linkedin.com/pulse/8-best-practical-ways-impact-augmented-reality-e71bf/ Categories eLearning L&D Tools Report an issue! ​ Request a new glossary term?

L&D Glossary CATEGORY Culture Filter by Letter B C D E F G H I L M O P R S T V Balanced scorecard Coming soon Read More Behavior Coming soon Read More Behavioral Engagement Theory Coming soon Read More Behavioral Engineering Model (BEM) Coming soon Read More Behavioral learning Coming soon Read More Behaviorism Coming soon Read More Blended learning Coming soon Read More Board-level development Coming soon Read More Body language Coming soon Read More Community of Practice Coming soon Read More Continuous learning Coming soon Read More Corporate learning Coming soon Read More Prev 1 2 1 ... 1 2 ... 2 Next

L&D Glossary CATEGORY eLearning Filter by Letter A B C D F I L M R S V W X e AI (Artificial Intelligence) AI in learning utilizes machine learning algorithms and intelligent systems to personalize education, automate administrative tasks, and enhance learner engagement through adaptive learning technologies, providing tailored educational experiences and improved learning outcomes. Read More API (Application Programming Interface) An API (Application Programming Interface) enables software applications to communicate and interact with each other. In learning, APIs facilitate the integration of various educational technologies, allowing seamless data exchange and enhancing the functionality of learning management systems and other educational tools. Read More AR (Augmented Reality) Augmented Reality (AR) overlays digital information and visuals onto the real world using devices like smartphones or AR glasses, enhancing learning experiences by providing interactive and immersive content. Read More Adaptive learning Coming soon Read More Asynchronous learning Coming soon Read More Authoring tool Coming soon Read More Blended learning Coming soon Read More Chatbot Coming soon Read More Computer-based training (CBT) Coming soon Read More Content curation Coming soon Read More Content library Coming soon Read More Content management Coming soon Read More Prev 1 2 1 ... 1 2 ... 2 Next

L&D Glossary CATEGORY L&D Basics Filter by Letter # A B C D E F G H I J K L M N O P R S T U V W e 360-degree feedback 360-degree feedback is a performance appraisal method where an employee receives feedback from supervisors, peers, subordinates, and sometimes clients. It provides a comprehensive view of the individual’s performance and areas for development. Read More 70-20-10 A learning and development framework suggesting that 70% of learning comes from on-the-job experiences, 20% from interactions with others, and 10% from formal educational events. Read More ADDIE model ADDIE is a popular course creation framework comprising five steps: Analysis, Design, Development, Implementation, and Evaluation. It acts as a step-by-step guide to crafting effective learning experiences. Though often used in L&D, ADDIE is more akin to a project management model, ensuring that following its steps results in successful outcomes. Read More ATD Coming soon Read More Accelerated Learning Coming soon Read More Action Learning Approach in learning design that emphasizes solving real problems through a cycle of planning, taking action, and reflecting on the results. Read More Action Mapping Coming soon Read More Active listening Coming soon Read More Adult Learning Coming soon Read More Adult learning theory Coming soon Read More Agile Learning Coming soon Read More Andragogy The study of adult learning, as opposed to pedagogy, which focuses on educating children. Andragogy addresses the specific needs and characteristics of adult learners. Read More Prev 1 2 1 ... 1 2 ... 2 Next

< Back 9-box matrix (aka Talent Management Grid) Description The 9-box matrix (also known as the Talent Management Grid) is a grid-based tool used in performance and talent management. It helps organizations to assess and map employees based on their performance and potential. This matrix has two axes: Performance (low, moderate, high): The current effectiveness of an employee in their role, and Potential (low, moderate, high): The employee’s ability to grow into higher levels of leadership or more complex roles. This creates nine boxes for categorizing employees. The history of the 9-box matrix dates back to the early 1970s when it was popularized by McKinsey & Company as part of their performance management consulting. Practical applications include: Identifying high-potential employees for succession planning. Creating targeted development plans based on an employee’s box placement. Aligning talent management strategies with business goals. Example In a mid-year performance review, the 9-box matrix is used to evaluate an employee named Jane. Jane is placed in the “high performance, high potential” box, indicating she not only exceeds her current role’s expectations but also has the potential to take on leadership roles. This leads to Jane being selected for a leadership development program. Further reading Talent management and the 9-box grid – what you must know [online], (2023). Talent Management Institute . [Viewed July 2024]. Available from: https://www.tmi.org/blogs/talent-management-and-the-9-box-grid-what-you-must-know The Nine-Box Grid for Talent Management [online], (no date). Mind Tools . [Viewed July 2024]. Available from: https://www.mindtools.com/agrfyse/the-nine-box-grid-for-talent-management McCormack, C., (2022). Pros and cons of using a 9-box grid for succession planning [online]. Culture Amp . [Viewed July 2024]. Available from: https://www.cultureamp.com/blog/9-box-grid-for-succession-planning Categories Employee Performance L&D Strategy L&D Tools Leadership and Management Development Performance Management Talent Management Report an issue! ​ Request a new glossary term?

L&D Glossary CATEGORY Change Management Filter by Letter # B C D E L O P R S T U V 10 Conditions for Change A framework that outlines 10 key factors necessary for successfully adopting a new positive behaviour. Read More Barriers to learning Coming soon Read More Behavioral Engagement Theory Coming soon Read More Change management Coming soon Read More Corporate learning Coming soon Read More Cross-skilling Coming soon Read More Cross-training Coming soon Read More Development centre Coming soon Read More Double loop learning Coming soon Read More Employee engagement Coming soon Read More Learning Organization Coming soon Read More Organizational Learning Needs Coming soon Read More Prev 1 2 1 ... 1 2 ... 2 Next

< Back ARCS Model of Motivation Description The ARCS Model of Motivation, developed by educational psychologist John Keller in the 1980's, is a systematic approach to enhancing learner motivation. The model consists of four components: Attention : Capturing and maintaining the learners’ interest through techniques like perceptual and inquiry arousal, and variability. Methods : Use diverse teaching materials and methods. Incorporate mystery and interesting problems. Engage learners through active participation, humor, and unexpected elements. Relevance : Making the learning material meaningful to the learners by relating it to their needs and goals. Methods : Connect new information to prior knowledge. Align instruction with personal learning goals. Use coherent language and collaborative activities. Confidence : Building learners’ belief in their ability to succeed by providing clear goals, appropriate challenges, and opportunities for success. Methods: Offer success opportunities and clear learning goals. Progress from simple to complex topics. Provide precise feedback and control over the learning process. Satisfaction : Ensuring learners feel rewarded and satisfied with their learning experience through intrinsic and extrinsic motivators. Methods: Allow application of new skills. Use assessments and praise appropriately. Implement the “Learn > Practice > Test” cycle. Example A company implementing the ARCS Model in its eLearning program for sales training could use interactive videos and gamified quizzes to capture Attention . It would ensure Relevance by incorporating real-life sales scenarios and examples familiar to the employees. Confidence can be built by setting clear learning objectives and providing constructive feedback throughout the training. Finally, Satisfaction is achieved by recognizing achievements with badges, certificates, and opportunities for career advancement, making the learning process rewarding and engaging. In a corporate training program for customer service, the ARCS Model can be applied as follows: Attention : Start with engaging videos and role-plays that depict real customer interactions to grab learners’ interest. Relevance : Use case studies relevant to the employees’ daily tasks, showing how the training will help them handle customer queries more effectively. Confidence : Set clear learning objectives and provide practice scenarios with immediate feedback to build confidence. Satisfaction : Recognize and reward learners’ progress with certificates, badges, and positive reinforcement, ensuring they feel accomplished and motivated to continue improving. Further reading Keller, J. M. (2009). Motivational Design for Learning and Performance: The ARCS Model Approach. Germany: Springer US. Pappas, C. (2015, May 20). Instructional Design Models And Theories: Keller’s ARCS Model Of Motivation . eLearning Industry. https://elearningindustry.com/arcs-model-of-motivation ARCS . (n.d.). EduTech Wiki. https://edutechwiki.unige.ch/en/ARCS Fayad, A. (2023, September 13). Implementing the ARCS Model in Instructional Design | ELM Learning . ELM Learning. https://elmlearning.com/blog/arcs-model-instructional-design/ Kurt, S. (2021, January 30). Model of Motivation: ARCS Instructional Design - Education Library . Education Library. https://educationlibrary.org/model-of-motivation-arcs-instructional-design/ Categories Career Development Employee Performance Instructional Design L&D Tools Learning Design Report an issue! ​ Request a new glossary term?