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Employee Experience (EX) Glossary

Explore our comprehensive glossary of all common employee experience (EX) and related definitions and terms that all HR and L&D professionals should know.




Adaptability is the ability of your business and its employees to change their way of working and processes according to new conditions and challenges. Accordingly, increasing the adaptability of your workplace involves developing the skills and willingness to learn new ways of working and shifting the focus towards new goals.

Adaptive Learning

Adaptive learning uses a data-driven approach to tailor the path and pace of learning, delivering personalized learning at scale. It considers all the factors related to the learner, such as their weaknesses, strengths, and engagement patterns. Adaptive learning supports employee role transitions, enables innovative teaching practices, and incorporates different content formats to support learners depending on their needs.

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The ADDIE model provides a flexible and iterative framework for creating effective employee training programs, with its five key phases of Analysis, Design, Development, Implementation, and Evaluation. It represents an iterative, dynamic, and flexible guideline for instructional designers to build effective eLearning courses.

Applicant Tracking System (ATS)

An Applicant Tracking System is used by organizations to streamline and automate their recruitment and hiring process. It helps manage and track job applications, from initial submission to the final selection and hiring decision. The main features of an ATS include job posting and distribution, application management, resume screening and filtering, candidate communication, etc.

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Asynchronous Learning

Asynchronous learning is a method where learners can access and engage with instructional materials at their own pace and convenience, without the need for real-time interaction with an instructor or other learners. It allows learners to participate in learning experiences that are not bound by specific time or location constraints.


Benefits Enrollment

Benefits enrollment refers to the period during which employees have the opportunity to review, select, and make changes to their employee benefits options, such as health insurance, dental and vision coverage, retirement plans, life insurance, disability insurance, flexible spending accounts, etc., for the upcoming year. It is typically an annual process that allows employees to enroll in or modify their participation in various benefit programs offered by their employer.

Blended Learning

Blended learning combines the best of two training environments – traditional face-to-face learning and eLearning – to meet the evolving needs of new-age learners, making it possible to access online and offline resources. This helps engage all types of learners, those who learn better in a traditional classroom environment and those who work best with computer-based training.


Career Path Planning

Career path planning demonstrates the steps necessary for an individual to reach their career goals. This involves taking an inventory of the employee’s knowledge, skills, experience, and personal traits and determining which areas need to be developed to reach career goals. Actionable short- and long-term goals are set for individuals to establish relevant career paths or several paths.

Change Management

Change management is guiding organizational change from the beginning to the end, including planning, implementing, and solidifying organizational changes. It refers to how companies handle modifications, such as the implementation of new technology, adjustments to existing processes, and shifting organizational hierarchy.

Collaborative Training

Collaborative training is a methodology where employees share their knowledge and expertise, teaching and learning subsequently from one another. This technique helps enhance the overall training experience for employees by capitalizing on their skills, ideas, and knowledge. Collaborative training can take many forms, including group discussions, team projects, role-playing, case studies, and other interactive learning activities.

Competency Model

A competency model is a framework that outlines the specific knowledge, skills, abilities, and behaviors required for successful performance in a particular role, job, or profession. It provides a comprehensive and standardized description of the competencies necessary for individuals to excel in their work.

Compliance Training

Compliance training is a form of industry-specific training mandated by legislation or regulatory bodies to familiarize employees with regulations and laws that govern an organization or a particular job role. These training initiatives are mandatory to minimize risk, ensure workplace safety, and improve the overall work environment for employees. 

Contextual Learning

Contextual learning emphasizes connecting new information or knowledge to real-world contexts and situations. It involves integrating learning experiences with relevant and meaningful contexts, where learners can apply and relate their knowledge and skills to authentic situations.

Continuous Learning

Continuous learning is an extension of the learning culture, where a working environment is designed to encourage open-mindedness, independent learning, and collaboration to achieve the set organizational goals. This approach provides employees with frequent opportunities and resources to expand their skill sets and knowledge rather than a one-and-done training session on a finite topic.

Corporate Training

Corporate training programs are typically designed to meet the specific needs and objectives of the organization. It can take many forms, including classroom-based instruction, eLearning, on-the-job training, mentoring, coaching, and workshops. Corporate training helps improve employee productivity, enhance leadership skills, promote teamwork and collaboration, increase sales performance, and ensure compliance with regulatory requirements.

Cross Training

Cross-training is where an employee learns how to perform another employee’s role while working on the role they were hired for. This concept aims to help employees boost their existing skills and become more flexible resources for the organization. Not only does this create a more skilled employee, but also encourages your workforce to explore other opportunities throughout the organization – driving internal mobility.


Digital Dexterity

Digital dexterity refers to an individual employee or workforce’s ability to readily adopt new software applications or technologies that can enhance their efficiency and help them achieve their objectives. It is a valuable skill set that enables organizations to effectively utilize these digital tools to adopt more efficient processes. This skill set empowers employees with the necessary skills to successfully onboard and adopt new tools and navigate the learning curve associated with any changes that come with new processes.

Digital Onboarding

Digital onboarding is using digital tools and technology to onboard new employees. It helps companies create a cost-effective and efficient employee onboarding process by allowing 24/7 access to all necessary information, providing a personalized onboarding experience, and offering assistance in understanding company workflows.

Digital Workplace

A digital workplace is a constantly connected environment that provides instant access to personalized, role-based services and data, applications, and collaboration workspaces employees need to get their tasks done from anywhere, on any device, at any time. Implementing a digital workplace model allows for the acceleration and success of flexible work, especially with the rising popularity of remote and hybrid workplaces.


eLearning Authoring Tools

eLearning authoring tools allow instructional designers and L&D professionals to create digital training content, convert it into an eLearning format, and export the result into a SCORM, HTML5, xAPI, or TIN CAN file, which can then be imported into an LMS to deliver training to employees.

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Employee Churn Rate

Employee churn rate refers to the number of employees leaving the organization during a specified time period. It’s typically represented by a percentage. It is important to monitor your organization’s employee churn rate because it impacts productivity, business performance, and overall growth.

Employee Development Plan

Employee development plans are proactive, forward-looking action plans for employees to acquire new skills and competencies. They’re driven by a set of goals employees wish to achieve to become better at their jobs and move up in their careers. Investing in employee development helps organizations drive profitability and stay competitive in the industry.

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Employee Engagement

Employee engagement is defined by how strongly employees are committed to their organization’s goals and values and how motivated they are to contribute to the company’s success. Employee engagement is influenced by many factors, such as work culture, team communication, company reputation, employee development opportunities, etc.

Employee Experience

  • Employee experience is the aggregation of all interactions and observations an employee has throughout their employee journey. This includes experiences within their job role, work environment, and management. By prioritizing employee experience, organizations can attract and retain top talent, foster a positive and productive work environment, and ultimately achieve their business goals.

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Employee Handbook

An employee handbook is a resource that compiles policies, requirements, expectations, and procedural manuals in the workplace. An employee handbook helps transmit your company’s mission, set clear expectations for specific roles between management and employees, provides answers and guidelines for HR-related questions, and prevents legal issues.

Employee Journey Mapping

Employee journey mapping is the process of documenting an employee’s experience from entry into the organization to their exit. This mapping aims to analyze ways to improve employee experience, engagement, retention, and performance.

Employee Offboarding


Employee offboarding is the formalized process of how employees leave an organization smoothly. The process includes components such as exit interviews, returning tech, and transferring key knowledge.

Employee Onboarding

The employee onboarding process is a deliberate and organized approach to turning new hires into successful employees of a company. It starts when the new hires accept the job offer and usually lasts 2 to 12 months. By carefully crafting an employee onboarding process, companies empower new employees with the knowledge, tools, and relationships they need to be comfortable, confident, and productive in their new work environment.

Employee Onboarding Software

Employee onboarding software helps HR departments to ease their load and facilitate smooth and simple onboarding for new hires. These platforms streamline onboarding tasks, such as documentation requirements, colleague introductions, and training planning, making them easy to complete digitally.

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Employee Orientation

Employee orientation is an act of introducing a new hire to the company culture and vision, hierarchy, job responsibilities, teams, and everything relevant to their job function. The orientation program provides basic organizational information employees need to prepare for their new roles. Effective orientation addresses employees’ questions or concerns and helps assimilate them comfortably into the new environment.

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Employee Performance


​​Employee performance refers to how well an employee executes their job responsibilities, meets deadlines, achieves objectives, and behaves professionally in the workplace. Leaders assess employee performance based on their effectiveness, work quality and quantity, and overall output efficiency.

Employee Recognition

Employee recognition refers to acknowledging and appreciating employees’ efforts, achievements, and contributions to the organization. It involves providing positive feedback, rewards, and public acknowledgment to reinforce and encourage desired behaviors and performance.

Employee Self-Serving Portal

Employee self-serving portals enable workers to take responsibility for recurring tasks such as updating their personal contact info, filling in timesheets, requesting PTO, completing mandatory employee training, managing their benefits, etc. – making them less reliant on the HR department. These systems play an important role in reducing the HR team’s tactical duties and freeing time for more strategic efforts.

Employee Training

Employee training is an important part of organizational development where L&D teams facilitate the development of their employees to acquire new knowledge, enhance existing skills, and stay up-to-date with the latest trends and technologies in their field. The primary purpose of employee training is to achieve a behavior change or develop a new skill for those trained – enabling them to do their job better. Employee training can take many forms, including classroom-based instruction, on-the-job training, eLearning, mentoring, coaching, workshops, etc. 

Employee Training Software

Employee training software allows HR teams and people managers to create and assign role-based training and development courses to employees while monitoring their progress and tracking completion rates. These L&D tools standardize an organization’s overall employee training and development procedure – from onboarding, managerial development, software training, and more – using a variety of online courses, educational tools, quizzes, interactive content, gamification, and more.

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Employee Turnover

Employee turnover is the rate at which employees leave an organization and are replaced by new hires. It is a measure of the movement of employees in and out of an organization over a given period of time, typically expressed as a percentage of the total workforce. If your company had a hundred employees at the start of the year and 10 quit by the end of that year, your employee turnover rate is 10%.

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Employee Training Software

Employee training software allows HR teams and people managers to create and assign role-based training and development courses to employees while monitoring their progress and tracking completion rates. These L&D tools standardize an organization’s overall employee training and development procedure – from onboarding, managerial development, software training, and more – using a variety of online courses, educational tools, quizzes, interactive content, gamification, and more.

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Gamified Training

Gamified training incorporates gaming elements such as points and badges into training courses, putting a new spin on workplace learning. This type of training engages learners and makes them willing to take on repetitive tasks despite the risk of failure. Gamification of training helps improve the employee recruitment process, increase retention, improve the adoption of new software, and improve employee performance.


HR Analytics

HR analytics is a method of gathering, analyzing, and reporting HR data for improving decisions that impact HR functions and overall business outcomes. HR analytics helps organizations understand how investments in human capital assets contribute to generating revenue, minimizing expenses, mitigating risks, and executing strategic plans.

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HR Automation

HR automation involves using technology to automate your HR processes to enhance employee productivity. HR automation typically affects repetitive processes such as recruitment, onboarding, performance analytics, and payroll processing. By using automation, HR teams can reduce manual data entry, minimize errors, and get a chance to focus on more strategic tasks.

HR Capital Management

Human Capital Management Software is all about managing the most important asset of a company – the people. It is designed to help HR professionals manage and streamline all aspects of the employee lifecycle, from recruitment and onboarding to performance management and offboarding. HCM software can include a range of features and tools to support HR functions, including recruiting and applicant tracking, onboarding and training, performance management, compensation and benefits.

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HR Innovation

HR innovation means developing and implementing modern human resource management technologies and approaches. It can take many forms and involve different methods, such as using automation software to streamline HR processes, adopting AI-powered technology, and developing new policies to support employee engagement and well-being.


HRIS (Human Resources Information System) is a software or technology platform that allows organizations to effectively manage and automate various HR processes and activities. It serves as a centralized database to store and manage employee-related data, enabling HR departments to streamline operations and enhance decision-making.

HR Service Delivery

HR service delivery is the comprehensive process of helping employees with HR services, support, and information. It includes various HR duties such as talent acquisition, employee onboarding, benefits administration, performance management, employee relations, etc.

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HR Software


HR software helps manage, optimize, and automate HR tasks. These systems are often cloud-based subscription models that integrate with existing applications and can be customized to fit an organization’s needs, goals, and budget.

HR Transformation

HR transformation refers to the process of redesigning and reimagining the HR function within an organization to better align with strategic business objectives, enhance efficiency, and drive overall growth and success. HR transformation typically involves key elements such as strategic alignment, process and technology optimization, talent management and development, employee experience and engagement, HR analytics, etc.

Healthcare LMS

Healthcare learning management systems are digital training platforms designed to help healthcare organizations create personalized resources, deliver online training courses and modules, meet industry regulation and compliance needs, onboard and train their staff, and track performance.

Human Experience Management

Human experience management (HXM) is based on the idea that humans bring value to their work. Therefore, fostering a safe, healthy, and encouraging environment is the key to improving employees’ work lives while maximizing business outcomes. This gives employees the motivation they need to contribute to their work and overall company vision more substantially and authentically.

Human Resources (HR)

Human resources refers to a department within an organization that is responsible for managing people-related functions and activities. HR plays a vital role in aligning the organization’s workforce with its strategic goals and ensuring employee development and well-being. The primary functions and responsibilities of HR typically include recruitment, onboarding, employee engagement, employee experience, training and development, compensation and benefits, etc.

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Hybrid Workplace

A hybrid workplace is a new-age workplace model that combines both remote and on-site work. In a hybrid workplace, employees are given the flexibility to work from both a physical office and a remote location, such as their home or a co-working space, as long as they consistently accomplish their tasks and meet goals.

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In-App Tutorials

In-app tutorials are interactive guides or instructional materials embedded within a software application or mobile app. They are designed to provide step-by-step guidance and assistance to users while using the app, helping them understand its features, functionalities, and how to navigate and perform specific tasks.

Instructional Design

Instructional design is the systematic process of developing training materials and experiences to facilitate learning and improve performance. It involves identifying the learning needs of a specific audience, defining clear and measurable learning objectives, selecting appropriate instructional strategies and materials, designing instructional content and assessments, and evaluating the effectiveness of the instruction.

Instructional Design Software

Instructional designers use instructional design software to create engaging learning content in different formats, such as texts, presentations, podcasts, and videos. The software also features engaging elements such as responsive content, interactive surveys, and the option to create quizzes. It helps improve learning experiences and makes employee development effective while saving time and money.

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Interactive Walkthroughs

Interactive walkthroughs are tutorials displayed on-screen that provide guidance to end-users on how to use a product, a new feature, or a new workflow. These walkthroughs use in-app guidance, product tours, tooltips, and other UI/UX elements for onboarding.

Intranet Portal

An intranet portal is a private internal website or online platform that serves as a central hub for information, communication, and collaboration within an organization. The primary purpose of an intranet portal is to provide employees with a centralized location to access company resources, tools, and information. It serves as a one-stop destination for various internal services, documents, policies, news, and communication channels.


Job Aids

Job aids are reference materials that provide step-by-step instructions, checklists, flowcharts, or diagrams to guide individuals through specific tasks or processes. They serve as quick references and reminders of key steps, procedures, or best practices.


Knowledge Base

A knowledge base serves as a tool for employees and users to find accurate information whenever required. It’s essentially a digital vault for your resources, including everything from onboarding materials to guided software tutorials. An efficient knowledge base helps provide excellent customer service while scaling your customer support program. Furthermore, it helps your employees carry out their job effectively by providing answers to their queries.

Knowledge Management

Knowledge management is the systematic method of creating, capturing, organizing, storing, and sharing essential information – typically in a knowledge base – to become more efficient. The main goal of knowledge management is to connect employees seeking knowledge and solutions to the correct information as quickly as possible.

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Kirkpatrick Model of Evaluation

The Kirkpatrick Model of Evaluation is best known for analyzing and evaluating training effectiveness. It takes into account the style of training, both informal and formal, and rates them against four levels of criteria – reaction of the learner, learning and increase in knowledge, behavior change, and results that the learner’s performance has on the business.


L&D Strategy

A learning and development strategy allows organizations to create training programs for employee upskilling and reskilling. L&D strategy aligns with corporate goals and needs based on changes in the business environment. A strong L&D strategy empowers employees to gain the necessary knowledge and skills to be proficient in their roles.

Learning Culture

A workplace learning culture is an atmosphere that prioritizes and emphasizes ongoing learning and development for both individual employees and the organization as a whole.

Learning Curve Theory

Learning curve theory describes how individuals or organizations tend to improve their performance and efficiency over time as they gain experience and practice in a specific task or activity.

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Learning Experience Design

Learning experience design, or LxD, is a human, experience-oriented approach to designing educational content. It pulls together principles of user experience and user interface design to enable learners to achieve their desired learning outcome in a human-centered and goal-oriented way.

Learning Management System (LMS)

An LMS provides L&D teams with a framework that handles all aspects of employee training – from housing, delivering, organizing, tracking, and measuring the effectiveness of training content. For L&D (Learning and Development) teams, an LMS is a valuable tool for managing and delivering training programs to employees and tracking their progress and performance.

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Learning Record Store (LRS)

A Learning Record Store is a database used to store and manage learning data, including statements about learning activities and experiences. An LRS is typically used with a Learning Management System (LMS) or other learning technology platforms to track and record learner activity and performance data.

Learning Retention

Learning retention is a person’s ability to transfer new information into their long-term memory so that it is easy for them to recall and put that knowledge to use in the future. In simpler words, learning retention is all about making information stick for a long time.

Learning Portal

A learning portal is a centralized digital hub through which employees access all training content and other important resources. These hubs allow L&D teams to provide consistent, engaging, and high-quality learning materials for employees to complete when it works best for them. This approach to workplace learning improves learning retention and provides a substantial return on training investments.

Logistics Training

Logistics training provides essential knowledge and skills to logistics employees to effectively handle transporting and storing goods, services, and information. The training covers various topics such as inventory management, supply chain management, freight management, and customer service.


Method Of Procedure (MOP)

A method of procedure is a step-by-step guideline or set of techniques defined for completing a project. Businesses use MOPs to remove guesswork, improve efficiency, and reduce complexities and human error.


Microlearning is a learning method that involves breaking down educational content into small, easily digestible modules of information. This approach is particularly useful in business settings because it provides learners with just the right amount of information needed to achieve specific training goals. The effectiveness of microlearning lies in the fact that learners can apply the skills they have learned before their attention wanes, which enhances knowledge retention. This approach is also known as real-time learning.

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Mobile Learning

Mobile learning refers to online learning via a personal mobile device such as a smartphone, tablet, or laptop. mLearning empowers learning on the go, enabling users to access training materials on the go. Mobile learning content comes in various forms, such as podcasts, videos, quizzes, or eLearning courses that help increase engagement and boost learning retention.

Multimodal Learning

Multimodal learning programs combine various employee training methods to create personalized learning strategies for diverse types of learners. This approach improves learning retention, boosts training engagement, and enhances the return on investment for training programs. Multimodal learning programs aim to leverage multiple human senses, such as visual, auditory, and kinesthetic (VARK), to improve comprehension and aid learners in recalling concepts more effectively.


New Employee Training

New employee training is essential to help your new hires start off on the right foot. Typically, it is conducted for practical reasons – to provide insights into the job role, familiarity with company policies and procedures, demos on using the enterprise tools, etc. This helps eliminate the uncertainty and low morale that new hires might feel if they’re not adequately supported in their initial days on the job.

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OKRs stands for Objectives and Key Results. It is a goal-setting framework that organizations and teams use to set ambitious goals, track progress, and drive alignment towards desired outcomes. OKRs provide a structured approach to goal setting and performance management. They must be transparent and visible to all team members, promoting alignment, collaboration, and shared accountability.

Onboarding Buddy

An onboarding buddy is a current employee who assists the new employee and acts as a support system through the onboarding process. The role of a buddy is different from that of a mentor or coach. Unlike a mentor or coach, the buddy’s responsibilities include educating the new hire about the company’s day-to-day operations, introducing them to the team, helping them build social connections, boosting their immediate productivity on the job, and assisting them in building confidence and feeling at ease in the new work environment.

On-the-Job Training

On-the-job training is an approach to employee development involving hands-on experience within the typical working environment. With OJT, employees learn by observing, often working under a mentor or manager, and then putting what they’ve learned into practice. The goal is for employees to learn by doing and become proficient in the task at hand to do it on their own by the end of training.

Organizational Culture

Organizational culture refers to the shared values, beliefs, norms, attitudes, and behaviors that shape an organization’s collective identity and operating principles. It represents an organization’s unique personality and character, influencing how employees interact with one another and external stakeholders. Organizational culture defines the unwritten rules, expectations, and practices that guide employees’ behaviors, decision-making, and overall work environment.

Organizational Development

Organizational development is an evidence-based scientific approach to helping organizations become effective and adaptive to change by developing, improving, and reinforcing strategies, structures, and processes. It encompasses planned, intentional, and ongoing efforts to enhance various aspects of the organization, including its structures, processes, culture, and people.


Peer-to-Peer Learning

Peer-to-peer learning is a mutual learning and training strategy that involves employees of the same level engaging in collaborative learning. It allows employees to work through new concepts and share ideas with their peers on the same project. The opportunity to teach and be taught by one another is an effective way for organizations to grow stronger employees that work together productively.

People Analytics

People analytics is the practice of collecting, evaluating, and acting on HR data to improve people-based business outcomes. It is used to identify consistent patterns in employee behavior (i.e., predicting turnover, identifying burnout, etc.), determine areas for improvement for employees and managers, hire the right candidates, etc. The process of people analytics involves using technology and a mix of visual, descriptive, and statistical methods to collect and interpret people’s data.

Performance Management

Performance management is a systematic process of establishing performance expectations, providing feedback, and assessing individual or team performance within an organization. It involves continuously measuring and evaluating employees’ job performance against predetermined goals and objectives.

Performance Review

A performance review is a formal assessment process conducted by organizations to evaluate their employees’ job performance, skills, achievements, and areas for improvement. It typically involves a structured discussion between the employee and their manager or supervisor to provide feedback, set goals, and discuss development opportunities.

Performance Support System

Performance support systems are tools used by HR and L&D teams to provide “just-in-time” self-help content to employees to improve performance. Using a performance support tool, leaders can create self-help interactive content such as in-app guidance, interactive walkthroughs, knowledge bases, smart popups, and more – all aimed at providing contextual resources to solve specific employee challenges.

Phillips ROI Methodology

The Phillips ROI Methodology is a widely recognized approach for evaluating the return on investment (ROI) of training and development initiatives. It provides a systematic framework for assessing the financial impact and value generated by training programs. It consists of a five-levels, each representing a progressive step in assessing the effectiveness and financial outcomes of the training program – reaction, learning, application and implementation, impact, and return on investment.

Procedure Manual

A procedure manual is valuable for employees as it provides clear guidelines and protocols for important organizational decisions, actions, policies, and principles. Outlining action-oriented procedures can help your business operate more effectively, efficiently, and with better communication. It’s important that these procedures are well-written, with a focus on being concise, factual, and to the point.

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Product Adoption

Product adoption is the process of discovering and using a product, understanding its value, and becoming a regular, proficient user through habit-building and realizing its value. The process involves several small, habit-forming steps that aim to convert a prospective user into a satisfied customer. It is not just about getting a customer to use your product but also about the value they derive from it and showcasing its contextual, outcome-driven value.

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Pulse Survey

Pulse surveys are short and frequent surveys designed to quickly gather employee feedback and insights. They are called “pulse” surveys because they provide a regular, quick “pulse” check of employee sentiment, engagement, and satisfaction. Unlike traditional annual or biannual employee surveys, pulse surveys are conducted more frequently, often monthly or quarterly, to capture real-time feedback and track changes over time.


Real-Time Learning

Real-time learning refers to the process of acquiring knowledge and skills on-the-job, in real time, as work is being performed. It is typically focused on providing immediate and practical solutions to problems that arise in the workplace. Real-time learning can take many forms, including asking for guidance from colleagues, researching solutions online, attending impromptu training sessions or workshops, or learning from mistakes made on the job.

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Recruiting, also known as talent acquisition or hiring, refers to the process of identifying, attracting, and selecting qualified individuals to fill job vacancies within an organization. It involves different activities and strategies aimed at sourcing, screening, and hiring candidates with the skills, qualifications, and attributes necessary for successful job performance.

Remote Training

Remote training refers to the process of providing training and development opportunities to learners who are not physically present in a traditional classroom or training setting. It’s aimed at people who work from home and is delivered via virtual classes, online courses, webinars, and other eLearning methods.

Remote Work Tools

Digital applications known as remote work tools provide communication and networking systems, including video chat and messaging tools, cloud storage, and project management apps. These tools enable remote workers to collaborate and communicate effectively with their colleagues and managers from any location.

Remote Workforce Management

Remote workforce management is the practice of effectively leading and managing remote employees. The key to managing remote workers is practicing open communication, keeping employees engaged, monitoring productivity, and avoiding loss of efficiency.

Resilience Training

Resilience training initiatives help employees develop an agile mindset and equip them to tackle workplace challenges. It often focuses on developing skills to recognize and regulate emotions, building self-esteem, setting achievable goals, and understanding the extent of one’s role in a situation and the limits of what one can control.


Reskilling involves employees learning new skills to transition into a different job role within the company or to adapt to the changing demands of a current role. This usually happens when an employee’s previous tasks or responsibilities become outdated due to technological advancements or a lack of necessary skills.

Return On Investment

ROI is a measure used to evaluate the profitability or efficiency of an investment, such as learning and development programs or new software. It compares the costs of the investment with the outcomes or benefits achieved, such as improved performance, productivity, or employee engagement.

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Role Based Training


Role-based training is designed to meet the specific learning requirements of employees based on their job roles and responsibilities. It focuses on providing learners with the knowledge, skills, and competencies required to perform their job functions effectively.



SCORM (Sharable Content Object Reference Model) is a set of technical standards and specifications used in eLearning to ensure compatibility and interoperability between different learning management systems (LMS) and eLearning content. If your content is SCORM compliant, you can upload it to any LMS system and other platforms.

Self-Paced Learning

Self-paced learning allows learners to progress through the training program at their own pace without the need for a set schedule. In self-paced learning, learners have the flexibility to control the speed and timing of their learning based on their individual needs and preferences.

Skill Gap Analysis

HR and L&D teams use a skills gap analysis to evaluate if their workforce’s current abilities meet the company’s requirements. This assessment provides a list of existing skills, areas for improvement, and necessary development. The results help organizations address skill deficiencies by either investing in employee skill development or recruiting new hires to fulfill immediate skill gaps.

Skills Matrix

A skills matrix is a record of the required and available skills and competencies in a team, department, or organization. It is a tool used by HR and L&D managers to stay on top of the organization’s skill set and understand every employee’s capabilities. It includes roles, employee names, and a list of skills you’d like to see in the team. Each skill on the table is typically assigned a score to make it easier for managers to assess individual employees’ competencies.


SMART (specific, measurable, achievable, relevant, and time-bound) goals are carefully drafted targets set by managers that employees work towards in a specific period. Defining these parameters ensures the objectives are attainable within a specific time frame. This approach eliminates generalities and guesswork, assigns a clear timeline, and sets employees up for success.

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Spaced Learning

Spaced learning is based on the concept that learning is enhanced when knowledge is repeated after certain intervals. The spaced learning approach breaks down long employee training programs into small sessions or modules with spaced intervals in between. Parts of these sessions are reintroduced multiple times over the course of the next few days or weeks for learners to recall the learned information, driving long-term knowledge retention.

Software Implementation

Software implementation is the process of adopting and integrating a software application into your company’s systems and workflows. This can refer to anything from project management software like Asana to enterprise resource planning (ERP) or supply chain software that’s critical to your business operations. The implementation process also covers software updates or significant upgrades that require development work.

Standard Operating Procedure

Standard Operating Procedures are step-by-step instructions for employees to guide them on completing key business processes and routine tasks. SOPs are typically used in organizations to ensure that work is performed efficiently, effectively, and in compliance with established standards and regulations.

Succession Plan

A succession plan identifies critical positions, future staffing needs, documenting and transferring key knowledge, and the people that could fill these future roles within an organization – and develops action plans accordingly. It takes a holistic view of current and future company goals to ensure that the organization always has the right people in key roles.

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Talent Acquisition

Talent acquisition refers to the strategic process of identifying, attracting, and selecting qualified candidates to fill the vacant positions within an organization. It involves sourcing, engaging, and evaluating candidates to build a pipeline of potential talent for current and future organizational needs.

Talent Management

Talent management refers to the strategic process of attracting, developing, nurturing, and retaining talented individuals. It encompasses activities and initiatives aimed at maximizing the potential and effectiveness of employees to drive organizational success.

Technical Training

Technical training programs are designed for different software applications and processes for employees to master the technical aspects of their job, increase employee efficiency and productivity, help team members learn new ways of doing old tasks, and build core technical skills relevant to their roles.

Technology Adoption Curve

The technology adoption curve is a bell curve model that describes how different people react to, adopt, and accept new technologies. Everett Rogers’s diffusion of innovations model dives into the characteristics of each of the five adopter categories within the technology adoption life cycle: innovators, early adopters, early majority, late majority, and laggards.

Technology Enablement

Technology enablement is how businesses use technology tools to boost operational efficiency and meet objectives. Organizations use these tools to amplify their workforce’s strengths and capabilities. Employees can optimize business processes for the highest output levels by investing in new technology to eliminate manual work, analyze business trends and data, and accelerate decision-making. 


Technostress is a term used to describe the negative psychological and emotional impact that individuals experience as a result of their interactions with technology. It refers to the stress, anxiety, and discomfort that arise from an overwhelming use of digital devices, software applications, and information technologies.

Training Analytics

Training analytics involves gathering, analyzing, and reporting data on your training programs to reduce costs, enhance learning experiences, and evaluate training effectiveness. It aligns with a company’s strategic goals and boosts employee engagement.

Training Effectiveness

Training effectiveness measures the impact of training on the learner’s knowledge, skills, performance, and the company’s return on investment. It’s crucial to define the goals and objectives of the training before implementation to measure it accurately. Measuring training effectiveness is helpful for L&D teams to maximize their learning and training investments.

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Training Needs Assessment

Organizations can use a training needs assessment to determine if training is necessary and what training is needed. This method involves employee surveys, interviews, and observations to identify learning obstacles and translate them into training needs. Conducting a training needs analysis prior to creating training materials is crucial to develop effective training and optimize production time.

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Training Video

A training video is a type of instructional video that aims to teach a skill or provide knowledge to the viewer. It can be used for various purposes, such as onboarding, ongoing learning, or software tutorials. The main goal of a training video is to educate learners on a particular topic and make the learning experience engaging for them.



Upskilling is the process of employees learning new skills and acquiring relevant competencies needed for today’s work environment as well as for the near future. It focuses on improving employees’ skill sets, usually through employee training programs, to help them advance in their jobs.

User Adoption

User adoption refers to the process and extent to which individuals or groups within an organization accept, integrate, and effectively use a new product, system, technology, or change in processes. It measures the level of acceptance and utilization of the new solution by the intended users.


Virtual Onboarding

Virtual onboarding is the process of orienting and integrating new employees into an organization using virtual communication technologies, such as video conferencing, eLearning, and virtual reality. The process involves introducing remote hires to the company culture, integrating them into the team, walking them through their role and responsibilities, and providing them with all the necessary resources for a great start.


Web-Based Training

Web-based training (WBT) -also known as internet-based training (IBT) or eLearning – is a form of online training that allows employees to learn anytime, anywhere, providing unparalleled flexibility. It can be delivered as instructor-led virtual training, self-paced learning, or a combination of both through a blended learning environment.

Workforce Analytics

Workforce analytics involves gathering data on workforce-related matters from both internal and external sources, analyzing it, and transforming it into actionable insights. By leveraging workforce analytics, you can make more informed strategic decisions regarding your personnel, provide evidence of ROI for workforce-related decisions, and enhance your overall business outcomes.

Workforce Management

Workforce management means recognizing the top priorities of an organization and anticipating human capital challenges to mitigate liabilities and maintain efficiency. It involves an integrated set of processes that organizations use to maximize the productivity of their employees, such as human resource management, talent management, leave management, workforce analytics, and workforce planning.

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Workforce Planning

Workforce planning is a strategic process that involves forecasting an organization’s future talent needs and ensuring the right number of employees with the required skills and competencies are present to meet those needs. It is a proactive approach to aligning the workforce with the organization’s goals, objectives, and evolving business needs.



xAPI stands for Experience API and is a cutting-edge eLearning standard format. xAPI allows tracking and collecting a wide range of data about individual employees’ learning experiences and progress. Every click, comment, learning interaction, and activity the learner makes is automatically recorded whenever and wherever they happen. xAPI transforms learning experiences by converting data to quantifiable practical knowledge. 

More resources on employee experience



How to Build a Corporate Learning & Development (L&D) Strategy


How DAPs Empower HR Teams & Drive HR Transformation


10 Must-Track Digital Workplace KPIs & Metrics to Analyze With Whatfix