A

Agency Courses: Courses offered by external training agencies to improve employee skills.

Assessment: Evaluation of an employee’s skills, competencies, or knowledge related to job performance.

Automated Gap Analysis: Systematic evaluation to detect skill or competency gaps based on role requirements.

B

Blended Learning: Training that integrates online and in-person instruction to enhance learning flexibility.

Benchmarking: Comparing training programs or performance standards with industry best practices to improve quality.

C

Certification: An official recognition of skills or knowledge achieved after completing a specific training program.

Competency: Essential skills, behaviors, or knowledge areas required for effective job performance.

Competency Gap: The difference between the current competency level and the desired level for a job role.

Cost Types: Categories of expenses in training, including materials, instructor fees, and travel costs.

Course Evaluation: Post-training assessment conducted to gauge the effectiveness and relevance of the training.

D

Delivery Methods: Various formats for training delivery, such as online, in-person, or self-paced courses.

Development Plan: An individualized strategy for skill improvement and career growth, usually based on competency evaluations.

E

E-Learning: Electronic or online learning, typically delivered via an LMS (Learning Management System).

Employee Training History: Records of all training sessions an employee has attended, including courses, dates, and outcomes.

F

Feedback Mechanism: Methods used to collect participant opinions on training content and delivery.

Formal Training: Structured, organized training programs with a curriculum, goals, and defined outcomes.

G

Gap Analysis: Identifying the difference between an employee’s current skills and those required for their role.

Goal-Oriented Training: Training designed to help employees achieve specific organizational or personal objectives.

H

Hybrid Training: Training that combines different methods, such as virtual and in-person sessions.

Human Resources Development (HRD): Activities aimed at improving employees' competencies for better performance and career growth.

I

Instructional Design: The process of developing training content and materials in an effective and engaging way.

Internal Training: Training provided within an organization by internal instructors or programs.

J

Job Gap Analysis: A focused evaluation to determine the competencies needed for specific job roles and identify any deficiencies.

Job Shadowing: On-the-job learning where employees observe a more experienced worker to understand their role.

K

Knowledge Check: Short assessments during training to confirm that participants understand the material.

L

Learning Objective: Specific goals of a training program, outlining what participants should know or be able to do upon completion.

Learning Path: A sequenced program of training designed to build skills over time for a specific role or career path.

M

Mentorship: Guidance provided by a more experienced colleague to support an employee’s development.

N

Needs Assessment: Initial analysis to identify organizational or employee training needs.

O

On-the-Job Training (OJT): Practical training where employees learn while performing their regular job tasks.

Orientation: Introductory training to familiarize new employees with company culture, policies, and procedures.

P

Performance Appraisal: Regular assessment of an employee's job performance, often leading to training and development recommendations.

Personal Development Plan (PDP): A documented plan outlining an employee's development goals and the training needed to achieve them.

Q

Qualitative Evaluation: A subjective assessment of training effectiveness based on feedback or participant engagement.

Qualifications: Credentials or degrees that certify an individual’s capability or eligibility for a role.

R

Rating Codes: Codes used to rate training programs or instructors, often on a scale to indicate effectiveness.

Return on Investment (ROI): A measure used to evaluate the financial benefits of training relative to its costs.

S

Self-Paced Learning: Training that allows participants to complete modules at their own speed.

Succession Planning: Preparing employees to assume critical roles in the future through targeted development and training.

T

Training Calendar: A schedule of upcoming training events, courses, and sessions.

Training Needs Analysis (TNA): Systematic identification of training requirements to address competency gaps.

Training Evaluation: Process of assessing the effectiveness and impact of a training program on participant performance.

U

Upskilling: Training aimed at enhancing employees' current skills to improve performance in their existing role.

V

Virtual Instructor-Led Training (VILT): Online sessions conducted live by an instructor, allowing for real-time interaction.

W

Workflow for Approval Process: Defined steps for approving training requests, usually involving managerial review and sign-off.

Y

Yearly Training Plan: Annual outline of planned training sessions aligned with organizational goals and employee development needs.

Z

Zero-Based Budgeting in Training: Starting each training budget from scratch to ensure funds are allocated based on current needs.