Glossary of Training Terms
Agency Courses: Courses offered by external training agencies to improve employee skills.
Automated Gap Analysis: Systematic evaluation to detect skill or competency gaps based on role requirements.
Blended Learning: Training that integrates online and in-person instruction to enhance learning flexibility.
Certification: An official recognition of skills or knowledge achieved after completing a specific training program.
Course Evaluation: Post-training assessment conducted to gauge the effectiveness and relevance of the training.
Development Plan: An individualized strategy for skill improvement and career growth, usually based on competency evaluations.
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.
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.
Hybrid Training: Training that combines different methods, such as virtual and in-person sessions.
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.
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.
Knowledge Check: Short assessments during training to confirm that participants understand the material.
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.
Mentorship: Guidance provided by a more experienced colleague to support an employee’s development.
Needs Assessment: Initial analysis to identify organizational or employee training needs.
Orientation: Introductory training to familiarize new employees with company culture, policies, and procedures.
Personal Development Plan (PDP): A documented plan outlining an employee's development goals and the training needed to achieve them.
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.
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.
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.
Training Calendar: A schedule of upcoming training events, courses, and sessions.
Training Needs Analysis (TNA): Systematic identification of training requirements to address competency gaps.
Virtual Instructor-Led Training (VILT): Online sessions conducted live by an instructor, allowing for real- time interaction.
Workflow for Approval Process: Defined steps for approving training requests, usually involving managerial review and sign-off.
Yearly Training Plan: Annual outline of planned training sessions aligned with organizational goals and employee development needs.
Zero-Based Budgeting in Training: Starting each training budget from scratch to ensure funds are allocated based on current needs.
Training Module Updates: What's New?
This article provides a summary of recent updates to the HRplus Training module, focusing on key enhancements. These updates include new features, fixes and improvements designed to improve both user experience and the effectiveness of the module.
1. Training Staff: New tools for managing and assigning staff to training programs, enhancing training administration.
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1. Training Requests: Enhanced workflows for submitting and managing training requests. Read more here.
1. Training Requests by Gap Analysis: Introduced features for requesting training based on gap analysis to identify skills gaps.
Read more here.
1. Training Requests by Gap Analysis: Enhanced tools for requesting training based on gap analysis to address specific training needs.
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1. Pending Training Requests: Improved workflows for managing pending training requests, course setups, and inviting employees to courses.
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1. HRplus-Talent LMS Integration: Introduced integration with Talent LMS to enhance training management and tracking.
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1. Training Audit: Added audit features for tracking training progress and compliance with training programs.
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1. Training Requests and Reports: Improved reporting tools for tracking training requests and outcomes. Read more here.
1. Training Requests: Enhanced features for submitting and tracking employee training requests. Read more here.
1. Training Program Management: General updates to manage training programs, including course details and employee participation.
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