TRAINING AND DEVELOPMENT

ASSIGNMENT: GLOSSARY OF TRAINING AND DEVELOPMENT

TERMS

DEPARTMENT OF MANAGEMENT SCIENCES

LAHORE COLLEGE FOR WOMEN UNIVERSITY, LAHORE

 Glossary of Training and Development Terms

1. Just in time training (JITT)

Just in time training is an approach to learning and development that promotes need-
related training. 
2. Kaizen
Kaizen is an approach to creating continuous improvement based on the idea that small,
ongoing positive changes can reap significant improvements.
3. Learning decay
Learning decay proposes that memory fades due to the mere passage of time. Information
is therefore less available for later retrieval as time passes and memory, as well as
memory strength, wears away.
4. Open learning
Open learning is used to describe learning situations in which learners have the flexibility
to choose from a variety of options in relation to the time, place, instructional methods,
modes of access, and other factors related to their learning processes.
5. Overlearning
Providing trainees with continued practice far beyond the point at which they perform the
task successfully.
6. Passive learning
Passive learning is defined as “a method of learning or instruction where students receive
information from the instructor and internalize it.” In basic terms, this means that a
student will listen and read the material and reflect internally without further reflection
back or reviewing.
7. Progressive learning
Progressive learning encourages students to reflect on their learning, follow their own
questions, and engage in collaboration with peers and teachers, thus building their
investigating, problem-solving, and communication skills.

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8. Refresher training
Refresher training is an aspect of retraining taken by a person already qualified or
previously assessed as competent in a field with the intention of updating skills and/or
knowledge to a changed standard, or providing the opportunity to ensure that no
important skills or knowledge have been lost due to lack of use.
9. Self-directed learning (SDL)
Self-directed learning is when the learner determines the pace and timing of content
delivery. It occurs through a variety of media (print products or electronically).
10. Self-managed learning (SML)
Self-managed learning is about using strategies to help yourself improve your learning
skills by doing them independently. You can improve your skills by seeking help and
there are many resources and support out there in which can help you progress.
11. Self-paced learning
A time of training in which trainees move through the training as quickly as they are able
to learn the material.
12. Shadowing in learning
Shadowing in learning also known as job shadowing, involves observing a professional
to gain a better understanding of the role. Students and graduates often use work
shadowing to get a taste for a particular job. Shadowing also allows you to experience
how the same job can be different depending on its setting.
13. Six sigma
Six-Sigma Methodology is a disciplined, data-driven approach for improving business
processes; the goal is to improve output quality by identifying and eliminating causes for
defects (driving toward six standard deviations between the mean and the nearest
specification limit) in a process. The fundamental objective of the Six-Sigma
methodology is the implementation of a measurement-based strategy that focuses on
process improvement and variation reduction through the application of projects.
14. Skills transfer
Skill transfer is a process where personal cognitive and behavioral abilities are applied to

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 contexts that are different from the one in which they were originally learned.
15. Soft skills
Soft skills are character traits and interpersonal skills that characterize relationships with
other people and complement hard skills in the workplace.
16. Hard skills
Hard skills are specific abilities, capabilities and skill sets that an individual can possess
and demonstrate in a measured way. Hard skills are learnable skills that enable
individuals to perform job-specific tasks, or that may be required for a specific job.
17. WIIFM (what’s in it for me?)
WIIFM is a guiding principle used to engage a target audience by answering the question
that drives most of our decision making: What's in it For Me? WIIFM is about speaking
the language of benefits (what the audience is buying), not the language of features (what
you're selling).
18. Seminar
Seminar is a meeting of a group of people with a teacher or expert for training,
discussion, or study on a particular subject.
19. Tutorials
A tutorial is a regular meeting between a tutor and one or several students, for discussion
of a subject that is being studied
20. Syndicate
Syndicate is a group of people or companies that join together in order to share the cost
of a business operation, such as the buying and publishing of newspaper stories,
photographs, etc.
21. Conference
Conference is a meeting of two or more persons for discussing matters of common
concern. The president is in conference with his advisers. : A usually formal interchange
of views: consultation.
22. Synergy
The interaction or cooperation of two or more organizations, substances, or other agents

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 to produce a combined effect greater than the sum of their separate effects

23. Pilot study

It is the first step of the entire research protocol and is often a smaller-sized study
assisting in planning and modification of the main study.
24. Dry run
A rehearsal of the training to determine the value and clarity of the various pieces of the
training program and the presenter’s effectiveness in a controlled setting. Its purpose is to
identify needed modifications to the training prior to actual delivery.
25. Workshops
A workshop is usually a brief intensive educational program for a relatively small group
of people that focuses especially on techniques and skills in a particular field. This group
of people, with the same interests, normally gather to discuss and research on a specific
topic or project.
26. Accelerated learning:
Accelerated learning is an approach to learning that aims to speed up the process of
acquiring knowledge and skills. It involves using a variety of techniques and methods to
help learners absorb information more quickly and effectively than traditional learning
methods.
27. Affective Learning:
Affective learning refers to the process of acquiring knowledge, skills, attitudes, and
values through emotional and motivational experiences. It emphasizes the importance of
emotions, feelings, and personal experiences in the learning process.
28. Apprenticeship:
Apprenticeship is a form of on-the-job training where an individual, known as an
apprentice, learns a specific skill or trade under the guidance of a skilled professional or
mentor.
29. Assertiveness Training:
Assertiveness training is a type of behavioral therapy that helps individuals learn how to
communicate effectively. It involves teaching individuals skills such as expressing their

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 thoughts, feelings, and needs in a clear and confident manner, setting and maintaining
personal boundaries, and negotiating conflict without being aggressive or passive.
30. Audio-visual aids (A/V):
Audio-visual aids (A/V) are tools or devices that use both sight and sound to enhance the
learning experience. These aids can include anything from images, videos, and
animations to audio recordings, diagrams, and graphs. A/V aids are used in various
settings such as classrooms, conferences, presentations, and training sessions to illustrate
concepts, reinforce key ideas, and make learning more engaging and interactive.
31. Bespoke training:
Bespoke training is a type of customized training that is tailored to the specific needs of a
particular individual, group, or organization. It is also known as customized training or
person.
32. Bloom Taxonomy:
Bloom's Taxonomy is a framework that outlines a hierarchy of cognitive skills that are
used to help educators and learners understand and organize the learning objectives and
outcomes of educational activities.
33. Competency-based Training:
Competency-based training (CBT) is an approach to education and training that focuses
on the knowledge, skills, and abilities required to perform a specific job or role. It is
based on the principle that learning should be directly tied to the competencies required
for job performance.
34. Continues Development:
Continuous training refers to a method of training in which individuals regularly undergo
learning and development opportunities throughout their careers. This training can take
many different forms, such as attending workshops, taking online courses, participating
in mentoring programs, or receiving on-the-job training.
35. Cumulative-Part Method:
As the name implies, cumulative learning is all about the accumulation of learning in a
subject through the layering of one experience upon another. 
36. Payroll:

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 Payroll is the process by which a company calculates and pays its employees for the work
they have done during a particular period of time.
37. Distance Learning:
Distance learning, also known as online learning or e-learning, is a method of education
where students and instructors communicate with each other through technology, such as
the internet, video conferencing, and other digital tools, instead of meeting in a traditional
classroom setting.
38. Double Loop Learning:
Double loop learning is a concept in organizational learning that involves questioning and
modifying the underlying assumptions and values that guide an organization's actions and
decision-making processes.
39. E-Learning :
E-learning, also known as electronic learning, refers to the use of digital technologies,
such as the internet, computer software, or other electronic devices, to deliver educational
content and training to learners.
40. Emotional Intelligent:
Emotional intelligence refers to an individual's ability to recognize, understand, and
manage their own emotions and the emotions of others. It includes skills such as
empathy, communication, self-awareness, self-regulation, and social skills.
41. Feasibility Analysis:
Feasibility analysis is the process of evaluating a proposed idea or plan to determine its
viability and practicality. It involves assessing the economic, technical, legal and
operational aspects of the proposed project.
42. Force Field Analysis
Force field analysis is a basic tool for root cause analysis that can help you take action
once the root cause has been identified. The technique is based on the assumption that
any situation is the result of forces for and against the current state being in equilibrium.
43. Formative Assessment
Formative assessment is to monitor employees learning to provide ongoing feedback that
can be used by instructors to improve their training methods and by employees to

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 improve their learning.

44. Group Dynamics:

The social process by which people interact and behave in a group environment is called
group dynamics. Group dynamics involves the influence of personality, power, and
behavior on the group process.
45. Hands-on:
Hands-on training refers to software training that involves a practical element, where the
user is able to learn how to use the software by trying out for themselves in a controlled
environment.
46. Happy sheet:
Happy sheet is the most basic type of feedback from a training session. The happy sheet
consists of a series of questions evaluating your experience of the session and would be
covered by Kirkpatrick evaluation level 1.
47. Icebreakers:
Icebreakers are fun activities to help people get to know one another. Trainers can use
them to help acquaint trainees with organization and its expectations.
48. Induction Training:
Induction training is the process of introducing a new starter to both their role within your
company and the company itself. Induction processes vary dramatically from business to
business, and range from the stringently dull to the outright unconventional.
49. Job Aids:
Job aids are simple instructions and process documentation that deliver information on
performing a task or solving problems exactly when employees need it.
50. Johari Window:
Johari Window is a model used to help people better understand their relationships both
with themselves, and with others. It's a useful technique for improving an individual's
self-awareness and development in group situations. It also aids two-way communication
with the group.