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A Action Learning“Action learning” is a process in which groups of learners collaborate to solve actual workplace problems. In this way, organizations benefit from gaining solutions to critical challenges and participants benefit by learning from their experiences. |
Actionable Information“Actionable information” provides data that can be used to make specific business decisions. Actionable information is specific, consistent and credible.
For example, a report which shows trends in "employee retention" is important and interesting, but not necessary actionable. However a dashboard or simple red/yellow/green report which shows managers the turnover rate by department, accompanied by the "top three reasons for leaving the company" is far more actionable. In any HR or L&D data and reporting program it is always important to drive toward giving managers data which is not only interesting, but actionable. |
Active DirectoryActive directory (or "AD") is a technology created by Microsoft that provides a variety of network services (including LDAP-like directory services, Kerberos-based authentication, DNS-based naming and other network information) utilizing the same database, for use primarily in Windows environments. |
Activity Stream An "activity stream" is a stream of updates, changes and comments from people in an internal network (team, workgroup, organization, special interest group) all on a single page. |
ADDIE“ADDIE” is a standard instructional design model that stands for analyze, design, develop, implement and evaluate. The ADDIE model is a widely accepted approach to developing instructional programs. This model was developed in 1975 by Florida State University.
The ADDIE model, which is widely used in the development of any traditional training program, has been extended in many ways. In today's informal learning programs, designers must add on-demand, social, and embedded learning into their learning environment. It is also very important to do detailed audience analysis, which often involves building "personas" which describe various learner types.
These other approaches to learning (described in our Enterprise Learning Framework) go beyond the traditional approach to instructional design.
We have also published a model for the development of e-learning: the "Four Levels of E-Learning." In this model the designer considers the goal for an e-learning course among four categories:
- Information Distribution - informing people about a topic or change (e.g. notifying sales people of a new price list) - Critical Information Distribution - informing people about a topic or change, and checking that they read and understand the information (e.g. notifying people of the price change and asking them questions to validate that they understand it) - Skills Development - developing specific skills and capabilities (e.g. giving the learner a simulation or assignment in pricing to help them understand how to apply the new price list) - Certified Skills Development - developing skills and certifying that the learning has reached competency or mastery - typically by giving the learner a set of certification tests and validations as well as delivering information and skills-development exercises. (e.g. certifying, through various tests, that an individual is now empowered to change prices.) |
AdoptionAdoption is one of the nine Bersin Learning Impact Measurement measures. It specifically refers to the level of utilization of a training program, and measures how well the program was targeted, marketed and actually utilized. Adoption measures include enrollments, completions, % complete, % enrolled, student hours, total number of modules completed, etc. |
ADSLAsymmetric digital subscriber line. |
Agile Model of HRThe Agile Model of HR states that Human Resources job is not just to implement controls, standards and drive execution, but rather to facilitate and improve organizational agility.
This changes HR's mission and focus. Driving agility means driving programs which create adaptability, innovation, collaboration, and speed.
Examples of Agile HR strategies include:
- Training leaders at all levels of the company to act as a hands-on coach, not a "manager"
- Designing the organization into small, high-performance teams which set their own targets
- Creating customer interactions within all groups and functions in the company
- Delivering a strong, focused mission and values to keep everyone aligned
- Creating systems with lots of transparent information: what are our goals, who is working on what project, who are our experts
- Implementing "systems of engagement" not just "systems of record" - ie. collaboration, information sharing, project management
- Building a focus on continuous learning and learning culture at all levels
- Implementing a strong external employment brand which attracts "the right type" of people
- Hiring experts and promoting experts, not general managers
- Encouraging and teaching people to give each other direct feedback
- Creating programs for peer-to-peer rewards and recognition
- Developing programs to foster diversity in teams.
The Agile Model of HR represents the thinking of Lean, Toyota Production System, and The Agile Manifesto to our business practices. It is the new, emerging way HR defines its mission. |
Agile Software Development“Agile software development” is a group of methodologies based on iterative and incremental development, for which requirements and solutions evolve through collaboration between self-organizing, cross-functional teams. It promotes adaptive planning, evolutionary development and delivery, a time-boxed iterative approach, and encourages rapid and flexible response to change. Agile software development is a conceptual framework that promotes foreseen interactions throughout the development cycle.
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AgilityIn the context of leadership development, “agility” means the ability for leaders to think appropriately for the given situation, adjust their behaviors and thinking, and act in a timely fashion in order to optimize positive outcomes under changing conditions. Agile leaders are resilient, results-oriented, and able to formulate and nurture relationships for the benefit of achieving business goals. |
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