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“Actionable information” provides data that can be used to make specific business decisions. Actionable information is specific, consistent, and credible.
An "activity stream" is a stream of updates, changes, and comments from people in an internal network (e.g., team, workgroup, organization, special interest group, etc.) all on a single page.
“ADDIE” is a standard instructional design model that stands for analyze, design, develop, implement, and evaluate. A generally accepted approach to developing instructional (traditional) programs, the ADDIE model was developed in 1975 by Florida State University.
In today's informal learning programs, designers must add on-demand, social, and embedded learning into their learning environments. 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 Stages of E-Learning, which allow the instructional designer to consider the goal for an e-learning course from among four categories:
One of the 12 Bersin Learning Impact Measurement measures, "adoption" specifically refers to the level of utilization of a training program—and measures how well the program was targeted, marketed, and actually utilized.
"Agile development" is a methodology widely used in software development. It is built on the concept of weekly releases of software, and daily meetings ("scrums") to keep the development team highly engaged and aligned. The traditional approach to software development was called the "waterfall method," in which an organization would study requirements, cascade through a series of refinements in strategy, and then put in place a long-term development plan. The agile model enables the team to iterate quickly, release features every week, and rapidly stay current with changing market requirements.
In terms of HR and learning, there are many similar analogies. Traditional annual performance appraisals use an older "waterfall" method; continuous feedback and recognition is an "agile" approach. Traditional, formal education and certification are "waterfall" models; rapid e-learning and informal learning are "agile" approaches. Top-down cascading goals are a "waterfall" approach; rapidly updated "objectives and key results" (sometimes called "OKR") is an "agile" model.
The "Agile Model of HR" states that human resources' job is not just to implement controls and standards, and drive execution—but rather to facilitate and improve organizational agility. This changes HR's mission and focus. Driving agility means driving programs that create adaptability, innovation, collaboration, and speed.
Examples of agile HR strategies include: