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An informal emergent training method that uses small amounts of learning to enhance employee development and job performance.

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Learning that occurs in situations not intended for learning, typically in the actual work setting. It is learning activated by a problem or situation that requires resolution.

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A process that typically involves two parties (mentor and mentee), a relationship (formal and informal) and the transfer of KSAs with development as the focus.

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An experienced employee helping a new or developing employee to enhance their skills or knowledge of a job or role.

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A training method where a learner or trainee from one area of the organisation, or a new hire, can work alongside an experienced employee in another area and gain insight into and experience of a task, role or job from them.

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An approach to on-the-job training that involve exposing employees to different tasks, functions, jobs and specialisms.

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Technical manuals, flowcharts and other listings of steps for performing a task, used by an employee to help the performance of a task or job.

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Structured 1:1 discussions that focus on L&D goals, and involve reflection on what has been learned, what needs to be learned, how it will be undertaken and what has been achieved.

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A formalised structured and systematic approach to on-the-job

training that involves preparation, instruction, performance and follow-up.

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The use of methods that require individual learners to solve

problems, in contrast to action learning, which involves a group approach.

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A team-based problem-based learning process designed to solve real problems through defining the problem, developing possible solutions, testing these solutions in the real world with real-time implementation and the evaluation of learning outcomes.

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A group training approach, where a number of learners cooperatively generate a set of ideas to address a particular problem.

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A training method involving structured competitions, where learners deal with a large number of contrived problems under realistic assumptions that allow them to develop specific skills.

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A training method that reproduces events, processes and circumstances that occur in a learner’s job. Participation in the simulation provides learners with the opportunity to experience aspects of the job in a safe and controlled environment.

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A training method that provides learners with a scenario that they have to act out and develop new skills and behaviours.

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A training method where learners are presented with a real or

hypothetical situation and then analyse causes of the problem(s) presented and suggest solutions.

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Observation by a learner of another person (for example, a trainer) performing a task or components of a task.

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A unidirectional flow of training content from trainers to learners with little or no interaction from learners.

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A form of training instruction that brings together a small group of learners to focus on a particular topic or concept.

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A type of interactive training led by a trainer or instructor, where learners undertake a number of training activities.