The popularity of experiential learning in organizational training has been increasing over recent decades, perhaps because it often provides more effective organizational learning and change. Silberman (2007, p. 3.) describes the current interest in experiential learning as a ?virtual explosion.?
The purpose of this paper is to describe the HRDQ Experiential Learning Model? (ELM) and how it can be used by designers, trainers/facilitators, and learners to produce consistent results, as well as making the design process itself considerably more efficient.