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32 Cards in this Set
- Front
- Back
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Actual organizational performance (AQP)
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The performance level of the organization, department or unit.
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Attitudes
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Employee beliefs and opinions that support or inhibit behavior.
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Automaticity
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A higher level of skill acquisition in which a high level of performance is achieved without conscious thought about each action.
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Compentency
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A cluster of related knowledge, skills and attitudes required for a person to be successful in performing a group of related tasks. Valid measures of compentency will differentiate among high, medium, and low performers.
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Compiliation
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A lower level of skill development associated with newly learned behaviors that the person must consciously think about to perform well.
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Declarative knowledge
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A person's store of factual information.
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Design phase
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A systematic process for the objectives of training and the most effective means of achieving the objectives, given the organization's restraints.
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Development
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The learning of KSAs-outcome of training and other experiences.
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Development phase
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A process of formulating an instructional strategy, within the constriants of the organization, to meet a set of training objectives.
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Education
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Experience that is designed to provide more general learning that is not specific to a job.
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Evaluation phase
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Determining training's success in meeting the training design and outcome objectives.
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Expected organizational performance (EOP)
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The level or goal that has been set and is expected of the organization, department or unit in key performance areas (profits, market share, abesenteeism)
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Implementation phase
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Putting a training program into action through pilot testing and the actual training.
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International Organization for Standardization (ISO)
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Located in Geneva, Switzerland; developed a set of worldwide standards to ensure consistency in product quality by all companies that become certified.
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Knowledge
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An organized body of facts, principles, and information that has been acquired over the years.
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Knowledge, skills and attitudes (KSAs)
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Acronym for Knowledge Skills and Attitudes
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Learning
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A relatively permanent change in cognition resulting from experience and directly influencing behavior.
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Motivation
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The direction, persistence, and amount of effort expended by an individual to achieve a specified outcome.
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Analysis phase
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A process of data gathering and casual analysis to identify both training and nontraining needs and their priorities.
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Open systems model
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A model that depicts the dynamic relationship an organization has with its environment.
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Organizational Performance Gap (OPD)
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The difference between the organization's expected performance and its actual performance on key performance indicators( profit, market share, absenteeism)
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Outcome evaluation
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A measure of outcomes that are attributable to training and their value
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Procedural knowledge
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A person's understanding about how and when to apply the facts that have been learned.
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Process evaluation
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An examination of the way training was conducted to determine if it met the expectations based on the design.
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Skills
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The capacities that are developed as a result of training and experience that are needed to perform a set of interrelated tasks.
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Small business
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An organization that has fewer than 100 employees.
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Strategic knowledge
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A person's awareness of what she knows and the internal rules that have been learned for accessing the relevant facts and procedures to be applied toward achieving some goal.
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Training
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The organized and systematic process of providing an opportunity to learn KSAs for current or future jobs.
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Training needs analysis (TNA)
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A process of data gathering and causal analysis related to a performance gap and occurring in the analysis phase of the Training Process Model. The results of an effective TNA identify training and nontraining needs related to eliminating the performance gap.
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Training objectives
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The specific outcomes that are expected to be realized from training.
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Triggering event
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The identification of an actual or potential organizational performance gap by a key member of the organization. A person with authority to take action recognizes that AOP < EOP.
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Instructional Strategy
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The order, timing and combination of methods and elements used in the training program.
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