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47 Cards in this Set
- Front
- Back
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Learning |
An activity or process of gaining knowledge or skills by studying, practising, being taught, or experiencing something |
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Employee Development |
The combination of formal education, job experiences, relationships, and assessment of personality and abilities to help employees prepare for the future of their careers |
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Instructional Design |
A process of systematically developing training to meet specified needs |
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Learning Management System (LMS) |
A computer application that automates the administration, development, and delivery of training and development programs |
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Needs Assessment |
The process of evaluating the Organization, individual employees, and employees' tasks to determine what kinds of training, if any, are necessary |
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Organization Analysis |
A process for determining the appropriateness of training by evaluating the characteristics of the Organization |
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Person Analysis |
A process for determining individuals' needs and readiness for learning |
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Task Analysis |
The process of identifying the tasks, knowledge, skills, and behaviors that training should emphasize |
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Readiness for Learning |
A combination of employee characteristics and positive work environment that permit learning |
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Communities Of Practise |
Groups of employees who work together, learn from each other, and develop a common understanding of how to get work accomplished |
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E-learning |
Receiving training via the Internet or the Organization's intranet |
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Electronic Performance support systems (EPSSs) |
Computer application that provides access to skill training, information, and expert advice as needed |
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On-the-job training (OJT) |
Training methods in which a person with job experience and skill guides trainees in practising job skills at the workplace |
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Apprenticeship |
A work study training method that teaches job skills through a combination of on-the-job training and classroom training |
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Internship |
On-the-job learning sponsored by an education institution as a component of an academic program |
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Cooperative education |
A plan of higher education that incorporates paid work experience as an integral part of academic studies |
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Simulated |
A training method that represents a real life situation, with learners making decisions resulting in outcomes that mirror what would happen on the job. |
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Avatars |
Computer depiction of trainees, which the trainees manipulate in an online role-play |
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Virtual reality |
A computer-based technology that provides an interactive, three-dimensional learning experience |
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Experiential programs |
Training programs in which participants learn concepts and apply them by simulating behaviors involved and analyzing the activity, connecting it with real-life situations |
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Adventure learning |
A teamwork and leadership training program based on the use of challenging, structured physical activities |
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Cross-training |
Team training in which team members understand and practice each other's skills so that they are prepared to step in and take another member's place |
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Coordinate training |
Team training that teaches the team how to share information and make decisions to obtain the best team performance |
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Team leader training |
Training in the skills necessary for effectively leading the Organization's teams |
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Action learning |
Training in which teams get an actual problem, work on solving it, commit to an action plan, and are accountable for carrying it out |
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Readability |
The difficulty level of written materials |
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Transfer of learning |
On-the-job use of knowledge, skills, and behaviors learned in training |
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Orientation |
Training designed to prepare employees to perform their jobs effectively, learn about their Organization, and establish work relationships |
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Diversity training |
Training designed to change employee attitudes about diversity and/or develop skills needed to work with a diverse workforce |
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Protean career |
A career that frequently changes based on changes in the person's interests, abilities, and values, and in the work environment |
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Assessment |
Collecting information and providing feedback to employees about their behavior, communication style, or skills |
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Myers-Briggs Type Indicator (MBTI) |
Psychological test that identifies individuals' preferences for source of energy, means of information gathering, way of decision making, and lifestyle, providing Information for team building and leadership development |
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Leaderless Group discussion |
An assessment centre exercise in which a team of five to seven employees is assigned a problem and must work together to solve it within a certain time period |
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Benchmarks |
A measurement tool that gathers ratings of a manager's use of skills associated with success in managing |
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Job experience |
The combination of relationships, problems, demands, tasks, and other features of am employee's job |
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Transfer |
Assignment of an employee to a position in a different area of the company, usually in a lateral move |
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Downward move |
Assignment of an employee to a position with leas responsibility and authority |
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Promotion |
Assignment of an employee to a position with greater challenges, more responsibility, and more authority than in the previous job, usually accompanied by a pay increase |
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Externship |
Employee development through a full time temporary position at another Organization |
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Sabbatical |
A leave of absence from a Organization to renew or develop skills |
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Mentor |
An experienced, productive senior employee who helps develop a less experienced employee (a potègè or mentee) |
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Reverse Mentoring |
Pairing of a younger, junior employee acting as mentor to share expertise with an older senior colleague, the mentee |
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Coach |
A peer or manager who works with an employee to provide a source of motivation, help him or her develop skills, and provide reinforcement and feedback |
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Self-assessment |
The use of information by employees to determine their career Interests, values, aptitudes, behavioral tendencies, and development needs |
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Feedback |
Information employers give employees about skills and knowledge and whereas these assets fit into the Organization's plans |
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Career paths |
The identified pattern or progression of job or roles within an Organization |
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Glass ceiling |
Circumstances resembling an invisible barrier that keep most women and other members of the employment equity groups from attaining the top jobs in organizations |
