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181 Cards in this Set

  • Front
  • Back
Stage of the ADDIE model where decisions regarding course content, goals and objectives, delivery methods, and implementation strategies are made.
Design
Ability to learn information or acquire a skill.
Aptitude
Career development strategies designed to ensure that the “right fit” occurs for both the organization and the employee.
Job Matching Systems
Study of the education of children.
Pedagogy
People who learn best by relying on their sense of sight.
Visual Learners
This condition exists when new workers are presented with too many facts and may result in workers ignoring important details or inaccurately recall information.
Information Overload
This concept refers to the trainee's ability to apply learned capabilities to the work environment, even though the work environment is not identical to that of the training session.
Far Transfer
Also known as whole learning, this approach recommends providing trainees with an overall view of what they will be doing rather than deal with specifics immediately.
Gestalt
A training technique in which trainees are first shown good management techniques in a video, are then asked to play roles in a simulated situation, and are then given feedback and praise by their supervisor.
Behavior Modeling
This refers to the failure to measure training outcomes that were emphasized in the training objectives.
Criterion Deficiency
An assessment of trainees' satisfaction with a training program reflects this level of training evaluation.
Reaction
This occurs when old items pre-occupy short-term memory, thus preventing the accurate entry of new information.
Proactive interference
The process of identifying and tracking high potential employees for advancement in a company.
Succession Planning
The process companies use to help new executives learn an organization’s structure, culture, and politics so that they can start making contributions to the organization as soon as possible.
Onboarding
The performance of all practice at once.
Massed Practice
Situation in which a trainee uses previously learned, less effective capabilities instead of trying to apply capabilities emphasized in a training program.
Lapse
The process of collecting the outcomes needed to determine if training is effective.
Training Evaluation
A form of programmed instruction in which the trainee interacts with a computer to learn new information and answers questions asked by the computer.
Computer-assisted Instruction
This is a form of associative learning in which a neutral stimulus is paired with a stimulus of some significance. This type of learning is also known as Pavlovian conditioning for the person who first demonstrated it, Ivan Pavlov.
Classical Conditioning
The process of combining several responses together to form a series of activities that are performed sequentially.
Chaining
Evaluation conducted to determine the extent to which trainees have changed as a result of participating in the training program.
Summative Evaluation
These types of outcomes are used to determine the degree to which trainees are familiar with principles, facts, techniques, procedures, or processes emphasized in the training program.
Cognitive Outcomes (consider Kirkpatrick's learning level)
A baseline measure of outcomes.
Pretraining Measure
This type of training cost includes salary and benefits for all employees involved in training; program material; and travel costs.
Direct Costs
A workplace situation with little likelihood of the employee receiving future job assignments with increased responsibility.
Plateauing
An interactive training experience in which the computer provides the learning stimulus, the trainee must respond, and the computer analyzes responses and provides feedback to the learner.
Computer-based Training
This theory of transfer posits that the likelihood of transfer depends on the trainee's ability to retrieve learned capabilities from his/her memory.
Cognitive Theory of Transfer
The expectations, written and unwritten, that employers and employees have about each other.
Psychological Contract
This person's four-level framework of evaluation criteria is widely used.
Kirkpatrick
A computer-based technology that provides trainees with a three-dimensional learning experience.
Virtual Reality
A career that is frequently changing based on both changes in the person's interests, abilities, and values and changes in the work environment.
Protean Career
Coordination of physical movements.
Motor Skills
This process involves employees determining how they will achieve their short- and long-term career goals.
Action Planning
The process of acquiring general knowledge and information that usually results in a broadening of the responses students are likely to make.
Education
This model of career development describes the form and shape of careers.
Directional Pattern Model
In this type of formal training evaluation design, a training group and a comparison group are measured on the outcomes both before and after training. Another training and control group are measured only after training.
Solomon Four-Group
The typical person’s short-term or “working” memory can handle how many pieces of information?
7 plus or minus 2 (5 to 9)
A learning experience that combines both work and education. Students work as employees in an organization under the direction of their supervisors and academic instructors.
Cooperative Education
This term describes an organization that has an enhanced capacity to learn, adapt, and change.
Learning Organization
This occurs when new information pushes old, previously learned items out of memory.
Retroactive interference
A method that permits a person to learn by copying or replicating behaviors of others.
Behavior modeling
The performance of job-related tasks and duties by trainees during training.
Active Practice
The extent to which training outcomes are related to learned capabilities emphasized in training.
Criteria Relevance
Evaluation conducted to improve the training process.
Formative Evaluation
A training method that represents a real-life situation, with trainees’ decisions resulting in outcomes that mirror what would happen if they were on the job.
Simulation
This refers to a trainee's perception about a wide variety of characteristics of the work environment that facilitates or inhibits use of trained skills or behaviors.
Climate for Transfer
In this stage of career development, individuals find their place in a company, make an independent contribution, achieve more responsibility and financial success, and establish a desirable life-style.
Establishment
A measure of improvement of job performance reflects this level of training evaluation.
Behavior
An organization development technique that is designed to help individuals learn how others perceive their behavior. Also known as T-group training.
Sensitivity training
A technique in which the participant is asked to establish priorities for, and then handle, a number of business papers, email messages, memoranda, reports, and telephone messages that would typically cross a manager’s desk.
In-basket technique
A training technique in which the trainee works with a skilled employee who teaches the trainee how to perform the job.
Apprenticeship
A process whereby people acquire capabilities to aid in the achievement of organizational goals.
Training
Training that focuses on foundation skills such as basic literacy and basic math skills.
Remedial training
The process of ensuring that new interventions such as training practices are accepted and used by employees and managers.
Change Management
A procedure for providing new employees with basic background information about the firm.
Employee Orientation
A method in which trainees learn on the actual or on simulated equipment they would use on the job, but are actually trained off the job.
Vestibule/Simulated Training
A voluntary arrangement whereby an employer allows an employee paid or unpaid leave for a specified duration of time in order for the employee to pursue a course of advanced training, teach, or perform a public service.
Sabbatical
A development method aimed at changing the attitudes, values, and beliefs of employees so that employees can improve the organization.
Organizational Development (OD)
This is copying someone else's behavior.
Behavior Modeling
A performance management method through which the manager sets organizationally relevant goals with each employee and then periodically discusses progress toward these goals, in an organization wide effort.
Management by Objectives (MBO)
The process of preparing minorities for promotion into higher-level jobs, such as managerial positions.
Upward Mobility
A development method in which the manager is presented with a written description of an organizational problem to diagnose and solve.
Case Study Method
This is the formal term for "trying out" a training program with potential trainees, managers, or other customers.
Pilot Training
The process of teaching new employees the basic skills they need to perform their jobs.
Training
These are collections of instruments and exercises desgined to diagnose a person's development needs.
Assessment Centers
A career path determined by work arrangements offering mothers certain benefits, such as flexible hours, but usually providing them with fewer opportunities for advancement.
Mommy Track
This occurs when a training program's outcomes measure inappropriate capabilities.
Criteria Contamination
This refers to a group of employees who participate in an evaluation study but do not participate in the training program.
Control Group
A procedure that corrects or punishes a subordinate for violating a rule or procedure.
Discipline
Training a person to learn a job while working at it.
On-the-job Training (OJT)
A term used to describe employees who have exhibited strong potential for promotion and are being primed for higher level professional or technical positions within the organization.
Fast Trackers
This describes a trainee's ability to apply learned capabilities to on-the-job work problems and situations that are similar but not identical to problems and situations encountered in the learning environment.
Generalization (Far Tranfer)
A method for increasing employees' insights into their own behavior through candid discussions in groups led by special trainers.
Sensitivity Training
This occurs when trainees perform job-related tasks and duties during training.
Active Practice
A management training technique that involves moving a trainee from department to department to broaden his or her experience and identify strengths and weaknesses.
Job Rotation
This compares costs of training with the benefits received to see which is greater.
Cost/Benefit Analysis
A method used to determine what people need to learn and which training programs may be beneficial.
Needs Assessment
A process for enabling employees to better understand and develop their career skills and interests, and to use the skills and interests most effectively both within the company and, if necessary, after they leave the firm.
Career Management
The theory of adult learning is known as this.
Androgogy
This is the daily training and feedback given to employees by immediate supervisors.
Coaching
A training method in which a more experienced or skilled individual provides an employee with advice and guidance intended to help him or her develop skills, improve performance and enhance the quality of his or her career.
Coaching
A term used to describe individuals with mental disabilities and an IQ of between 75 and 90.
Slow Learner
A company-based facility for exposing current or prospective managers to exercises to develop improved management skills.
In-house Development Centers
A facility in which management candidates are asked to make decisions in hypothetical situations and are scored on their performance.
Management Assessment Centers
The process through which companies ensure that employees are working toward organizational goals. It includes practices through which the manager defines the employee's goals and work, develops the employee's skills and capabilities, evaluates the person's goal directed behavior, and then rewards him or her in a fashion consistent with the company's and the person's needs.
Performance Management
This level of Kirkpatrick’s training evaluation might refer to how much the trainees liked the training and whether the trainees thought the training would help them back on the job.
Reaction
This is the sequence of work-related positions occupied throughout a person's life.
Career
Formal methods for testing the effectiveness of a training program, preferably with before-and-after tests and a control group
Controlled Experimentation
A career development method whereby less experienced employees are matched with more experienced colleagues for guidance either through formal or informal programs.
Mentoring
Describes a method of teaching intended to help people who have basic skills deficiencies, such reading or writing.
Remedial training
The delivery of formal and informal training and educational materials, processes and programs via the use of electronic media.
E-learning
Involuntary termination of an employee's employment with the firm.
Dismissal
training methods in which trainees are passive recipients of information
Presentation methods
A form of shared counseling where managers or supervisors work together with subordinates to identify strengths and weaknesses, resolve performance-related problems and determine and create an appropriate action plan.
Developmental counseling
A term used to describe employees who have exhibited strong potential for promotion and are being primed for higher level professional or technical positions within the organization.
Fast-trackers
The movement of employees from one job to another either vertically or laterally within an organizational structure. Internal mobility is a cluster comprising of promotion, demotion, transfer and separations. Such movements may take place between positions in specific areas, departments, divisions or establishments for employers with multiple establishments .
Internal mobility
efforts to improve employees ability to handle a variety of assignments
Development
the planned introduction of new employees to their jobs, co workers and the organization
orientation
The use of the internet or an organizational intranet to conduct training on-line
e-learning
Training methods that help trainees share ideas and experiences build group identity understand the dynamics of interpersonal relationships and get to know their own strengths and weaknesses and those of their co workers
Group or team building methods
Used in the United States to describe, a longer, more detailed version of a resume. Internationally is synonymous with resume.
Curriculum vitae (c.v.)
directly translating instructor led training online
Repurposing
A participant taking the part or role of a manager or other employee
Role play
A set of planned activities intended to provide the organization with the skills it requires to meet current and future business demands.
Human resource development
A process for determining whether employees need training who needs training and whether the employees are ready for training.
Person analysis
A testing location where a candidate being considered for assignment or promotion to managerial or executive-level position is rated by a team of experienced evaluators over a series of days using standardized activities, games and other simulations to predict the candidate’s future job performance.
Assessment center
A term used to refer to an unaccredited higher education institution that grant degrees without making certain that students are properly qualified.
Diploma mill
The progression of jobs in an organization’s specific occupational fields ranked from lowest to highest in the hierarchal structure.
Career path
The process of systematically moving a single individual from one job to another over the course of time. The job assignments may be in various functional areas of the co or movement may be between jobs in a single functional area or dept.
Job rotation
A career that is frequently changing due to both changes in the person’s interests abilities and values and changes in the wk environment.
Protean career
Training and educational programs designed to increase performance and further the development of leadership skills for executive and senior-level managerial employees.
Executive development
process of identifying a longer term plan for the orderly replacement of key employees.
Succession planning
The process of learning new knowledge, skills and behaviors through taking specific actions or performing specific tasks.
Active learning
occurs when an employer deliberately makes conditions intolerable in an attempt to get an employee to quit
Constructive discharge
Nontraditional procedures and techniques used within the framework of instructional programs to evaluate a student’s educational achievement.
Alternative assessment
An employee career development plan allowing employees to alternate between technical, professional or managerial positions over the course of their careers while they simultaneously receive higher compensation and gain higher status levels within the organization.
Dual career ladders/tracks
Employees the co believes are capable of being successful in high level management positions
High potential employees
several practice sessions spaced over a period of hours or days
Spaced practice
The process by which individuals establish their current and future career objectives and assess their existing skills, knowledge or experience levels and implement an appropriate course of action to attain their desired career objectives.
Career development
The process of shifting an employee from job to job
Job rotation
The difficulty level of written materials
Readability
A supplemental training tool that applies programming principles to existing instructional modules, materials, texts, manuals, etc., that are designed to direct the learner to specific areas within the module.
Adjunct program
An educator who is a faculty member at a college or university. Also referred to as Academician.
Academic
form of training that enforces organizational rules
Discipline
The performance of job related tasks and duties by trainees during training
Active practice
The purpose and expected outcome of training activities.
Objective
training and feedback given to employees by immediate supervisors
Coaching
A beginning exercise, game or simulation used as a means to reduce tension and create a more relaxed atmosphere during training programs.
Icebreaker
A leave of absence from the co to renew or develop skills
Sabbatical
The delivery of formal and informal training and educational materials, processes and programs via the use of electronic media.
E-learning
A system used to train a person in a recognized trade or craft in accordance with specific standards. The apprenticed individual obtains his or her skills by performing the related duties for a specified period of time under the tutelage of an experienced craft or tradesman.
Apprenticeship
ability of trainees to actively learn through self pacing, exercises, links to other materials, and conversations with other trainees and experts.
Learner control
The process of developing a multi skilled workforce by providing employees with training and development opportunities to ensure they have the skills necessary to perform various job functions within an organization.
Cross training
Training methods that require the trainee to be actively involves in learning.
Hands on methods
The trainee is provided with or actively seeks experience using newly learned knowledge skills or behavior
Opportunity to perform
A process for determining the business appropriateness of training.
Org analysis
A document that outlines for potential vendors and consultants the type of service the co is seeking , references needed, number of employees who should b trained, project funding, the follow up process, expected completion date, and the date when proposals must be received by the co.
Request for proposal (RFP)
A training method that represents a real life situation allowing trainees to see the outcomes of their decisions in an artificial environment.
Simulation
The process by which new employees are transformed into effective members of a co.
Org socialization
A program in which employees take responsibility for all aspects of learning.
Self directed learning
A case study uses real scenarios that focus on a specific issue(s). It looks deeply at a specific issue, drawing conclusions only about that issue and only in that specific context.
Case study
Paid time off the job to develop and rejuvenate oneself
Sabbatical leave
The process of establishing career objectives and determining appropriate educational and developmental programs to further develop the skills required to achieve short- or long-term career objectives.
Career planning
An EAP program which is conducted by a trained professional counselor hired as an employee by the employer to handle all aspects of the company’s EAP.
In-company/in-house counseling
career planning that focuses on individuals careers rather than on organizational needs.
Individual-centered career planning
Phase of socialization that occurs when employees are comfortable with job demands and social relationships.
Settling in phase
Individuals who are beyond postsecondary education age, are employed on a full- or part-time basis and are enrolled in a formal or informal educational program.
Adult learner
The process used to determine if training is necessary
Needs assessment
The progression of jobs in an organization’s specific occupational fields ranked from highest to lowest based on level of responsibility and pay.
Career ladder
Comparison of costs and benefits associated with training
Cost benefit analysis
Guiding individuals through the career planning and career decision-making process by helping them to make informed decisions regarding educational and occupational choices, as well as providing resources needed to further developing job search and placement skills.
Career counseling
A fundamental component of a diversity initiative that represents the opportunity for an organization to inform and educate senior management and staff about diversity. The purpose of training is not only to increase awareness and understanding of workplace diversity, but also to develop concrete skills among staff that will facilitate enhanced productivity and communications among all employees.
Diversity training
A relationship in which experienced managers aid individuals in the earlier stages of their careers
Mentoring
A training method in which a more experienced or skilled individual provides an employee with advice and guidance intended to help him or her develop skills, improve performance and enhance the quality of his or her career.
Coaching
A document consisting of information or instructions used to guide the user on how to perform a task correctly.
Job aids
A trainer who assists a group in learning or reaching a specific goal by directing and controlling the group process and allowing the group to work collectively to resolve problems and come up with solutions.
Facilitator
Training or educational programs designed to stimulate an individual’s professional growth by increasing his or her skills, knowledge or abilities.
Development program
The process of delivering educational or instructional programs to locations away from a classroom or site to another location by using technology, such as video or audio conferencing, computers, Web-based applications or other multimedia communications.
Distance learning
Training practice that links training to strategic business goals, has top management support relies on an instructional design model and its benchmarked to programs in other orgs.
High leverage training
The maximum number of trainees assigned per trainer.
Instructor-to-trainee ratio
The propensity to make several career changes during an individual’s lifetime instead of committing to a long-term career within a specific occupational field.
Career mobility
Peers or managers training new or inexperienced employees who learn the job by observation, understanding and imitation.
On the job training (OJT)
training that occurs through interactions and feedback among employees
Informal training
The performance of all of the practice at once
Massed practice
situation in which an individual learns new methods and ideas in a development course and returns to a work unit that is still bound by old attitudes and methods.
Encapsulated development
A process whereby people acquire capabilities to aid in the achievement of organizational goals
Training
A form of employee orientation whereby a newly hired employee is assigned to another employee (typically within the same department) who shows the new employee the ropes, introduces him or her to coworkers, gives personal assistance and answers questions on an as-needed basis.
Buddy system
A stimulation of the administrative tasks of a managers job. Used in assessment centers
In basket
The series of work related positions a person occupies throughout life
Career
An experienced, productive senior employee who helps develop a less experienced employee
Mentor
A learner-driven, continuous learning process where learning revolves around the need to find solutions to real problems.
Action learning
A development technique that requires participants to analyze a situation and decide the best course of action based on the data given
Simulation
The practice of counseling and advising individuals regarding items such as personal appearance, dress, manner of speaking or style.
Image consulting
Occurs when an employee has reached the highest position level he or she can possibly obtain within an organization and has no future prospect of being promoted due to a lack of skills, corporate restructuring or other factors.
Career plateau
A program pairing a successful senior employee with a group of four to six less experiences protégés
Group mentoring program
An office set up within an organization to be used for the purpose of providing outplacement counseling and job placement services to displaced workers.
Career center
The purpose and expected outcome of training activities.
Objective
Written materials’ level of difficulty.
Readability
A company’s ability to preserve what is learned over time.
System-level Learning
Outcomes of training including attitudes and motivation.
Affective Outcomes
An area of personal capability that enables an employee to perform a job.
Competency