Use LEFT and RIGHT arrow keys to navigate between flashcards;
Use UP and DOWN arrow keys to flip the card;
H to show hint;
A reads text to speech;
35 Cards in this Set
- Front
- Back
|
ADDIE MODEL
|
FIVE-STEPS INSTRUCTIONAL DESIGN PROCESS THAT GOVERNS THE DEVELOPMENT OF LEARNING PROGRAMS. ANALYSIS, DESIGN,DEVELOPMENT, IMPLEMENTATION, EVALUATION |
|
|
ANDRAGOGY("adra-gogee") |
STUDY OF HOW ADULTS LEARN
|
|
|
AUDITORY LEARNERS
|
PEOPLE WHO LEARN BEST BY RELYING ON THEIR SENSE OF HEARING |
|
|
BENEFITS
|
Payments or services provided to employees to cover issues such as retirement, health coverage, sick pay/disability schemes, life insurance, and paid time off. |
|
|
APPRENTICESHIP
|
RELATES TO TECHNICAL SKILLS TRAINING; OFTEN A PARTNERSHIP BETWEEN EMPLOYERS AND UNIONS. |
|
|
APPLICANT TRACKING SOFTWARE (ATS) |
SOFTWARE THAT PROVIDES AN AUTOMATED WAY FOR ORGANIZATIONS TO MANAGE THE RECRUITING PROCESS. |
|
|
ASSESSMENT CENTERS
|
Assessment tools that provide candidates a wide range of leadership situations and problem-solving exercises. |
|
|
BEHAVIORAL INTERVIEW
|
TYPE OF INTERVIEW THAT FOCUSES ON HOW APPLICANTS PREVIOUSLY HANDLED REAL SITUATIONS. |
|
|
BRAIN DRAIN
|
EXIT OF EDUCATED AND SKILLED CITIZENS FROM EMERGING AND DEVELOPING COUNTRIES FOR BETTER-PAYING JOBS IN DEVELOPED COUNTRIES. |
|
|
CAREER DEVELOPMENT
|
PROCESS BY WHICH EMPLOYEES PROGRESS THROUGH A SERIES OF STAGES IN THEIR CAREERS, EACH OF WHICH IS CHARACTERIZED BY RELATIVELY UNIQUE ISSUES, THEMES, AND TASKS. |
|
|
CAREER PLANNING
|
ACTIONS AND ACTIVIITIES THAT INDIVIDUALS PERFORM IN ORDER TO GIVE DIRECTION TO THEIR WORK LIVES. |
|
|
COMPENSATION
|
ALL FINANCIAL RETURNS (BEYOND ANY BENEFITS PAYMENTS, SERVICES), INCLUDING SALARY AND ALLOWANCES. |
|
|
BLENDED LEARNING
|
PLANNED APPROACH TO LEARNING THAT INCLUDES A COMBINATION OF INSTRUCTOR - LED TRAINING, SELF -DIRECTED STUDY , AND /OR ON THE JOB TRAINING. |
|
|
BROADBANDING
|
COMBINING SEVERAL SALARY GRADES OR JOB CLASSIFICATIONS WITH NARROW PAY RANGES INTO ONE BAND WITH A WIDE SALARY SPREAD. |
|
|
CAREER MANAGEMENT
|
PREPARING, IMPLEMENTING AND MONITORING EMPLOYEES CAREER PATH, WITH PRIMARY FOCUS ON THE GOALS AND NEEDS OF THE ORGANIZATION. |
|
|
COMPA-RATIO
|
PAY RATE DIVIDED BY MIDPOINT OF THE PAYRANGE .
|
|
|
HALO EFFECT
|
OCCURS WHEN AN EMPLOYEE IS EXTERMELY COMPETENT IN ONE AREA AN IS THEREFORE RATED HIGHLY IN ALL CATEGORIES. |
|
|
HORN EFFECT
|
OCCURS WHEN AN EMPLOYEE RECEIVES AN OVERALL LOW RATING BECAUSE OF WEAKNESS IN ONE AREA.
|
|
|
INCENTIVES
|
PAYMENTS IN RETURN FOR THE ACHIEVEMENT OF SPECIFIC, TIME-LIMITED, TARGETED OBJECTIVES. |
|
|
INTRINSIC MOTIVATION
|
DESIRE TO DO THINGS BECAUSE THEY MATTER, BECAUSE WE LIKE IT, BECAUSE THEY'RE INTERESTING, OR BECAUSE THEY ARE PART OF SOMETHING IMPORTANT. |
|
|
HEAD COUNT
|
PAYROLL AT A PARTICULAR MOMENT IN TIME. |
|
|
INCENTIVE PAY
|
FORM OF DIRECT COMPENSATION WHERE EMPLOYERS PAY FOR PERFORMANCE BEYOND NORMAL EXPECTATIONS TO MOTIVATE HIGHER PERFORMANCE. |
|
|
INTERNAL EQUITY
|
SITUATION IN WHICH EMPLOYEES FEEL THAT PERFORMANCE OR JOB DIFFERENCES RESULT IN CORRESPONDING DIFFERENCES IN REWARDS THAT ARE FAIR. |
|
|
JOB ANALYSIS
|
SYSTEMATIC STUDY OF JOBS TO DETERMINE WHAT ACTIVITIES (TASKS) AND RESPONSIBLITIES THEY INCLUDE, PERSONAL QUALIFICATIONS NECESSARY FOR PERFORMANCE OF THE JOBS, THE CONDITIONS UNDER WHICH THE WORK IS PERFORMED, AND THE REPORTING STRUCTURE. |
|
|
ESSENTIAL FUNCTIONS
|
PRIMARY JOB DUTIES THAT A QUALIFIED INDIVIDUAL MUST BE ABLE TO PERFORM, EITHER WITH OR WITHOUT REASONABLE ACCOMMODATION. |
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
