Chapter 7 - Orientation, Training And Development And Career Planning

Front 1

Apprenticeships

Back 1

A form of on-the-job training in which junior employees learn a trade from an experienced person.

Front 2

Blog

Back 2

A Weblog-an online journal, diary, or serial published by a person or group of people.

Front 3

Career development

Back 3

A lifelong series of activities undertaken by individuals in their pursuit of a career.

Front 4

Career management

Back 4

A series of formal and less formal activities, designed and managed by the organization to influence the career development of one or more employees.

Front 5

Career planning

Back 5

The process through which someone becomes more aware of their interests and needs, motivations, etc.

Front 6

Career plateauing

Back 6

Reaching a temporary flat point on the advancement continuum during one's career.

Front 7

Coaching

Back 7

A less formal training experience than an apprenticeship, coaching generally involves a supervisor or manager providing a model for a new employee to observe and emulate.

Front 8

Competencies

Back 8

Skill, knowledge, and behaviours that distinguish high performance in a broad role, function, or level of the organization.

Front 9

Cost-benefit analysis

Back 9

Analysis undertaken to assess the cost-effectiveness of a project or program.

Front 10

Cross-training

Back 10

Training employees to perform operations in areas other than their assigned jobs.

Front 11

Employee development

Back 11

The process of enhancing an employee's future value to the organization through careful career planning.

Front 12

Human resource development (HRD)

Back 12

A part of human resource management that integrates the use of training and employee and career development efforts to improve individual, group, and organizational effectiveness.

Front 13

Knowledge management

Back 13

Making use of employees' knowledge.

Front 14

Laboratory training

Back 14

A form of group training primarily used to enhance interpersonal skills.

Front 15

Learning curve

Back 15

A visual representation of the rate at which one learns given material.

Front 16

Learning organization

Back 16

An organization that has an enhanced capacity to learn, adapt, and change.

Front 17

Learning principles

Back 17

Guidelines to the ways people learn most effectively.

Front 18

Mentor

Back 18

Someone who offers informed career guidance and support on a regular basis.

Front 19

Needs assessment

Back 19

A diagnosis that presents problems and future challenges that can be met through training or development.

Front 20

Onboarding

Back 20

The process of integrating and acculturating new employees into the organization and providing them with the tools, resources, and knowledge to become successful and productive.

Front 21

On-the-job training (OJT)

Back 21

A method in which a person learns a job by actually performing it.

Front 22

Orientation programs

Back 22

Programs that familiarize new employees with their roles, the organization, its policies, and other employees.

Front 23

Role-playing

Back 23

A training technique that requires trainees to assume different identities in order to learn how others feel under different circumstances.

Front 24

Socialization

Back 24

The process by which people adapt to an organization.

Front 25

Sponsor

Back 25

A person in an organization who can create career development opportunities for others.

Front 26

Startup costs

Back 26

The additional costs associated with a new employee because the new employee is typically less efficient than an experienced worker; the new worker also requires additional supervisory time.

Front 27

Strategic human resource development

Back 27

The identification of needed skills and active management of employees' learning in relation to corporate strategies.

Front 28

Succession planning

Back 28

The process of making long-range management development plans to fill human resource needs.

Front 29

Talent

Back 29

Those individuals who add value to the organization and can positively impact organizational performance.

Front 30

Transference

Back 30

Applicability of training to job situations; evaluated by how readily the trainee can transfer the learning to his or her job.

Front 31

Vestibule training

Back 31

Training opportunities that utilize simulated workstations so that new employees can learn about their job without interfering with activities at the actual workstation.

Front 32

Virtual reality

Back 32

Use of modern computer technology to create a 3D environment.

Front 33

Wiki

Back 33

A type of server program that allows multiple users to contribute to a Web site.