Term
| 360-Degree Feedback Evaluation |
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Definition
| is a questionnaire that asks people-superiors, direct reports, peers, and internal and external customers-how well a manager performs in any number of behavioral areas. |
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Term
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Definition
| is the approach used in appreciative inquiry consisting of four phases: discovery, dream, design, and destiny. |
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Term
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Definition
is an instructional systems development model composed of five phases:
- Analysis is the process of gathering data to identify specific needs: the who, what, where, when, and why of the design process.
- Design is the planning stage.
- Development is the phase in which training materials and content are selected and developed based on learning objectives.
- Implementation occurs when the course is delivered, whether in person or electronically.
- Evaluation is the ongoing process of developing and improving instructional materials based on evaluations conducted during and after implementation.
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Term
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Definition
| is a result-based, systematic process used to identify performance problems, analyze root causes, select and design interventions, manage interventions in the workplace, measure results, and continually improve performance within an organization. |
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Term
| Accelerated Learning (AL) |
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Definition
| results in long-term retention by the learner. It's accomplished by honoring the different learning preferences of each learner and using experiential learning exercises (such as role plays, mnemonics, props, music, and so forth). |
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Term
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Definition
| refer to the specific outputs a performer is asked to achieve. |
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Term
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Definition
| and learning is both a model and a process. In its simplest form, it is a process whereby research or fact-finding precedes action and follows it. The thought process looks something like this: fact-finding, action, fact-finding, action, and so on. The action research process takes shape as understanding increases. The process remains focused on the desired state and how each systemic element needs to change. |
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Term
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Definition
| is an approach to training that ensures that participants are actively involved in the process. Active learning is based on the cooperative learning approach, in which participants learn from each other in pairs or small groups. Some examples of active training include group discussions, games, simulations, and role plays. |
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Term
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Definition
| encompasses the collective theories and principles of how adults learn and acquire knowledge. Popularized by Malcolm Knowles, adult learning theory provides the foundation that WLP professionals need to meet workplace learning needs. |
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Term
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Definition
| (also referred to as affinity maps) gather large amounts of ideas, organize these ideas into logical groupings based on the natural relationships between items, and define groups of items. The outcomes of affinity diagrams are large groups of ideas that are grouped into related clusters of ideas, each with a clear title, and with the relationship among the clusters clearly drawn. |
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Term
| After Action Review (AAR) |
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Definition
| was first developed by the U.S Army and used in the military to focus on performance improvement and allow individuals to learn for themselves what happened, why, and how to improve performance. |
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Term
| Americans with Disabilities Act (ADA) |
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Definition
| is an act passed in 1990 that prohibits discrimination in employment, public services, transportation, public accommodations, and telecommunications services against persons with disabilities. |
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Term
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Definition
| is the breaking up and examining of parts of a whole.In workplace learning and performance, these are some common analyses: Gap Analysis, Root Cause Analysis, Job Analysis, Needs Analysis, and Task Analysis. |
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Term
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Definition
| is the adult learning theory popularized by Malcolm Knowles, based on five key principles that influence how adults learn: self-concept, prior experience, readiness to learn, orientation to learning, and motivation to learn. |
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Term
| Appreciative Inquiry (AI) Theory |
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Definition
| is an approach to large-scale organizational change that involves the analysis of positive and successful (rather than negative or failing) operations. The appreciative inquiry 4-D cycle (discovery, dream, design, destiny) includes identifying problems, analyzing causes, searching for solutions, and developing an action plan. |
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Term
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Definition
| is a catch-all term that includes a variety of exercises, including oral exercises, counseling simulations, problem analysis exercises, interview simulations, role-play exercises, written report or analysis exercises, and group exercises. |
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Term
| Asynchronous Training/Learning |
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Definition
| refers to a scenario that doesn't require the trainer and the trainee to participate at the same time; email or threaded discussions are two examples. |
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Term
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Definition
| is an analysis that is conducted to understand the target population, demographics, and other relevant information prior to job analysis, training, or other intervention. |
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Term
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Definition
| are special software programs (including Macromedia Authorware)that allow a content expert to interact with the computer in everyday language to help develop CBT courseware. |
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Term
| Balanced Scorecard Approach |
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Definition
| is a model for measuring effectiveness through four perspectives: the customer perspective, the innovation and learning perspective, the internal business perspective, and the financial perspective. |
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Term
| Behavioral Career Counseling |
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Definition
| is a scientifically precise approach to career decision-making that leverages concepts from psychology. |
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Term
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Definition
| is usually associated with psychologist and author B.F.Skinner and applies to psychology focused on observable and measurable behavioral change. |
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Term
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Definition
| are techniques that are believed to constitute a paradigm of excellence in a particular field |
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Term
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Definition
| describes the practice of using several media in one curriculum. It typically refers to the combination of classroom instruction and any type of training that includes self-directed use of online capabilities. |
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Term
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Definition
| developed by Benjamin Bloom, consists of the three learning outcomes based on three domains: cognitive (knowledge), psychomotor (skills), and affective (attitude); sometimes referred to as KSAs. |
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Term
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Definition
| is a group process for generating ideas in an uninhibited manner. |
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Term
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Definition
| is the process of identifying and clarifying primary organizational goals, targets, or needs. |
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Term
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Definition
| refers to how the organization might affect its own industry, knowledge of potential changes, awareness and consideration of important changes, and access to and strategic involvement with top management. |
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Term
| Business Intelligence (BI) Tools |
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Definition
| are the tools and systems that play a role in strategic planning and help organizations make decisions. |
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Term
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Definition
| is how people, materials, methods, machines, and the environment combine to add value to a product or service. Everything that gets done is a part of the process--how the work gets done, roles and responsibilities, and resources and systems. |
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Term
| Business Process Analysis |
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Definition
| is a structured method of documenting business rules and functions to uncover hidden inefficiencies that highlight strengths that could be streamlined or leveraged to increase productivity. |
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Term
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Definition
| is the professional guidance and recommendations employees can use to make good career decisions. |
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Term
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Definition
| also called organizational career coaches, are the people responsible for career advising. |
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Term
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Definition
| is a planned process of interaction between an organization and an individual that allows the employee to grow within an organization. |
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Term
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Definition
| is a summary statement that highlights a person's work history and skills and competencies. |
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Term
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Definition
| is an example of a learning method in which a real or fictitious situation is presented for analysis and problem solving. |
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Term
| Cause-and-Effect Analysis |
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Definition
| reveals that the root cause of problems can originate far from where the problem is taking place in the organization. |
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Term
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Definition
| is one of two conceptual frameworks popularized by Patricia Cross. COR pertains to adult participation in learning and delineates some common elements of earlier participation models for the COR model: Motivation to participate is the result of a person's perception of both positive and negative forces, certain personality types are difficult to attract to education because of low self-esteem, there is congruence between participation and anticipated learning outcomes, higher-order needs for achievement and self-actualization can't be fulfilled until lower-order needs for security and safety are met, and expectations of reward are important to motivation. |
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Term
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Definition
| is the study of how simple systems can generate complicated behavior. |
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Term
| Chaos and Complexity Theory |
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Definition
| is a scientific theory that is applied to organization development in an attempt to find order in the organizational environment. |
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Term
| Characteristics of Adults as Learners (CAL) |
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Definition
| is one of two conceptual frameworks popularized by Patricia Cross, in which she describes some differences between adults and children so that alternative teaching strategies could be developed. She incorporated some assumptions of andragogy into the CAL framework as a means for thinking about the ever-changing adult in terms of developmental stages. |
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Term
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Definition
| are discrete portions of content, often consisting of several learning objects grouped together as a way to improve learner comprehension and retention. A trainer should break down and group, or chunk, larger pieces of information into smaller, easier-to-process groupings. |
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Term
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Definition
| questions help to check for understanding or to test for consensus. These are sometimes preferable to open-ended questions to limit information. |
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Term
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Definition
| is a process in which a more experienced person, or coach, provides a worker with constructive advice and feedback with the goal of improving performance. |
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Term
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Definition
| (short for coder/decoder) is a device used for video teleconferencing. A camera's video signal is fed to an electronic box called a codec. The codec converts the audiovisual signals into digital information. The information is then sent, over high-capacity phone lines, to remote sites. After remote sites have received the digital information, the codec at each site converts the digital signal back to a signal that can be displayed on a television monitor. |
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Term
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Definition
| is a team model with the following stages: polite stage, purpose, bid for power, performance progress, and synergy. |
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Term
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Definition
| are attitudes, emotions, beliefs, or values. |
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Term
| Cognitive Dissonance Theory |
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Definition
| states that when contradicting cognitions exist, this conflict serves as a driving force that compels the human mind to acquire or invent new thoughts or beliefs or to modify existing beliefs so as to minimize the amount of dissonance between cognitions. |
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Term
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Definition
| is the tell approach to learning, based on the theory that learning occurs through exposure to logically presented information, usually involving lecture. It can also include diagrams, videos, films, panels, class presentations, interviews with SMEs, readings, debates, and class studies. |
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Term
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Definition
| is an instructional approach in which learners and instructors share the responsibility for learning and work together to determine how the session should progress. |
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Term
| Collaborative Learning Software |
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Definition
| including email, computer networks, whiteboards, bulletin board systems, chat rooms, and online presentation tools, offers a way to familiarize learners with new expectations and experiences. These technologies play an important role in the expansion of e-learning and in collaborating on projects, sharing information, and communicating. |
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Term
| Community of Practice (CoP) |
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Definition
| is a group of people who share a common interest in an area of competence and are willing to share the experiences of their practice. |
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Term
| Competency-Based Approach |
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Definition
| focuses on the learner, with heavy emphasis on individual learning plans.Features of competency-based learning are occupational analysis of competencies required for successful performance, validation of competencies, learner awareness of criteria and conditions for adequate or excellent performance, and planning for individual instruction and evaluation for each competency. |
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Term
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Definition
| have details, whose role in the larger system cannot be understood fully by examining them apart from the system. By carefully studying the whole system, patterns can be identified. |
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Term
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Definition
| is the study of how complicated systems generate simple behavior. |
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Term
| Computer-Based Training (CBT) |
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Definition
| encompasses the use of computers in both instruction and management of the teaching and learning process. Computer-aided instruction and computer-managed instruction are also included under the term CBT. |
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Term
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Definition
| is the extent to which an instrument agrees with the results of other instruments administered at approximately the same time to measure the same characteristics. |
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Term
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Definition
| is the range where something is expected to be. |
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Term
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Definition
| provides the intermediate and long-term information to demonstrate that the desired future state is occurring. Continuing results are measured against expected results. |
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Term
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Definition
| is an unknown or uncontrolled variable that produces an effect in an experimental setting. A confounding variable is an independent variable that the evaluator didn't somehow recognize or control. It becomes a variable that confounds the experiment. |
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Term
| Content Management System (CMS) |
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Definition
| is a computer software system for organizing and facilitating collaborative creation of documents and other content. A CMS is frequently a web application used for managing websites and web content, though, in many cases, CMSs require special client software for editing and constructing articles. |
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Term
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Definition
| is a variable whose quantification can be broken down into extremely small units (for example, time, speed, distance). |
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Term
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Definition
| is a group of participants in an experiment that is equal in all ways to the experimental group except the control group doesn't receive the experimental treatment(for example, a group of performers who have undergone training versus a group that has not). |
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Term
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Definition
| is a measure of the relationship between two or more variables; if one changes, the other is likely to make a corresponding change. If such a change moves the variables the same direction, it is a positive correlation; if the change moves the variables in opposite directions, it is a negative correlation. |
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Term
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Definition
| is a type of ROI analysis used to prove that an initiative either paid for itself or generated more financial benefit than costs. |
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Term
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Definition
| helps people evaluate their behaviors and discover and learn more productive behavior patterns. |
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Term
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Definition
| are the multiple dependent variables in a study with multiple independent variables. |
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Term
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Definition
| is the extent to which the assessment can predict or agree with external constructs. Criterion validity is determined by looking at the correlation between the instrument and the criterion measure. |
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Term
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Definition
| uses a four-dimensional model in an assessment, inventory, and survey format, based on the work of William Molton Marston. |
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Term
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Definition
| (Define, Measure, Analyze, Improve, and Control) is a five-step process used for reduction of defects, process improvement, and customer satisfaction. |
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Term
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Definition
| refers to the collection of all facts, figures, statistics, and other information that is used for various types of analyses and assessments. Some examples of data-collection methods or tools are examinations of in-house or external written sources, questionnaires, interviews, and observation of trainees or jobholders. |
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Term
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Definition
| is a specialized version of a data warehouse that provides insight into operational data, such as trends that enable management to make strategic decisions. |
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Term
| Database Management System (DBMS) |
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Definition
| is software or a collection of software that enables to access and manipulate data. |
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Term
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Definition
| is any method of transferring content to learners, including instructor-led training, web-based training, CD-ROM, and books. |
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Term
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Definition
| is frequently thought of as the "outcome," or treatment variable. The dependent variable's outcome depends on the independent variable and covariates. |
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Term
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Definition
| is a factor that training cannot improve, referring to the fact that the performer may be perfectly capable of carrying out the task, but simply is not motivated to do so. |
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Term
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Definition
| is learning or other types of activities that prepare a person for additional job responsibilities and enable him or her to gain knowledge or skills. It may also refer to the creation of training materials or courses. |
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Term
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Definition
| focuses on the future and is designed to raise performance or prepare the person for the next level of effort. |
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Term
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Definition
| is a variable that falls into one of two possible classifications (for example, gender [male or female]).An artificially dichotomous variable is imposed for classification purposes (for example, age classified as retired (>65) or not retired [<65]). |
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Term
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Definition
| is the process of teaching participants by having them actively engage in the activity to learn it. |
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Term
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Definition
| is a variable in which the units are in whole numbers, or "discrete" units (for example, number of children, number of defects). |
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Term
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Definition
| refers to an individual who realizes that what is gone is gone. Although this worker is able to move on, he or she may become negative and angry. Once the emotion has been vented, the employer usually finds it is a mask for one of the other stages of response to change. Characteristics of this stage include anger, negativity, and support seeking. |
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Term
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Definition
| occurs when an individual reacts to change by appearing to lose interest and initiative. |
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Term
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Definition
| refers to an employee who feels that he or she has lost his or her identity and has become vulnerable. |
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Term
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Definition
| refers to individuals who are lost and confused. They do not know where they fit in or what they feel. These employees spend their time determining what should be done instead of how to do it. They do not know the priorities or the direction of the organization. |
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Term
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Definition
| is an educational situation in which the instructor and students are separated by time, location, or both. Education or training courses are delivered to remote locations via synchronous or asynchronous means of instruction. |
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Term
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Definition
| focuses on fundamental change of thinking patterns and behaviors. People often refer to this act as reframing or changing the context. |
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Term
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Definition
| is a term covering a wide set of applications and processes such as web-based learning, computer-based learning, virtual classrooms, and digital collaboration. Delivery of content may be via the Internet, intranet/extranet (LAN/WAN), audiotape and videotape, satellite broadcast, interactive television, and CD-ROM. |
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Term
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Definition
| is a way of quantifying the difference, using standard deviation, between two groups. For example, if one group (the treatment group) has had an experimental treatment and the other (the control group) has not, the effect size is a measure of the effectiveness between the two groups. |
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Term
| Electronic Performance Support System (EPSS) |
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Definition
| is a computer application that's linked directly to another application to train or guide workers through completing a task in the target application. More generally, it's a computer or other device that gives workers information or resources to help them accomplish a task or achieve performance requirements. These systems deliver information on the job, just in time, and with minimum staff support. |
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Term
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Definition
| is an "eighth intelligence" based on Gardner's multiple intelligence theory, which suggests an ability to accurately identify and understand one's own emotional reactions and those of others and is related to personal qualities, such as self-confidence and motivation. The theory was developed by Daniel Goleman in the 1990s and popularized in his book, Emotional Intelligence. |
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Term
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Definition
| also called supporting objectives, support terminal objectives by breaking them down into more manageable chunks. Enabling objectives are the building blocks that provide additional concepts or skills needed to meet a terminal objective. |
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Term
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Definition
| is a factor that affects performance including lack of resources, such as tools, equipment, furniture, and hardware and software, and inappropriate physical conditions, such as lack of light, excess heat or cold, inadequate ventilation, and so forth. |
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Term
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Definition
| helps establish a strategic plan for HRD programs and helps practitioners determine organizational strengths and weaknesses (internal) and opportunities and threats (external). |
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Term
| Equal Employment Opportunity Commission (EEOC) |
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Definition
| regulations govern the hiring, promotion, and discharge of employees, as well as training situations. |
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Term
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Definition
| of training is a multilevel, systematic method for gathering information about the effectiveness and effect of training programs. Results of the measurements can be used to improve the offering, determine whether the learning objectives have been achieved, and assess the value of the training to the organization. Donald Kirkpatrick's four stages of evaluation, and Jack Phillips's fifth level of evaluation. |
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Term
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Definition
| focuses on the past and is designed to grade performance such as in a formal performance-appraisal process. |
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Term
| Expatriate Adjustment Training |
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Definition
| Usually takes place before an employee and his or her family depart for an assignment in a foreign country. The typical program is three days, but can take longer if language orientation is involved. |
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Term
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Definition
| is a cognitivism-based theory of instruction focused on the learner's experience during instruction and production of fresh insights. |
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Term
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Definition
| can be used with teams to pose a problem and have the group work together to try to identify a solution or several possible solutions. |
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Term
| Experiential Learning Activities (ELAs) |
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Definition
| are ways of learning that stress experience and reflection and use an inductive learning process that takes the learner through five stages: experiencing, publishing, processing, generalizing, and applying. |
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Term
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Definition
| is the process of organizing an experiment properly to ensure that the right type of data, and enough of it, is available to answer questions of interest as clearly and efficiently as possible. |
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Term
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Definition
| is the treatment group; those participants who receive the "treatment." |
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Term
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Definition
| is a type of knowledge that includes information that has been documented or can be shared with someone. |
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Term
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Definition
| comprises existing records, reports, and data that may be available inside or outside the organization. Examples include job descriptions, competency models, benchmarking reports, annual reports, financial statements, strategic plans, mission statements, staffing statistics, climate surveys, 360-degree feedback, performance appraisals, grievances, turnover rates, absenteeism, suggestion box feedback, accident statistics, and so forth. |
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Term
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Definition
| are undesirable variables that influence the relationship between variables an evaluator is examining. |
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Term
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Definition
| is a private network that is similar to an intranet but does not include a firewall. This enables accessibility by outside companies or businesses through usernames and passwords. |
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Term
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Definition
| in the training field, it refers to the role of the person or trainer who guides or makes learning easier, both in content and in application of the content to the job. |
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Term
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Definition
| is a lack of bias, equitable treatment in the testing process, equality of outcomes of testing, and an equal opportunity to learn. |
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Term
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Definition
| is advice or information given from one person to another about how useful or successful an event, process, or action is. Feedback is give to participants after training regarding their progress, which helps with retention and behavior. |
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Term
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Definition
| is a database in which all data is contained in one table. |
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Term
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Definition
| is a model in which the line of authority flows from the top to the lower levels of the organization. On each level, managers have authority over their areas (for example, credit and human resources managers) and subordinates, who, in turn, have authority over others, and so on. Every employee reports to a single immediate superior. |
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Term
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Definition
| is a diagnostic tool developed by Kurt Lewin to assess two types of forces related to introducing change in organizations: driving and resisting. Driving forces are those that help implement the change, whereas resisting forces are those that will get in the way of the change. |
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Term
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Definition
| is an assessment done while it's being formed. |
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Term
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Definition
| show the actual number of observations falling in each range or the percentage of observations. |
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Term
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Definition
| describes training that relates to actual job circumstances because training is successful only when learners can carry out learned tasks at their actual workstations. For example, a learner may be able to diagnose a mechanical problem and perform a series of repair steps in a logical, timely way during the training course. But if actual work conditions are noisy and chaotic, those conditions may need to be simulated during training. |
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Term
| Gagne's Nine Instructional Events |
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Definition
was developed by Robert Gagne who was a pioneer in the field of instructional design. He is best known for popularizing the theory of nine instructional events that help ensure learning occurs:
- Gain the learners' attention
- Share the objectives of the session
- Ask learners to recall prior learning
- Deliver content
- Use methods to enhance understanding (ex, case studies or graphs)
- Provide an opportunity to practice
- Provide feedback
- Assess performance
- Provide job aids or references to ensure transfer to the job
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Term
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Definition
| graphically displays the time relationships of the project's steps and key checkpoints or deliverable dates, known as milestones. |
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Term
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Definition
| identifies the discrepancy between the desired and actual knowledge, skills, and performance. |
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Term
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Definition
| designed Multiple Intelligence Theory, an accelerated learning theory that states there is no single way in which everyone thinks and learns. Gardner devised a list of 10 intelligences: linguistic/verbal, logical/mathematical, spatial/visual, bodily/kinesthetic, musical, interpersonal, intrapersonal, naturalistic, existential, and emotional. These intelligences in different combinations make up a person's learning style. |
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Term
| Gilbert's Behavior Engineering Model |
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Definition
| identified six major sets of factors that can either hinder or facilitate workplace performance: information, resources, incentives or consequences, knowledge and skills, capacity, and motivation. |
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Term
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Definition
| pushed the idea that starting at the age of 18 individuals move from career exploration toward a series of events including educational specialization toward a specific career path and a final commitment to a career. |
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Term
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Definition
| refer to end states or conditions toward which human effort is directed. |
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Term
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Definition
| describes situations in which groups make bad or irrational decisions. The main characteristic of groupthink is when each member of the group makes his or her stated opinions conform to the perceived consensus of the group. |
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Term
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Definition
| is objective and a measurable quantitative measures whether stated in terms of frequency, percentage, proportion, or time. |
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Term
| Harless's Front-End Analysis Model |
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Definition
| is a diagnostic model designed to identify the cause of a performance problem, based on the belief that the cause should drive the solution. |
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Term
| Herrmann Brain Dominance Instrument |
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Definition
| is a method of personality testing developed by W.E. (Ned) Herrmann that classifies learners in terms of preferences for thinking in the four modes based on brain function: left brain, cerebral,; left brain, limbic; right brain, limbic; and right brain, cerebral. (See also Learning Style.) |
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Term
| Holland's Occupational Congruency Model |
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Definition
| seeks to match individuals to their best career choice through interviews that deal with six types of work environments: realistic (physical strength, motor coordination, concrete problem solving), investigative (ideas and thought, intellectual activity), artistic (less personal interaction, self-expression), social (interaction with others), enterprising (use of verbal and social skills), and conventional (rules and regulations). |
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Term
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Definition
| is a term used to describe the collective knowledge, skills, competencies, and value of the people in an organization. |
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Term
| Human Performance Improvement (HPI) |
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Definition
| is a results-based, systematic process used to identify performance problems, analyze root causes, select and design actions, manage learning in the workplace, measure results, and continuously improve performance within an organization. It is based on open systems theory, or the view that any organization in a system that absorbs environmental inputs uses them in transformational processes and expels them as outputs. |
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Term
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Definition
| identify knowledge, skills, desire, environment, and opportunity (with some variation in the precise terminology) as key factors that affect human performance. |
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Term
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Definition
| is one component of a succession planning system, building on the identification of successors and addressing the assessment of employee mobility to various positions. |
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Term
| Human Resource Development (HRD) |
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Definition
| is the term coined by Leonard Nadler to describe the organized learning experiences of training, education, and development offered by employers within a specific timeframe to improve employee performance or personal growth. Also, it is another name for the field and profession sometimes called training or training and development. |
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Term
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Definition
| are activities conducted at the beginning of training programs that introduce participants to one another; may introduce content: and, in general, help participants ease into the program. |
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Term
|
Definition
| is the variable that influences the dependent variable. Age, seniority, gender, shift, level of education, and so on may all be factors (independent variables) that influences a person's performance (the dependent variable). |
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Term
| Individual Development Plans (IDPs) |
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Definition
| are plans for improvement in a current job or job advancement. These plans may or may not be tied to a performance appraisal system; however, a good plan usually is integrated with a performance appraisal. |
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Term
|
Definition
| allow evaluators to make inferences about data from the sample to a larger population. |
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Term
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Definition
| is a description or design specification for how information should be treated and organized. |
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Term
|
Definition
| occurs in organizations that encourage sharing information and use collaboration, mentoring, and socialization to inform people. |
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Term
| Input/Process/Output (IPO) |
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Definition
| refers to systems used to transform data and information. Examples include technological innovations such as voice and hand writing recognition systems and computer touch pads. As interventions, these systems help individuals improve their performance by enabling and empowering them through the use of devices that facilitate and adapt work processes to individual needs and preferences. |
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Term
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Definition
| is information that is taught. When a learning need requires instruction, training is provided. Instruction may include information incorporating corporate ideals, expectations, safety, and related materials and can be delivered via classroom instruction, e-learning, and on-the-job training. |
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Term
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Definition
| is a person who applies a systematic methodology based on instructional theory to create learning content. |
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Term
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Definition
| sometimes called presentation strategies, are the mechanisms through which instruction is presented. |
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Term
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Definition
| is the combination of inputs, such as subject matter and resources, and outputs, such as curriculum and materials, to build a training course. |
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Term
| Instructional Systems Design (ISD) |
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Definition
| (sometimes referred to as instructional systems development) is a system approach to analyzing, designing, developing, implementing, and evaluating any instructional experience based on the belief that training is most effective when it gives learners a clear statement of what they must be able to do as a result of training and how their performance will be evaluated. The program is designed to teach skills through hands-on practice or performance-based instruction. |
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Term
| International Coach Federation (ICF) |
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Definition
| is a not-for-profit, individual membership organization formed by professionals worldwide who practice business and personal coaching. |
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Term
| Interrelationship Digraphs |
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Definition
| are a follow-on affinity diagrams in chart cause-and-effect relationships among groupings of ideas. |
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Term
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Definition
| make it possible to rank order the items measured and quantify and compare the sizes of differences between them. |
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Term
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Definition
| is another name for a solution or set of solutions, usually a combination of tools and techniques that clearly and directly relate to solving a performance gap. |
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Term
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Definition
| Interview Protocol is a page with interview questions already printed on it with room for notes. The interviewer uses the interview protocol to make notes for each question. |
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Term
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Definition
| is a network of computers that's accessible only to authorized users. Intranets use the same software and technology that works on the Internet. |
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Term
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Definition
| provide guidance or assistance, either audio or visual, to a performer about when to carry out tasks and steps, thereby reducing the amount of recall needed and minimizing error. Usually tasks that are performed with relatively low frequency, are highly complex, are likely to change in the future, or involve a high probability of error are good candidates for job aids. |
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Term
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Definition
| identifies all duties and job responsibilities and the respective tasks done on a daily, weekly, monthly, or yearly basis that make up a single job function or role. |
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Term
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Definition
| generally explain the duties of a job, but do not get into the specific tasks that a job performer must do to fulfill the stated duties. |
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Term
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Definition
| are major responsibilities of programs or departments that have specific outputs and outcomes for internal and external clients. |
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Term
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Definition
| provides learning when it's actually needed and used on the job. |
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Term
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Definition
| is an abbreviation that has two definitions. Knowledge (cognitive), skills (psychomotor), and attitudes (affective) are the three objective domains of learning defined by Benjamin Bloom's Taxonomy in the 1950s. Knowledge, skills, and ability are also referred to as KSAs and are used by federal and private hiring agencies to determine the attributes or qualities an employee possesses for a particular job. |
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Term
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Definition
| describes a practical, straightforward decision-making process by dividing criteria into musts and wants. The musts are definable into either/or categories. The wants are those relative measures that are important but cannot be quantified into yes or no answers. |
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Term
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Definition
| relates to the cognitive abilities a performer needs to have to be able to carry out the job and involves the development of intellectual skills. |
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Term
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Definition
| clarify the type of information employees need and highlight any barriers to sharing organizational knowledge. |
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Term
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Definition
| is the capturing and storing of data and information in a central or distributed electronic environment. |
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Term
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Definition
| also known as knowledge exchange networks, enable different groups in an organization to share documents and information on products to create lists of links in simple webpages and to discuss issues of mutual interest. |
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Term
| Knowledge Management (KM) |
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Definition
| is the explicit and systematic management of intellectual capital and organizational knowledge as well as the associated processes of creating, gathering, organizing, disseminating, leveraging, and using intellectual capital for the purposes of improvement of the organization and the individual within the organization. |
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Term
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Definition
| is a process that connects information, education expertise, and practical application of people in the organization for the purposes of sharing and access. |
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Term
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Definition
| is a category of technology that offers products for creating, storing, and managing a corporate knowledge. |
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Term
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Definition
| is a tool used to collect the types of information that employees have, as well as information they need to do their jobs. |
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Term
|
Definition
| is considered the father of adult learning theory. He defined six assumptions about adult learning and published The Adult Learner: A Neglected Species in 1973. |
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Term
| Kolb's Learning Style Inventory |
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Definition
| developed by David Kolb, is an inventory of four learning styles or modes (concrete experience, reflective observation, abstract conceptualization, and active experimentation) and people's orientation to them. Kolb categorizes learners as convergers, divergers, assimilators, or accommodators. |
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Term
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Definition
| is known as the DECIDES model and is a rational decision-making process with seven steps: Define the problem; establish an action plan; clarify values; identify alternatives; discover probable outcomes; eliminate alternatives systematically; and start action. |
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Term
| Ladder of Inference Model |
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Definition
| represents different ways individuals make sense of and deal with everyday events. Individuals select and process certain aspects of events and introduce elements from this processing into their thinking, feeling, and interactions. |
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Term
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Definition
| identify developmental needs of current and future leaders at all levels in the organization. |
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Term
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Definition
| focuses on learning events, such as mentoring, training, self-study, and job rotations to prepare employees with the skills required to lead an organization. |
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Term
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Definition
| is the process of gaining knowledge, understanding, or skill by study, instruction, or experience. |
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Term
| Learning Content Management System (LCMS) |
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Definition
| combines the most essential pieces of the learning puzzle--namely, courses and learning materials. LCMSs package content for print, CD-ROM, or electronic publication, and most are capable of importing prepackaged content from other learning content development tools, such as Microsoft Word and Macromedia Dreamweaver. |
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Term
| Learning Information System |
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Definition
| is a tool that benefits the training manager on several levels: program administration and design and delivery of training. |
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Term
| Learning Management System |
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Definition
| consists of software that automates the administration of training. The LMS registers users, tracks courses in a catalog, records data from learners, and provides reports to management. An LMS typically is designed to handle courses by multiple publishers and providers. |
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Term
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Definition
| are self-contained chunks of instructional material used in LCMSs. They typically include three components: a performance goal, the necessary learning content to reach that goal, and some form of evaluation to measure whether or not the goal was achieved. |
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Term
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Definition
| describes a person's approach to learning that involves the way he or she behaves, feels, and processes information. (See also Multiple Intelligence Theory; Herrmann Brain Dominance Instrument; Kolb's Learning Style Inventory; and VAK Model.) |
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Term
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Definition
| focuses on the reaction of participants to the training program. Although this is the lowest level of measurement, it remains an important dimension to assess in terms of participant satisfaction. |
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Term
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Definition
| determines whether the participants actually learned what was intended for them to learn as a result of a training session. It measures the participant's acquisition of cognitive knowledge or behavioral skills. |
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Term
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Definition
| focuses on the degree to which training participants are able to transfer their learning to their workplace behaviors. |
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Term
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Definition
| is the last of Kirkpatrick's levels and moves beyond the training participant to assess the effect of the learning on organizational performance. |
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Term
| Level 5: Return-on-Investment (ROI) |
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Definition
| is a higher level of evaluation that compares the monetary benefits of training programs with program costs, usually presented as a percentage or benefit-and-cost ratio. Level 5 evaluation is not part of the Kirkpatrick model, but was developed by Jack Phillips. |
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Term
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Definition
| is a linear scale used in data collection to rate statements and attitudes; for example, respondents receive a definition of the scale from 1 to 10. |
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Term
| Mager and Pipe's Human Performance Model |
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Definition
| involves determining the importance of the problem and the results of either solving or ignoring it. If the problem is deemed important, the next step is to determine if a skill deficiency is involved. |
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Term
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Definition
| developed behavioral learning objectives with three elements: what the worker must do (performance), the conditions under which the work must be done, and the standard or criterion that is considered acceptable performance. |
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Term
| Maslow's Hierarchy of Needs |
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Definition
| refers to Abraham Maslow and was introduced in 1954 in his book "Motivation and Personality". Maslow contended that people have complex needs that they strive to fulfill and that change and evolve over time. He categorized these needs as physiological, safety/security, social/belongingness, esteem, and self-actualization, with the basic needs having to be satisfied before an individual can focus on growth. |
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Term
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Definition
| is a model of management that is a combination line and project structure with a general manager at the top of the hierarchy. The purpose of matrix structure is to integrate diverse areas of expertise. |
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Term
|
Definition
| is the most robust, or least affected by the presence of extreme values (outliers), of the three types of central tendency because each number in the data set has an effect on its (mean) value. |
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Term
| Measures of Central Tendency |
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Definition
| are the three averages: mean (the average of a group of numbers), median (the middle of a distribution where half the scores are above the median and half are below), and mode (the most frequently occurring value in a group of numbers). |
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Term
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Definition
| is the middle of a distribution arranged by magnitude; half the scores are above the median, and half are below the median. |
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Term
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Definition
| is the career development practice of using a more experienced individual tutor or group to share wisdom and expertise with a protege over a specific period of time. There are three types of mentoring commonly used: one-on-one, group, or virtual. |
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Term
| Mergers and Acquisition Management |
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Definition
| involves changes in organizational structure through mergers, acquisitions, and downsizings. |
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Term
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Definition
| is a representation or example of an idea, object, process, or phenomenon used in describing ideas and processes. |
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Term
|
Definition
| are the smallest unit of learning and provide content and practice on the basis of predefined learning objectives. Learning modules contain objectives, knowledge content to enable the learner to complete the task, task content, practice activities to help reach the objectives, and an assessment mechanism to determine whether the objectives were reached. |
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Term
|
Definition
| is based on the idea that by creating the right environment for people to work in, they will be motivated to grow and become connected to that environment. This theory is important to coaching. |
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Term
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Definition
| is a process in which at least two levels of management review the employees and agree on their candidacy for specific positions. |
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Term
| Multidimensional Databases (MDBs) |
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Definition
| are often generated from relational databases and designed to optimize analytical processing. |
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Term
| Multiple Intelligence Theory |
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Definition
| popularized by Howard Gardner in Frames of Mind (1983), describes how intelligences reflect how people prefer to process information. Gardner believes that most people are comfortable in three to four of these intelligences and avoid the others. For example, for learners who aren't comfortable working with others, doing group case studies may interfere with their ability to process new material. |
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Term
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Definition
| engages the learner and increases retention. Audio and video can often convey feelings and subtle contexts of learning more effectively than other tools. |
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Term
| Myers-Briggs Type Indicator (MBTI) |
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Definition
| consists of categories that identify 16 types of personalities based on extroversion or introversion, intuiting or sensing, thinking or feeling, and judging or perceiving. It's used in career development and team building. |
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Term
|
Definition
| is the process of collecting and synthesizing data to identify how training can help an organization reach its goals. |
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Term
|
Definition
| refers to activities that are implemented in response to a specific performance gap. |
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Term
| Neurolinguistic Programming (NLP) |
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Definition
| is a style of communication and behavior change management based on observations and analyses of unconscious physical behaviors that identify patterns of feeling and thought. |
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Term
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Definition
| is a number or variable used to classify a system, as in digits in a telephone number or numbers on a football player's jersey. |
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Term
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Definition
| is a particular way in which observations tend to pile up around a particular value rather than be spread evenly across a range of values. |
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Term
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Definition
is a target or purpose that, when combined with other objectives, leads to a goal. The following are some examples of types of learning-related objectives:
Behavioral objectives specify the particular new behavior that a person should be able to perform after training.
Affective objectives are learning objectives that specify the acquisition of particular attitudes, values, or feelings.
Learning objectives are a clear, measurable statement of behavior that a learner demonstrates when the training is considered a success. |
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Term
|
Definition
| is a behaviorism-based theory of instruction that concentrates on observable and measurable outcomes. |
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Term
|
Definition
| occurs when participants are directed to view or witness an event and be prepared to share their reflections, reactions, data, or insights. This also is a methodology for data collection. |
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Term
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Definition
| allows a diverse group of people to create energizing and productive meetings. Open space meetings ensure that all issues and ideas that people are willing to raise are discussed. |
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Term
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Definition
| also known as living or general systems theory, is based on the idea that things influence each other, or that groups of people (in an organization) learn from one another. |
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Term
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Definition
| questions stimulate discussion. Open-ended questions have no one specific answer and encourage individuals to draw on their own experiences and apply them to the current situation or discussion. |
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Term
|
Definition
| also called openers, differ from icebreakers in that they introduce or tie in to the subject matter being taught. Openers set the stage to avoid abrupt starts and generally make participants comfortable with the formal program they're about to experience. Openers may also energize the group after coffee breaks and luncheons and can be used to open sessions that occur on the second or third day of the program. |
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Term
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Definition
| is a factor that relates to whether the performer is actually able or allowed to do the job. If the person is constantly bogged down with tasks that do not support organizational goals, he or she may never have the time to get to the work that does support those goals. |
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Term
|
Definition
| is a developmentalism-based theory of instruction that focuses on matching individual needs to appropriate instructional experiences. Opportunity-centered instruction is particularly useful for helping employees adapt to changes in their work lives. |
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Term
|
Definition
| is a number or variable that allows ranking order of importance from highest to lowest. |
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Term
|
Definition
| is the unspoken pattern of values that guide the behavior of the people in an organization, including attitudes and practices that can be difficult to change. |
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Term
| Organizational Development (OD) |
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Definition
| is the process of developing an organization to be more effective in achieving its business goals. OD uses planned initiatives to develop the systems, structures, and process within the organization to improve effectiveness. |
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Term
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Definition
| is a data point that's far removed in value from others in the data set. |
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Term
|
Definition
| refers to using resources or products external to an organization to meet an organization's learning requirements. |
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Term
|
Definition
| is an informal philosophy of teaching that focuses on what the instructor does rather than what participants learn. It usually refers to teaching children. |
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Term
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Definition
| a theory developed by W.B. James and M.W. Galbraith, states that a learner's primary perceptual modality and the attendant preferred mode of learning may be print, visual, aural, interactive, tactile, kinesthetic, or olfactory. |
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Term
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Definition
| describes the execution and accomplishment of some activity; it is not an adjective that describes the action itself. |
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Term
|
Definition
| identifies and describes past, present, and potential future human performance gaps. |
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Term
| Personality Inventory Instrument |
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Definition
| provides an accurate picture of a person's personality type and indicates personality preferences. |
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Term
|
Definition
| is a less formal and less accurate version of a personality inventory instrument. |
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Term
|
Definition
| is a well-known evaluation expert who has developed a fifth level evaluation, ROI, in training programs. |
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Term
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Definition
| is a mini software application that enables a person to view or play audio or video clips delivered via the web. The term is important in the world or web-delivered multimedia audio and video because all content delivered this way requires a plug-in. |
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Term
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Definition
| is used to analyze the demographics and characteristics of stakeholders; determine who will participate in a performance solution; and identify any education or experience factors, physical needs, and cultural influences that need to be considered and addressed. |
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Term
|
Definition
| is a visual tool used to systematically describe actions and behaviors in a sequential flow. |
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Term
|
Definition
| assesses the effect of a training program on learning. |
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Term
| Program Evaluation Review Technique (PERT) Chart |
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Definition
| is a diagramming technique that enables project managers to estimate a range of task durations by estimating the optimistic, pessimistic, and most likely durations for each task. |
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Term
|
Definition
| is everything that happens from the beginning to the end of the project. |
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Term
|
Definition
| is the planning, organizing, directing, and controlling of resources for a finite period of time to complete specific goals and objectives. |
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Term
|
Definition
| is what will or won't be done on the project. Project scope management includes the processes needed to complete all required work (and only the required work) so that the project is completed successfully. |
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Term
|
Definition
| is a statement that bridges the best of "what is" with speculation or intuition of "what might be." It is provocative to the extent to which it stretches the realm of the status quo, challenges common assumptions or routines, and helps suggest real possibilities that represent desired possibilities for the organization and its people. |
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Term
|
Definition
| is the relationship of people's positions in space. For example, anthropologist Edward T. Hall defined four differences between adults in the United States: intimate (18 inches), personal (18 inches to four feet), social (four to 12 feet), and public (more than 12 feet). As Hall and others have explained, when people believe someone is too close, they feel threatened; however, they don't like the company of someone who seems standoffish. |
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Term
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Definition
| is a tool used to help predict career success, choice, and behavior by identifying what motivates individuals and the internal conflicts that exist in all human beings. |
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Term
|
Definition
| involves looking at participants' opinions, behaviors, and attributes and is often descriptive. |
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Term
|
Definition
| is information that can be difficult to express in measures or numbers. |
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Term
|
Definition
| is the process of assigning the sample that's drawn to different groups or treatments in the study. |
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Term
|
Definition
| means that each person in the population has an equal chance of being chosen for the sample. Choosing every 10th person from an alphabetical list of names, for example, creates a random sample. |
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Term
|
Definition
| is the process of drawing the sample of people for a study from a population. |
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Term
|
Definition
| is a method that helps diffuse the covariates across the experimental and control groups. Researchers in organizations often have multiple dependent variables to deal with but typically want to compare one dependent variable with one independent variable (for example, performance in a training program--an independent variable--with job performance--a dependent variable). |
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Term
| Rapid Instructional Design (RID) |
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Definition
| is a collection of strategies for quickly producing instructional packages to enable a group of learners to achieve a set of specific instructional objectives. |
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Term
|
Definition
| is the best-fitting straight line through all value pairs of correlation coefficients. |
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Term
| Relational Database Management System (RDBMS) |
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Definition
| stores data in the form of tables linked by a unique identifier. |
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Term
|
Definition
| refers to the ability to repeat the same measurement in the same way over time. |
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Term
|
Definition
| is a process to ensure the continuity of key leadership positions and the stability of tenure of an organization's personnel. |
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Term
| Resource Analysis (constraints analysis) |
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Definition
| reviews the human resources (including subject matter experts) needed for proposed interventions to determine if the skills required for the interventions are available in-house or if an external vendor may need to be procured. It also identifies the physical resources, systems, and equipment to support implementation of the interventions and the availability of required facilities. |
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Term
|
Definition
| is driven by a business need and a performance need and must also be justified by the results of the cause analysis. |
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Term
| Return-on-Investment (ROI) |
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Definition
| is a ratio of the benefit or profit received from a given investment to the cost of the investment itself. It constitutes accountability for training programs. |
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Term
| Roe's Theory of Occupation |
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Definition
| breaks occupations into eight groups of service and six decision levels and is the basis for a number of tests to help determine best career choice based on interests. |
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Term
|
Definition
| is an activity in which participants act out roles, attitudes, or behaviors that are not their own to practice skills or apply what they have learned. Often an observer provides feedback to those in character. |
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Term
|
Definition
| identifies the true cause of the gap between desired and actual knowledge, skills, and performance. |
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Term
| Rummler-Brache's Nine Performance Variables Model |
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Definition
| creates a three-dimensional approach by labeling and describing the three distinct parts of an organization's performance system: the organization level, the process level, and the job or performer level. |
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Term
| Schein's Career Anchors Theory |
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Definition
| is a concept developed as a result of a 1961 study by Edgar Schein conducted at the Sloan School of Management at the Massachusetts Institute of Technology. The purpose of the study was to determine how careers in management developed and how well individuals faired with their employers. |
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Term
|
Definition
| refers to the work or deliverables that are added to a project but were neither part of the project requirements nor added through a formal requirement change. |
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Term
|
Definition
| is the error of distorting a statistical analysis by pre- or postselecting the samples. |
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Term
| Self-Directed Learning (SDL) |
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Definition
| is individualized or self-paced learning that generally refers to programs using a variety of delivery media, ranging from print products to web-based systems. It can also refer to less formal types of learning, such as team learning, knowledge management systems, and self-development programs. |
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Term
|
Definition
| postulates that communication between two people goes through each person's filters. |
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Term
|
Definition
| is the machine where e-learning instruction is hosted. |
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Term
|
Definition
| means probably true (not caused by chance) in statistics. |
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Term
| Silver and Hanson's Learning Style Inventory |
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Definition
| was developed by J. Robert Hanson and Harvey F. Silver (1989). This team adapted the Myers-Briggs Type Indicator to Create a spectrum of four distinct learning styles: sensing-thinking (ST), intuitive-thinking (NT), sensing-feeling (SF), and intuitive-feeling (NF). |
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Term
|
Definition
| is an exercise with a simplified form of a real-life situation so that participants can practice making decisions and analyze results of those decisions. |
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Term
|
Definition
| refers to a type of learning in which people learn and use new skills for necessary but incremental change. |
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Term
|
Definition
| is a process-improvement strategy and measure of quality that strives for near perfection. Six Sigma is a disciplined, data-driven methodology for eliminating defects (driving toward six standard deviations between the mean and the nearest specification limit) in a process. The fundamental objective of the Six Sigma methodology is the implementation of a measurement-based strategy that focuses on process improvement and variation reduction through the application of projects. |
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Term
|
Definition
| is asymmetry in the distribution of sample data values. |
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Term
|
Definition
| refer to physical movement, coordination, and the use of motor skills to accomplish a task. |
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Term
|
Definition
| is a nickname for the instructor and class training evaluation form used in level 1 evaluations. |
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Term
|
Definition
| means that when one employee mentions resources and people who have knowledge, researchers talk with those employees, find more resources names and information and so on. |
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Term
|
Definition
| is a qualitative measure. It is more intangible, anecdotal, personal, and subjective, as in opinions, attitudes, assumptions, feelings, values, and desires. Qualitative data can't be objectified, and that characteristic makes this type of data valuable. |
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Term
|
Definition
| is a type of test reliability in which one test is split into two shorter ones. |
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Term
|
Definition
| is a commonly used measure or indicator of the amount of variability of scores from the mean. The standard deviation is often used in formulas for advanced or inferential statistics. |
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Term
|
Definition
| is the process that allows an organization to identify its aspirations and future challenges, clarify and gain consensus around a business strategy, communicate the strategy throughout the organization, align departments and personal goals with the overarching organizational strategy, and identify and align strategic initiatives. The process is often combined with long-term (five to 10 year) planning initiatives. |
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Term
| Stratified Random Sampling |
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Definition
| is dividing the population into constituent parts, and then choosing sample members randomly from the constituent parts. This method provides a more representative sample than the random sample. For example, dividing the population into age groups (10-20, 21-30, 31-40, and so forth) and then randomly choosing people from each age group creates a stratified random sample. |
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Term
|
Definition
| is time limited and focused on the protege's acquisition of a particular skill set and on specific behavioral objectives. |
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Term
| Subject Matter Expert (SME) |
|
Definition
| is a person who has extensive knowledge and skills in a particular subject area. |
|
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Term
|
Definition
| is a pedagogy-based instructional approach. Subject-centered instruction focuses on learner acquisition of information. |
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Term
|
Definition
| is the process of identifying key positions, candidates, and employees to meet the challenges that an organization faces during change and over short-term and long-term timeframes. |
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Term
|
Definition
| begins to summarize results based on immediate reaction of initiative implementation. |
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Term
| Super Developmental Framework |
|
Definition
| is a career development theory developed by D.E. Super based on the idea that careers move through five distinct phases from childhood through adulthood. |
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Term
|
Definition
| collect the type of information employees have as well as the type of information they need to do their jobs. |
|
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Term
|
Definition
| refers to a scenario that involves the trainer and the learner participating at the same time. It often refers to electronic or web-based training. |
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Term
| System Development Life Cycle |
|
Definition
| is an organizational process of developing and maintaining systems. It helps in establishing a system project plan and lists the processes and subprocesses required to develop a system. |
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Term
|
Definition
| are conducted with real data. If the outputs of the test don't match the specifications, errors are identified and corrected. |
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Term
|
Definition
| is a conceptual framework that encompasses the whole, making patterns (and ways to change them) more understandable. |
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Term
|
Definition
| refers to personal knowledge in one's head--knowing how to do something based on experience. |
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Term
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Definition
| examines a single task within a job and breaks it down into the actual steps of performance. |
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Term
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Definition
| are the final behavioral outcomes of a specific instructional event. The designer must state an objective clearly and describe the intended exit competencies for the specified unit, lesson, course, or program for which it was written. |
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Definition
| is the traditional way of looking at the workforce, an approach that assumes that people would rather play than work. |
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Definition
| Postulates that most people will work to achieve goals to which they are committed, especially if rewards result from the achievement of those objectives and that most people can learn to accept--and even seek--responsibility. |
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Definition
| is long- or short-term and focused on career development and overall career performance from a long-term perspective or over a period of time. |
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Definition
| are people who help individuals improve performance by teaching, instructing, or facilitating learning in an organization. |
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Definition
| is primarily responsible for identifying training needs, developing a strategy to meet target audience needs, and securing resources to fill those needs. |
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Term
| Training Needs Assessment |
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Definition
| is the process of collecting and synthesizing data to identify how training can help an organization reach its goals. |
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Term
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Definition
| are statements of what the instructor hopes to accomplish during the training session. |
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Term
| Training Transfer Evaluation |
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Definition
| measures the success of the learner's ability to transfer and implement the learning back on the job. |
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Term
| Trait-and-Factor Counseling |
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Definition
| is the traditional approach to career decision making. Much of this approach came from Donald G. Paterson and later from E.G. Williamson. |
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Term
| Treatment (Experimental) Variable |
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Definition
| is the term researchers and statisticians use to define the manipulated variable in an experiment. An experiment group receives a treatment (for example, attends a training program), and a control group does not. |
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Term
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Definition
| refers to a type of learning in which people make fundamental shifts about how they view themselves and willingly alter their beliefs and values about themselves and about the world (a transformational act). |
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Definition
| is a team-maturing model that uses the following five stages: forming, storming, norming, performing, and adjourning. |
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Term
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Definition
| are conducted in real working conditions using test data. Any errors must be noted and corrected. |
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Term
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Definition
| is a model of the way people learn and retain information. Some people learn primarily through one style, and others through a combination of the three models of learning styles: visual (need for pictures, diagrams, and other visuals), audio (need to hear information), and kinesthetic (preference for hands-on learning). |
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Definition
| means measuring what the measurement instrument was intended to measure. |
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Term
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Definition
| is a measure of how spread out a distribution is. It's calculated as the average squared deviation of each number from the mean of a data set. |
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Definition
| is an online learning space where learners and instructors interact. |
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Term
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Definition
| is a computer-based technology that gives learners a realistic, three-dimensional, interactive experience. This powerful tool enhances learning by allowing students to perform skills in a realistic, engaging simulation of a real-life environment. |
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Term
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Definition
| describes an organization as its members would like it to be, in terms of corporate image, values, employee satisfaction, markets, and products or services. |
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Term
| WYSIWYG (pronounced "wizzy-wig") |
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Definition
| means "what you see is what you get." WYSIWYG applications don't always display code; instead they provide a working area where text and graphics are placed on the screen. |
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Term
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Definition
| means that what the client wants, the client gets. |
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Term
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Definition
| are sites on the World Wide Web that typically provide personalized capabilities to their visitors. |
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Term
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Definition
| is delivery of educational content via a web browser over the public Internet, a private intranet, or an extranet. |
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Term
| Work Breakdown Structure (WBS) |
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Definition
| is the primary tool used to begin planning and documenting project deliverables. |
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Term
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Definition
| identifies skill and knowledge gaps and the skills and knowledge required to meet future workforce needs. Additionally, it provides managers with a framework for making staffing decisions based on an organization's mission, strategic plan, budgetary resources, and a set of desired competencies. |
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Term
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Definition
| is the process and activities that ensure that an organization can meet its goals and objectives within a changing business environment. In other words, it ensures the right numbers of the right kinds of people are available at the right times and in the right place. |
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Term
| Workplace Learning and Performance |
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Definition
| refers to the professions of training, performance improvement, learning, development, and workplace education. It's often colloquially referred to as training or training and development. |
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