Term
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Definition
| A planned effort to help employees learn job-related knowledge, skills, and attitudes. |
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Definition
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Definition
| Proficiency at performing a particular act |
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Definition
| An evaluative reaction to particular categories of people, issues, objects, or events |
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Term
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Definition
| A change in knowledge, skill, or attitude that results from experience |
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Term
| Informal learning methods |
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Definition
| Natural learning that is neither planned nor organized |
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Term
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Definition
| Application on the job of knowledge, skills, or attitudes learned in training |
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Term
| Traditional model of instructional design |
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Definition
| A process used to create training programs in which needs assessment is followed by design and delivery and then by evaluation |
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Term
| Rapid model of instructional design |
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Definition
| A process used to create training programs in which assessment, design and delivery, and evaluation overlap in time |
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Term
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Definition
| A process for determining what training to offer and who should be trained |
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Term
| Proactive needs assessment |
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Definition
| A systematic process for determining and prioritizing the training programs to be developed and delivered by an organization |
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Term
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Definition
| A process used to identify characteristics of the organizational environment that will influence the effectiveness of training |
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Term
| Transfer of training climate |
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Definition
| Environmental factors that support training, including policies, rewards, and the attitudes and actions of management and coworkers |
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Term
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Definition
| A process used to describe the work activities of employees, including the knowledge and skill required to complete those activities |
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Term
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Definition
| A process used to identify who needs training and what characteristics of those individuals will influence the effectiveness of training |
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Term
| Reactive needs assessment |
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Definition
| A problem-solving process used to determine whether training is necessary to fix a specific performance problem and, if training is necessary, what training should be delivered |
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Term
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Definition
| The gap between desired and actual performance |
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Term
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Definition
| A process used to determine the underlying causes of a performance problem. |
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Term
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Definition
| Organizations that sell existing training programs or services to develop and deliver training programs |
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Term
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Definition
| How training content is organized and structured for the learner |
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Term
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Definition
| How training content and the associated methods are delivered to the learner |
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Term
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Definition
| Training delivered through computers and network technology |
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Term
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Definition
| An agreement that specifies what the trainee and his/her manager will do to ensure training is effective |
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Term
| Relapse prevention training |
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Definition
| A transfer enhancement activity that helps prepare trainees to overcome obstacles to using trained behaviors on the job |
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Term
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Definition
| Allowing employees a chance to use the skills they learned in training back on the job |
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Term
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Definition
| The extent to which the benefits of training exceed the costs of developing and delivering training |
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Term
| Return on Investment (ROI) |
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Definition
| An efficiency measure created by dividing the monetary value of training benefits by the costs of delivering training and multiplying the result by 100. |
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