Term
|
Definition
| - In terms of the benefits in regards to performance, relative gains refer to gains that are experience by individuals or individual groups. Absolute gains refer to benefits that are being experienced by all parties involved in the performance management process. |
|
|
Term
|
Definition
| Satisfactoriness refers to a state where the work environment is satisfied with the individual's work performance. This goes along the same lines as saying that individual is satisfactory to the work environment. This has a lot to do with job fit and whether an individual is suited to the job they take on. |
|
|
Term
|
Definition
| A subjective criterion refers to a process of decision making and selection that is done on the basis of the individual rather than an objective criterion which sets the same standards for everyone across the board. Things that are taken into account in setting up a subjective criterion are individual utility, subjectivity, coherence, and novelty. |
|
|
Term
|
Definition
| 360-degree feedback is also known as multisource feedback. It refers to a feedback process where individuals receive anonymous, questionnaire based feedback from peers, subordinates, supervisors, customers, and peers about how an individual worker is performing in the workplace. |
|
|
Term
|
Definition
| True performance refers to an individual's actual peformance on a performance appraisal assessment. Cook (1997) argues tin his article that objective criteria should be used to assess true performance as opposed to subjective criteria. If subjective criteria are used, then the performance rating given to an individual might be diminished. |
|
|
Term
|
Definition
| Turnover refers to the loss and gain of employees over time in the workplace. |
|
|
Term
|
Definition
| A weighted checklist is a checklist where the items on it are given different weights in how necessary they are for criterion performance in a particular job. |
|
|
Term
|
Definition
| Adaptive training is designed to give job trainees information about future directions they should take in sequencing their studies and practicing their jobs in order to improve their performance on criterion measures. Relevant in modern times with computer based learning. Is shown to be beneficial |
|
|
Term
|
Definition
| Behavior modeling is based on the social learning theory of Bandura. Behavior modeling subscribes to the theory that we learn best by observing the work of others. The four steps of the applied learning approach to behavior modeling are: modeling, role-playing, social reinforcement, and transfer of training. In simpler terms, behavior modeling requires individuals to observe a model, remember what the model did, do what the model did, and used what they have learned on the job effectively. |
|
|
Term
|
Definition
| Coaching refers to a situation where a mentor or a "coach", who is typically a higher-level official within the company, takes on a trainee, and helps them grow in the new place of work. This can involve anything from providing them constructive feedback on how to do something to providing them with praise when they get something right. |
|
|
Term
| Computer assisted instruction |
|
Definition
| Also known as computer based training, computer assisted instruction is the presentation of text, graphics, video, sound, or animation on a computer for the purpose of building job relevant knowledge and skills. |
|
|
Term
|
Definition
| Declarative knowledge is knowledge about a particular fact or truth. |
|
|
Term
|
Definition
| Double loop learning is a theory that pertains to learning to change an individual's underlying values and assumptions. The four basic steps in the process are discovery of the expoused and theories that are currently in place about a value or topic, invention of new meanings relative to those, production of new actions related to those topics, and the generalization of results to apply to other individuals. In double loop learning, the assumptions underlying currently views are questioned and hypotheses about behavior are tested publicly. The end result of double loop learning should be increased effectiveness in an individual's decision making and acceptance of failures. |
|
|
Term
|
Definition
| A job rotation is a career development strategy where an individual temporarily moves laterally across different established or "shadow" positions to get an idea of what duties there are in a workplace and to broaden their knowledge of the functions of other departments. Cross-training essentially. |
|
|
Term
|
Definition
| In the same line of procedural and declarative knowledge, knowledge compilation is where these two areas are combined so that an individual can successfully perform a task. Knowledge compilation involves the cognitive and motor process that go behind an activity. |
|
|
Term
|
Definition
| Based on work done by educational psychologists and Edward Thorndike, they have identified eight learning principles that aid the learning process. These eight principles are readiness, exercise, effect, primacy, recentness, intensity, freedom, and requirement. |
|
|
Term
|
Definition
| Management development refers to training managers to be effective in their jobs in the workplace. Management development needs to start at the top with the organization's strategy and aims. The organization culture will determine that management style needed. This can affect the kind of training given to managers to make sure they perform effectively. |
|
|
Term
|
Definition
| Massed practice is also known as cramming. In massed practice, a student/trainee only conducts a few but long study sessions for a particular test or course. Not the best way to prepare for an exam. |
|
|
Term
|
Definition
| The process of mastery learning involves a situation where the learner is concerned with increasing competence on the job as a whole, rather than just being concerned with doing well and being assessed positively. Mistakes are viewed as an integral part of the learning process with mastery learning. |
|
|
Term
|
Definition
| A needs analysis is a process that is supposed to determine what the particular essentials of a certain workplace are. There are several different types of needs analysis and needs analysis techniques. There are many different types of needs analysis. |
|
|
Term
|
Definition
| A negative transfer refers to a situation where learning one idea interferes with learning in another situation. The negative transfer is likely to occur when the learning incorrectly believes there are common features or incorrectly seeing some value in using the information from one setting to another. |
|
|
