447 Exam 1 Bingo Flashcards
Employees acquiring knowledge, skills, competencies, attitudes, or behaviors
Learning
Knowledge (know what), advanced skills (know how), system understanding and creativity (know why), and motivation to deliver high-quality products and services (care why)
Human Capital
A planned effort by a company to facilitate learning of job-related competencies, knowledge, skills, and behaviors by employees
Training
Refers to training, as well as formal education, job experiences, relationships and assessments of personality, skills, and abilities that help employees prepare for future jobs or positions
Development
Personal knowledge based on individual experiences that is difficult to codify
Tacit Knowledge
The process of enhancing company performance by designing and implementing tools, processes, systems, structures, an cultures to improve the creation, sharing, and use of knowledge
Knowledge Management
The degree to which employees are fully involved in their work and the strength of their commitment to their job and the company
Employee Engagement
A plan that integrates the company’s goals, policies, and actions
Business Strategy
A company that has an enhanced capacity to learn, adapt, and change
Learning Organization
The extent to which employees are rare and specialized and not highly available in the labor market
Uniqueness
Means that training and development programs, resources, and professionals are primarily housed in one location and that decisions about training investment, programs, and delivery methods are made from that department
Centralized Training
The first step in the training design process
Needs Assessment
Involves determining the appropriateness of training, given the company’s business strategy, its resources available for training, and support by managers and peers for training activities
Organizational Analysis
A process that helps identify who needs training
Person Analysis
Identifies the important tasks and knowledge, skills, and behaviors that need to be emphasized in training for employees to complete their tasks
Task Analysis
Employees, academics, managers, technical experts, trainers, and even customers who are knowledgeable about the content that training must cover
Subject Matter Experts (SMEs)
A needs assessment method that involves face-to-face interviews during a meeting, often with SMEs
Focus Groups
Determining what is responsible for the difference between employees’ current and expected performance
Gap Analysis
A component of the person analysis process referring to the type of incentives or rewards that employees receive for performing well
Consequences
Employees’ belief or confidence that they can perform their job or learn the content of the training program successfully
Self-Efficacy
The process of determining whether training is the best or most likely solution to a performance problem or gap
Root Cause Analysis
Indicates competency in performing a task
Skill
The physical and mental capacities to perform a task
Ability
Bundles of skills, knowledge, and abilities, and personal characteristics that enable employees to perform their jobs successfully
Competencies
A needs assessment that is done quickly and accurately, but without sacrificing the quality of the process or the outcomes
Rapid Needs Assessment
