ASTD Learning System Glossary Flashcards

1
Q

Skills

A

refers to profiency, facility, or dexterity that isacquired or developed through training or experience

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

Knowledge

A

relates to the cognitive abilities a person needs to be able to carry out a job. Knowledge involves the development of intellectual skills

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

Performance

A

Describes the execution and accomplisment of some activity; it is not an adjective that describes the action itself

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

Results

A

Refers to the goals an orgnaization strives for

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

Performance Analysis

A

Measures the gap between desired and actual prformance

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

Gilberts Behavior Engineering Model

A

Identified six factors that can either hinder or facilitate workplace performance: information, resource, incentives or consequences, knowledge and skills, cpacity, and motivation

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

Rummler-Bache’s Nine Box Model

A

Is a matrix approach to performance management based on three levels of performance (orgnaization, process, and performer) and three dimensionsof performance (goals, design, and management)

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

ASTD HPI Model

A

Is a results-basd, systematic process used to identify performance problems, analyze root causes, select and design solutions, manage solutions in the workplace, measure results, and comntinually improve performance in an organization

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

Environment

A

is the setting or condition in whcih an activity occurs. Environment is a factor that affects performance and it can include tools, equipment, furniture, hardware, and software, and physical condfiitions, such as heat or cold, ventilation and so forth.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

Desire

A

is a factor that training cannot improve, referring to the fact that a person may be perfectly capable of carrying out a task, but is not motivate to do so

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

Opportunity

A

Refers to whether a person is able or allowed to do a job. If a person is bogged down with tasks that do not support organiozational goals, he or she may never have time to do the work that does support those goals

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

Business Analysis

A

The process of identifying and clarifying primary organizational goals, tartgets, or needs

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

Root Cause Analysis

A

Used to determine why a performance gap exists and identify the contributing factors

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

Harless’s Front-End Analysis Model

A

Is a diagnostic model designed by Joe Harless to identify the causeof a performance problem; the model is based on the belief that the cause should drive the solution

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

International Society for Performance Improvements HPT Model

A

Starts with an operational analysis that identifies the organizations vision, mission, values, goals, and strategies; the phases of the HPT model are performance analysis, cause analysis, solution selectio design, solution implementation, and evaluation

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

Wants-based approach

A

means that what the client wants, the client gets

17
Q

Needs-based approach

A

refers to activities that are implemented in response to a specific performance gap

18
Q

Results-based approach

A

is driven by a business need and a performance need and must also be justified by the results of a cause analysis

19
Q

Wants Based Approach

A

Means that what the client wants, the client gets

20
Q

Needs Based Approach

A

Refers to activities that are implemented in response to a specific performance gap

21
Q

Results Based Approach

A

Is driven by a business need and a performance need and must also be justified by the results of cause analysis

22
Q

Mergers and Acquisition Management

A

For the learning and development professional, involves mnaging changes in organizational structure and culture that occur as a result of mergers, acquisitions, and downsizing of organizations.

23
Q

Open System

A

One that continuously interacts with its environment. In organizations, an open system is said to allow people to learn from and influence one another because of their interconnect4edness an interdependence within the systemm

24
Q

Complex Systems

A

Have details whose role in the larger system cannot be understood fully by examing them apart of the from the system. By carefully studying the whole system, patterns can be identified

25
Q

Disengagement

A

Occurs when an individual reacts to change by appearing to lose interest and initiative

26
Q

Disidentification

A

Refers to an employee who feels that he has lost his identity and has become vulnerable

27
Q

Disorientation

A

Refers to feeling lost and confused. Disorientated employees do not know where the fit in or what they feel. They spend their time determining what should be done instead of how to do it. They do not know the priorities or hte direction of the organization

28
Q

Disenchantment

A

Is the feeling of being disappointed with something and no longer believing that it is good or worthwhile. A disenchanted employee may become negative and angry and seek support. This behavior may be a mask for other stages of resposne to change

29
Q

Business awarness

A

Is the understanding of key factors affecting a business, such as its current situation, influences from its industry or market, and factors affecting growth. Having business aareness is essential to strategic involvement with top management

30
Q

Appreciative Inquiry

A

Is an approach to large-scale organizational change that involves the analysis of positive and successful operations. The AI 4-D cycle (discoery, dream, design, destiny) includes identifying areas for improvement, analyzing previous successes, searching for solutions, and developing and action plan

31
Q

Open Space Technology

A

Is an approach for facilitating meetings, conferences, symposiums, and so forth that is focused on a specific purpose or task - but starting without any formal agenda beyond the overall purpose or theme. Open space meetings ensure that all issues and ideas that people are willing to raise are discussed

32
Q

Ladder of Inference

A

Represents different ways people 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

33
Q

Cause-and-Effect Analysis

A

Is a diagram based exercise to identify all the likely causes of a problem

34
Q

Gap Analysis

A

Is a critical activity carried out during performance analysisthat defiens driving and restraining forces, current state versus desired state, and methods for change

35
Q

Affinity Diagram

A

Gather large numbers of ideas, organize them into logical groupings based on the natural relationships among items, and define groups of itmes. 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 relationshiip among the clusters clearly drawn

36
Q

Interrealtionship Diagraphs

A

Are follow-ons to affinity diagrams they chart cause-and-effect relationships among groups of ideas

37
Q

Cause and Effect Analysis

A

Is a diagram based exercise (sometimes called a fishbone diagram) to identify all the lokely causes of a problem

38
Q

Population Analysis

A

Is used to analyze the demographics and characteristics of stakeholder; determine who will participate in a performance solution; and identify any education or experience factors, physical needs, and cultura influence that need to be considered and addressed

39
Q

Resource Analysis

A

(or constraints analysis) reviews the resources (including subject matter experts) needed for proposed solutions to determine whether the skills rquired for the solutions are available in houseor an external supplier is needed. It also identifies the physical resources, systems, and equipment to support the implementation of the solutions and the availability if required facilities