CHAPTER 8 - POSTTEST Flashcards
Concentrating learning into a short period of time.
Massed Practice
Distance learn- ing programs in which em- ployees can complete the training at their own pace and at a time of their choosing.
Asynchronous technologies
Distance learn- ing programs that require em- ployees to complete the training at the same time and at the same pace although they may be in different physical locations
Synchronous technologies
A training technique in which an employee is presented with a videotaped situation and is asked to respond to the situation and then re- ceives feedback based on the response
Interactive video
A training method in which employees learn information at their own pace.
Programmed instruction
Short for “web seminar,” an interactive training method in which training is transmitted over the Internet.
Webinar
A noninteractive training method in which the trainer transmits training infor- mation over the Internet.
Webcast
A website in which the host regularly posts commen- taries on a topic that readers can respond to.
Blog
A collection of web pages in which users can create web pages on a topic and readers can freely edit those pages.
Wiki
A program that au- tomatically distributes e-mail messages to a group of people who have a common interest.
Listserv
Learning through watching and imitating the behavior of others.
Modeling
A system in which employees are given the opportunity to perform several different jobs in an organization.
Job rotation
Teaching employees how to perform tasks traditionally performed by other employees.
Cross-training
A training program, usually found in the craft and building trades, in which employees combine formal coursework with formal on-the-job training.
Apprentice training
- A formal method of coaching in which excellent employees spend a period of time in the training department learning training techniques and training employees.
Pass-through programs
An experienced employee who advises and looks out for a new employee.
Mentor
Compensat- ing an employee who partici- pates in a training program designed to increase a particular job-related skill.
Skill-based pay
Providing employ- ees with specific information about how well they are per- forming a task or series of tasks.
Feedback
Telling employees what they are doing incorrectly in order to improve their performance of a task.
Negative feedback
The extent to which behavior learned in training will be performed on the job.
Transfer of training
Practicing a task even after it has been mastered in order to retain learning.
Overlearning
A measure of job performance or knowledge taken before the implementation of a training program.
Pretest
A measure of job performance or knowledge taken after a training program has been completed.
Posttest
An extensive method of evaluating the effectiveness of training with the use of pretests, posttests, and control groups.
Solomon - four-groups design
A method of evaluating training in which employees are asked their opinions of a training program.
Employee reactions
Evaluating the effectiveness of a training program by measuring how much employees learned from it.
Employee learning
Measurement of the effective- ness of training by determining the extent to which employees apply the material taught in a training program.
Application of training
A method of evaluating the effectiveness of training by determining whether the goals of the training were met.
Business impact
The amount of money an organization makes after sub- tracting the cost of training or other interventions.
Return on investment (ROI)
