Deck A-F Flashcards
AAR
first developed and used in the military to focus on performance improvement and allow individuals to learn for themselves what happened, why, and how to improve performance.
AAR (After Action Review)
A……. L……THEORY
a theory that encompasses the collective theories and principles of how adults learn and acquire knowledge. Popularized by Malcolm Knowles, it provides the foundation that WPL professionals need to meet workplace learning needs.
Adult Learning Theory
A………….LEARNING
What type of learning results in long-term retention by the learner. This isaccomplished by honoring the different learning preferences of each individual learner and using experiential learning exercises (such as roleplays, mnemonics, props, and music).
Accelerated Learning
A……………..
the specific outputs a performer is asked to achieve.
Accomplishments
A…………Research and Learning
A process whereby research or fact-finding precedes action and follows it. The thought process looks something like this: factfinding,action, fact-finding, action, and so on. The action research processtakes shape as understanding increases. The process remains focused onthe desired state and how each systemic element needs to change
Action Research and learning
A…………TRAINING
What type of training ensures that participantsare actively involved in the process. examples of include group discussions, games, simulations, and role plays.
Active Training
A……………DIAGRAM OR MAPS
A diagram or map that gathers large amounts of ideas, organize these ideas into logical groupings based on the natural relationships between items, and define groups of items. The outcomes of xxxxxxx are large groups of ideas that are grouped into related clusters of ideas, each with a clear title, and with the relationship amongthe clusters clearly drawn. (See also Interrelationship Digraph.)
Affinity Diagrams or Affinity Maps
A…………………..
the breaking up and examining of parts of a whole. In workplace learning and performance,
Anaylysis
G…………ANALYSIS
analysis that identifies the discrepancy between the desired and actual knowledge, skills, and performance.
Gap Analysis
R……………C………………. ANALYSIS
Analysis that identifies the true cause(s) of the gap between desired and actual knowledge, skills, and performance.
Root Cause Analysis
N………… ANALYSIS
analysis of collecting and synthesizing data to identify how training can help an organization reach its goals
Needs Analysis
T……………ANALYSIS
analysis that identifies the specific steps to correctly perform a task.
Task Analysis
A……………..
is the adult learning theory popularized by Malcolm Knowles, based on five key principles that influence how adults learn: self-concept, prior experience, readiness to learn, orientation to learning, and motivation to learn
Andragogy
AI
A theory that approaches large-scale organizational change that involves the analysis of positive and successful (rather than negative or failing) operations. The AI 4-D cycle (discovery, dream, design, destiny) includes identifying areas for improvement, analyzing previous successes, searching for solutions, and developing an action plan.
Appreciative Inquiry (AI) Theory
ASTD …. MODEL
What model is a results-based, systematic process used to identify performance problems, analyze root causes, select and designinterventions, manage interventions in the workplace, measure results, and continually improve performance within an organization.
ASTD HPI Model
A………………….. CENTER
A type of center that is a catch-all term that includes a variety of exercises, including oral exercises, counseling simulations, problem analysis exercises, interview simulations, role-play exercises, written report or analysis exercises, and group exercises.
Assessment Center
A…………………. TRAINING OR LEARNING Learning or training that refers to a scenario that does not require the trainer and the learner to participate at the same time or in the same location; email or threaded discussions are two examples.
Asynchronous Training or Learning
A…………. ANALYSIS
an analysis that is conducted to understand thetarget population, demographics, and other relevant information prior to job analysis, training, or other intervention
Audience Analysis
A……………TOOLS
What types of tools are special software programs (including Macromedia Authorware) that allow a content expert to interact with the computer in everyday language to help develop CBT courseware.
Authoring Tools
B……………..S……………..APPROACH
What approach is a model for measuring effectiveness through four perspectives: the customer perspective, the innovation and learning perspective, the internal business perspective, and the financial perspective.
Balanced Scorecard Approach
B………..C……………. COUNSELING
Counseling that is aa scientifically precise approach to career decision-making that leverages concepts from psychology.
Behavioral Career Counseling
B…………….
B.F. Skinner and applies to psychology focused on observable and measurable behavioral change.
Behaviorism
B…………PRACTICES
Practices that are techniques that are believed to constitute a paradigm of excellence in a particular field.
Best Practices
B………………… LEARNING
Learning type that describes the practice of using several media in one curriculum. It typically refers to the combination of classroom instructionand any type of training that includes self-directed use of online capabilities.
Blended Learning
B………………
developed the three learning outcomes based on three domains: cognitive (knowledge), psychomotor (skills), and affective (attitude); sometimes referred to as KSAs.
Bloom, Benjamin/Taxonomy of Learning
B…………….
group process for generating ideas in an uninhibited manner.
Brainstorming
B…………. ANALYSIS
the analysis of identifying and clarifying primary organizational goals, targets, or needs
Business Analysis
B………….. AWARENESS
Awareness that refers to how the organization might affect its own industry, knowledge of potential changes, awareness and consideration of important changes, and access to and strategic involvement with top management.
Business Awareness
B…………..I………….. TOOLS
the tools and systems that play a role in strategic planning and help organizations make decisions.
Business Intelligence (BI) Tools
B……………. PROCESS
Process that shows how people, materials, methods, machines, and the environment combine to add value to a product or service. Everything that gets done is a part of the process—how the work gets done, roles and responsibilities, and resources and systems.
Business Process
B………….. P…………..ANALYSIS
that is a structured method of documenting business rules and functions to uncover hidden inefficiencies that highlight strengths that could be streamlined or leveraged to increase productivity.
Business Process Analysis
C……………..of A…………. as L………………
CAL
Patricia Coss she describes some differences between adults and children so that alternative teaching strategies could be developed. She incorporated some assumptions of andragogy into the CAL framework as a means for thinking about the ever- changing adult in terms of developmental stages.
CAL (Characteristics of Adults as Learners)
C……………..ADVISING
Advising that is the professional guidance and recommendations employees can use to make good career decisions.
Career Advising
C…………….DEVELOPMENT
Development that is a planned process of interaction between an organization and an individual that allows the employee to grow within an organization.
Career Development
C………….. PROFILE
Profile that is a summary statement that highlights a person’s work history and skills and competencies.
Career Profile
C………. STUDY
an example of a learning method in which a real or fictitious situation is presented for analysis and problem solving
Case Study
C………….and E………… ANSLYSIS
analysis that reveals that the root cause of problems can originate far from where the problem is taking place in the organization.
Cause-and-Effect Analysis
3 letter acronym starts with C
TRAINING Training encompasses the use of computers in both instruction and management of the training and learning process.
CBT (Computer-Based Training)
C……….
the study of how simple systems can generate complicated behavior.
Chaos
C………..and C………….THEORY
a theory that is applied to organization development in an attempt to find order in the organizational environment.
Chaos and Complexity Theory
C…………
a discrete portion of content, often consisting of several learning objects grouped together as a way to improve learner comprehension and retention. A trainer should break down and group, or XXXXX, larger pieces of information into smaller, easier-to-process groupings.
Chunk
C………..
the machine where a learner is working through the e-learning instruction.
Client
C…………….E………… QUESTIONS
help to check for understanding or to test for consensus. These are sometimes preferable to open-ended questions to limit information.
Close ended or direct questions
XXXXXXXXX SYSTEM 3 LETTER ACRONYM
is a computer software system for organizing and facilitating collaborative creation of documents and other content.
CMS Content Management System
XXXXXXXXX SYSTEM 3 LETTER ACRONYM
frequently a web application used for managing websites and web content, though in many cases,xxxxxxxxx require special client software for editing and constructing articles.
CMS
C……………….
process in which a more experienced person, or a xxxxxx, provides a worker or workers with constructive advice and feedback with the goal of improving performance
Coaching
C…………
a device used for videoteleconferencing. A camera’s video signal is fed to an electronic box called a xxxxxx. The xxxxconverts the audiovisual signals into digital information. The information is then sent, over high-capacity phone lines, to remote sites. After remote sites have received the digital information, the codec at each site converts the digital signal back to a signal that can be displayed on a television monitor.
CODEC, (short for coder/decoder
C…………..
attitudes, emotions, beliefs, or values.
Cognitions
C………….D……………….. THEORY
That that contradicting cognitions exist, this conflict serves as a driving force that compels the human mind to acquire or invent new thoughts or beliefs, or to modify existing beliefs so as to minimize the amount of dissonance between cognitions.
Cognitive Dissonance Theory
C.................... the tell approach to learning, based on the theory that learning occurs through exposure to logically presented information, usually involving lecture. It can also include diagrams, videos, films, panels, class presentations, interviews with SMEs, readings, debates, and class studies.
Cognitivism
C…………. LADDER
team model with the following stages: polite stage, purpose, bid for power, performance progress, and synergy.
Cog’s Ladder
C…………..Ladder
polite stage, purpose, bid for power, performance progress, and synergy.
5 stages of C…………. ladder
C………….. LEARNING
type of learning in which learners and instructors share the responsibility for learning and work together to determine how the session should progress.
Collaborative Learning
C…………….. LEARNING SOFTWARE
Software that includes email, computer networks, whiteboards, bulletin board systems, chat rooms, and online presentation tools, offers a way to familiarize learners with new expectations and experiences. These technologies play an important role in the expansion of e-learning and in collaborating on projects, sharing information, and communicating.
Collaborative Learning Software
COMMUNITY OF P………….
a type of community who share a common interest in an area of competence and are willing to share the experiences of their practice.
.Community of Practice
C………….. B…………… LEARNING
Learning method that focuses on the learner, with heavy emphasis on individual learning plans. Features of competency-based learning are occupational analysis of competencies required for successful performance, validation of competencies, learner awareness of criteria and conditions for adequate or excellent performance, and planning for individual instruction and evaluation for each competency.
Competency-Based Learning
C………………..
the study of how complicated systems generate simple behavior.
Complexity
C……………SYSTEMS
systems that have details, whose role in the larger system cannot be understood fully by examining them apart from the system. By carefully studying the whole system, patterns can be identified.
Complex Systems
C…………… VALIDITY
the extent to which an instrument agrees with the results of other instruments administered at approximately the same time to measure the same characteristics.
Concurrent validity
C…………….INTERVAL
the interval where something is expected to be.
Confidence Interval
C………….. VARIABLE
a variable that is unknown or uncontrolled that produces an effect in an experimental setting.
Confounding Variable
C…………. EVALUATION
An evaluation that provides the intermediate and long-term information to demonstrate that the desired future state is occurring. Continuing results are measured against expected results.
Confirmative Evaluation
C………….. ANALYSIS or R……………Analysis
that reviews the human resources (including subject matter experts) needed for proposed interventions to determine if the skills required for the intervention(s) are available in house or if an external vendor may need to be procured. It also identifies the physical resources, systems, and equipment to support implementation of the intervention(s) and the availability of required facilities.
Constraints Analysis or Resource Analysis
C……………… VARIABLE
a variable whose quantification can be broken down into extremely small units (for example, time, speed, distance).
Continuous Variable
C………………. GROUP
a Grooup of participants in an experiment that is equal in all ways to the experimental group except for having received the experimental treatment (for example, a group of performers who have undergone training versus a group that has not).
Control Group
C…………of R………………
Mpertains to adult participation in learning and delineates some common elements of earlier participation models for the model
COR Chain of Response
C…………of R………………
Motivation to participate is the result of a person’s perception of both positive and negative forces, certain personality typesare difficult to attract to education because of low self-esteem, there is congruence between participation and anticipated learning outcomes, higher-order needs for achievement and self-actualization can’t be fulfilleduntil lower-order needs for security and safety are met, and expectations of reward are important to motivation.
COR Chain of Response
C…………….
.a measure of the relationship between two or more variables; if one changes, the other is likely to make a corresponding change.
Correlation
C………..B…………..ANALYSIS
type ofROI analysis used to prove that an intervention either paid for itself or generated more financial benefit than costs.
Cost-Benefit Analysis
C………………..
helps people evaluate their behaviors and discover and learn more productive behavior patterns.
Counseling
C…………….
multiple dependent variables in a study with multiple independent variables.
Covariates
C………………REFERENCE
reference type that is an objective evaluation that focuses on assessing, analyzing, and reporting what learners have achieved based on the combination of performance standards and program objectives.
Criterion Reference
C………………VALIDITY
the extent to which the assessment can predict or agree with external constructs. xxxxxxxxxx is determined by looking at the correlation between the instrument and the criterion measure.
Criterion Validity
D……………. COLLECTION
Type of collection of all facts, figures, statistics, and other information that are used for various types of analyses and assessments. Some examples of data-collection methods or tools are examinations of in-house or external written sources, questionnaires, interviews, and observation of trainees or jobholders
Data Collection
D………….. MART
a type of mart that is a specialized version of a data warehouse that provides insight into operational data, such as trends that enable management to make strategic decisions.
Data Mart
C…………of R………………YMpertains to adult participation in learning and delineates some common elements of earlier participation models for the model
COR Chain of Response
D…………….
any method of transferring content to learners, including instructor-led training, WBT, CD-ROM, and books.
Delivery
………VARIABLE
The…………… variable’s outcome depends on the independent variable and covariates. Frequently thought of as the “outcome,” or treatment variable.
Dependent Variable
D……………..
a factor that training cannot improve, referring to the fact thatthe performer may be perfectly capable of carrying out the task, but simply is not motivated to do so.
Desire
D……….
learning or other types of activities that prepare a person for additional job responsibilities and enable him or her to gain knowledge or skills. It may also refer to the creation of training materials or courses. (See also ADDIE.)
Development
D……………… FEEDBACK
feedback that focuses on the future and is designed to raise performance or prepare the person for the next level of effort.
Developmental Feedback
D…………….. VARIABLE
a variable that falls into one of two possible classifications (for example, gender [male or female]). An artificially dichotomous variable is imposed for classification purposes (for example, age classified as retired [>65] or not retired [
Dichotomous Variable
D…. PERSONALITY PROFILE
A profile type thatuses a four-dimensional model in an assessment, inventory, and survey format, based on the work of William Molton Marston.
DiSC Personality Profile
D………………. LEARNING
type of learning that teaches participants by having them actively engage in the activity to learn it.
Discovery Learning
D…….. VARIABLE
a variable in which the units are in whole numbers, or“xxxxxx” units (for example, number of children, number of defects).
Discrete Variable
D………………….
refers to an individual who realizes that what is gone is gone. Although this worker is able to move on, he or she may becomenegative and angry. Once the emotion has been vented, the employer usually finds it is a mask for one of the other stages of response to change. Characteristics of this stage include anger, negativity, and support seeking.
Disenchantment
D………………
occurs when an individual reacts to change by appearing to lose interest and initiative.
Disengagement
D……………
refers to an employee who feels that he or she has lost his or her identity and has become vulnerable.
Disidentification
D………….. INDIVIDUALS
individuals are lost and confused. They do not know where they fit in or what they feel. These employees spend their time determining what should be done instead of how to do it. They do not know the priorities or the direction of the organization.
Disoriented individuals
D……………LEARNING
instructor and students are separated by time, location, or both. Education or training courses are delivered to remote locations via synchronous or asynchronous means of instruction.
Distance Learning
D……………L………LEARNING
focuses on fundamental change of thinking patterns and behaviors. Learning type that reframes or changes the context. focuses on fundamental change of thinking patterns and behaviors
Double-Loop Learning
E……C………..M………….. MANAGEMENT 3 LETTER ACRONYM
a widely recognized IT term for software that enables organizations to create/capture, manage/secure, store/retain/destroy, publish/distribute, search, personalize, and present/view/print digital content.
ECM (Enterprise Content Management)
Career A…………. THEORY
Theory developed by Edgar Shcein at MIT. Determines how careers in management developed and how well individuals faired with their employers.
Edgar Schein’s Career Anchors Theory
4 LETTER ACRONYM E….
A commission that creates regulations that govern hiring, promoting, and discharging employees. These regulations also cover training situations.
EEOC (Equal Employment Opportunity Commission)
E………… SIZE
A type of size.. a way of quantifying the difference, using standard deviation, between two groups. For example, if one group (the treatment group) has had an experimental treatment and the other (the control group) has not, the xxxxxe is a measure of the effectiveness between the two groups.
Effect Size
E……………..
.a term covering a wide set of applications and processes, such as web-based learning, computer-based learning, virtual classrooms, and digital collaboration. Delivery of content may take place via the
E-Learning
EP..
4 LETTER ACRONYM a computer application that’s linked directly to another application to train or guide workers through completing a task in the target application. More generally, it’s a computer or other device that gives workers information or resources to help them accomplish a task or achieve performance requirements.These systems deliver information on the job, just in time, and with minimum staff support.
EPSS (Electronic Performance Support System)
E…………. INTELLIGENCE
A type of intelligence it is an “eighth intelligence” based on Gardner’s multiple intelligence theory, developed by Goleman. which suggests an ability to accurately identify and understand one’s own emotional reactions and those of others and is related to personal qualities, such as self-confidence and motivation. The
Emotional Intelligence
E…………. OJECTIVES
also called supporting objectives, support terminal objectives by breaking them down into more manageable chunks. xxxxxxobjectives are the building blocks that provide additional concepts or skills needed to meet a terminal objective
Enabling Objectives
E………….ANALYSIS
An analysis that helps establish a strategic plan for HRD programs and helps practitioners determine organizational strengths and weaknesses (internal) and opportunities and threats (external).
Environmental Analysis
E………….. FACTORS
factors that affect performance include lack of resources, such as tools, equipment, furniture, hardware and software, and inappropriate physical conditions, such as lack of light, excess heat or cold, inadequate ventilation, and so forth.
Environmental Factors
E…………. THEORY
a theory that focuses on employees’ perceptions concerning the fairness of their work outcomes relative to their work inputs.
Equity Theory
E……………
.a multilevel, systematic method for gathering information about the effectiveness and effect of training programs. Results of the measurements can be used to improve the offering, determine whether the learning objectives have been achieved, and assess the value of the training to the organization.
Evaluation
5 LETTER BESSIE ACRONYM
What are Donald Kirkpatrick’s four stages of evaluation and Jack Phillips’ fifth level of evaluation
- Reaction2.Learning3.Behavior4. Results5. ROI
D…………….any method of transferring content to learners, including instructor-led training, WBT, CD-ROM, and books.
Delivery
L………..G
Kirkpatrick Level 2 determines whether the participants actually learned what was intended for them to learn as a result of a training session. It measures the participant’s acquisition of cognitive knowledge or behavioral skills.
Learning
B………r
Kirkpatrick Level 3 focuses on the degree to which training participants are able to transfer their learning to their workplace behaviors.
Behavior
R…….ts
Kirkpatrick Level 4 last of Kirkpatrick’s levels and moves beyond the training participant to assess the effect of the learning on organizational performance.
Results
R ..
Philip’s Level 5 is a higher level of evaluation that compares the monetary benefits of training programs with program costs, usually presented as a percentage or benefit- and-cost ratio. Level 5 evaluation is not part of the Kirkpatrickmodel, but was developed by Jack Phillips.
ROI
E…………. FEEDBACK
feedback that focuses on the past and is designed to grade performance such as in a formal performance-appraisal process.
Evaluative Feedback
E………. ADJUSTMENT TRAINING
Training thatly takes place before an employee and his or her family depart for an assignment in a foreign country.
Expatriate Adjustment Training
E………………. THEORY
Theory that states that people are motivated to work toward rewards that they want and that they believe they have a reasonable chance of obtaining.
Expectancy Theory
E……….. CENTERED
cognitivism-based theory of instruction focused on the learner’s experience during instruction and production of fresh insights.
Experience-Centered
E…………….. LEARNING
Learning that occurs when a learner participates in an activity, reviews the activity, identifies useful knowledge or skills that were gained, and transfers the result to the workplace
Experiential Learning
E……………..LEARNING ACTIVITIES 3 LETTER ACRONYM
type of learning activities that stress experience and reflection and use an inductive learning process that takes the learner through five stages: experiencing, publishing, processing, generalizing, and applying.
Experiential Learning Activities (ELAs)
E……………..DESIGN
a type of design that organizes an experiment properly to ensure that the right type of data, and enough of it, is available to answer questions of interest as clearly and efficiently as possible.
Experimental Design
E…………….. KNOWLEDGE
a type of knowledge includes information that has been documented or can be shared with someone.
Explicit knowledge
E…………….. VARIABLES
Variables that are undesirable and influence the relationship between variables an evaluator is examining.
Extraneous Variables
E…………….. DATA
Data type that comprises existing records, reports, and data that may be available inside or outside the organization. Examples include job descriptions, competency models, benchmarking reports, annual reports, financial statements, strategic plans, mission statements, staffing statistics, climate surveys, 360-degree feedback, performance appraisals, grievances, turnover rates, absenteeism, suggestion box feedback, accident statistics, and so forth.
Extant Data
B………r
Kirkpatrick Level 3 focuses on the degree to which training participants are able to transfer their learning to their workplace behaviors.
Behavior
F……………
refers to the role of the WLP professional who guides or makes learning easier, both in content and in application of the content to the job.
Facilitation
F……………
a lack of bias, equitable treatment in the testing process, equality of outcomes of testing, and an equal opportunity to learn.
Fairness
F……………
advice or information given from one person to another about how useful or successful an event, process, or action is. XXXXXX is given to participants after training regarding their progress, which helps with retention and behavior.
Feedback
F……………DATABASE
a database in which all data is contained in one table.
Flat File Database
F…………..rMANAGEMENT MODEL
model in which the line of authority flows from the top to the lower levels of the organization. On each level, managers have authority over their areas (for example, credit and HR managers) and subordinates, who, in turn, have authority over others, and so on. Every employee reports to a single immediate superior.
Flat Management Model
F……………ANALYSIS
Analysis type developed by Kurt Lewin to assess two types of forces related to introducing change in organizations: driving and restraining. Driving forces are those that help implement the change, whereas restraining forces are those that will get in the way of the change.
Forcefield Analysis
F…………… EVALUATION
Evaluation type thatbegins with performance analysis—questioning whether the methods used are best for this effort, the right people are involved, the right data analysis tools are used, and so on.
Formative Evaluation
F…………… CYCLE
the approach used in appreciative inquiry consisting of four phases: discovery, dream, design, destiny.
4-D Cycle
F…………… DISTRIBUTION
the actual number of observations falling in each range or the percentage of observations. Hint: Distributions
Frequency Distributions
F…………… CONTEXT LEARNING or C………..BASED LEARNING
describes training that relates to actual job circumstances because training is successful only when learners can carry out learned tasks at their actual workstations. For example, a learner may be able to diagnose a mechanical problem and perform a series of repair steps in a logical, timely way during the training course. But if actual work conditions are noisy and chaotic, those conditions may need to be simulated during training.
Functional Context or Competency Based Learning
A……….ASSUMPTIONS
What assumptions did Patricia Coss incorporate into the CAL framework as a means for thinking about the ever- changing adult in terms of developmental stages.
Andragogy Assumptions
P…………….. CORRELATION
What type of correlation moves the variables in the same direction i
Positive Correlation
N…………….CORRELATION
What type of correlation moves the variables in the same direction in opposite directions
Negative Correlation
F……………a lack of bias, equitable treatment in the testing process, equality of outcomes of testing, and an equal opportunity to learn.
Fairness
