decks N-S Flashcards
N….. Based Approach
activities that are implemented in response to a specific performance gap.
Needs-based approach
N…………PROGRAMMING
a style of communication and behavior change management based on observations and analyses of unconscious physical behaviors that identify patterns of feeling and thought.
Neurolinguistic Programming
………..DATA
numbers or variables used to classify a system, as in digits in a telephone number or numbers on a football player’s jersey.
Nominal Data
………….DISTRIBUTION
a particular way in which observations tend to pile up around a particular value rather than be spread evenly across a range of values.
Normal Distribution
O……..
target or purpose that, when combined with other …….. leads to a goal.
Objective
BAL
What are the three types of objectives
Behaviorial, Affective, Learning
……….OBJECTIVE
The type of objective that specifices the particular new behavior that an individual should be able to perform after training.
Behavioral objectives
…………..OBJECTIVE
The type of objective that specifies the acquisition of particular attitudes, values, or feelings.
Affective objectives
………….OBJECTIVE
he type of objective that specify clear, measurable, statements of behavior that a learner demonstrates when the training is considered a success.
Learning Objectives
O……….. CENTERED a behaviorism-based theory of instruction that concentrates on observable and measurable outcomes.
Objective Centered
O………… C…………MODEL
seeks to match individuals to their best career choice through interviews that deal with six types of work environments: realistic (physical strength motor coordination, concrete problem solving), investigative (ideas and thoughts, intellectual activity), artistic (less personal interaction, self-expression), social (interaction with others), enterprising (use of verbal and social skills), and conventional (rules and regulations).
Occupational Congruency Model
O………….DEVELOPMENT
the process of developing an organization to be more effective in achieving it business goals. XX uses planned interventions to develop the systems, structures, and process within the organization to improve effectiveness.
OD (Organization Development)
O………….CENTERED
a developmentalism-based theory of instruction that focuses on matching individual needs to appropriate instructional experiences. ………….instruction is particularly useful for helping employees adapt to changes in their work lives.
Opportunity Centered
……………. EXERCISES differ from icebreakers in that they introduce or tie in to the subject matter being taught. …….. set the stage to avoid abrupt starts and generally make participants comfortable with the formal program they’re about to experience. ……….may also energize the group after coffee breaks and luncheons and can be used to open sessions that occur on the second or third day of the program.
Openers also called Opening Exercises
O…………. E………….Questions
These types of question stimulate discussion. …………. questions have no one specific correct answer and encourage individuals to draw on their own experiences and apply them to the current situation or discussion.
Open-Ended questions
O…………… S…………TECHNOLOGY
allows a diverse group of people to create energizing and productive meetings. xxxxxxxx meetings ensure that all issues and ideas that people are willing to raise are discussed.
Open Space Technology
O………..SYSTEM
based on the idea that things influence each other, or that groups of people (in an organization) learn from one another.
Open System
O………… S………….THEORY
also known as living or general systems theory, is based on the idea that things influence each other, or that groups of people (in an organization) learn from one another.
Open Systems Theory
O…………………FACTORS
factors which relate to whether the performer is actually able or allowed to do the job. If the person is constantly bogged down with tasks that do not support organizational goals, he or she may never have the time to get to the work that does support those goals.
Opportunity Factors
O………………DATA
numbers or variables that allow ranking order of importance from highest to lowest
Ordinal Data
O………………VARIABLES
variables that make it possible to rank order items measured in terms of which has less and which has more of the quality represented by the variable.
Ordinal variables
O…………….Analysis
The type of analysis which is the first step in developing a strategic plan, which begins with the identification of the values critical to the organization.
Organizational Analysis
O………………..CULTURE
the unspoken pattern of values that guide the behavior of the people in an organization, including attitudes and practices that can be difficult to change.
Organizational Culture
occurs when participants are directed to view or witness an event and be prepared to share their reflections, reactions, data, or insights. This also is a methodology for data collection.
Observation
O…………..TRAINING
to using resources or products external to an organization to meet an organization’s learning requirements.
Outsource Training
a data point that’s far removed in value from others in the data set.
OUtlier
P……………..Modality
a theory developed by W.B. James and M.W. Galbraith,
Perceptual Modality
P……………. Modality
the attendant preferred mode of learning may be print, visual, aural, interactive, tactile, kinesthetic, or olfactory.
Perceptual Modality
an informal philosophy of teaching that focuses on what the instructor does rather than what the participants learn. Usually references the teaching of children.
Pedagogy
P……………….Analysis
measures the gap between an organization’s desired and actual performance.
Performance Analysis
P…………….. G………..ANALYSIS
identifies and describes past, present, and potential future human performance gaps
Performance Gap Analysis
P……….. I………….INSTRUMENT
provides an accurate picture of a person’s personality type and indicates personality preferences.
Personality Inventory Instrument
P………….TEST
a less formal and less accurate version of a personality inventory instrument.
Personality Test
…………cHART
a diagramming technique that enables project managers to estimate a range of task durations by estimating the optimistic, pessimistic, and most likely durations for each task.
PERT Chart
J………….. P…………….well-known evaluation expert who has developed a fifth level of evaluation, ROI, in training programs
Jack Philips
describes the execution and accomplishment of some activity; it is not an adjective that describes the action itself.
Perfromance
P……………ANALYIS
Analysis used to analyze the demographics and characteristics of stakeholders; determine who will participate in a performance solution; and identify any education or experience factors, physical needs, and cultural influences that need to be considered and addressed.
Population Analysis
P…………MAP
a visual tool used to systematically describe actions and behaviors in a sequential flow.
Process Map
P………….EVALUATION
What type of evaluation assesses the impact of a training program on learning.
Program Evaluation
P………… L………..CYCLE
everything that happens from the beginning to the end of the project.
Project Life Cycle
P………….MANAGEMENT
What type of management the planning, organizing, directing, and controlling of resources for a finite period of time to complete specific goals and objectives.
Project Management
P………..SCOPE
what will or won’t be done on the project. xxxxxxxxxx management includes the processes needed to complete all required work (and only the required work) so that the project is completed successfully.
Project Scope
P…………PROPOSITION
What type of proposition is a statement that bridges the best of “what is” with speculation or intuition of “what might be.” It is xxxxxxx to the extent to which it stretches the realm of the status quo, challenges common assumptions or routines, and helps suggest real possibilities that represent desired possibilities for the organization and its people.
Provocative Proposition
P……………….
is the relationship of people’s positions in space. For example, anthropologist Edward T. Hall defined four differences between adults in the United States: intimate (18 inches), personal (18 inches to four feet), social (four to 12 feet), and public (more than 12 feet). As Hall and others have explained, when people believe someone is too close, they feel threatened; however, they don’t like the company of someone who seems standoffish.
Proxemics
E………..H………..
Who defined the four distances in proxemics?
Edward T. Hall
P…………..THEORY
the theory behind the tool which is used to help predict career success, choice, and behavior by identifying what motivates individuals and the internal conflicts that exists in all human beings.
Psychodynamic Theory
Q…………………ANALYSIS What type of analysis involves looking at participants’ opinions, behaviors, and attributes and is often descriptive.
Qualitative Analysis
Q………….DATA
What type of data is information that can be difficult to express in measures or numbers.
Qualitative Data
R……………ASSIGNMENT
the process of assigning the sample that’s drawn to different groups or treatments in the study. Type of assignment
Random Assignment
R………….SAMPLING
means that each person in the population has an equal chance of being chosen for the sample. Choosing every tenth person from an alphabetical list of names, for example, creates a random sample.
Random Sampling
R…………SELECTION
the selection process of drawing the sample of people for a study from a population.
Random Selection
R……………..
a method that helps diffuse the covariates across the experimental and control groups. Researchers in organizations often have multiple dependent variables to deal with but typically want to compare one dependent variable with one independent variable (for example, performance in a training program—an independent variable—with job performance—a dependent variable).
Randomization
SYSTEM
stores data in the form of tables linked by a unique identifier.
Relational Database Management System
R…………Line
the best-fitting straight line through all value pairs of correlation coefficients.
Regression Line
R………..
the ability to achieve consistent results from a measurement over time.
Reliability
R…………PLANNING
a process to ensure the continuity of key leadership positions and the stability of tenure of an organization’s personnel.
Replacement Planning
R………or C…………ANALYSIS
A type of analysis thatreviews 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
Resource or Constraints Analysis
R…………PLANNING a process to ensure the continuity of key leadership positions and the stability of tenure of an organization’s personnel.
Replacement Planning
R…………….B………….APPROACH
A type of approach that driven by a business need and a performance need and must also be justified by the results of the cause analysis.
Results based approach
RID DESIGN
a collection of strategies for quickly producing instructional packages to enable a group of learners to achieve a set of specific instructional objectives.
Rapid Instructional Design (RID
R…………….B………….APPROACH A type of approach that driven by a business need and a performance need and must also be justified by the results of the cause analysis.
Results based approach
a mini software application that enables a person to view or play audio or video clips delivered via the web. The term is important in the world of web-delivered multimedia audio and video because all content delivered this way requires a plug-in.
Plug-in
R………. P…………..
an activity in which participants act out roles, attitudes, or behaviors that are not their own to practice skills or apply what they have learned. Often an observer provides feedback to those in character.
Role Play
R………..C………….ANALYSIS
An analysis used to determine why a performance gap exists and identify the contributing factors.
Root Cause Analysis
R………. P…………..an activity in which participants act out roles, attitudes, or behaviors that are not their own to practice skills or apply what they have learned. Often an observer provides feedback to those in character.
Role Play
a ratio of the benefit or profit received from a given investment to the cost of the investment itself. It constitutes accountability for training programs.
ROI
refers to the work or deliverables that are added to a project but were neither part of the project requirements nor added through a formal requirement change.
Scope creep
a collection of code containing instructions for a computer to perform a specific action.
Scripting
S……D………Learning
individualized, or self-paced learning that generally refers to programs that use a variety of delivery media, rangingfrom print products to web-based systems. It can also refer to less formal types of learning, such as team learning, knowledge management systems, and self-development programs.
Self Directed Learning (SDL)
S…………D………… Work Teams
TEAMS A type of work team combine the best aspects of the independent craft worker with mass production. They integrate the craft worker’s intimate knowledge of a task with all the advantages of standardization. Such teams provide an organizational structure that puts the employees in control of achieving their goals.
Self-Directed Work Teams
S…………..BIAS
the error of distorting a statistical analysis by pre- or postselecting the samples.
Selection Bias
S……D………Learning
individualized, or self-paced learning that generally refers to programs that use a variety of delivery media, rangingfrom print products to web-based systems. It can also refer to less formal types of learning, such as team learning, knowledge management systems, and self-development programs.
Self Directed Learning (SDL)
S………..
means probably true (not caused by chance) in statistics.
Significant
S………..and H……….. Learning Style INVENTORY
adapted the Myers- Briggs Type Indicator to create a spectrum of four distinct learning styles: sensing-thinking (ST), intuitive-thinking (NT), sensing-feeling (SF), and intuitive-feeling (NF).
Silver and Hanson Learning Style Inventory
the machine where e-learning instruction is hosted.
Server
S………….L…………..LEARNING
a type of learning in which people learn and use new skills for necessary but incremental change.
Single-Loop Learning
S………….S……………METHODOLAGY
A methodology that is a process-improvement strategy and measure of quality that strives for near perfection. xxxxxxx is a disciplined, data- driven methodology for eliminating defects (driving toward six standard deviations between the mean and the nearest specification limit) in a process. The fundamental objective of the Six Sigma methodology is the implementation of a measurement-based strategy that focuses on process improvement and variation reduction through the application to projects
Six Sigma Mothodoloy
S……………..
asymmetry in the distribution of sample data values.
Skewness
S………….L…………..LEARNING a type of learning in which people learn and use new skills for necessary but incremental change.
Single-Loop Learning
a person who has extensive knowledge and skills in a particular subject area.
SME
S…………………SAMPLE
A type of sample that means that when one employee mentions resources and people who have knowledge, researchers talk with those employees, find more resource names and information, and so on.
Snowball Sample
S…………..DATA
What type of data isqualitative measures are more intangible, anecdotal, personal, and subjective, as in opinions, attitudes, assumptions, feelings, values, and desires. Qualitative data can’t be objectified, and that characteristic makes this type of data valuable.
Soft Data
S…………H…………..RELIABILITY
a type of test reliability in which one test is split into two shorter ones.
Split-half Reliability
S…………………SAMPLE A type of sample that means that when one employee mentions resources and people who have knowledge, researchers talk with those employees, find more resource names and information, and so on.
Snowball Sample
S…………….PLANNING
the process that allows an organization to identify its aspirations and future challenges, clarify and gain consensus around a business strategy, communicate the strategy throughout the organization, align departments and personal goals with the overarching organizational strategy, and identify and align strategic initiatives. Often combined with long-term (five-to-ten year) planning initiatives, the process typically involves a strengths, weaknesses, opportunities, and threats (SWOT) analysis. (See also SWOT.)
Strategic planning
Stratified R…………SAMPLING
dividing the population into constituent parts, and then choosing sample members randomly from the constituent parts. This method provides a more representative sample than the random sample. For example, dividing the population into age groups (10–20, 21–30, 31–40, and so forth) and then randomly choosing people from each age group creates a stratified random sample.
Strtatified Random Sampling
S……………….MENTORING
time limited and focused on the protégé’s acquisition of a particular skill set and on specific behavioral objectives
sTructured Mentoring
S………………CENTERED
a pedagogy-based instructional approach. XXXXXXXX instruction focuses on what will be taught as opposed to learner- related characteristics. xxxxxxxxxx instruction focuses on learner acquisition of information.
Subjective centered
S………………….PLANNING
the process of identifying key positions, candidates, and employees to meet the challenges that an organization faces during change and over short-term and long-term timeframes
Succession Planning
S…………D……………….FRAMEWORK
a career development theory developed by D.E. Super based on the idea that careers move through five distinct phases from childhood through adulthood
Super Developmental Framework
S……………
collect the type of information employees have as well as the type of information they need to do their jobs.
Surveys
S………………..EVALUATION
A type of evaluation that begins to summarize results based on immediate reaction of intervention implementation
Summative Evaluation
S…….. (four letter acronym that begins with S
an analysis tool used in strategic planning to establish environmental factors from within and outside an organization
SWOT (Strengths, Weaknesses, Opportunities, and Threats)
………………TRAINING
a type of training referring to a scenario that involves the trainer and the learner participating at the same time. It often refers to electronic or web-based training.
Synchronous Training
S………….D……………..LIFE CYCLE
an organizational process of developing and maintaining systems. It helps in establishing a system project plan and lists the processes and subprocesses required to develop a system.
System Development Life Cycle
S……………..TEST
A type of test that is are conducted with real data. If the outputs of the test don’t match the specifications, errors are identified and corrected.
System Test
S………………..THINKING
A type of thinking thatencompasses the whole, making patterns (and ways to change them) more understandable.
Systems Thinking
S…………….PLANNING the process that allows an organization to identify its aspirations and future challenges, clarify and gain consensus around a business strategy, communicate the strategy throughout the organization, align departments and personal goals with the overarching organizational strategy, and identify and align strategic initiatives. Often combined with long-term (five-to-ten year) planning initiatives, the process typically involves a strengths, weaknesses, opportunities, and threats (SWOT) analysis. (See also SWOT.)
Strategic planning
