Learning and Development Flashcards
metrics
Quantitative measurements used to assess, compare, and track performance.
disengagement
The fourth traditional career stage, in which the individual gradually begins to pull away from work in the organization. Priorities may change, and work may become less important.
succession plan
A kind of forecasting technique that assesses needs and talent one to five years into the future. Promising employees are identified, plans are made to train and educate those employees for their future roles.
exploration
The first traditional career stage, which involves identifying interests and opportunities.
baseline
Starting point used for comparisons.
pilot test
A small focus group that evaluates the content and delivery method of a specific training program before that program is launched.
training
The education of employees and instruction about job skills for immediate use.
recruitment
Process of seeking and attracting candidates for given vacancies in an organization.
career development
The lifelong process by which a person manages career choices and tries to fulfill his or her professional potential.
summative evaluation
An assessment conducted at the conclusion of a program to gauge its overall effectiveness, often as a means of providing accountability.
networking
The cultivation of useful personal relationships, especially as a means of advancing one’s career.
comparative analysis
When two or more metrics or datasets are compared to determine consistencies, inconsistencies, trends, etc.
mentoring
An informal relationship where an experienced manager offers guidance and advice to a less-experienced colleague.
vestibule training
A type of training that is done in a separate area from the actual work area so that the worker is sheltered from the pressure of the regular job.
after-action review (AAR)
A document that captures the processes and methods used during a given project and that makes recommendations for future improvements.
contingency plans
A plan for alternative action if things don’t go as planned or if an expected result fails to materialize.
formative evaluation
An assessment conducted during the design and development process, and during the training process itself, to modify teaching and learning activities.
employer branding
The process of managing and influencing an organization’s reputation among employees, job seekers, and key stakeholders.
ADDIE
The process typically used to design or develop educational or training programs. The acronym stands for the five phases of the process: Analysis, Design, Development, Implementation, and Evaluation.
coaching
The process by which managers assist employees with developing their capabilities, addressing performance problems, and improving their skills.
change initiative plan
The step-by-step details, timeline, and process for implementing change in a project or organization.
Five P’s of Change Communication
A model that addresses the information (Purpose, Picture, Plan, Part, and Prize) people want to know when change is proposed.
establishment
The second traditional career stage, which involves creating a meaningful and relevant role in the organization.
orientation
Routine activities that take place after a new employee is hired. These include getting new employees on the payroll, printing employee IDs, signing up for benefits, and providing necessary personal information.
cost-benefit analysis (CBA)
Analysis that describes how the benefit of providing financial information will be weighed against the cost of providing it.
Kirkpatrick Model
Model that evaluates the results of training and learning programs using fours levels of criteria: reaction, learning, behavior, and results.
learning management system
A software system to provide for the administration, documentation, tracking, reporting, and delivery of educational courses or training programs through a communications network or the Internet.
job rotation
A type of training that moves the employee around to perform different duties as a form of job enrichment; often used for managerial or professional employees.
maintenance
The third traditional career stage, in which a person’s talents are optimized. Performance may reach a plateau or begin to stagnate during this phase.
simulated learning
Hands-on training that occurs in a simulated work environment, which is often virtual.
blended learning
The combination of two or more learning methods; typically, this refers to online learning mixed with in-person instruction.
apprenticeship
Lengthy training and instruction under a professional that is typically used in skilled trades.
Solomon four-group design
An experimental design that divides people into four groups and seeks to determine how being pretested affects the degree of the treatment effect.
internships
A type of training that typically occurs in context where a high level of education is required to enter the workforce. This training provides the opportunity to gain hands-on experience, and it may be paid, unpaid, or provide college credit.
on-the-job training
A type of training that assumes that an employee can learn needed job skills while actively working.
training needs analysis
The identification of specific training goals by uncovering gaps in employee skills or competencies.
development
The education of employees, including instructing them in the skills needed for both present and future jobs.
cooperative learning
A collective learning model in which team members study particular tasks or activities and then teach those skills to the rest of the group.
parallel learning
The knowledge transfer that occurs naturally when peers communicate and collaborate on the job.
core competency
A specific function that a firm regards as central to its success and is something difficult for competitors to imitate.
organizational change
The act of making an organization something different from what it is or from what it would be if left alone.
Knowledge, Skills, and Abilities (KSA) model
A model that helps employers select the best candidate for a position by assessing their mastery of facts, proficiency and competency levels, and ability to use their knowledge and skills to successfully perform their job.
HiPO
A high-potential employee – that is, one who is seen as likely to advance into high levels of corporate leadership.
job-instruction training
Job training that involves the trainee watching the instructor perform job tasks repeatedly before practicing and then taking on those tasks for themselves.
talent management system
A software solution that automates and optimizes performance management processes, including recruitment, onboarding, compensation, and succession planning.
