Learning and Development Flashcards
System that holds course content information and has the capability of tracking and managing employee course registrations, career development, and other employee development activities.
Learning management system (LMS)
System that holds course content information and has the capability of tracking and managing employee course registrations, career development, and other employee development activities.
Process of delivering educational or instructional programs to locations away from a classroom or site.
Distance learning
Process of delivering educational or instructional programs to locations away from a classroom or site.
Assessment tools that provide candidates a wide range of leadership situations and problem-solving exercises.
Assessment centers
Assessment tools that provide candidates a wide range of leadership situations and problem-solving exercises.
Actions and activities that individuals perform in order to give direction to their work lives.
Career planning
Actions and activities that individuals perform in order to give direction to their work lives.
Organization characterized by a capability to adapt to changes in the environment.
Learning organization
Organization characterized by a capability to adapt to changes in the environment.
Progression through a series of employment stages characterized by relatively unique issues, themes, and tasks.
Career development
Progression through a series of employment stages characterized by relatively unique issues, themes, and tasks.
People who learn best through a hands-on approach; also called tactile learners.
Kinesthetic learners
People who learn best through a hands-on approach; also called tactile learners.
Electronic media delivery of educational and training materials, processes, and programs.
E-learning
Electronic media delivery of educational and training materials, processes, and programs.
Career development programs that identify meaningful career paths for professional and technical people outside traditional management roles.
Dual career ladders
Career development programs that identify meaningful career paths for professional and technical people outside traditional management roles.
Learning/development programs offered initially in a controlled environment with a segment of the target audience.
Pilot programs
Learning/development programs offered initially in a controlled environment with a segment of the target audience.
Ability to influence, guide, inspire, or motivate a group or person to achieve their goals.
Leadership
Ability to influence, guide, inspire, or motivate a group or person to achieve their goals.
Relationship in which one person helps guide another’s development.
Mentoring
Relationship in which one person helps guide another’s development.
People who learn best by relying on their sense of hearing.
Auditory learners
People who learn best by relying on their sense of hearing.
Activities that focus on preparing employees for future responsibilities while increasing their capacity to perform their current jobs.
Developmental activities
Activities that focus on preparing employees for future responsibilities while increasing their capacity to perform their current jobs.
Related to technical skills training; often a partnership between employers and unions.
Apprenticeship
Related to technical skills training; often a partnership between employers and unions.
Process of increasing a job’s depth by adding responsibilities to the job.
Job enrichment
Process of increasing a job’s depth by adding responsibilities to the job.
Process by which employees are provided with the knowledge, skills and abilities (KSAs) specific to a task or job.
Training
Process by which employees are provided with the knowledge, skills and abilities (KSAs) specific to a task or job.
Process of broadening a job’s scope by adding different tasks to the job.
Job enlargement
Process of broadening a job’s scope by adding different tasks to the job.
Preparing, implementing, and monitoring employees’ career paths, with a primary focus on the goals and needs of the organization.
Career management
Preparing, implementing, and monitoring employees’ career paths, with a primary focus on the goals and needs of the organization.
Form of webconferencing where a presenter facilitates communication of material or information to an audience in real time.
Webinar
Form of webconferencing where a presenter facilitates communication of material or information to an audience in real time.
Movement between different jobs.
Job rotation
Movement between different jobs.
Training and professional development programs targeted at assisting management- and executive-level employees in developing the skills, abilities, and flexibility required to deal with a variety of situations.
Leader development
Training and professional development programs targeted at assisting management- and executive-level employees in developing the skills, abilities, and flexibility required to deal with a variety of situations.
Process of delivering educational or instructional programs to locations away from a classroom or site.
Distance learning
Process of delivering educational or instructional programs to locations away from a classroom or site.
Assessment tools that present prospective leaders with sample situations and problems they might encounter in a work environment.
Situation judgment tests (SJTs)
Assessment tools that present prospective leaders with sample situations and problems they might encounter in a work environment.
Document that guides employees toward their goals for professional development and growth.
Individual development plan (IDP)
Document that guides employees toward their goals for professional development and growth.
Process of increasing a job’s depth by adding responsibilities to the job.
Job enrichment
Process of increasing a job’s depth by adding responsibilities to the job.
People who learn best by relying on their sense of sight.
Visual learners
People who learn best by relying on their sense of sight.
Focused, interactive communication and guidance intended to develop and enhance on-the-job performance, knowledge, or behavior.
Coaching
Focused, interactive communication and guidance intended to develop and enhance on-the-job performance, knowledge, or behavior.
Progression through a series of employment stages characterized by relatively unique issues, themes, and tasks.
Career development
Progression through a series of employment stages characterized by relatively unique issues, themes, and tasks.
Instructional systems design framework consisting of five steps that guide the design and development of learning programs.
ADDIE model
Instructional systems design framework consisting of five steps that guide the design and development of learning programs.
Training provided to employees at the work site utilizing demonstration and performance of job tasks.
On-the-job training (OJT)
Training provided to employees at the work site utilizing demonstration and performance of job tasks.
Planned approach to learning that includes a combination of instructor-led training, self-directed study, and/or on-the-job training.
Blended learning
Planned approach to learning that includes a combination of instructor-led training, self-directed study, and/or on-the-job training.
Effective and continuing on-the-job application of the knowledge and skills gained through a training experience.
Transfer of learning
Effective and continuing on-the-job application of the knowledge and skills gained through a training experience.
Acquisition and/or transfer of knowledge within an organization through activities or processes that may occur at several organizational levels; ability of an organization to learn from its mistakes and adjust its strategy accordingly.
Organizational learning
Acquisition and/or transfer of knowledge within an organization through activities or processes that may occur at several organizational levels; ability of an organization to learn from its mistakes and adjust its strategy accordingly.
HR is interviewing candidates who will have to think on their feet and keep calm in high-pressure, high-stakes, and emotionally charged situations. Which leadership development method is best suited to develop this skill?
Hardship Test
Hardship testing involves stretch assignments that support the development of leaders. Experiencing failures, difficulties, and periods with little or no support help the individual develop competence and resilience.
an advantage of blended learning over only instructor-led training
Less expensive to deliver
Blended learning has lower delivery costs than strategies that rely exclusively on face-to-face training. However, it generally takes more time to develop and coordinate all aspects of the program as a result of the use of multiple methods.
primary purpose of conducting a training and development needs assessment
To align organizational effectiveness and development initiatives and corporate goals
The job of training and development is to support company goals. Therefore, a needs assessment allows organizational effectiveness and development leaders to develop training that advances the organization’s goals.
70-20-10 model created by the Center for Creative Leadership identifies three clusters of experiences to develop people. WHat does each number represent?
70-20-10 ratio: challenging assignments (70%), developmental relationships (20%), and coursework and training (10%).
How do career planning and career management differ?
Career planning identifies personal abilities and interests and focuses on the individual. Career management focuses on organizational staffing needs and focuses on the entire organization. The length of time or the type of position one has with the company is not relevant to either career planning or career management.
Which term is best described as traditionally higher-level leadership responsibilities being transferred to leaders at lower levels?
Task migration
What assessments gather and report feedback from managers, peers, and subordinates for a complete picture of skills and weaknesses for leader development.
360-degree assessments
difference between training and developmental activities
Developmental activities have a long-term focus on preparing for future responsibilities while increasing the capacities of employees to perform their current jobs. These activities are broader in scope than training activities.
