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Human Resources Development > Set One > Flashcards

Set One Flashcards

1
Q

E-learning

A

Delivery of formal and informal training and educational materials, processes, and programs via the use of electronic media.

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2
Q

Replacement planning

A

”Snapshot” assessment of the availability of qualified backup for key positions.

For more information, refer to Module .

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3
Q

Fast-track programs

A

Career development programs that involve identifying a pool of potential leaders and rapidly increasing their leadership skill development.

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4
Q

Halo effect

A

Occurs when an employee is extremely competent in one area and is therefore rated high in all categories.

For more information, refer to Module .

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5
Q

Six Sigma

A

Disciplined, data-driven approach and methodology for eliminating defects.

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6
Q

Outplacement programs

A

Programs developed to assist displaced employees in finding jobs and adjusting to change.

For more information, refer to Module .

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7
Q

Knowledge

A

Level of learning characterized by ability to recall specific facts.

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8
Q

Synchronous learning

A

Type of e-learning in which participants interact together in real time.

For more information, refer to Module .

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9
Q

Kinesthetic learners

A

People who learn best through a hands-on approach; also called tactile learners

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10
Q

Performance standards

A

Expectations of management translated into behaviors and results that employees can deliver

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11
Q

Transfer of training

A

Effective and continuing on-the-job application of the knowledge and skills gained during a learning experience.

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12
Q

Leniency errors

A

Errors that are the result of appraisers who don’t want to give low scores.

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13
Q

On-the-job training (OJT)

A

Training provided to employees at the work site utilizing demonstration and performance of job tasks.

For more information, refer to Module .

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14
Q

Plateaued career

A

Career state of employees who are no longer considered promotable.

For more information, refer to Module .

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15
Q

Evaluation

A

Level of learning characterized by ability to make judgments

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16
Q

High-context culture

A

Society or group where people have close connections over a long period of time and where many aspects of behavior are not made explicit, because most members know what to do and think from years of interaction

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17
Q

Goal

A

Clear statement, usually in one sentence, of the purpose and intent of a human resource development program

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18
Q

Theory of constraints (TOC)

A

Systems management philosophy that states that every organization is hindered by constraints that come from its internal policies.

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19
Q

Control chart

A

Chart that illustrates variations from normal in a situation over time.

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20
Q

Management

A

Directing day-to-day organizational operations.

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21
Q

Cause-and-effect diagram

A

Diagram that maps out a list of factors that are thought to affect a problem or a desired outcome.

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22
Q

Andragogy

A

Study of how adults learn

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23
Q

Learning styles

A

Ways individuals learn and process ideas.

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24
Q

Training

A

Process of providing knowledge, skills, and abilities (KSAs) specific to a task or job.

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25
Q

Transactional leadership

A

Leadership style that offers the promise of reward or the threat of discipline to motivate employees.

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26
Q

Trainability

A

Readiness to learn, combining students’ level of ability and motivation with their perceptions of the work environment.

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27
Q

Visual learners

A

People who learn best by relying on their sense of sight

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28
Q

Comprehension

A

Level of learning characterized by ability to translate or interpret information

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29
Q

Aptitude

A

Ability to learn information or acquire a skill

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30
Q

Public domain

A

Status of a work when copyright protection ends; in general, copyright protection covers the life of the author plus 70 years

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31
Q

Auditory learners

A

People who learn best by relying on their sense of hearing.

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32
Q

Developmental activities

A

Activities that focus on preparing employees for future responsibilities while increasing their capacity to perform their current jobs

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33
Q

Application

A

Level of learning characterized by ability to use learned information in a new situation

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34
Q

Primacy error

A

Occurs when an appraiser gives more weight to an employee’s earlier performance and discounts recent occurrences

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35
Q

Career management

A

Preparing, implementing, and monitoring employees’ career paths, with a primary focus on the goals of the organization.

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36
Q

Blended learning

A

Planned approach to learning that includes a combination of methods such as classroom, e-learning, self-paced study, and performance support such as job aids or coaching.

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37
Q

Apprenticeship

A

Relates to technical skills training; often a partnership between employers and unions.

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38
Q

Copyright Act

A

Act that defines the protection provided to authors of “original works” to exclude others from printing or otherwise duplicating, distributing, or vending copies of their literary, artistic, and other creative expressions, including through the various means of technology

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39
Q

Pedagogy

A

Study of the education of children

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40
Q

Histogram

A

Graphic representation of the distribution of a single type of measurement; data is represented by a series of rectangles of varying heights

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41
Q

Asynchronous learning

A

Type of e-learning in which participants access information at different times and in different places.

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42
Q

Learning objects (LOs)

A

Learning elements that may be reused in a variety of contexts; examples include animated graphics, job aids, and print modules.

43
Q

Horn effect

A

Occurs when an employee receives an overall low rating because of one weakness.

44
Q

Executive coaching

A

Coaching typically conducted by a third-party vendor to support managers in mastering the fundamental principles and practices for achieving extraordinary results and empowering staff success

45
Q

Expatriation

A

Process of sending employees abroad and supporting their ability to adapt to cultural changes and complete their international assignment

46
Q

Mentoring

A

Developmentally oriented relationship between two individuals.

For more information, refer to Module .

47
Q

Strictness

A

Error that occurs when an appraiser believes standards are too low and inflates the standards in an effort to make them meaningful.

48
Q

Pilot programs

A

Human resource development programs offered initially in a controlled environment with a segment of the target audience

49
Q

Organizational development (OD)

A

Process of enhancing the effectiveness of an organization and the well-being of its members through planned interventions

50
Q

Transformational leadership

A

Leadership style that motivates employees by inspiring them to join in a mutually satisfying achievement.

For more information, refer to Module .

51
Q

Analysis

A

Level of learning characterized by understanding information to the level of being able to break it down and explain how it fits together

52
Q

Total quality management (TQM)

A

Strategic, integrated management system for achieving customer satisfaction that involves all managers and employees and uses quantitative methods to continuously improve an organization’s processes

53
Q

Repatriation

A

Reintegrating employees into their home-country operations following an international assignment.

54
Q

Core competencies

A

Skills, knowledge, and abilities that employees must possess in order to successfully perform job functions that are essential to business operations.

55
Q

Learning management system (LMS)

A

System that holds course content information and has the capability of tracking and managing employee course registrations, career development, and other employee development activities

56
Q

Subject matter expert (SME)

A

Person who is well versed in the content of a human resource development program

57
Q

Knowledge management (KM)

A

Process of creating, acquiring, sharing, and managing knowledge to augment individual and organizational performance

58
Q

S-shaped curve

A

Type of learning curve in which learning occurs in a series of increasing and decreasing returns; usually seen when an employee is attempting to learn a difficult task that also requires specific insight

59
Q

Fair use

A

Provision of the Copyright Act that allows the use of copyrighted work in certain circumstances

60
Q

Copyright

A

Form of protection provided by the U.S. government to authors of “original works” to exclude others from printing or otherwise duplicating, distributing, or vending copies of their literary, artistic, and other creative expressions

61
Q

Motivation

A

Factors that initiate, direct, and sustain human behavior over time

62
Q

Talent management

A

Development and integration of HR processes that attract, develop, engage, and retain the knowledge, skills, and abilities of employees that will meet current and future business needs

63
Q

Objectives

A

Results that participants will be able to perform at the end of a human resource development program

64
Q

Synthesis

A

Level of learning at which the learner is able to respond to new situations and determine trouble-shooting techniques and solutions

65
Q

Career development

A

Process by which individuals progress through a series of stages in their careers, each of which is characterized by relatively unique issues, themes, and tasks

66
Q

Recency error

A

Error that occurs when an appraiser gives more weight to recent occurrences and discounts an employee’s earlier performance during the appraisal period

67
Q

Orientation

A

Initial phase of employee training that covers organizational goals and strategies, job responsibilities, and organizational policies

68
Q

Leadership

A

Ability of an individual to influence a group or another individual toward the achievement of goals and results

69
Q

Low-context culture

A

Society where people tend to have many connections but of shorter duration and where behavior and beliefs may need to be spelled out explicitly so that those coming into the cultural environment know how to behave

70
Q

Job rotation

A

Movement between different jobs.

71
Q

ADDIE model

A

Five-step instructional design process that governs the development of human resource development programs.

72
Q

Plateau curve

A

Type of learning curve in which learning is fast at first but then flattens out with no apparent progress

73
Q

Central tendency error

A

Error that occurs when an appraiser rates all employees within a narrow range, regardless of differences in actual performance

74
Q

Scatter diagram

A

Illustration that depicts possible relationships between two variables

75
Q

Job enlargement

A

Broadening the scope of a job by expanding the number of different tasks to be performed

76
Q

Diversity

A

Differences in characteristics of people; can involve personality, work style, race, age, ethnicity, gender, religion, education, functional level at work, etc

77
Q

External coaching

A

Coaching typically available to professional, exempt, and/or high-potential employees that is done in a private and confidential relationship with a trained or certified consultant/coach

78
Q

Decreasing returns

A

Type of learning curve in which the amount of learning or skill level increases rapidly at first and then the rate of improvement slows

79
Q

Contrast error

A

Error that occurs when an employee’s rating is based on how his or her performance compares to that of another employee rather than objective standards

80
Q

Onboarding

A

Process of new employee assimilation into the organization, which often lasts up to six months or a year

81
Q

Performance appraisal

A

Process that measures the degree to which an employee accomplishes work requirements

82
Q

Organizational culture

A

Shared attitudes and perceptions in an organization

83
Q

Check sheets

A

Simple visual tools used to collect and analyze data

84
Q

Competencies

A

Set of behaviors encompassing skills, knowledge, abilities, and personal attributes that are critical to successful work accomplishment

85
Q

Diversity training

A

Training designed to inform senior management and staff about diversity and to develop concrete skills that will facilitate enhanced productivity and communications among all employees.

For more information, refer to Module .

86
Q

Performance management

A

Process of maintaining or improving employee job performance through the use of performance assessment tools, coaching, and counseling as well as providing continuous feedback.

87
Q

Job enrichment

A

Increases the depth of a job by adding responsibility for planning, organizing, controlling, and evaluation

88
Q

Dual career ladders

A

Career development programs that identify meaningful career paths for professional and technical people whose preferences may be outside traditional management roles

89
Q

Human resource development (HRD)

A

Set of systematic and planned activities designed by an organization to provide its members with the necessary skills and/or competencies to meet current and future job demands

90
Q

Extrinsic rewards

A

Rewards such as pay, benefits, bonuses, promotions, achievement awards, time off, more freedom and autonomy, special assignments, etc.

91
Q

Internal coaching

A

Consists of ongoing meetings between supervisors and employees to discuss the employee’s career goals

92
Q

Learning organization

A

Organization characterized by a capability to adapt to changes in environment

93
Q

Organizational learning

A

Certain types of learning activities or processes that may occur at any one of several levels in an organization

94
Q

Distance learning

A

Process of delivering educational or instructional programs to locations away from a classroom or site.

For more information, refer to Module .

95
Q

Emotional intelligence (EI)

A

Ability of an individual to be sensitive to and understanding of the emotions of others and to manage his or her own emotions and impulses

96
Q

Reusable learning objects (RLOs)

A

Learning elements that may be reused in a variety of contexts; examples include animated graphics, job aids, and print modules

97
Q

Increasing returns

A

Type of learning curve in which progress is initially slow because basics are being learned but then performance takes off after the initial learning phase

98
Q

Title VII, Civil Rights Act of 1964

A

Title VII, Civil Rights Act of 1964

Prohibits discrimination or segregation based on race, color, national origin, religion, and sex in all terms and conditions of employment

99
Q

Needs assessment

A

Process by which an organization’s needs are identified in order to help the organization accomplish its objectives; also called needs analysis

100
Q

Process-flow analysis

A

Diagram of the steps involved in a process

101
Q

Pareto chart

A

Vertical bar graph on which bar height reflects frequency or impact of causes

102
Q

Intrinsic rewards

A

Meaningful work, good feedback on performance, autonomy, and other factors that lead to high levels of satisfaction in the job

103
Q

Bias

A

Occurs when an appraiser’s values, beliefs, or prejudices distort performance ratings

104
Q

Career planning

A

Actions and activities that individuals perform in order to give direction to their work life

Human Resources Development (1 decks)

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