Set One Flashcards
E-learning
Delivery of formal and informal training and educational materials, processes, and programs via the use of electronic media.
Replacement planning
”Snapshot” assessment of the availability of qualified backup for key positions.
For more information, refer to Module .
Fast-track programs
Career development programs that involve identifying a pool of potential leaders and rapidly increasing their leadership skill development.
Halo effect
Occurs when an employee is extremely competent in one area and is therefore rated high in all categories.
For more information, refer to Module .
Six Sigma
Disciplined, data-driven approach and methodology for eliminating defects.
Outplacement programs
Programs developed to assist displaced employees in finding jobs and adjusting to change.
For more information, refer to Module .
Knowledge
Level of learning characterized by ability to recall specific facts.
Synchronous learning
Type of e-learning in which participants interact together in real time.
For more information, refer to Module .
Kinesthetic learners
People who learn best through a hands-on approach; also called tactile learners
Performance standards
Expectations of management translated into behaviors and results that employees can deliver
Transfer of training
Effective and continuing on-the-job application of the knowledge and skills gained during a learning experience.
Leniency errors
Errors that are the result of appraisers who don’t want to give low scores.
On-the-job training (OJT)
Training provided to employees at the work site utilizing demonstration and performance of job tasks.
For more information, refer to Module .
Plateaued career
Career state of employees who are no longer considered promotable.
For more information, refer to Module .
Evaluation
Level of learning characterized by ability to make judgments
High-context culture
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
Goal
Clear statement, usually in one sentence, of the purpose and intent of a human resource development program
Theory of constraints (TOC)
Systems management philosophy that states that every organization is hindered by constraints that come from its internal policies.
Control chart
Chart that illustrates variations from normal in a situation over time.
Management
Directing day-to-day organizational operations.
Cause-and-effect diagram
Diagram that maps out a list of factors that are thought to affect a problem or a desired outcome.
Andragogy
Study of how adults learn
Learning styles
Ways individuals learn and process ideas.
Training
Process of providing knowledge, skills, and abilities (KSAs) specific to a task or job.
Transactional leadership
Leadership style that offers the promise of reward or the threat of discipline to motivate employees.
Trainability
Readiness to learn, combining students’ level of ability and motivation with their perceptions of the work environment.
Visual learners
People who learn best by relying on their sense of sight
Comprehension
Level of learning characterized by ability to translate or interpret information
Aptitude
Ability to learn information or acquire a skill
Public domain
Status of a work when copyright protection ends; in general, copyright protection covers the life of the author plus 70 years
Auditory learners
People who learn best by relying on their sense of hearing.
Developmental activities
Activities that focus on preparing employees for future responsibilities while increasing their capacity to perform their current jobs
Application
Level of learning characterized by ability to use learned information in a new situation
Primacy error
Occurs when an appraiser gives more weight to an employee’s earlier performance and discounts recent occurrences
Career management
Preparing, implementing, and monitoring employees’ career paths, with a primary focus on the goals of the organization.
Blended learning
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.
Apprenticeship
Relates to technical skills training; often a partnership between employers and unions.
Copyright Act
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
Pedagogy
Study of the education of children
Histogram
Graphic representation of the distribution of a single type of measurement; data is represented by a series of rectangles of varying heights
Asynchronous learning
Type of e-learning in which participants access information at different times and in different places.
Learning objects (LOs)
Learning elements that may be reused in a variety of contexts; examples include animated graphics, job aids, and print modules.
Horn effect
Occurs when an employee receives an overall low rating because of one weakness.
Executive coaching
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
Expatriation
Process of sending employees abroad and supporting their ability to adapt to cultural changes and complete their international assignment
Mentoring
Developmentally oriented relationship between two individuals.
For more information, refer to Module .
Strictness
Error that occurs when an appraiser believes standards are too low and inflates the standards in an effort to make them meaningful.
Pilot programs
Human resource development programs offered initially in a controlled environment with a segment of the target audience
Organizational development (OD)
Process of enhancing the effectiveness of an organization and the well-being of its members through planned interventions
Transformational leadership
Leadership style that motivates employees by inspiring them to join in a mutually satisfying achievement.
For more information, refer to Module .
Analysis
Level of learning characterized by understanding information to the level of being able to break it down and explain how it fits together
Total quality management (TQM)
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
Repatriation
Reintegrating employees into their home-country operations following an international assignment.
Core competencies
Skills, knowledge, and abilities that employees must possess in order to successfully perform job functions that are essential to business operations.
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
Subject matter expert (SME)
Person who is well versed in the content of a human resource development program
Knowledge management (KM)
Process of creating, acquiring, sharing, and managing knowledge to augment individual and organizational performance
S-shaped curve
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
Fair use
Provision of the Copyright Act that allows the use of copyrighted work in certain circumstances
Copyright
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
Motivation
Factors that initiate, direct, and sustain human behavior over time
Talent management
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
Objectives
Results that participants will be able to perform at the end of a human resource development program
Synthesis
Level of learning at which the learner is able to respond to new situations and determine trouble-shooting techniques and solutions
Career development
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
Recency error
Error that occurs when an appraiser gives more weight to recent occurrences and discounts an employee’s earlier performance during the appraisal period
Orientation
Initial phase of employee training that covers organizational goals and strategies, job responsibilities, and organizational policies
Leadership
Ability of an individual to influence a group or another individual toward the achievement of goals and results
Low-context culture
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
Job rotation
Movement between different jobs.
ADDIE model
Five-step instructional design process that governs the development of human resource development programs.
Plateau curve
Type of learning curve in which learning is fast at first but then flattens out with no apparent progress
Central tendency error
Error that occurs when an appraiser rates all employees within a narrow range, regardless of differences in actual performance
Scatter diagram
Illustration that depicts possible relationships between two variables
Job enlargement
Broadening the scope of a job by expanding the number of different tasks to be performed
Diversity
Differences in characteristics of people; can involve personality, work style, race, age, ethnicity, gender, religion, education, functional level at work, etc
External coaching
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
Decreasing returns
Type of learning curve in which the amount of learning or skill level increases rapidly at first and then the rate of improvement slows
Contrast error
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
Onboarding
Process of new employee assimilation into the organization, which often lasts up to six months or a year
Performance appraisal
Process that measures the degree to which an employee accomplishes work requirements
Organizational culture
Shared attitudes and perceptions in an organization
Check sheets
Simple visual tools used to collect and analyze data
Competencies
Set of behaviors encompassing skills, knowledge, abilities, and personal attributes that are critical to successful work accomplishment
Diversity training
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 .
Performance management
Process of maintaining or improving employee job performance through the use of performance assessment tools, coaching, and counseling as well as providing continuous feedback.
Job enrichment
Increases the depth of a job by adding responsibility for planning, organizing, controlling, and evaluation
Dual career ladders
Career development programs that identify meaningful career paths for professional and technical people whose preferences may be outside traditional management roles
Human resource development (HRD)
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
Extrinsic rewards
Rewards such as pay, benefits, bonuses, promotions, achievement awards, time off, more freedom and autonomy, special assignments, etc.
Internal coaching
Consists of ongoing meetings between supervisors and employees to discuss the employee’s career goals
Learning organization
Organization characterized by a capability to adapt to changes in environment
Organizational learning
Certain types of learning activities or processes that may occur at any one of several levels in an organization
Distance learning
Process of delivering educational or instructional programs to locations away from a classroom or site.
For more information, refer to Module .
Emotional intelligence (EI)
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
Reusable learning objects (RLOs)
Learning elements that may be reused in a variety of contexts; examples include animated graphics, job aids, and print modules
Increasing returns
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
Title VII, Civil Rights Act of 1964
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
Needs assessment
Process by which an organization’s needs are identified in order to help the organization accomplish its objectives; also called needs analysis
Process-flow analysis
Diagram of the steps involved in a process
Pareto chart
Vertical bar graph on which bar height reflects frequency or impact of causes
Intrinsic rewards
Meaningful work, good feedback on performance, autonomy, and other factors that lead to high levels of satisfaction in the job
Bias
Occurs when an appraiser’s values, beliefs, or prejudices distort performance ratings
Career planning
Actions and activities that individuals perform in order to give direction to their work life
