A-N Flashcards
(321 cards)
1
Q
360-degree feedback evaluation
A
is based on opinions and recommendations from superiors, direct reports, peers, and internal and external customers on how a person performs in any number of behavioral areas.
2
Q
4-D cycle
A
is the approach used in appreciative inquiry consisting of four phases: discovery, dream, design, and destiny.
3
Q
4-Ds
A
are the four steps in David Cooperrider’s appreciative inquiry model for change: discovery, dream, design, and destiny.
4
Q
9-box grid
A
is a widely-used tool to facilitate conversations about employee development and succession planning. (This should not be confused with Rummler-Brache’s Nine Box Model.)
5
Q
5 Vs of big data
A
are dependent upon
– volume,
– velocity,
–variety,
– veracity,
–value for accuracy and value.
6
Q
Academic assignment
A
is a development action that gives individuals the opportunity to partner with others in an academic environment to extend their learning through activities such as co-authoring articles and leading initiatives.
7
Q
Accelerated learning (AL)
A
is the practice of using a multimodal, multisensory approach to instruction to make learning more efficient. It’s accomplished by honoring the different learning preferences of each participant and using experiential learning exercises (such as role plays, mnemonics, props, and music).
8
Q
Accessibility
A
most often refers to ensuring that employees with disabilities have comparable access to information or services as those without disabilities.
9
Q
Accommodation
A
is part of Piaget’s constructivism theory to describe how a learner must reshape or change what they already know. (This is a more substantial change than assimilation.)
10
Q
Achievement oriented
A
describes leaders who set challenging goals and encourage high performance as a means of showing confidence in a group’s ability.
11
Q
Action learning
A
is a process of organizing small teams of individuals to solve real problems in their work environment while reflecting on their actions and what they are learning throughout the process.
12
Q
Action planning
A
is a written acknowledgment of the current coaching situation. It expresses specific goals with steps to attain them and lists timelines, expected outcomes, and ideas about the coach’s role.
13
Q
Action research
A
a term first coined by Kurt Lewin, is also known as participatory research. It is learning by doing in the sense that a group of workers or teams as part of a community of practice identifies a problem, develops a resolution, implements the solution, and then analyzes the final results. Transformative change occurs through the simultaneous process of taking action and doing research, which are linked by critical reflection.
14
Q
Active listening
A
describes a process in which the listener has a high level of interaction with the speaker, listening for content, meaning, and feelings.
15
Q
Active training
A
is an approach that ensures participants are involved in the learning process. It is based on cooperative learning, in which participants learn from one another in pairs or small groups, such as in group discussions, games, simulations, and role plays.
16
Q
Adaptive leadership framework
A
introduced by Ronald Heifetz and Marty Linsky (2017), is the ability to adapt and thrive in challenging environments. It is based on four principles: emotional intelligence, organizational justice, development, and character.
17
Q
Adaptive learning
A
is defined as an approach that works to tailor the learning experience to the specific needs of the individual, often using technology that makes it scalable across a larger number of learners.
18
Q
ADDIE
A
is an instructional systems development model composed of five phases: analysis, design, development, implementation, and evaluation.
19
Q
Adjourning stage
A
Adjourning stage is the last stage of the five-stage Tuckman model, when the team prepares for termination. Once the goal is achieved, the team recognizes its own accomplishments, may be rewarded by others, and disbands.
20
Q
Adult learning theory
A
Adult learning theory is the collective theories and principles of how adults learn and acquire knowledge. Popularized by Malcolm Knowles, adult learning theory provides the foundation for L&D professionals to meet learning needs in the workplace.
21
Q
Advanced degree education
A
Advanced degree education is participating in higher education programs for exposure to fresh and innovative best practices.
22
Q
Affective objective
A
Affective objective is a learning goal that specifies the acquisition of particular attitude, value, or feeling.
23
Q
Affinity diagrams
A
Affinity diagrams are used to organize a large number of ideas (often generated by brainstorming) into logical groups based on the natural relationships among the ideas. Each idea group is defined and labeled. The tool is effective when a group of people need to make a decision. (See also interrelationship digraphs.)
24
Q
After action review (AAR)
A
After action review (AAR) was first developed by the U.S. Army to encourage individuals to learn for themselves after an activity, project, or task by evaluating and analyzing what happened, why, and how to improve performance.
25
Aggregation
Aggregation is the act of curating the most relevant information about a particular topic into a single location.
26
Algorithm
Algorithm is a logical set of rules that create a method to solve a problem. It includes calculations, data processing, and reasoning.
27
Americans With Disabilities Act (ADA)
Americans With Disabilities Act (ADA) is legislation passed by the U.S. Congress in 1990 that prohibits discrimination in employment, public services, transportation, public accommodations, and telecommunications services against persons with disabilities. An individual is considered to have a disability if they have a physical or mental impairment that substantially limits one or more major life activities, has a record of such an impairment, or is regarded as having such an impairment. The ADA prohibits discrimination in all employment practices, including job application procedures, hiring, firing, advancement, compensation, training, and other terms, conditions, and privileges of employment.
28
Analysis
Analysis is a systematic examination and evaluation of data or information that uncovers interrelationships by breaking it into its component parts. Common analyses in talent development include training needs analysis, training design analysis, root cause analysis, job analysis, and SWOT (a matrix analysis of strengths, weaknesses, opportunities, and threats). In addition, as the first phase in the ADDIE model, analysis is the process of gathering data to identify the who, what, where, when, and why of the design process.
29
Analytics
Analytics is the discovery and communication of meaningful patterns in data; for example, talent management analytics refers to the use of HR and talent data to improve business performance.
30
Analyzing
Analyzing is the systematic examination and evaluation of data or information. It uncovers interrelationships in the data by breaking it into its component parts and requires sorting, tabulating, and comparing raw data.
31
Andragogy
Andragogy (from the Greek meaning adult learning) is the method and practice of teaching adults. It was advanced by Malcolm Knowles, whose theory outlines five key principles of adult learning: self-concept, prior experience, readiness to learn, orientation to learning, and motivation to learn.
32
Appreciative inquiry (AI)
Appreciative inquiry (AI) is an approach to large-scale organizational change that involves the analysis of positive and successful (rather than negative or failing) operations. The AI 4-D cycle (discovery, dream, design, destiny) includes identifying areas for improvement, analyzing previous successes, searching for solutions, and developing an action plan.
33
Apprenticeships
Apprenticeships combine on-the-job training with related classroom instruction. The apprentice learns the theoretical aspects of a highly skilled occupation in the classroom, as well as the practical elements while being supervised by a journey-level craft person or trade professional on the job.
34
Artificial intelligence (AI)
Artificial intelligence (AI) is typically defined as the ability of a machine to simulate human cognitive processes, such as perceiving, reasoning, learning, interacting with the environment, problem solving, and creativity.
35
Assessment center
Assessment center is a process that organizations use to determine candidates' suitability for a job or during a performance appraisal. It may include a variety of activities such as simulations, problem analysis, interviews, role plays, written reports, or group exercises.
36
Assimilation
Assimilation is part of Piaget's constructivism theory to describe how a learner fits an idea into what they already know.
37
Association for Talent Development (ATD)
Association for Talent Development (ATD) is a not-for-profit, individual membership organization for professionals worldwide who are involved in learning, development, training, or talent development.
38
Assumption
Assumption is something that is accepted as true without proof. The “without proof” part of an assumption is what people tend to forget when they evaluate a situation.
39
Asynchronous training or learning
Asynchronous training or learning is when the trainer and the learner do not participate simultaneously in time or location; for example, asynchronous e-learning.
40
ATD HPI Model
ATD HPI Model is a results-based, systematic process used to ---
--identify performance problems,
--analyze root causes,
--select and design solutions,
--manage solutions in the workplace,
--measure results, and
--continually improve performance in an organization.
41
Attitude
Attitude is the disposition, belief, feeling, or opinion an individual has about something or someone else.
42
Attending and focusing skills
Attending and focusing skills indicate that TD professionals are giving their physical attention to others. They are nonverbal messages that show they care and are listening.
43
Attentive listening
Attentive listening describes a situation in which the listener has no interaction with the speaker, such as listening to the radio or a podcast.
44
Audience analysis
Audience analysis is conducted to gather data about a target population, demographics, and other relevant information prior to job analysis, training, or other solutions.
45
Audio
Audio is one-way delivery of live or recorded sound.
46
Augmented reality (AR)
Augmented reality (AR) overlays digital information onto real-world environments through a mobile or head-mounted device. This information may include navigation directions, location information, or a wide range of other location-based details. AR is of particular value for talent development as a means of performance support, because targeted information can be displayed in-context without requiring users to stop their work.
47
Augmented workforce
Augmented workforce is a reference to the use of non-employees to support the work required in an organization. It includes consultants, contingent workers, freelancers, and even AI and robots.
48
Authoring tools
Authoring tools are software programs that allow a content expert to interact with a computer in everyday language to develop courseware.
49
Balanced scorecard approach
Balanced scorecard approach is a strategic planning and management system for measuring and tracking an organization's performance through four perspectives: the customer, learning and growth (or innovation), internal business processes, and financial.
50
Baseline
Baseline is a measured starting point used for comparison.
51
Behavioral career counseling
Behavioral career counseling is a scientifically precise approach to career decision making that leverages concepts from psychology.
52
Behavioral objectives
Behavioral objectives are goals that specify a new observable skill or knowledge that a learner should be able to demonstrate after training or a learning event.
53
Behavioral theory
Behavioral theory focuses on the actions of leaders, such as democratic leaders, autocratic leaders, and laissez-faire leaders.
54
Behaviorism
Behaviorism is a learning theory focused on observable and measurable behavior. It is usually associated with psychologist B.F. Skinner, who predicted that animal and human behavior occurs through conditioning, which is the reinforcement of desired responses.
55
Benchmark
Benchmark is a standard or a reference point against which things may be compared or assessed.
56
Benchmarking
Benchmarking is a measure of quality by comparing business process metrics to standard measurements or the best industry measures. The purposes of benchmarking are to compare and analyze to similar items to learn how other organizations achieve performance levels and to use this information to make improvements.
57
Best practices
Best practices are techniques that are believed to constitute a paradigm of excellence in a particular field.
58
Bias
Bias is prejudice in favor of or against one thing, person, or group compared with another, usually considered unfair.
59
Big data
Big data is a term used to describe multiple lists of data sets that are too large to capture and process using common methods for analysis. Its significance depends on the data’s volume, velocity, variety, veracity, and value.
60
Blended learning
Blended learning is the practice of using several media in one curriculum. It refers to the combination of formal and informal learning events, such as classroom instruction, online resources, and on-the-job coaching.
61
Block diagram
Block diagram, more often called a flowchart, is a drawing of a system in which the principal parts or functions are represented by geometric shapes (squares or rectangles) connected by lines that show the relationships of the parts to one another. This terminology is most often used in electronic, software, and hardware design.
62
Blog
Blog is an extension of a personal website consisting of journal-like entries posted on the Internet for public viewing. Posts usually contain links to other websites, along with the blogger’s thoughts, comments, and personality.
63
Bloom's Taxonomy
Bloom's Taxonomy, developed by Benjamin Bloom, is a hierarchical model used to classify learning into three outcomes or domains—cognitive (knowledge), psychomotor (skills), and affective (attitude)—referred to as KSAs. The domain categories use verbs to define behavior in a hierarchical relationship that becomes progressively more complex and difficult to achieve. The taxonomy is useful for writing learning objectives.
64
Bot
Bot, short for robot, is a device or software that can interact with other computer systems to reply to messages or perform tasks automatically. Bots can be chatbots, social bots, web crawlers, or malicious bots that, among other things, may be used to crack passwords.
65
Boundary spanning
Boundary spanning is the act of employees who communicate with one another and share information across department lines.
66
Brainstorming
Brainstorming is a group process used to generate multiple ideas through spontaneous and unrestrained participation.
67
Branding
Branding references the comprehensive marketing concept organizations use to differentiate themselves from other organizations.
68
Broadband
Broadband is a high-capacity transmission technique using a wide range of frequencies, which enables a large number of messages to be communicated simultaneously.
69
Browser
Browser is a software program for finding and viewing information on the Internet. Firefox and Google Chrome are two common browsers.
70
Business analysis
Business analysis is the process of identifying and clarifying primary organizational goals, targets, or needs. It is also a step in ATD’s HPI model that examines the factors affecting the organization’s strategic imperative and outcomes related to the performance.
71
Business analytics
Business analytics is the practice of using technology, skills, and best practices for continuous examination of past business performance to gain understanding and predict the future.
72
Business awareness
Business awareness is the understanding of key factors influencing a business, such as its current situation, influences from its industry or market, and factors affecting growth. Having business awareness is essential to strategic involvement with top management.
73
Business case
Business case is a presentation of the rationale and justification for initiating a project or task.
74
Business intelligence (BI)
Business intelligence (BI) is an umbrella term that includes applications, infrastructure, tools, and best practices enabling access and analysis of information to optimize decisions and performance.
75
Business intelligence tools
Business intelligence tools are systems that retrieve, analyze, and report data to help organizations make more informed strategic decisions or identify inefficient processes. Tools can range from spreadsheets to sophisticated software for querying, data mining, or predictive analysis.
76
Business process.
Business process is how people, materials, methods, machines, and the environment combine to add value to inputs to produce a product or service. It is a series of structured tasks that produce a product or service (output) for a customer.
77
Business process analysis
Business process analysis is a structured method of observing and documenting related processes and functions to uncover hidden inefficiencies or highlight strengths that could be leveraged to increase productivity.
78
Butterfly effect
Butterfly effect, which is related to chaos theory, describes how a small local change can result in differences in another location.
79
Buzz group
Buzz group is a small, intense discussion group that usually involves two to three people briefly responding to a specific question during a learning event.
80
Call to action
Call to action is a written action plan that acknowledges a current situation and expresses specific goals and action steps, timelines, and expected outcomes. It may be used in coaching situations.
81
Capital investment
Capital investment refers to a specific amount of money that has been provided to an organization to finance its goals. It can also refer to an organization’s acquisition of long-term assets, such as buildings, property, or equipment.
82
Career advising
Career advising is professional guidance for making vocation and occupation decisions. It may include outlining required development options.
83
Career advisor
Career advisor is a professional responsible for helping individuals grow and develop in preparation for new job options. This person is also called a career coach.
84
Career development
Career development is a planned process of interaction between an organization and an individual that allows the employee to grow within the organization.
85
Career models
Career models and paths are methods by which employees develop and progress within an organization or through their careers.
86
Career planning
Career planning is assessing an employee’s interests and capabilities, and the encouraging development that fulfills their aspirations and meets the organization’s needs.
87
Career profile
Career profile is a summary statement highlighting a person's work history, skills, and competencies.
88
Case study
Case study is a learning method in which a real or fictitious situation is presented for analysis and problem solving.
89
Causal inference
Causal inference occurs when a conclusion has been made based on the conditions of the occurrence of an effect. In other words, something made a difference and that would not have happened without it.
90
Cause-and-effect analysis
Cause-and-effect analysis is a technique that helps identify all likely causes of a problem. It uses the fishbone or Ishikawa diagram to visualize the data.
91
Central tendency bias
Central tendency bias describes the tendency to avoid committing to either end of a scale when completing a survey, and instead selecting a response near the middle.
92
Centralized scanning
Centralized scanning is looking at specific components of the environment or proposing a hypothesis that is may have an impact on current issues.
93
Centralized scanning
Centralized scanning is looking at specific components of the environment or proposing a hypothesis that is may have an impact on current issues.
94
Certificate
Certificate is a document that identifies knowledge or skills acquired using attendance and program completion as the requirements; competencies are not tested.
95
Certification
Certification is a process for increasing technical competencies through studies, testing, and practical application while also working toward a recognized designation.
96
Chain-of-response (COR)
Chain-of-response (COR), popularized by Patricia Cross in 1981, is a model asserting that adult participation in a training program results from a complex series of personal responses to internal and external variables that either encourage or discourage learning.
97
Complexity theory
Complexity theory is a concept model referenced during change management. It is the study of how complicated systems generate simple behavior.
98
Chaos theory
Chaos theory—a concept model referenced during change management—the study of how simple systems can generate complicated behavior. It is an interdisciplinary theory that says there are underlying patterns, constant feedback loops, repetition, and self-organization even in the apparent randomness of chaotic, complex systems.
99
Characteristics of adult learners (CAL)
Characteristics of adult learners (CAL) is a framework developed by Patricia Cross to describe why adults learn. Cross synthesized research about motivations and deterrents to adult learning, incorporating assumptions of andragogy into the framework as a means for considering the changing adult developmental stages.
100
Charismatic leaders
Charismatic leaders are generally driven by their commitment to their cause, deriving their influence from their charm and persuasiveness.
101
Chart of accounts
Chart of accounts is a list of financial categories that identifies each class of items for which money is allocated in a budget.
102
Chat room
Chat room is a synchronous feature used in virtual training events that allows participants and facilitators to send text or auditory messages in real time to interact. They are similar to breakout rooms in face-to-face training sessions.
103
Chronology
Chronology is a form of curation that organizes historical information by date to show an evolving understanding of a particular topic.
104
Chunk
Chunk (n.) is a discrete portion of content that may consist of several learning objects grouped together to improve learner comprehension and retention; (v.) instructional designers break down and group, or chunk, larger pieces of information into smaller, easier-to-process units.
105
Client
Client is the goal owner who sponsors a project or has engaged a TD professional for support, to complete a project, or to improve a performance.
106
Climate
Climate represents individuals’ collective assessment of an organization in terms of whether it is a good or bad place to work.
107
Closed-ended questions
Closed-ended is a form of questioning that seeks to limit the information collected to either a yes/no or a specific content response. It’s used to check for understanding or test for consensus.
108
Clustering
Clustering is used in statistics to organize similar data points.
109
Coaching
Coaching is a widely used term with multiple definitions. The International Coach Federation defines coaching as "a professional partnership between a qualified coach and an individual or team that supports the achievement of extraordinary results, based on goals set by the individual or team. Through the process of coaching, individuals focus on the skills and actions needed to successfully produce their personally relevant results.” It is not counseling, mentoring, training, or giving advice. Coaching may also be used on the job, when a more experienced person, often a supervisor, provides constructive advice and feedback to develop or improve an employee’s performance.
110
Codec
Codec (short for coder/decoder) encodes a data stream or signal for transmission, storage, or encryption, or decodes it for playback or editing. Codecs are used in videoconferencing, streaming media, and video editing applications.
111
Cognition
Cognition is the mental process of acquiring knowledge and understanding through the five senses, thought, and experience. The word dates back to the 15th century, meaning thinking and awareness.
112
Cognitive dissonance theory
Cognitive dissonance theory states that when contradicting beliefs occur, the human mind invents new thoughts or beliefs or modifies existing beliefs to seek consistency and minimize the amount of conflict between beliefs.
113
Cognitive empathy
Cognitive empathy is the ability to understand another’s perspective.
114
Cognitive load
Cognitive load refers to the amount of effort needed to process new information in the working memory, which has a very limited capacity. TD professionals need to design content so that it does not overload this capacity
115
Cognitivism
Cognitivism is a learning theory that attempts to answer how and why people learn by attributing the process to inner mental activity (thinking, problem solving, language, concept formation, and information processing) and how information is processed, stored, and retrieved.
116
Cog's ladder
Cog's ladder is a team development model with five stages: polite, purpose, bid for power, performance progress, and synergy.
117
Collaboration
Collaboration is behavior in which two or more individuals work together toward a common goal with equal opportunity to participate, communicate, and be involved. During conflict it is when both parties work together to develop a win-win solution.
118
Collaborative learning
Collaborative learning is an instructional approach in which two or more learners work together to discover, learn, solve problems, and share information either in person or online. It may be used by facilitators to encourage engagement and involvement.
119
Collaborative overload
Collaborative overload describes working situations in which employees spend as much as 80 percent of their time in collaborative activities, such as attending meetings, making phone calls, and responding to emails. As a result, they end up having to take work home and performance suffers because they are overwhelmed with requests for advice, access, input, or meeting attendance.
120
Collaborative learning software.
Collaborative learning software includes platforms for virtual classrooms and meeting spaces, as well as collaborative work.
121
Committee and task force involvement
Committee and task force involvement is a developmental option that might broaden perspectives and heighten awareness of issues that may also apply to the organization.
122
Communication’s 6 Cs
Communication’s 6 Cs are the six basic attributes required for sending a message or sharing information:
clear—choosing audience-appropriate words that are precise and descriptive
correct—selecting words that ensure accuracy and using correct grammar; avoiding misusing words
complete—articulating comprehensive messages that include all the details
concise—choosing short specific sentences and phrases; avoiding rambling
coherent—maintaining consistency, selecting simple sentence structures, and presenting in an easy to follow order
courteous—using words that are respectful, friendly, positive, gender-neutral, and sensitive; avoiding accusing or blaming.
123
Compensating feedback
Compensating feedback describes a situation in which well-intentioned initiatives or solutions call forth responses from the system that offset the benefits.
124
Competency-based learning
Competency-based learning is an instructional approach that focuses on individual skills or outcomes, known as competencies (usually defined in a competency dictionary created from an occupational analysis of the skills required for successful performance). The approach is focused on individual learners who work on one competency at a time, with the ability to skip a learning module if they can demonstrate a mastery of the skills contained within it. It’s applied most often to skills-based learning.
125
Completely randomized design
Completely randomized design is a model that assumes treatments are randomly allocated to experimental units.
126
Completely randomized block design
Completely randomized block design occurs when participants are put into experimental groups—known as blocks. Each block has the same size as the number of participants as treatments. Then each member is randomly assigned a different treatment. Each block sees each treatment exactly once.
127
Complex systems structures
Complex systems structures feature numerous components whose processes are not linear but self-organizing. Studying the networks within the structure produces patterns that help understand the whole system.
128
Complexity theory
Complexity theory defines an organization as a complex, adaptive system that needs to respond to the external and internal environment by remaining on the edge of chaos while at the same time self-organizing and continuously reinventing itself. In complexity theory, the future is unknowable.
129
Compliance
Compliance is an action that is mandated by a law, agency, or policy outside the organization’s purview. It is generally accompanied by a training program requirement.
130
Comprehensive scanning
Comprehensive scanning looks at the broad environment without a specific hypothesis and often leads to a decision to do one or more centralized scans to gain further insight.
131
Computer-based training (CBT)
Computer-based training (CBT) is any course of learning that encompasses the use of computers in both instruction and management of the teaching and learning process. There is no single definition because many other terms are included under the CBT umbrella, including computer-aided instruction, computer-managed instruction, and computer-based instruction.
132
Concurrent validity
Concurrent validity is the extent to which an instrument agrees with the results of other instruments administered at approximately the same time to measure the same characteristics.
133
Confidence interval
Confidence interval is the defined range within which a set of values are expected to be.
134
Confirmative evaluation
Confirmative evaluation is a process that is applied after the results of summative and formative evaluation have been completed for some time to provide assurance that instruction is still effective well into the future.
135
Confounding variable
Confounding variable is an unknown or uncontrolled extraneous factor that produces an unexpected effect in an experimental setting. It is an independent factor that the evaluator didn't recognize or control for, which may explain some of the correlation.
136
Construct validity
Construct validity is the degree to which an instrument represents the variable (such as a skill) it is supposed to measure.
137
Constructivism
Constructivism is a learning theory that states that people construct their own understanding and knowledge of the world through their experiences and reflecting on them. Swiss developmental psychologist Jean Piaget was a key proponent of constructivism suggesting that learners construct knowledge from assimilation and accommodation.
138
Content management system (CMS)
Content management system (CMS) is a computer software system that supports the creation, organization, and modification of digital documents and other content by multiple users for an organization's web content or digital assets.
139
Contingency theory
Contingency theory suggests that there is no one correct or best leadership style and that the optimal style is dependent upon internal and external options and constraints.
140
Continuous variable
Continuous variable is a quantifiable data point or element that can be broken down into smaller and smaller units (for example, time, speed, or distance) and can be seen along a scale.
141
Types of control groups
One-way analysis of variance. This model compares several groups of observations, all of which are independent but possibly with a different mean for each group. A test of great importance is whether all the means are equal. All observations arise from one of several groups (or have been exposed to one of several treatments in an experiment). This method classifies data one way—according to the group or treatment.
Two-way analysis of variance. This model studies the effects of two factors separately (their main effects) and together (their interaction effect).
142
Correlation
Correlation is a measure of the relationship between two or more variables; if one changes, the other is likely to make a corresponding change. If such a change moves the variables in the same direction, it is a positive correlation. If the change moves the variables in opposite directions, it is a negative correlation.
143
Correlation analysis
Correlation analysis is a statistical method used to determine whether a relationship exists between two variables and if so, how strong the relationship is. Correlational research is a type of nonexperimental research where the measures of two variables are assessed for the statistical relationship (correlation) between them.
144
Covariates
Covariates are the multiple dependent variables in a study with multiple independent variables.
145
Creation and capture
Creation and capture is a knowledge management element that defines where the knowledge is created and how it can be gathered so that it can be shared and reused. A technique for this is knowledge mapping.
146
Criterion validity
Criterion validity is the extent to which an assessment can predict or agree with external constructs, determined by looking at the correlation between the instrument and the criterion measure.
147
Criterion
Criterion is a measure, gauge, scale, or standard on which a judgement or decision may be based.
148
Critical path method (CPM)
Critical path method (CPM) is a chart that is similar to a program evaluation review technique (PERT) chart. A CPM chart indicates the critical path, which is the path of tasks that together take the longest time to complete.
149
Critical thinking
Critical thinking is a form of analysis that helps evaluate an issue to form a judgment that is logical and well thought out. It does not accept all arguments and conclusions on face value. Rather, it requires viewing the evidence that is involved to support an argument or conclusion. The skills that comprise critical thinking include analytical thinking, open-mindedness, problem solving, and decision making.
150
Cross-functional job rotation
Cross-functional job rotation is the movement between jobs in different parts of an organization over time to develop relationships and knowledge of operations.
151
Cross-sectional research
Cross-sectional research uses groups of people who differ in the specified variable but have other common characteristics (such as socioeconomic status, educational background, or ethnicity).
152
Crosstab or cross-tabulation
Crosstab or cross-tabulation is a multidimensional table that records the frequency of respondents that have specific characteristics defined in each cell. These tables record the data about the relationships of all the variables.
153
Cultural analysis
Cultural analysis is an organizational assessment used to determine the alignment of shared thinking and behaving (culture) with other elements (people, structure, procedures) of the organization.
154
Culture audit
Culture audit is an assessment used to examine current practices, programs, and processes and identify how culturally appropriate they may be for multicultural or global audiences.
155
Culture
Culture represents the collective assessment of an organization based upon deeper, relatively enduring, often unconscious values, norms, and assumptions.
156
Customer experience management
Customer experience management is the action required to manage customer interactions through the touchpoints that lead to customer loyalty. Customer experience is important to the organization because it directly affects the bottom line.
157
Data
Data are the unstructured facts and numbers that are specific but not organized in any way. Data has no context and is limited by direct experience or interaction.
158
Data analysis
Data analysis is the process of discovering and interpreting meaningful relationships in data and summarizing empirical results.
159
Data collection
Data collection is the act of gathering of all facts, figures, statistics, and other information for analyses and assessments; examples of data-collection methods or tools include questionnaires, interviews, and observations.
160
Data isolation
Data isolation is the control that determines when and how a change to the data made by one action becomes visible to another. The goal is to allow numerous transactions at the same time without influencing each other.
161
Data management
Data management includes practices, architectural techniques, and tools for achieving consistent access to and delivery of data, to meet the data requirements of all business applications.
162
Data mart
Data mart is a specialized version of a data warehouse that provides insight into operational data, such as trends that enable management to make strategic decisions. Data warehouses hold large amounts of detailed information on many subjects; data marts often hold summarized information on a single subject.
163
Data mining
Data mining is a process of discovering meaningful correlations, patterns, and trends by sifting through stored data.
164
Database management system (DBMS)
Database management system (DBMS) is software or a collection of software that enables users to access and manipulate data.
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Deep learning
Deep learning is a type of machine learning that can process a wider range of data resources, requires less data preprocessing by humans, and can often produce more accurate results than traditional machine-learning approaches
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Define, measure, analyze, improve, and control (DMAIC) methodology
Define, measure, analyze, improve, and control (DMAIC) methodology is a five-step data-driven improvement process used for reduction of defects, process improvement, and customer satisfaction. It is the core tool used to lead Six Sigma projects.
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Descriptive analytics
Descriptive analytics is a summary of historical data that explains what happened, such as assessment scores, summary activities, opinions, satisfaction, and evaluation surveys.
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Descriptive statistics
Descriptive statistics summarizes the data numerically or graphically in four ways: frequency, central tendency, dispersion or variation, and measures of position.
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Design thinking
Design thinking is a human-centered process that provides a means for defining problems from multiple perspectives, brainstorming possible solutions, prototyping those solutions, and then testing and iterating to optimize the best approach. It focuses on the spot where business needs, user needs, and technology or environmental constraints meet.
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Desire
Desire is a strong wish for something. In talent development, it refers to the inability of training to improve employees' performance if they are not motivated (desire) to improve performance.
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Development
Development is the acquisition of knowledge, skill, or attitude that prepares people for new directions or responsibilities. It may also refer to the third phase in ADDIE, in which training materials and content are selected and developed based on learning objectives.
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Developmental feedback
Developmental feedback is a coaching term that focuses on the future and is designed to improve performance or prepare a person for the next level of effort.
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Diagnostic analytics
Diagnostic analytics examines the data to identify why something happened using a variety of techniques, such as data mining and data discovery. It provides correlations to focus in on the reason something did or did not happen as expected.
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Dichotomous variable
Dichotomous variable is a quantifiable data point or element that falls into one of two possible classifications; for example, gender (male or female). An artificially dichotomous variable is imposed for classification purposes; for example, age is classified as retired (>65) or not retired (<65).
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Directive leaders
Directive leaders give specific advice and establish ground rules and structure by clarifying expectations and specifying or assigning certain work tasks to follow.
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DiSC personality profile
DiSC personality profile is a behavior assessment tool based on the work of William Molton Marston that provides a four-dimensional model and four profiles: dominance, influence, steadiness, and conscientiousness.
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Discovery learning
Discovery learning is a specific learning process in which participants encounter a problem in an activity, respond to the problem, identify useful knowledge or skills gained, debrief what was learned, and plan for transferring what they learned. This process is also known as experiential learning or experiential learning activity. See also Experiential Learning Activity (ELA).
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Discrete variable
Discrete variable is a measure in which the data points are in whole numbers (for example, the number of children or the number of defects cannot be in fractions).
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Disenchantment
Disenchantment is a reaction to change distinguished by the feeling of being disappointed with something and no longer believing that it is good or worthwhile. In change management, disenchanted employees may become negative or angry and seek support.
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Disidentification
Disidentification is a reaction to change when employees believe they have lost their identities and become vulnerable.
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Disorientation
Disorientation is a reaction to change when employees are lost and confused, do not know where they fit in, or what they think. Because they don’t know the priorities or direction, they spend time determining what should be done instead of how to do it
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Distillation
Distillation is the act of curating information into a more simplistic format where only the most important or relevant ideas are shared.
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Double-loop learning
Double-loop learning is changing underlying values and assumptions as decision making progresses. It is also referred to as reframing or changing the context.
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Ebbinghaus Forgetting Curve
Ebbinghaus Forgetting Curve was proposed by Hermann Ebbinghaus in the late 1800s to demonstrate the decline of memory retention over time when no attempt is made to retain it.
185
Effect size
Effect size is a way of quantifying the difference between two groups using standard deviation. For example, if one group (the treatment group) has had an experimental treatment and the other (the control group) has not, the effect size is a measure of the difference between the two groups.
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Elaboration
Elaboration is a deliberate practice technique where learners put content into their own words and connect it with existing memories such as skills or knowledge they already have.
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Electronic performance support system (EPSS)
Electronic performance support system (EPSS) is software that provides just-in-time, on-demand information, guidance, examples, and step-by-step dialog boxes to improve job performance without the need for coaching by others.
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Elevation
Elevation refers to curation with a mission of identifying a larger trend or insight from smaller daily musings posted online.
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Emotional intelligence
Emotional intelligence is the ability to accurately identify and understand one's own emotional reactions and those of others. This eighth intelligence, based on Gardner's multiple intelligence theory, was popularized by Daniel Goleman in his book Emotional Intelligence.
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Empathic concern
Empathic concern is the ability to sense what one person needs from another. It enables a TD professional to sense not just how people feel, but what they need.
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Enabling objectives
Enabling objectives are goals that define the skills and knowledge learners must achieve during a learning event. They are also called supporting objectives because they support terminal objectives by breaking the terminal objectives into manageable chunks. See also terminal objectives.
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Encoding
Encoding, the first step to creating a new memory, begins with converting information to a relatable concept that is stored in the brain for later retrieval.
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Enterprise resource planning (ERP)
Enterprise resource planning (ERP) is business management software, typically a suite of integrated applications that an organization uses to collect, store, manage, and interpret data from all business activities and departments.
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Environmental analysis
Environmental analysis is a process in the strategic planning process that determines an organization's strengths and weaknesses (internal) and opportunities and threats (external). It’s also known as a SWOT analysis.
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Environmental scan
Environmental scan is an inventory of the political, economic, sociological, cultural, global, technological, and employment forces that influence the way an organization functions.
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Environmental scanning
Environmental scanning is the organized and deliberate study and interpretation of internal and external events and trends that could influence an organization. Monitoring can provide early warnings of changing conditions that could identify threats and opportunities affecting the organization’s future.
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Evaluative feedback
Evaluative feedback is a coaching term that focuses on the past and is designed to grade performance such as in a formal performance-appraisal process.
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Experience-centered instruction
Experience-centered instruction is a philosophy of adult learning that focuses on the learners' experience during instruction and the production of fresh insights.
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Experiential learning
Experiential learning is a specific learning process in which learners participate in an activity, review the activity, identify useful knowledge or skills that were gained, debrief what was learned, and transfer what was learned to the workplace. It is also known as discovery learning. See also experiential learning activity (ELA).
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Experiential learning activity (ELA)
Experiential learning activity (ELA) is a specific learning process that emphasizes experience and reflection using an inductive learning process that takes learners through five stages: experiencing, publishing, processing, generalizing, and applying. Learners participate in an activity, review the activity, identify useful knowledge or skills that were gained, debrief what was learned, and transfer what was learned to the workplace. This is sometimes called discovery or experiential learning.
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Experimental design
Experimental design is a method of research that includes a controlled factor or group that is given special treatment for purposes of comparison with a constant or controlled group.
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Extant data
Extant data are archival or existing records, reports, and data that may be available inside or outside an organization. Examples include job descriptions, competency models, benchmarking reports, annual reports, financial statements, strategic plans, grievances, turnover rates, and accident statistics.
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External knowledge (accessed reference)
External knowledge (accessed reference) is knowledge stored outside the performer's memory; for example, in a system or other storage option. This is possible in contexts where performance requirements allow more time for knowledge retrieval and access.
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Extraneous variable
Extraneous variable is an undesirable variable or factor that influences the relationship between the variables an evaluator is examining.
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Extranet
Extranet is a computer network that allows controlled access from outside through usernames and passwords. It is similar to an intranet but does not have a firewall.
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Face validity
Face validity is the extent to which a test is subjectively viewed as covering the concept it purports to measure. Does the test appear effective in its stated purpose?
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Facilitating
Facilitating usually refers to taking less of a delivery role, being learner-centered, and acting as a catalyst for learning. When a trainer uses facilitative methods, learners assume responsibility for their own learning.
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Fact finding
Fact finding is a process used by individuals or a group to discover and establish the truths of an issue.
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Fair use
Fair use is the doctrine (in U.S. copyright law) that allows for brief excerpts of copyright material to be quoted verbatim for purposes such as criticism, news reporting, teaching, and research, without the need for permission from or payment to the copyright holder.
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Flat file database
Flat file database is a database in which all data are contained in one table.
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Flat management model
Flat management model is a model in which authority flows from the top to the lower levels of the organization. Managers on each level have authority over their areas and employees, who, in turn, have authority over others, and so on. Every employee reports to a single immediate supervisor.
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Flowchart sometimes called a process map
Flowchart sometimes called a process map is a visual representation of the process steps in sequence using standard symbols connected by arrows that show the flow of the process.
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Following skills
Following skills is a listening technique that helps individuals stay focused on the speaker.
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Force field analysis
Force field analysis, developed by Kurt Lewin, is a tool to identify the driving forces and the resisting forces that create an equilibrium that resists change; individuals can influence change by strengthening the driving forces or weakening the resisting forces.
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Forced-choice
Forced-choice is a type of survey question that does not allow participants to choose a neutral response.
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Forecasting
Forecasting is the process used to predict future happenings based on data from the past and present.
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Formative evaluation
Formative evaluation occurs throughout the design of any talent development solution. Its purpose is to improve the draft initiative and increase the likelihood that it will achieve its objectives. For example, in performance improvement the assessment measures the progress throughout the HPI model, such as a client’s expectations and whether the root cause has been identified. TD professionals should conduct a formative evaluation while an initiative is being developed and use this information to immediately revise the training to make it more effective. Formative evaluation ensures the effort is understandable, accurate, current, and functional; it could include pilot tests, Beta tests, technical reviews with SMEs, production reviews, and stakeholder reviews.
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Forming stage
Forming stage is the first stage of the Tuckman Model, which is characterized by team members’ reliance on past behavior. Members display uncertainty, look to the team leader for guidance, and try to avoid controversy.
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Framing
Framing is the boundary placed around a problem to define, describe, or present it to listeners.
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Frequency distribution.
Frequency distribution is a list, table, or graph that shows the frequency of numbers or items in a sample. It can show the actual number of observations falling in each range or summarize them using graphs or summary numerals. In the case of percentage of observations, the distribution is called a relative frequency distribution.
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Functional context
Functional context describes training that relates to actual job circumstances and is based on the belief that training is successful only when participants can carry out learned tasks at their actual workstations. For example, a learner may be able to diagnose a mechanical problem and perform a series of repair steps in a logical, timely way during a training course, but if actual work conditions are noisy and chaotic, those conditions may need to be simulated during training. See also competency-based learning.
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Gagné's Nine Events of Instruction
Gagné's Nine Events of Instruction were developed by Robert Gagné, a pioneer in the field of instructional design. The nine events are meant to help ensure that learning occurs—from gaining attention and informing learners of the objective to assessing performance and enhancing retention and transfer.
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Gilbert's Behavior Engineering Model
Gilbert's Behavior Engineering Model, created by psychologist Thomas F. Gilbert, identifies six factors that can either hinder or facilitate workplace performance: information, resources, incentives or consequences, knowledge and skills, capacity, and motivation
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Great Man Theory
Great Man Theory assumes leaders are born, not made.
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Groupthink
Groupthink is an unhealthy group decision-making behavior that occurs when all members of a group conform their thinking to the perceived consensus of the group.
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Growth mindset
Growth mindset is a concept developed by Carol Dweck in which people believe they are in control of their abilities and can learn, improve, and develop them.
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Hard data
Hard data are objective, quantitative measures that are commonly stated in terms of frequency, percentage, proportion, or time.
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Harless's Front-End Analysis Model
Harless's Front-End Analysis Model is a diagnostic model designed by Joe Harless to identify the cause of a performance problem. It is based on the belief that the cause should drive the solution.
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Hawthorne effect
Hawthorne effect is named for an industrial experiment by Western Electric in the suburb of Chicago, which demonstrated that people will modify their behavior when they are being observed
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Heat map
Heat map is a visual representation of data, using color to show data locations
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Herrmann Brain Dominance Instrument
Herrmann Brain Dominance Instrument is a method of personality testing developed by W.E. (Ned) Herrmann that classifies learners in terms of preferences for thinking in four modes based on brain function: left brain, cerebral; left brain, limbic; right brain, limbic; right brain, cerebral.
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Holland's Occupational Congruency Model
Holland's Occupational Congruency Model, developed by John Holland, seeks to match individuals to their best career choices 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)
--conventional (rules and regulations).
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Human performance improvement (HPI)
Human performance improvement (HPI) is a results-based, systematic process used to identify performance problems, analyze root causes, select and design actions, manage solutions in the workplace, measure results, and continually improve performance. It is based on open systems theory, or the view that any organization is a system that absorbs environmental inputs, uses them in transformational processes, and produces outputs.
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Human performance models
Human performance models identify knowledge, skills, desire, environment, and opportunity (with some variation in the precise terminology) as key factors that affect human performance. See also desire; environment; knowledge; opportunity; and skills
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Human resource audit
Human resource audit is one component of a succession planning system, which builds on the identification of successors and addresses employee mobility with regard to various positions.
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Hypothesis testing
Hypothesis testing is used to determine whether the data supports the theory or premise
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Idiosyncrasy
Idiosyncrasy is a behavior that is viewed as peculiar and specific to a person or group.
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Immersive class
Immersive class is a four- to 10-day class focusing on one topic to provide in-depth knowledge.
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Impact analysis
Impact analysis is a structured process for looking at a proposed change and identifying as many negative effects as possible. It helps evaluate whether to implement a change, as well as how to prepare for issues that may arise if change proceeds.
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Implementation
Implementation is the fourth phase in the ADDIE model, in which a course is delivered in person or virtually.
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Inclusive
Inclusive is the complete integration of diverse individuals into a workplace.
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Independent variable
Independent variable is what influences the dependent element or variable during an experiment; for example, age, seniority, gender, or level of education (independent variable) may influence a person's performance (dependent variable).
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Individual development plan (IDP) .
Individual development plan (IDP) is a plan for personal improvement in a current job or for job advancement. Content may be tied to performance data; however, a development discussion is usually held at a different time from a performance appraisal discussion.
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Inferential statistics
Inferential statistics uses analysis to surmise deductions about a larger data population than was actually sampled and models the relationship within the data.
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Influence analysis
Influence analysis in performance improvement is identifying the root causes for a lack of performance results.
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Informal learning
Informal learning is what occurs outside a structured program, plan, or class. This type of learning occurs naturally through observations, trial and error, and talking and collaborating with others. It is usually spontaneous, and could include coaching, mentoring, stretch assignments, or rotational assignments. It can also include reading books and blog posts, watching online video platforms such as YouTube, listening to podcasts, searching the Internet, and retrieving other digital content.
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Information architecture
Information architecture is a description or design specification for how information should be labeled and organized so it can be found and used, such as in a knowledge management system.
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Innovation
Innovation is the act of translating a new method, product, or idea into a service or good that creates value. In organizations, the purpose should satisfy customer expectations
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Input, process, output (IPO)
Input, process, output (IPO) is a graph commonly used in process improvement efforts to describe how the system works. A defined set of data, resources, and materials enter the system as inputs, which are then transformed by the tasks defined as the process, which then produce the products and services that flow out as the output. Everything completed in an organization follows the IPO model.
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Inquiry skills
Inquiry skills is a process that starts by asking questions prior to reflecting and interpreting the answers.
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Instruction
Instruction is imparted knowledge as well as the practice of instructing—it is used to fill a learning need. In the workplace, instruction covers many types of content and can be delivered in many formal and informal ways.
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Instructional system
Instructional system is the combination of inputs (such as subject matter and resources) and outputs (such as curriculum and materials) transformed by the process to build a training course.
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Instructional systems design or instructional systems development (ISD)
Instructional systems design or instructional systems development (ISD) is the practice of creating learning experiences. It is a systems approach to analyzing, designing, developing, implementing, and evaluating any instructional experience based on the belief that training is most effective when it gives learners a clear statement of what they must be able to do as a result of training and how their performance will be evaluated.
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Integrated talent management (ITM)
Integrated talent management (ITM) is a series of HR processes that are integrated for competitive advantage. For example, ITM builds an organization's culture, engagement, capability, and capacity by integrating talent acquisition, employee development, retention, and deployment. ITM ensures that these processes are aligned to organizational goals and strategy. It is sometimes described as putting the right people with the right skills in the right jobs at the right time.
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Interim goals
Interim goals are indicators of final goals and progress toward the end result. For example, if the final goal states that 100 percent of the components of a leadership development program are completed, an interim goal could be “80 percent of all leadership development program components are completed by end of year.”
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Interleaving
Interleaving is a deliberate practice technique where topics within the instruction are alternated—so one is started before the other is completed. This technique weaves topics together and repeats them.
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Internalized knowledge (learned reference)
Internalized knowledge (learned reference) is the knowledge stored in the performer’s memory, which provides immediate access to required information.
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International Society for Performance Improvement (ISPI) HPT Model
International Society for Performance Improvement (ISPI) HPT Model is a performance improvement model that begins with an operational analysis to identify the organization's vision, mission, values, goals, and strategies. The phases of the HPT model are performance analysis, cause analysis, solution selection and design, solution implementation, and evaluation.
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Interrelationship digraph
Interrelationship digraph is a follow-on tool to affinity diagrams that chart cause-and-effect relationships among groups of ideas. See also affinity diagrams.
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Interval variable
Interval variable is a measurement where the difference is meaningful enough to make it possible to rank measured items and quantify and compare the size of the differences between them.
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Job aid.
Job aid is a tool that provides guidance about when and how to carry out tasks and steps. Job aids reduce the amount of recall needed and minimize error. They may take the form of checklists, video demonstrations, or audio instruction.
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Kepner-Tregoe
Kepner-Tregoe is a practical decision-making process that divides criteria into musts and wants. The musts are then divided into either/or categories. The wants are those measures that are important but do not have yes or no answers. Charles Kepner and Ben Tregoe published their Rational Process Technique in 1965.
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Knowledge audit
Knowledge audit is a process used to clarify the type of information employees need, and to highlight any barriers to sharing organizational knowledge.
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Knowledge management (KM)
Knowledge management (KM) is a systematic approach to achieving organizational goals by creating, capturing, curating, sharing, and managing the organization’s knowledge to ensure the right information and knowledge flow to the right people at the right time.
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Knowledge mapping
Knowledge mapping is a process for identifying and connecting the location, ownership, value, and use of knowledge and expertise in an organization. Examples of knowledge maps include network charts, yellow pages of experts, or a matrix relating knowledge to key processes.
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Knowles, Malcolm
Knowles, Malcolm, is considered the father of adult learning theory. He defined six assumptions about adult learning and published The Adult Learner: A Neglected Species in 1973.
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KSA
KSA is an abbreviation standing for two different things, depending on who is using it:
Knowledge (cognitive), skills (psychomotor), and attitude (affective) are the three objective domains of learning as defined by Benjamin Bloom's taxonomy in the 1950s. Bloom's classification of learning objectives is used in education and training to determine the goals of the educational process.
Knowledge, skills, and abilities are the KSAs used by the U.S. Federal Government and some private hiring agencies to distinguish qualified candidates.
Kubler-Ross change curve is a model and framework used to clarify personal transition stages during change. The five stages are denial, anger, bargaining, depression, and acceptance.
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Ladder of inference
Ladder of inference is a thought process model that describes the stages individuals go through, usually without realizing it, to get from a fact to a decision or action. The thinking stages are like rungs on a ladder; individuals select certain aspects of events that they introduce into their thinking, feeling, and interactions.
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Leadership assessments
Leadership assessments are tools used to identify the developmental needs of current and future leaders at all levels in the organization.
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Leadership development
Leadership development is any activity that increases an individual’s leadership ability or an organization’s leadership capability, including activities such as learning events, mentoring, coaching, self-study, job rotation, and special assignments to develop the knowledge and skills required to lead.
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Lean approach
Lean approach is a management methodology that focuses on eliminating waste while improving quality, with the goal of cutting costs by making the business more efficient and responsive to the marketplace.
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Learning experience platform (LXP)
Learning experience platform (LXP) goes beyond a traditional LMS to provide personalized social and online learning opportunities
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Learning information systems
Learning information systems are complementary networks of hardware and software that are used to create, deliver, and administer learning programs. LMSs and LCMSs are examples of such tools.
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Learning content management system (LCMS)
Learning content management system (LCMS) is software technology that provides a multi-user environment where developers, authors, instructional designers, and subject matter experts may create, store, reuse, manage, and deliver digital e-learning content from a central object repository. An LCMS focuses on the development, management, and publication of content that is typically delivered via a learning management system (LMS).
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Learning management system (LMS)
Learning management system (LMS) is software technology for delivering online courses or training to learners while performing learning management functions, such as creating course catalogs, keeping track of learners' progress and performance across all types of training, and generating reports. An LMS is not used to create course content; that work is performed using an LCMS.
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Learning modality
Learning modality is how information is received through the five senses: hearing, seeing, smelling, tasting, and touching.
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Learning objectives
Learning objectives are clear, observable, measurable goal statements of behavior that a learner must demonstrate for training to be considered a success.
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Learning objects
Learning objects are self-contained chunks of instructional material used in an LCMS. They typically include three components: a performance goal, the necessary content to reach that goal, and some form of evaluation to measure whether or not the goal was achieved.
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Learning strategy
Learning strategy is different for individuals and organizations. For individuals, it is a plan for how they will develop efficiently. For an organization, it is what an organization needs to know and do to achieve its overall business value and reach its goals
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Learning transfer
Learning transfer evaluation measures the learner's ability to use what they’ve learned on the job.
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Lesson plan
Lesson plan is a sequential set of events that leads to a desired learning goal.
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Level 1: Reaction
Level 1: Reaction is the first level of Kirkpatrick's Four Levels of Evaluation. It measures participants' reaction to and satisfaction with a training program.
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Level 2: Learning
Level 2: Learning is the second level of Kirkpatrick's Four Levels of Evaluation. It measures the participant's acquisition of cognitive knowledge or behavioral skills.
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Level 3: Behavior
Level 3: Behavior is the third level of Kirkpatrick's Four Levels of Evaluation. It measures the degree to which training participants are able to transfer what they’ve learned to workplace behaviors
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Level 4: Results
Level 4: Results is the fourth level of Kirkpatrick's Four Levels of Evaluation. It measures the effect of the learning on organizational performance.
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Level 5: Return on Investment (ROI)
Level 5: Return on Investment (ROI) is a name incorrectly given to an evaluation method developed by Jack Phillips and Patricia Phillips. ROI is not part of Kirkpatrick’s Four Levels of Evaluation.
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Likert scale
Likert scale is a linear scale used in data collection to rate statements and attitudes; respondents are given a defined scale, such as 1 to 5 or 1 to 10.
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Listening for knowledge
Listening for knowledge means listening first for facts and logic and then mentally listing things in a sequence or pattern to form conclusions
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Longitudinal research .
Longitudinal research is a research method that involves repeated observations of the same variables, such as people over short or long periods of time.
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Machine learning
Machine learning incorporates algorithms that are composed of many technologies (including deep learning, neural networks, and natural language processing) that operate guided by lessons from existing information.
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Mager and Pipe Model for analyzing performance problems
Mager and Pipe Model for analyzing performance problems was developed by Robert Mager and Peter Pipe. It is a popular troubleshooting model that solves performance problems by identifying their causes and finding realistic, economical solutions. An important step in the process is determining whether a skill deficiency is involved.
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Mager, Robert
Mager, Robert, defined behavioral learning objectives with three elements: what the worker must do (performance), the conditions under which the work must be done, and the standard or criterion that is considered acceptable performance
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Management or transactional theory
Management or transactional theory is a leadership theory that focuses on the role of supervision and group performance.
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Maslow's Hierarchy of Needs
Maslow's Hierarchy of Needs is a motivation theory that Abraham Maslow contended that people have complex needs, which they strive to fulfill and which change and evolve over time. He categorized these needs as
-physiological
-safety/security -
-social/belongingness
-esteem
-self-actualization.
He contends that basic needs must be satisfied before a person can focus on growth.
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Mature learning organizations
Mature learning organizations exist where business executives and employees throughout the organization are aligned around continuous learning, aided by the adoption of strategic tools for talent development and a flexible, agile structure where processes, practices, and programs are fully optimized to support a range of development needs that shift over time. Achieving optimal levels of process maturity is a transformative process characterized by distinct, iterative phases of development.
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Mean
Mean is the average of a set of numbers.
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median
median (the middle of a distribution where half the numbers are above the median and half are below)
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mode
mode (the most frequently occurring value in a group of numbers).
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Measures of dispersion or variation .
Measures of dispersion or variation show the number spread by stating them as intervals (range or standard deviation). It is used to show how the spread of the data compares.
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Measures of frequency .
Measures of frequency show how often something occurs or a response is given (such as count, percent, or occurrences).
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Measures of position
Measures of position describe how numbers relate to one another (such as percentile, quartile ranks, or standard scores). It is used, for example, to compare a number to a predetermined norm.
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Metacognition.
Metacognition is the analysis or awareness of a person’s own knowledge, or the processes used to assess and monitor their own cognitive processes.
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Mind-mapping
Mind-mapping is a creative, converging technique that organizes thoughts and ideas in branching subcategories around one central topic.
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Mission statement
Mission statement defines the purpose of an organization or function, its reason for existing, its purpose, and its direction. It may also list the products and services delivered, market segments, and the operational area
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Motivation .
Motivation involves the ability to understand emotional tendencies that facilitate reaching goals. A person who is highly motivated demonstrates an internal passion to achieve and pursues goals with energy and commitment.
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Motivation theory
Motivation theory is based on the idea that when people have the right environment to work in, they will be inspired to grow and become connected to that environment. This theory is important to coaching.
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Multiple intelligence theory
Multiple intelligence theory, popularized by Howard Gardner in Frames of Mind (1985), describes how intelligences reflect how people prefer to process information. Gardner believed that most people are comfortable in three to four of these intelligences and avoid the others. For example, if learners are not comfortable working with others, doing group case studies may interfere with their ability to process new material.
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Multiple regression analysis
Multiple regression analysis is a statistical technique for predicting unknown values of variables based on the known values of two or more variables, which are called predictors
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Multi-rater feedback
Multi-rater feedback, also known as 360-degree feedback evaluation, is information gathered from superiors, direct reports, peers, and internal and external customers to assess how a person performs in a number of behavioral areas.
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Multisensory learning
Multisensory learning engages the learner and increases retention by using different senses. When the brain receives information visually, it stores that content differently than if the information was heard or gained using the other senses. If more senses are involved in learning, more of the brain is involved in storing the information
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Myers-Briggs Type Indicator (MBTI)
Myers-Briggs Type Indicator (MBTI) is an instrument that helps determine personality type based on preferences for extraversion or introversion, intuiting or sensing, thinking or feeling, and judging or perceiving. It’s often used in career development and team building.
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Needs analysis
Needs analysis is a systemic process of collecting and synthesizing data and information to determine the difference between the current condition and the desired future condition.
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Needs assessment
Needs assessment is a process for identifying and measuring the discrepancy between current conditions and desired conditions.
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Needs-based approach
Needs-based approach is a performance improvement solution that is implemented for employees who show a documented performance gap.
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Neuroplasticity
Neuroplasticity describes the brain’s ability to reorganize itself, both physically and functionally, due to environmental, behavioral, learning, and emotional influences.
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Nine box model
Nine box model is a tool developed by Rummler and Brache. It is used in performance improvement to define three performance levels and three performance needs.
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Nominal data
Nominal data is a number or variable used for labeling or to classify a system, such as the digits in a phone number or numbers on a sports jersey
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Nominal group technique
Nominal group technique is a group process used to identify a problem, generate solutions, and make decisions to solve a problem.
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Normal distribution
Normal distribution refers to a specific way in which observations tend to gather around a certain value instead of being spread evenly across a range of values. The normal distribution is generally most applicable to continuous data. Graphically, the normal distribution is best described by a bell-shaped curve.
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Norming stage
Norming stage is the second stage of the Tuckman Model, when the team begins merging into a cohesive group. More cooperation and understanding occur and the group’s goals and objectives are decided and owned by its members.
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