training - ANSWERSa planned effort to help employees learn job-related knowledge, skills, and attitudes
knowledge - ANSWERSmemory of facts and principles
skill - ANSWERSproficiency at performing a particular act
attitude - ANSWERSan evaluative reaction to particular categories of people, issues, objects, or events
learning - ANSWERSa change in knowledge, skill, or attitude that results from experience
informal learning methods - ANSWERSnatural learning that is neither planned nor organized
transfer of training - ANSWERSapplication on the job of knowledge, skills, or attitudes learning in training
traditional model of instructional design - ANSWERSa process used to create training programs in which
needs assessment is followed by design and delivery and then by evaluation
rapid model of instructional design - ANSWERSa process used to create training programs in which
assessment, design and delivery, and evaluation overlap in time
needs assessment - ANSWERSa process for determining what training to offer and who should be trained
proactive needs assessment - ANSWERSa systematic process for determining and prioritizing the training
programs to be developed and delivered by an organization
,organization analysis - ANSWERSa process used to identity characteristics of the organizational
environment that will influence the effectiveness of training
training climate - ANSWERSenvironmental factors that support training, including policies, rewards, and
what attitudes and actions of management and coworkers
task analysis - ANSWERSa process used to describe the work activities of employees, including the
knowledge and skill required to complete those activities
person analysis - ANSWERSa process used to identify who needs training and what characteristics of
those individuals will influence the effectiveness of training
reactive needs assessment - ANSWERSa problem-solving process used to determine whether training is
necessary to fix a specific performance problem and ,if training in necessary, what training should be
delivered
problem definition - ANSWERSthe gap between desired and actual performance
casual analysis - ANSWERSa process used to determine the underlying causes of a performance problem
learning objective - ANSWERSthe individual learning outcome sought by training
organizational objective - ANSWERSthe organization result sought by training
training vendors - ANSWERSorganizations that sell existing training programs or services to develop and
deliver training programs
training methods - ANSWERShow training content is organizaed and structured for the learner
training media - ANSWERShow training content and the associated methods are delivered to the learner
, e-learning - ANSWERStraining delivered through computers and network technology
behavioral contract - ANSWERSan agreement that specifies what the trainee and his or her manager will
do to ensure training is effective
relapse prevention training - ANSWERSa transfer enhancement activity that helps prepare trainees to
overcome obstacles to using trained behaviors on the job
opportunity to perform - ANSWERSallowing employees a chance to use the skills they learned in training
back on the job
training effectiveness - ANSWERSthe extent to which trainees and their organizations benefit as intended
from training
training efficiency - ANSWERSthe extent to which the benefits of training exceed the costs of developing
and delivering training
return on investment (ROI) - ANSWERSan efficiency measure created by dividing the monetary value of
training benefits by the costs of delivering training and multiplying the result by 100
employee compensation - ANSWERSthe human resource practice of rewarding employees for their
contributions
market-based pay - ANSWERSa compensation approach that determines how much to pay employees by
assessing how much they could make working for other organizations
external equity - ANSWERSemployee perceptions of fairness based on how much they are paid relative
to people working in other organizations
internal equity - ANSWERSemployee perceptions of fairness based on how much they are paid relative to
other working in the same organization
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