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HRM Chapter 9
Vocabulary
| Term | Definition |
|---|---|
| Attitudes | An evaluative reaction to particular categories of people, issues, objects, or events. |
| Behavioral contract | An agreement specifies what the trainee and his or her manager will do to ensure training is effective. |
| Causal analysis | A process used to determine the underlying causes of a performance problem. |
| eLearning | Training delivered through computers and network technology. |
| Informal learning methods | Natural learning that is neither planned nor organized. |
| Knowledge | Memory of facts and principles. |
| Learning | A change in knowledge, skill, or attitude that results from experience. |
| Learning objective | The individual learning outcome sought by training. |
| Needs assessment | A process for determining what training to offer and who should be trained. |
| Opportunity to perform | Allowing employees a chance to use the skills they learned in training back on the job. |
| Organizational analysis | A process used to identify characteristics of the organizational environment that will influence the effectiveness of training. |
| Organizational objective | The organization result sought by training. |
| Person analysis | A process used to identify who needs training and what characteristics of those individuals will influence the effectiveness of training. |
| Proactive needs assessment | A systematic process for determining and prioritizing the training programs to be developed and delivered by an organization. |
| Problem definition | The gap between desired and actual performance. |
| Rapid model of instructional design | A process used to create training programs in which assessment, design and delivery, and evaluation overlap in time. |
| Reactive needs assessment | A problem solving process used to determine whether training is necessary to fix a specific performance problem and, if training is necessary, what training should be delivered. |
| Relapse prevention training | A transfer enhancement activity that helps prepare trainees to overcome obstacles to using trained behaviors on the job. |
| Return on investment (ROI) | An efficiency measure created by dividing the monetary value of training benefits by the costs of delivering training and multiplying the result by 100. |
| Skills | Proficiency at performing a particular act. |
| Task analysis | A process used to describe the work activities of employees, including the knowledge and skill required to complete those activities. |
| Traditional model of instructional design | A process used to create training programs in which needs assessment is followed by design and delivery and then by evaluation. |
| Training | A planned effort to help employees learn job related knowledge, skills, and attitudes. |
| Training climate | Environmental factors that support training, including policies, rewards, and the attitudes and actions of management and coworkers. |
| Training effectiveness | The extent to which trainees and their organizations benefit as intended from training. |
| Training efficiency | The extent to which the benefits of training exceed the costs of developing and delivering training. |
| Training media | How training content and the associated methods are delivered to the learner. |
| Training methods | How training content is organized and structured for the learner. |
| Training vendors | Organizations that sell existing training programs or services to develop and deliver training programs. |
| Transfer of training | Application on the job of knowledge, skills, or attitudes learned in training. |
Created by:
LJones8376
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