The process of establishing performance goals and designing interventions and programs to develop employees and improve their performance
What is Performance Management
100
Approximately 30% of how employees learn
What is formal learning
100
Discusses five categories that learning outcomes can be classified into (verbal information, intellectual skills, cognitive strategies, motor skills, attitudes)
What is Gagne's model
100
A process to identify gaps or deficiencies in employee and organizational performance; the cornerstone and foundation of the training and development process
What is needs analysis
100
A statement of what trainees are expected to be able to do after a training program
What is a training objective
200
Formal and planned efforts that allow one to acquire KSAs to improve current job performance (short term focus)
Theory that states that learning takes place in three stages (declarative knowledge, knowledge compilation, procedural knowledge)
What is ACT Theory (Anderson's Adaptive Character of Thought)
200
The process of obtaining information about a job by determining the duties, tasks, and activities involved and the knowledge, skills, and abilities required to perform the tasks
What is task analysis
200
High quality, immediate delivery, ancillary services, potential to customize, benefits from others' experiences, often less expensive
What are the advantages of outsourced programs (benefits of purchased programs)
300
Formal and planned efforts that allow one to acquire KSAs to perform future job responsibilities (long term focus)
What is development
300
An organization's knowledge, experience, relationships, process discoveries, innovations, market presence, and community influence
Observation, questionnaires, key consultation, print media, interviews, group discussion, tests, records and reports, and work samples
What are the nine needs analysis methods
300
Outlines to potential vendors and consultants an organization's training and project needs.
What is an RFP (request for proposal)
400
Internal benefits for employees (confidence, self-efficacy, positive attitude/behaviour)
What is intrinsic
400
Knowledge that is learned from experience and insight (intuition, know-how, little tricks, judgment, wisdom)
What is tacit knowledge
400
Theory that states that people learn by observing the behaviour of others; making choices about different courses of action to pursue; by managing their own behaviour in the process of learning)
What is Social Cognitive Learning
400
Model that consists of needs analysis, training design and delivery, and training evaluation
What is the ISD (instructional systems design model)
400
Providing trainees with opportunities to practice performing a training task or using knowledge during training
What is active practice
500
External benefits for employees (higher earnings, promotion/advancement)
What is extrinsic
500
Personal Mastery, Building a Shared Vision, Mental Models, Team Learning, and Systems Thinking
What are the 5 Disciplines of Becoming a Learning Organization
500
An adult-oriented approach to learning that takes into account the differences between adult and child learners
What is andragogy
500
Process that involves these 4 steps: A Concern, Importance, Consult Stakeholders, Data Collection
What is the needs analysis process
500
encourages trainees to make errors while learning and to learn from them