Learning & Motivation
Training Evaluation
Training Design
Training Delivery
Needs Analysis
100

It is this goal that is established for very far into the future

What is a distal goal

100

These are considered to be 2 broad categories of barriers to training evaluations

What are pragmatic & political barriers

100

This is a statement of what trainees are expected to do after a training program and should be defined prior to designing the training program

What is a Training Objective

100

This is considered the blueprint that outlines the sequence of activities that will take place in the training program

What is the Lesson Plan

100

Data is collected at these 3 levels

What is organizational, task & person analysis

200

This is the direction, intensity & persistence of learning-directed behaviour.

What is the definition of training motivation

200

Kirkpatrick developed these 4 levels for training evaluation

1-reactions, 2-learning, 3-behaviours & 4-impact/results/ROI

200

This is a document that outlines to potential training vendors our company's training needs.

What is an RFP (request for proposal)

200

This type of trainer could be characterized as someone who is quite familiar with the knowledge, skills & abilities required to perform the task being trained.

What is a SME - Subject Matter Expert

200

Determining which employees need training is done within this analysis

What is Person Analysis

300

This enables a student to understand & recall information to a high degree

What is cognitive ability

300

The COMA model measures...

Cognitive variables, organizational environment, motivation to learn & apply learning and attitudes

300

This provides trainees with opportunities to practice performing a training task during training

What is Active Practice

300

Making decisions about this in the physical classroom when designing training can determine the level of trainee involvements

What is the Seating Arrangement

300

This is the first step in the Needs Analysis Process

Determining a concern

400

This defines the percentage of learning from on-the-job experience, relationships & interactions and formal learning activities.

What is the 70-20-10 learning model

400

Measuring the trainee's reaction if they liked or disliked the training program

What is Affective reactions

400

Training is conducted in one session without breaks between sessions.

What is massed practice

400

Which one of Gagne's 9 Events of Instruction has adult learners determine 'what is in it for them'

What is Gain Attention

400

This is the first step when beginning a Task Analysis

Identify the target jobs

500

Visual, auditory, reading/writing & kinesthetic are part of this learning model

What is Fleming's Learning Model

500

This provides data about the worthiness or effectiveness of a training program

What is Summative Evaluation

500

Training that explicitly encourages trainees to make errors during training & to learn from these mistakes

What is EMT - Error Management Training

500

The hesitant one, monopolizer, voice of experience, arguer, non-listener, idea zapper, complainer are just some of these

What is the Problem Participant

500

This flowchart asks questions to determine if training is actually required

What is Mager & Pipe's Performance Analysis Flowchart