Asynchronous learning
Type of e-learning in which participants access information at different times and in different places.
Central tendency error
Error that occurs when an appraiser rates all employees within a narrow range, regardless of differences in actual performance.
Copyright Act
Act that defines the right or privilege of an author or proprietor to exclude others from printing or otherwise duplicating, distributing, or vending copies of his or her literary, artistic, and other creative expressions.
E-learning
Delivery of formal and informal training and educational materials, processes, and programs via the use of electronic media.
Histogram
Graphic representation of the distribution of a single type of measurement; data is represented by a series of rectangles of varying heights.
Learning management system (LMS)
System that holds course content information and has the capability of tracking and managing employee course registrations, career development, and other employee development activities.
ASSESSMENT (needs assessment)
Process by which an organization's needs are identified in order to help the organization accomplish its objectives; also called needs analysis.(ie, surveys, questionaires, performance appraisals, observations)
Pareto chart
Vertical bar graph on which bar height reflects frequency or impact of causes.
Plateaued career
Career state of employees who are no longer considered promotable
S-shaped curve
Type of learning curve in which learning occurs in a series of increasing or decreasing returns; usually seen when an employee is attempting to learn a difficult task that also requires specific insight.
Theory of constraints (TOC)
Systems management philosophy that states that every organization is hindered by constraints that come from its internal policies.
U.S. Patent Act
Act that established U.S. Patent and Trademark Office
ADDIE model
Five step instructional design process that governs the development of human resource development programs. (A)ssessment, (D)esign, (D)evelopment, (I)mplement, (E)valuate
Bias
Occurs when an appraiser's values, beliefs, or prejudices distort performance ratings.
Coaching
Consists of ongoing meetings between supervisors and employees to discuss the employee's career goals.
Decreasing returns
Type of learning curve in which the amount of learning or skill level increases rapidly at first and then the rate of improvement slows.
EVALUATION (Kirkpatrick's 4 levels-RLBR)
Level of learning characterized by ability to make judgements.(R)eaction, (L)earning, (B)ehavior, (R)esults
Increasing returns
Type of learning curve in which progress is initially slow because basics are being learned but then performance takes off after the initial learning phase.
Learning organization
Organization characterized by a capability to adapt to changes in environment.
On-boarding
Process of new employee assimilation into the organization, which often lasts up to six months or a year.
Pedagogy
Study of the education of children.
Process-flow analysis
Diagram of the steps involved in a process.
Strictness
Error that occurs when an appraiser believes standards are too low and inflates the standards in an effort to make them meaningful.
Trademark Act
Act that provides federal protection for trademarks and service marks.
Visual learners
People who learn best by relying on their sense of sight.
Auditory learners
People who learn best by relying on their sense of hearing.
Check sheets
Simple visual tools used to collect and analyze data.
Core competencies (KSA)
Skills, knowledge, and abilities that employees must possess in order to successfully perform job functions that are essential to business operations.
Emotional intelligence (EI)
Ability of an individual to be sensitive to and
understanding of the emotions of others and to manage his or her own emotions and impulses.
Human resource development (HRD)
Set of systematic and planned activities designed by an organization to provide its members with the necessary skills to meet current and future job demands.
Learning objects (LOs)
Learning elements that may be reused in a variety of contexts; examples include animated graphics, job aids, and print modules.
Objectives
Results that participants will be able to perform at the end of a human resource development program.
Patent
Gives its owner the right to exclude others from making, using, or selling anything that embodies or uses an invention.
Primacy error
Occurs when an appraiser gives more weight to an employee's earlier performance and discounts recent occurrences.
Six Sigma
Disciplined, data-driven approach and methodology for eliminating defects.
Total quality management (TQM)
Strategic, integrated management system for achieving customer satisfaction that involves all managers and employees and uses quantitative methods to continuously improve an organization's processes.
Vestibule training
Offline, instructor-led training designed to bring a learner up to production standards before assuming online responsibilities.
Aptitude
Ability to learn information or acquire a skill.
Cause-and-effect diagram
Diagram that maps out a list of factors that are thought to affect a problem or a desired outcome.
Copyright
Right or privilege of an author or proprietor to exclude others from printing or otherwise duplicating, distributing, or vending copies of his/her literary, artictic, and other creative expressions when secured as defined by the copyright statute.
Dual-ladder programs
Career development programs that identify meaningful career paths for professional and technical people whose preference may be outside of traditional management roles.
Goal
Clear statement, usually in one sentence, of the purpose and intent of a human resource development program.
Leadership
Ability of an individual to influence a group or another individual toward the achievement of goals and results.
Motivation
Factors that initiate, direct, and sustain human behavior over time.
Orientation
Initial phase of employee training that covers job responsibilities and procedures, organizational goals and strategies, and company policies
Plateau curve
Type of learning curve in which learning is fast at first but then flattens out with no apparent progress.
Reusable learning objects (RLOs)
Learning elements that may be reused in a variety of contexts; examples include animated graphics, job aids, and print modules.
Talent Management
Implementation of integrated systems designed to increase workplace productivity by developing a process for attracting, developing, retaining, and utilizing people with the required skills and aptitude to meet current and future business needs.
Transformational leadership
Leadership style that motivates employees by inspiring them to join in a mutually satisfying achievement.
Application
Level of learning characterized by ability to use learned information in a new situation.
Career management
Preparing, implementing, and monitoring employees' career paths, with a primary focus on the goals of the organization.
Contrast error
Error that occurs when an employee's rating is based on how his or her performance compares to that of another employee rather than objective standards.
Diversity
Differences in characteristics of people; can involve personality, work style, race, age, ethnicity, gender, religion, education, functional level at work, etc.
Fast-track programs
Career development programs that involve identifying a pool of potential leaders and rapidly increasing their leadership skill development.
Knowledge
Level of learning characterized by ability to recall specific facts
Management
directing day-to-day organizational operations
Organizational development (OD)
Process of enhancing the effectiveness of an organization and the well-being of its members through planned interventions.
Performance standards
Expectations of management translated into behaviors and results that employees can deliver.
Repatriation
reintegrating employees into their home-country operations following an international assignment
Synchronous learning
Type of e-learning in which participants interact together in real time.
Transactional leadership
Leadership style that offers the promise of reward or the threat of discipline to motivate employees
Analysis
Level of learning characterized by understanding information to the level of being able to break it down and explain how it fits together.
Blended learning
Planned approach to learning that includes a combination of methods such as classroom, e-learning, self-paced study, and performance support such as job aids or coaching.
Competencies (KSAP)
Set of behaviors encompassing skills, knowledge, abilities, and personal attributes that are critical to successful work accomplishment
Developmental activities
Activities that focus on preparing employees for future responsibilities while increasing their capacity to perform their current jobs
Extrinsic rewards
Rewards such as pay, benefits, bonuses, promotions, achievement awards, time off, more freedom, and autonomy, special assignments, etc.
Intrinsic rewards
Meaningful work, good feedback on performance, autonomy, and other factors that lead to high levels of satisfaction in the job.
Learning styles
Ways individuals learn and process ideas.
On-the-job training (OJT)
Training provided to employees at the work site utilizing demonstration and performance of job tasks to be accomplished.
Performance appraisal
Process that measures the degree to which an employee accomplishes work requirements.
Public domain
Status of a work when copyright protection ends; in general, copyright protection covers the life of the author plus 70 years.
Subject matter expert (SME)
Person who is well versed in the content of a human resource development program.
Trainability
Readiness to learn, combining students' level of ability and motivation with their perceptions of the work environment
Andragogy
Study of how adults learn.
Career development
Process by which individuals progress through a series of stages in their careers, each of which is characterized by relatively unique issues, themes, and tasks.
Comprehension
level of learning characterized by ability to translate or interpret information.
Distance learning
process of delivering educational or instructional programs to locations away from a classroom or site.
Fair use
Provision of the Copyright Act that allows the use of copyrighted work in certain circumstances.
Kinesthetic learners
People who learn best through a hands-on approach; also called tactile learners.
Leniency errors
Errors that are the result of appraisers who don't want to give low scores.
Organizational culture
Shared attitudes and perceptions in an organization.
Performance management
Process of maintaining or improving employee job performance through the use of performance assessment tools, coaching, and counseling as well as providing continous feedback.
Recency error
Error that occurs when an appraiser gives more weight to recent occurrences and discounts an employee's earlier performance during the appraisal period.
Succession planning
Process of systematically identifying, assessing, and developing leadership talent.
Training
Process of providing knowledge, skills, and abilities (KSAs) specific to a task or job.
Apprenticeship
Relates to technical skills training; often a partnership between employers and unions.
Career planning
Actions and activities that individuals perform in order to give direction to their work life.
Control chart
Chart that illustrates variations from normal in a situation over time.
Diversity training
Training designed to inform and educate senior
management and staff about diversity and to develop concrete skills among staff that will facilitate enhanced productivity and communications among all employees.
Glass ceiling
Strong but invisible career barrier that sometimes exists for minorities and women.
Knowledge management (KM)
Process of creating, acquiring, sharing, and managing knowledge to augment individual and organizational performance.
Mentoring
Developmentally oriented relationship between two individuals.
Organizational learning
certain types of learning activities or processes that may occur at any one of several levels in an organization.
Pilot programs
Human resource development programs offered initially in a controlled environment with a segment of the target audience.
Replacement planning
Snapshot assessment of the availability of qualified back up for key management positions.
Synthesis
Level of learning at which the learner is able to respond to new situations and determine trouble-shooting techniques and solutions.
Transfer of training
Effective and continuing on-the-job application of the knowledge and skills gained during a learning experience.
Job enlargement
Broadening the scope of a job by expanding the number of different tasks to be performed.
Job enrichment
Increases the depth of a job by adding responsibility for planning, organizing, controlling, and evaluation.
Management by Objective (MBO)
A system of goal setting and implementation; it involves a cycle of discussion, review, and evaluation of objectives among top and middle-level managers, supervisors, and employees.
Blake Mouton's Theory
Managerial Grid using two axes to describe leadership/management behavior: Concern for people, Concern for task (production).
Hersey-Blanchard
Suggest a leadership style should be matched to the maturity of the employees; Task behavior and Relationship behavior.
Behaviorally anchored rating scale (BARS)
Method that was designed to combat the problem of category rating by describing examples of desireable and undesireable behavior and then measured against a scale of performance levels.
DESIGN (ADDIE)
Consists of composing GOALS and OBJECTIVES, defining a TARGET AUDIENCE, and selecting an INSTRUCTIONAL DESIGNER.
DEVELOPMENT (ADDIE)
Involves the creation of the materials to be used in the program and the selection of delivery methods and media.