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HRM Chapter 9

Vocabulary

TermDefinition
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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