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C235 - Topic 1

TermDefinition
Development Training that is longer-term in focus, designed to help employees prepare for future jobs
Resource-based View A view that envisions organizations as bundles of resources, such as people, capital, plant, and equipment
buy or build The decision organizations face relating to investments in selecting new employees versus investments in training and development of current human resources
orientation Typically the first training program a new employee encounters, designed to clarify expectations, policies, the business model, organization culture, and so forth. Longer versions of this are known as “on-boarding.”
learning A relatively permanent change in knowledge, skills, attitudes, or social behavior resulting from practice or experience
competitive advantage The ability to provide a product or service to a paying customer in a way that cannot be easily matched by a competitor
training Learning that is planned by the organization and designed so as to further organizational objectives
learning organization An organization that is capable of adapting quickly to a changing environment by learning at three levels: individual, team, and organizational.
human resources management The entire set of activities used by an organization to align its human capital with organizational objectives and strategies
E-learning The use of electronic technologies to deliver information and facilitate the development of skills and knowledge
human capital The knowledge, competency, and motivation that resides in the human resources of an organization
intangible resources resources are difficult to quantify and to copy. Examples include tacit knowledge of employees, informal networking systems, intellectual property, and certain organizational capabilities such as a short product development cycle time
ADDIE model A common framework for training and development where the five steps in the model are Assessment, Design, Development, Implementation, and Evaluation
Created by: lissmisstree
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