Skip to content

Glossary O

Objective criteria

Standards used to evaluate performance based on specific, measurable goals.

  1. Objective vs Subjective Evaluation (Bias in Training)
  2. Individual vs Group Evaluation (Assessing Performance)
  3. Criterion-referenced vs Norm-referenced Evaluation (Assessment Types)

Objective evaluation

An unbiased assessment of performance or progress towards a goal based on measurable criteria.

  1. Objective vs Subjective Evaluation (Bias in Training)
  2. 360-degree Feedback vs Self-evaluation (Sources of Input)
  3. Self-assessment vs External Evaluation (Validity in Training)

Objective evaluation criteria

Standards used to assess whether objectives have been met.

  1. Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)
  2. Pre-training vs Post-training Assessments (Timing Importance)

Objective evaluation method

A method of evaluation that is based on measurable criteria and produces unbiased results.

  1. Criterion-referenced vs Norm-referenced Evaluation (Assessment Types)

Objective feedback

Feedback based on objective data rather than personal opinion.

  1. What technology-based training methods are available? (5 Main Questions Answered)

Objective measures

Quantitative data used to evaluate progress towards objectives.

  1. Training Evaluation: Quantitative vs Qualitative Data (Choosing Methods)
  2. Objective vs Subjective Evaluation (Bias in Training)
  3. Self-assessment vs External Evaluation (Validity in Training)
  4. Direct vs Indirect Evaluation Methods (Choosing Tools)
  5. Formative vs Summative Evaluation (Distinguishing Training Outcomes)

Objectives

Specific, measurable goals to be achieved.

  1. Qualitative vs Quantitative Objectives (Setting Outcomes)
  2. Competency-based vs Task-based Objectives (Training Focus)
  3. Long-term vs Short-term Training Goals (Setting Objectives)
  4. Top-down vs Bottom-up Evaluation (Organizational Approach)
  5. Training Needs: Current vs Future (Strategic Evaluation)
  6. Benchmarks vs Targets in Training (Setting Standards)
  7. What are the objectives of a training program and what is their purpose? (5 Main Questions Answered)
  8. Custom vs Standard Evaluation Forms (Choosing Tools)
  9. Competencies vs Skills in Evaluation (Defining Outcomes)
  10. Formative vs Summative Evaluation (Distinguishing Training Outcomes)
  11. Realistic vs Stretch Objectives (Setting Goals)
  12. Individual vs Group Evaluation (Assessing Performance)
  13. How can I set professional goals for my own development? (5 Main Questions Answered)
  14. Objective vs Subjective Evaluation (Bias in Training)
  15. How do I self-evaluate my job performance in order to achieve success? (6 Common Questions Answered)
  16. How do I create a comprehensive training and development syllabus that meets my needs? (6 Common Questions Answered)
  17. Why is it important to set training objectives when striving for success professionally? (5 Main Questions Answered)
  18. Knowledge vs Skill Training Objectives (Setting Goals)
  19. What methods should I use for self-evaluation of work performance? (6 Common Questions Answered)
  20. Training Evaluation: Quantitative vs Qualitative Data (Choosing Methods)
  21. What are the objectives of training evaluation to advance one’s career strategies? (5 Main Questions Answered)
  22. Training Effectiveness vs Efficiency (Understanding Impact)
  23. 360-degree Feedback vs Self-evaluation (Sources of Input)
  24. What is the self-evaluation definition, and what areas should be identified for improvement when creating a plan of action? (4 Crucial Questions Answered)
  25. What is the definition of employee development and how does it relate to setting professional goals? (5 Main Questions Answered)
  26. How can I assess my job performance? (6 Common Questions Answered)
  27. Training ROI vs ROE (Financial vs Educational)
  28. Performance Metrics vs Learning Metrics (Measurement in Training)
  29. How do you evaluate training programs and courses? (6 Common Questions Answered)
  30. Criterion-referenced vs Norm-referenced Evaluation (Assessment Types)
  31. How can self-evaluations help with professional development goals? (5 Main Questions Answered)
  32. Content vs Delivery Evaluation (Training Components)
  33. Self-assessment vs External Evaluation (Validity in Training)
  34. Direct vs Indirect Evaluation Methods (Choosing Tools)
  35. How do I psychologically self-evaluate for improvement purposes? (5 Main Questions Answered)
  36. How can I assess my own job performance? (6 Common Questions Answered)
  37. Why is evaluation important in professional development goals setting and achieving success? (5 Main Questions Answered)
  38. Formal vs Informal Training Evaluation (Choosing Approach)
  39. Training Transfer vs Training Retention (Achieving Outcomes)
  40. Baseline vs Follow-up Evaluation (Measurement Timing)
  41. Behavioral vs Cognitive Objectives (Training Focus)
  42. Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)
  43. What training methods are best for professional development goals? (6 Common Questions Answered)
  44. Learning Outcomes: Expected vs Achieved (Comparing Results)
  45. Pre-training vs Post-training Assessments (Timing Importance)
  46. How does Fiedler’s Cognitive Resource Theory relate to professional development goals? (5 Main Questions Answered)
  47. Reaction vs Learning Evaluation (Levels of Assessment)
  48. How can I develop my leadership practices? (6 Common Questions Answered)
  49. How can I pursue paid research to further my professional development goals? (6 Common Questions Answered)
  50. How do criteria deficiency, relevance, and contamination affect professional development goals? (5 Main Questions Answered)
  51. What strategies are available for overcoming a career plateau? (5 Main Questions Answered)
  52. In-house vs External Evaluation (Choosing Evaluators)
  53. How does Cognitive Resource Theory apply to leadership roles? (3 Biggest Questions Answered)
  54. How can cognitive resource theory help me identify areas for improvement when developing my skillset? (4 Crucial Questions Answered)
  55. Training Evaluation: Pre-test vs Post-test (Assessment Methods)
  56. How does the charismatic theory of leadership influence career advancement strategies? (5 Main Questions Answered)
  57. Training Impact: Immediate vs Delayed (Timing Effects)
  58. How can effective leadership be achieved? (5 Main Questions Answered)
  59. What is an effective evaluation design for training programs? (6 Common Questions Answered)
  60. What is the contingency theory of leadership? (6 Common Questions Answered)

Objective setting

The process of defining specific, measurable, achievable, relevant, and time-bound goals.

  1. Individual vs Group Evaluation (Assessing Performance)
  2. Qualitative vs Quantitative Objectives (Setting Outcomes)
  3. 360-degree Feedback vs Self-evaluation (Sources of Input)

Objective time frame

A specific period of time in which objectives must be achieved.

  1. Long-term vs Short-term Training Goals (Setting Objectives)

Objectivity

The absence of bias or personal opinion in evaluating something.

  1. Competencies vs Skills in Evaluation (Defining Outcomes)
  2. Objective vs Subjective Evaluation (Bias in Training)
  3. 360-degree Feedback vs Self-evaluation (Sources of Input)
  4. Custom vs Standard Evaluation Forms (Choosing Tools)
  5. In-house vs External Evaluation (Choosing Evaluators)
  6. Criterion-referenced vs Norm-referenced Evaluation (Assessment Types)
  7. Self-assessment vs External Evaluation (Validity in Training)
  8. Training Evaluation: Quantitative vs Qualitative Data (Choosing Methods)

Observable behavior

Actions or reactions that can be seen or heard by others.

  1. Behavioral vs Cognitive Objectives (Training Focus)
  2. Competency-based vs Task-based Objectives (Training Focus)

Observation

The act of observing and recording behavior or phenomena.

  1. Direct vs Indirect Evaluation Methods (Choosing Tools)
  2. Performance Metrics vs Learning Metrics (Measurement in Training)
  3. Baseline vs Follow-up Evaluation (Measurement Timing)
  4. What is an effective evaluation design for training programs? (6 Common Questions Answered)
  5. Qualitative vs Quantitative Objectives (Setting Outcomes)
  6. Reaction vs Learning Evaluation (Levels of Assessment)
  7. Training Evaluation: Pre-test vs Post-test (Assessment Methods)
  8. Behavioral vs Cognitive Objectives (Training Focus)
  9. Continuous vs End-point Evaluation (Feedback Timing)
  10. Training Evaluation: Quantitative vs Qualitative Data (Choosing Methods)
  11. Training ROI vs ROE (Financial vs Educational)

Observational research

A research method in which the observer observes and records behavior or phenomena.

  1. Training Evaluation: Quantitative vs Qualitative Data (Choosing Methods)

Observation techniques

Methods used to observe and record behavior or phenomena.

  1. Training Evaluation: Pre-test vs Post-test (Assessment Methods)
  2. Training Evaluation: Quantitative vs Qualitative Data (Choosing Methods)

Ongoing assessment

  1. Continuous vs End-point Evaluation (Feedback Timing)
  2. Reaction vs Learning Evaluation (Levels of Assessment)
  3. Baseline vs Follow-up Evaluation (Measurement Timing)

Ongoing evaluation

Continuous assessment of the effectiveness of an intervention or program.

  1. Formal vs Informal Training Evaluation (Choosing Approach)
  2. 360-degree Feedback vs Self-evaluation (Sources of Input)
  3. Individual vs Group Evaluation (Assessing Performance)

On-the-job training

Training provided to employees while they are performing their regular job duties.

  1. Training Transfer vs Training Retention (Achieving Outcomes)
  2. Formal vs Informal Training Evaluation (Choosing Approach)
  3. Training Effectiveness vs Efficiency (Understanding Impact)
  4. What approaches should be taken for employee development and growth? (5 Main Questions Answered)
  5. Training Needs: Current vs Future (Strategic Evaluation)
  6. Competency-based vs Task-based Objectives (Training Focus)
  7. Content vs Delivery Evaluation (Training Components)
  8. What training methods are best for professional development goals? (6 Common Questions Answered)

On-the-job training methods

Methods used to train employees while they are performing their regular job duties.

  1. Training Transfer vs Training Retention (Achieving Outcomes)

Open-ended questions

Questions that allow for a wide range of responses and encourage discussion and exploration.

  1. Direct vs Indirect Evaluation Methods (Choosing Tools)
  2. Reaction vs Learning Evaluation (Levels of Assessment)
  3. Training Evaluation: Quantitative vs Qualitative Data (Choosing Methods)

Operational efficiency

  1. Top-down vs Bottom-up Evaluation (Organizational Approach)
  2. Qualitative vs Quantitative Objectives (Setting Outcomes)

Optimal frequency

The ideal frequency at which a particular activity should be performed.

  1. Long-term vs Short-term Training Goals (Setting Objectives)

Optimal results

  1. Content vs Delivery Evaluation (Training Components)
  2. Behavioral vs Cognitive Objectives (Training Focus)

Organizational affiliation

The relationship an individual has with an organization, such as being an employee or member.

  1. In-house vs External Evaluation (Choosing Evaluators)

Organizational alignment

  1. Top-down vs Bottom-up Evaluation (Organizational Approach)

Organizational culture

The collective values, beliefs, and behaviors that shape an organization’s identity and guide its actions.

  1. What is the definition of employee development and how does it relate to setting professional goals? (5 Main Questions Answered)
  2. How does Cognitive Resource Theory apply to leadership roles? (3 Biggest Questions Answered)
  3. Competencies vs Skills in Evaluation (Defining Outcomes)
  4. Custom vs Standard Evaluation Forms (Choosing Tools)
  5. What is an effective evaluation design for training programs? (6 Common Questions Answered)
  6. How does Fiedler’s Cognitive Resource Theory relate to professional development goals? (5 Main Questions Answered)
  7. Why is it important to set training objectives when striving for success professionally? (5 Main Questions Answered)
  8. Pre-training vs Post-training Assessments (Timing Importance)
  9. Reaction vs Learning Evaluation (Levels of Assessment)
  10. Top-down vs Bottom-up Evaluation (Organizational Approach)
  11. Training Effectiveness vs Efficiency (Understanding Impact)

Organizational culture and values

The shared beliefs, attitudes, and behaviors that shape an organization’s identity and guide its actions.

  1. In-house vs External Evaluation (Choosing Evaluators)

Organizational development

  1. Why is training evaluation important when it comes to advancing your career and developing a skill set? (4 Crucial Questions Answered)

Organizational development interventions

Activities designed to improve the effectiveness of an organization.

  1. Formal vs Informal Training Evaluation (Choosing Approach)

Organizational effectiveness

The degree to which an organization is successful in achieving its goals.

  1. Competencies vs Skills in Evaluation (Defining Outcomes)
  2. Training Transfer vs Training Retention (Achieving Outcomes)
  3. Top-down vs Bottom-up Evaluation (Organizational Approach)
  4. How do criteria deficiency, relevance, and contamination affect professional development goals? (5 Main Questions Answered)
  5. Training ROI vs ROE (Financial vs Educational)

Organizational evaluation

  1. Top-down vs Bottom-up Evaluation (Organizational Approach)

Organizational goals

The objectives an organization aims to achieve.

  1. Custom vs Standard Evaluation Forms (Choosing Tools)
  2. Pre-training vs Post-training Assessments (Timing Importance)
  3. Behavioral vs Cognitive Objectives (Training Focus)
  4. Competency-based vs Task-based Objectives (Training Focus)
  5. Knowledge vs Skill Training Objectives (Setting Goals)
  6. Training Effectiveness vs Efficiency (Understanding Impact)
  7. Training Needs: Current vs Future (Strategic Evaluation)
  8. Top-down vs Bottom-up Evaluation (Organizational Approach)
  9. Training ROI vs ROE (Financial vs Educational)
  10. In-house vs External Evaluation (Choosing Evaluators)
  11. Long-term vs Short-term Training Goals (Setting Objectives)
  12. How do I create a comprehensive training and development syllabus that meets my needs? (6 Common Questions Answered)
  13. Reaction vs Learning Evaluation (Levels of Assessment)

Organizational goals and objectives

The desired outcomes an organization aims to achieve through its actions and initiatives.

  1. Formal vs Informal Training Evaluation (Choosing Approach)
  2. Training Needs: Current vs Future (Strategic Evaluation)

Organizational learning

The process of acquiring knowledge and skills within an organization.

  1. Training ROI vs ROE (Financial vs Educational)
  2. Top-down vs Bottom-up Evaluation (Organizational Approach)

Organizational learning strategies

Methods used by an organization to promote and facilitate learning and development among its employees.

  1. Training Transfer vs Training Retention (Achieving Outcomes)

Organizational strategy

A plan or approach developed by an organization to achieve its goals.

  1. Realistic vs Stretch Objectives (Setting Goals)
  2. Long-term vs Short-term Training Goals (Setting Objectives)

Organizational support

Resources and assistance provided by an organization to support the professional development of its employees.

  1. Training Transfer vs Training Retention (Achieving Outcomes)

Outcome

  1. Qualitative vs Quantitative Objectives (Setting Outcomes)
  2. Competencies vs Skills in Evaluation (Defining Outcomes)
  3. Criterion-referenced vs Norm-referenced Evaluation (Assessment Types)
  4. Reaction vs Learning Evaluation (Levels of Assessment)
  5. Training Impact: Immediate vs Delayed (Timing Effects)
  6. Long-term vs Short-term Training Goals (Setting Objectives)
  7. Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)
  8. Formative vs Summative Evaluation (Distinguishing Training Outcomes)
  9. Training Evaluation: Quantitative vs Qualitative Data (Choosing Methods)
  10. What methods should I use for self-evaluation of work performance? (6 Common Questions Answered)
  11. Training Transfer vs Training Retention (Achieving Outcomes)
  12. Performance Metrics vs Learning Metrics (Measurement in Training)
  13. In-house vs External Evaluation (Choosing Evaluators)
  14. Why is evaluation important in professional development goals setting and achieving success? (5 Main Questions Answered)
  15. Content vs Delivery Evaluation (Training Components)
  16. Knowledge vs Skill Training Objectives (Setting Goals)
  17. Baseline vs Follow-up Evaluation (Measurement Timing)
  18. Continuous vs End-point Evaluation (Feedback Timing)
  19. Top-down vs Bottom-up Evaluation (Organizational Approach)
  20. Competency-based vs Task-based Objectives (Training Focus)
  21. How can I set professional goals for my own development? (5 Main Questions Answered)
  22. How do criteria deficiency, relevance, and contamination affect professional development goals? (5 Main Questions Answered)
  23. Training Needs: Current vs Future (Strategic Evaluation)
  24. Behavioral vs Cognitive Objectives (Training Focus)
  25. Training Effectiveness vs Efficiency (Understanding Impact)
  26. How can core evaluation help in setting and achieving professional success? (4 Crucial Questions Answered)
  27. What is the self-evaluation definition, and what areas should be identified for improvement when creating a plan of action? (4 Crucial Questions Answered)
  28. Self-assessment vs External Evaluation (Validity in Training)
  29. Pre-training vs Post-training Assessments (Timing Importance)
  30. What is an effective evaluation design for training programs? (6 Common Questions Answered)
  31. Evaluation Design: Experimental vs Non-experimental (Research Methods)
  32. What training methods are best for professional development goals? (6 Common Questions Answered)
  33. How can I assess my job performance? (6 Common Questions Answered)
  34. Training ROI vs ROE (Financial vs Educational)
  35. What is the contingency theory of leadership? (6 Common Questions Answered)
  36. How can I develop my leadership practices? (6 Common Questions Answered)
  37. How can I assess my own job performance? (6 Common Questions Answered)
  38. How do I create a comprehensive training and development syllabus that meets my needs? (6 Common Questions Answered)
  39. Why is it important to set training objectives when striving for success professionally? (5 Main Questions Answered)
  40. Formal vs Informal Training Evaluation (Choosing Approach)
  41. Benchmarks vs Targets in Training (Setting Standards)
  42. What role does cognitive resource theory play in setting and achieving professional goals? (5 Main Questions Answered)
  43. How does Fiedler’s Cognitive Resource Theory relate to professional development goals? (5 Main Questions Answered)
  44. How do I self-evaluate my job performance in order to achieve success? (6 Common Questions Answered)
  45. How can self-evaluations help with professional development goals? (5 Main Questions Answered)
  46. How can cognitive resource theory help me identify areas for improvement when developing my skillset? (4 Crucial Questions Answered)
  47. How does one evaluate their own self-esteem in order to achieve success professionally? (6 Common Questions Answered)
  48. Learning Outcomes: Expected vs Achieved (Comparing Results)
  49. How do I psychologically self-evaluate for improvement purposes? (5 Main Questions Answered)
  50. What are the objectives of training evaluation to advance one’s career strategies? (5 Main Questions Answered)
  51. Why is training evaluation important when it comes to advancing your career and developing a skill set? (4 Crucial Questions Answered)
  52. Objective vs Subjective Evaluation (Bias in Training)

Outcome assessment

The process of evaluating the effectiveness of an intervention or program.

  1. What is an effective evaluation design for training programs? (6 Common Questions Answered)
  2. Reaction vs Learning Evaluation (Levels of Assessment)

Outcome-based evaluation

  1. Competencies vs Skills in Evaluation (Defining Outcomes)

Outcome-based indicators

Measures used to evaluate the effectiveness of a program or intervention based on its outcomes.

  1. Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)

Outcome measurement

The process of using tools to assess the effectiveness of an intervention or program.

  1. Formative vs Summative Evaluation (Distinguishing Training Outcomes)
  2. Qualitative vs Quantitative Objectives (Setting Outcomes)

Outcome measurement criteria

  1. Competencies vs Skills in Evaluation (Defining Outcomes)

Outcome measures

Specific indicators used to measure progress towards achieving desired outcomes.

  1. Baseline vs Follow-up Evaluation (Measurement Timing)
  2. Performance Metrics vs Learning Metrics (Measurement in Training)
  3. Competencies vs Skills in Evaluation (Defining Outcomes)

Outcome-oriented approach

  1. Competencies vs Skills in Evaluation (Defining Outcomes)

Outcome tracking

The process of monitoring progress towards achieving desired outcomes.

  1. Baseline vs Follow-up Evaluation (Measurement Timing)
  2. Why is evaluation important in professional development goals setting and achieving success? (5 Main Questions Answered)

Overconfidence bias

The tendency to overestimate one’s own abilities and underestimate the likelihood of negative outcomes.

  1. 360-degree Feedback vs Self-evaluation (Sources of Input)