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Glossary B

Balanced scorecard

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

Balanced scorecard approach

A strategic management tool that measures an organization’s performance across multiple areas.

  1. Qualitative vs Quantitative Objectives (Setting Outcomes)

Balancing

  1. Long-term vs Short-term Training Goals (Setting Objectives)
  2. Objective vs Subjective Evaluation (Bias in Training)
  3. Training Evaluation: Quantitative vs Qualitative Data (Choosing Methods)

Baseline evaluation

The initial assessment of a program or organization’s performance before implementing any changes or improvements.

  1. Baseline vs Follow-up Evaluation (Measurement Timing)

Behavioral change

The process of modifying one’s behavior to achieve a desired outcome.

  1. Behavioral vs Cognitive Objectives (Training Focus)
  2. Formative vs Summative Evaluation (Distinguishing Training Outcomes)

Behavioral competencies

The knowledge, skills, and abilities required to perform a particular job or task.

  1. Reaction vs Learning Evaluation (Levels of Assessment)
  2. Competencies vs Skills in Evaluation (Defining Outcomes)

Behavioral indicators

Observable behaviors or actions that indicate an individual’s level of skill or knowledge in a particular area.

  1. Competency-based vs Task-based Objectives (Training Focus)
  2. Knowledge vs Skill Training Objectives (Setting Goals)

Behavioral learning theory

A theory that explains how individuals acquire and develop new behaviors through observation, imitation, and reinforcement.

  1. Knowledge vs Skill Training Objectives (Setting Goals)

Behavioral modeling

  1. Training Evaluation: Pre-test vs Post-test (Assessment Methods)

Behavioral objectives

Specific, measurable goals related to behavior change.

  1. Behavioral vs Cognitive Objectives (Training Focus)

Behavioral observation

Systematic observation and analysis of behavior to identify patterns and trends.

  1. Benchmarks vs Targets in Training (Setting Standards)
  2. How does one measure neuroticism on a scale? (6 Common Questions Answered)
  3. 360-degree Feedback vs Self-evaluation (Sources of Input)

Behavior change

The process of modifying one’s behavior to achieve a desired outcome.

  1. Performance Metrics vs Learning Metrics (Measurement in Training)
  2. Training Effectiveness vs Efficiency (Understanding Impact)
  3. Reaction vs Learning Evaluation (Levels of Assessment)
  4. Behavioral vs Cognitive Objectives (Training Focus)
  5. Formative vs Summative Evaluation (Distinguishing Training Outcomes)
  6. Training Evaluation: Pre-test vs Post-test (Assessment Methods)
  7. Training ROI vs ROE (Financial vs Educational)
  8. Training Impact: Immediate vs Delayed (Timing Effects)
  9. Content vs Delivery Evaluation (Training Components)
  10. What is an effective evaluation design for training programs? (6 Common Questions Answered)
  11. Training Evaluation: Quantitative vs Qualitative Data (Choosing Methods)

Behavior change durability

The ability of a behavior change to be maintained over time.

  1. Training Transfer vs Training Retention (Achieving Outcomes)

Behavior change monitoring

  1. Training Evaluation: Pre-test vs Post-test (Assessment Methods)

Behavior level

The degree to which a person has achieved a desired level of behavior change.

  1. Reaction vs Learning Evaluation (Levels of Assessment)
  2. Performance Metrics vs Learning Metrics (Measurement in Training)

Behavior modification

The use of positive or negative reinforcement to encourage or discourage certain behaviors.

  1. Behavioral vs Cognitive Objectives (Training Focus)

Benchmarking

Comparing a company’s performance to that of its competitors or industry standards.

  1. Qualitative vs Quantitative Objectives (Setting Outcomes)
  2. Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)
  3. Baseline vs Follow-up Evaluation (Measurement Timing)
  4. Competencies vs Skills in Evaluation (Defining Outcomes)
  5. Benchmarks vs Targets in Training (Setting Standards)
  6. How does the charismatic theory of leadership influence career advancement strategies? (5 Main Questions Answered)
  7. Why is evaluation important in professional development goals setting and achieving success? (5 Main Questions Answered)
  8. How can I assess my job performance? (6 Common Questions Answered)
  9. Performance Metrics vs Learning Metrics (Measurement in Training)

Benchmarking methods and techniques

Strategies for collecting and analyzing data to identify areas for improvement.

  1. Benchmarks vs Targets in Training (Setting Standards)

Benchmarking process

The process of comparing the performance of an organization or program against industry or educational standards.

  1. Baseline vs Follow-up Evaluation (Measurement Timing)

Benchmarking standards

Established criteria for measuring performance or progress.

  1. Qualitative vs Quantitative Objectives (Setting Outcomes)

Benchmarking techniques

Methods for comparing an organization’s performance to industry standards or competitors.

  1. Benchmarks vs Targets in Training (Setting Standards)
  2. How can I assess my job performance? (6 Common Questions Answered)

Benchmarks

Standards or reference points used to measure performance or progress.

  1. Benchmarks vs Targets in Training (Setting Standards)
  2. Qualitative vs Quantitative Objectives (Setting Outcomes)
  3. What methods should I use for self-evaluation of work performance? (6 Common Questions Answered)
  4. Realistic vs Stretch Objectives (Setting Goals)
  5. Reaction vs Learning Evaluation (Levels of Assessment)
  6. How can core evaluation help in setting and achieving professional success? (4 Crucial Questions Answered)
  7. Learning Outcomes: Expected vs Achieved (Comparing Results)
  8. How can I assess my own job performance? (6 Common Questions Answered)
  9. How do you evaluate training programs and courses? (6 Common Questions Answered)
  10. How can I set professional goals for my own development? (5 Main Questions Answered)
  11. Custom vs Standard Evaluation Forms (Choosing Tools)
  12. Competencies vs Skills in Evaluation (Defining Outcomes)
  13. How can I develop my leadership practices? (6 Common Questions Answered)
  14. Why is it important to set training objectives when striving for success professionally? (5 Main Questions Answered)
  15. What are the objectives of training evaluation to advance one’s career strategies? (5 Main Questions Answered)
  16. Pre-training vs Post-training Assessments (Timing Importance)
  17. Formative vs Summative Evaluation (Distinguishing Training Outcomes)
  18. Formal vs Informal Training Evaluation (Choosing Approach)
  19. What is the self-evaluation definition, and what areas should be identified for improvement when creating a plan of action? (4 Crucial Questions Answered)
  20. How do I self-evaluate my job performance in order to achieve success? (6 Common Questions Answered)
  21. How can self-evaluations help with professional development goals? (5 Main Questions Answered)
  22. Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)
  23. Long-term vs Short-term Training Goals (Setting Objectives)

Best-in-class performance

Achieving the highest level of performance in a particular industry or field.

  1. Qualitative vs Quantitative Objectives (Setting Outcomes)

Best practices

Proven methods or techniques that are widely accepted as effective in a particular field or industry.

  1. Qualitative vs Quantitative Objectives (Setting Outcomes)
  2. Baseline vs Follow-up Evaluation (Measurement Timing)
  3. Benchmarks vs Targets in Training (Setting Standards)
  4. How can I assess my job performance? (6 Common Questions Answered)
  5. Formal vs Informal Training Evaluation (Choosing Approach)
  6. Why is evaluation important in professional development goals setting and achieving success? (5 Main Questions Answered)
  7. Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)
  8. How can I develop my leadership practices? (6 Common Questions Answered)
  9. What are the objectives of training evaluation to advance one’s career strategies? (5 Main Questions Answered)
  10. Top-down vs Bottom-up Evaluation (Organizational Approach)
  11. Training Evaluation: Pre-test vs Post-test (Assessment Methods)
  12. What are the objectives of a training program and what is their purpose? (5 Main Questions Answered)

Best practices in training evaluation

Methods for assessing the effectiveness of training programs.

  1. Benchmarks vs Targets in Training (Setting Standards)

Better alignment of employee goals with organizational objectives

Ensuring that individual employee goals are in line with the overall goals of the organization.

  1. Training ROI vs ROE (Financial vs Educational)

Bias

Prejudice or favoritism towards a particular group or individual.

  1. Objective vs Subjective Evaluation (Bias in Training)
  2. 360-degree Feedback vs Self-evaluation (Sources of Input)
  3. In-house vs External Evaluation (Choosing Evaluators)
  4. Criterion-referenced vs Norm-referenced Evaluation (Assessment Types)
  5. Evaluation Design: Experimental vs Non-experimental (Research Methods)
  6. Formal vs Informal Training Evaluation (Choosing Approach)
  7. Direct vs Indirect Evaluation Methods (Choosing Tools)
  8. Individual vs Group Evaluation (Assessing Performance)
  9. Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)
  10. Self-assessment vs External Evaluation (Validity in Training)
  11. Training Evaluation: Quantitative vs Qualitative Data (Choosing Methods)
  12. Custom vs Standard Evaluation Forms (Choosing Tools)
  13. What technology-based training methods are available? (5 Main Questions Answered)

Bias in training

  1. Objective vs Subjective Evaluation (Bias in Training)

Blended learning

A combination of traditional classroom instruction and online learning.

  1. Training Effectiveness vs Efficiency (Understanding Impact)
  2. Training Transfer vs Training Retention (Achieving Outcomes)

Blended learning approaches

A combination of traditional classroom instruction and online learning.

  1. Competency-based vs Task-based Objectives (Training Focus)
  2. Content vs Delivery Evaluation (Training Components)
  3. Training Transfer vs Training Retention (Achieving Outcomes)

Blinding

The process of concealing information from participants in a study to reduce bias.

  1. Evaluation Design: Experimental vs Non-experimental (Research Methods)

Blinding/masking

The process of concealing information from participants in a study to reduce bias.

  1. Evaluation Design: Experimental vs Non-experimental (Research Methods)

Blind spots

Areas of weakness or lack of awareness in one’s own knowledge or behavior.

  1. 360-degree Feedback vs Self-evaluation (Sources of Input)
  2. In-house vs External Evaluation (Choosing Evaluators)
  3. What methods should I use for self-evaluation of work performance? (6 Common Questions Answered)

Bloom’s taxonomy

A framework for categorizing educational goals and objectives based on cognitive complexity.

  1. Training Effectiveness vs Efficiency (Understanding Impact)

Body language

  1. What are core self-evaluations, and what strategies should be used for career advancement? (6 Common Questions Answered)
  2. How can I develop my leadership practices? (6 Common Questions Answered)
  3. Content vs Delivery Evaluation (Training Components)
  4. How does one evaluate their own self-esteem in order to achieve success professionally? (6 Common Questions Answered)

Bottom-up evaluation

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

Bottom-up evaluation approach

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

Brand reputation

The perception and reputation of a brand or organization in the eyes of its customers, stakeholders, and the public.

  1. Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)
  2. Qualitative vs Quantitative Objectives (Setting Outcomes)

Budget constraints

Limitations on the amount of money available for a particular project or initiative.

  1. Formal vs Informal Training Evaluation (Choosing Approach)

Budgeting

The process of creating a financial plan for a business or individual, including income, expenses, and savings.

  1. Long-term vs Short-term Training Goals (Setting Objectives)
  2. How can I pursue paid research to further my professional development goals? (6 Common Questions Answered)

Business goals

Objectives set by an organization to achieve success and growth.

  1. Qualitative vs Quantitative Objectives (Setting Outcomes)
  2. Competency-based vs Task-based Objectives (Training Focus)
  3. Training Effectiveness vs Efficiency (Understanding Impact)

Business goals and objectives

Specific targets or outcomes that a business or organization aims to achieve.

  1. Training Effectiveness vs Efficiency (Understanding Impact)

Business growth potential

The likelihood of a business to expand and increase its revenue and profits over time.

  1. Training ROI vs ROE (Financial vs Educational)

Business impact analysis

An analysis of the potential impact that a particular decision or action may have on a business or organization.

  1. Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)