Glossary B

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Glossary B

Balanced scorecard approach

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

  • Qualitative vs Quantitative Objectives (Setting Outcomes)

    • Baseline evaluation

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

  • Baseline vs Follow-up Evaluation (Measurement Timing)

    • Behavioral change

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

  • Behavioral vs Cognitive Objectives (Training Focus)

    • Behavioral competencies

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

  • Reaction vs Learning Evaluation (Levels of Assessment)

    • Behavioral indicators

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

  • 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.

  • Knowledge vs Skill Training Objectives (Setting Goals)

    • Behavioral objectives

    Specific, measurable goals related to behavior change.

  • Behavioral vs Cognitive Objectives (Training Focus)

    • Behavioral observation

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

  • Benchmarks vs Targets in Training (Setting Standards)

    • Behavioral skills

    Abilities related to interpersonal communication, teamwork, and leadership.

  • Behavioral vs Cognitive Objectives (Training Focus)

    • Behavior change

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

  • Training Effectiveness vs Efficiency (Understanding Impact)
  • Reaction vs Learning Evaluation (Levels of Assessment)
  • Behavioral vs Cognitive Objectives (Training Focus)
  • Formative vs Summative Evaluation (Distinguishing Training Outcomes)
  • Training ROI vs ROE (Financial vs Educational)
  • Training Transfer vs Training Retention (Achieving Outcomes)
  • Performance Metrics vs Learning Metrics (Measurement in Training)

    • Behavior change durability

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

  • Training Transfer vs Training Retention (Achieving Outcomes)

    • Behavior level

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

  • Reaction vs Learning Evaluation (Levels of Assessment)

    • Behavior level evaluation

    Assessing the extent to which a person has achieved a desired level of behavior change.

  • Performance Metrics vs Learning Metrics (Measurement in Training)

    • Behavior modification

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

  • Behavioral vs Cognitive Objectives (Training Focus)
  • Performance Metrics vs Learning Metrics (Measurement in Training)

    • Benchmarking

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

  • Qualitative vs Quantitative Objectives (Setting Outcomes)
  • Formal vs Informal Training Evaluation (Choosing Approach)
  • Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)
  • Performance Metrics vs Learning Metrics (Measurement in Training)

    • Benchmarking methods and techniques

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

  • 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.

  • Baseline vs Follow-up Evaluation (Measurement Timing)

    • Benchmarking standards

    Established criteria for measuring performance or progress.

  • Qualitative vs Quantitative Objectives (Setting Outcomes)

    • Benchmarking techniques

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

  • Benchmarks vs Targets in Training (Setting Standards)

    • Benchmarks

    Standards or reference points used to measure performance or progress.

  • Benchmarks vs Targets in Training (Setting Standards)
  • Learning Outcomes: Expected vs Achieved (Comparing Results)
  • Qualitative vs Quantitative Objectives (Setting Outcomes)

    • Best-in-class performance

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

  • Qualitative vs Quantitative Objectives (Setting Outcomes)

    • Best practices

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

  • Baseline vs Follow-up Evaluation (Measurement Timing)
  • Formal vs Informal Training Evaluation (Choosing Approach)
  • Qualitative vs Quantitative Objectives (Setting Outcomes)

    • Best practices in training evaluation

    Methods for assessing the effectiveness of training programs.

  • 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.

  • Training ROI vs ROE (Financial vs Educational)

    • Better customer service delivery

    Improving the quality and efficiency of customer service interactions.

  • Training ROI vs ROE (Financial vs Educational)

    • Bias

    Prejudice or favoritism towards a particular group or individual.

  • 360-degree Feedback vs Self-evaluation (Sources of Input)
  • In-house vs External Evaluation (Choosing Evaluators)
  • Evaluation Design: Experimental vs Non-experimental (Research Methods)
  • Formal vs Informal Training Evaluation (Choosing Approach)
  • Self-assessment vs External Evaluation (Validity in Training)

    • Blended learning

    A combination of traditional classroom instruction and online learning.

  • Training Effectiveness vs Efficiency (Understanding Impact)
  • Training Transfer vs Training Retention (Achieving Outcomes)

    • Blended learning approaches

    A combination of traditional classroom instruction and online learning.

  • Training Transfer vs Training Retention (Achieving Outcomes)

    • Blinding

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

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

    • Blinding/masking

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

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

    • Blind spots

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

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

    • Bloom’s taxonomy

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

  • Reaction vs Learning Evaluation (Levels of Assessment)
  • Training Effectiveness vs Efficiency (Understanding Impact)

    • Brand reputation

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

  • Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)

    • Budget constraints

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

  • 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.

  • Long-term vs Short-term Training Goals (Setting Objectives)

    • Business goals

    Objectives set by an organization to achieve success and growth.

  • Qualitative vs Quantitative Objectives (Setting Outcomes)

    • Business goals and objectives

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

  • Training Effectiveness vs Efficiency (Understanding Impact)

    • Business growth potential

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

  • 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.

  • Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)