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Glossary F

Facilitation techniques

Strategies used to guide group discussions or activities to achieve a desired outcome.

  1. How do criteria deficiency, relevance, and contamination affect professional development goals? (5 Main Questions Answered)
  2. Training Evaluation: Quantitative vs Qualitative Data (Choosing Methods)

Factor analysis

A statistical method used to identify underlying factors or dimensions that explain the variation in a set of data.

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

Failure to address individual learning needs

Neglecting to consider the unique learning requirements of each individual when designing training or development programs.

  1. Formal vs Informal Training Evaluation (Choosing Approach)

Failure to meet organizational goals and objectives

The inability to achieve desired outcomes or meet established targets within an organization.

  1. Formal vs Informal Training Evaluation (Choosing Approach)

Fairness

The quality of being impartial and unbiased in evaluating individuals or processes.

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

Favoritism

Bias or preference towards certain employees in the evaluation and development process.

  1. Individual vs Group Evaluation (Assessing Performance)
  2. In-house vs External Evaluation (Choosing Evaluators)

Feasible outcomes

Achievable and realistic goals for professional development.

  1. Realistic vs Stretch Objectives (Setting Goals)

Feedback

Information provided to individuals or groups about their performance or behavior, often with the goal of improving future outcomes.

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

Feedback accuracy

The degree to which feedback reflects an accurate and objective assessment of performance or behavior.

  1. Self-assessment vs External Evaluation (Validity in Training)

Feedback analysis

  1. Content vs Delivery Evaluation (Training Components)
  2. Performance Metrics vs Learning Metrics (Measurement in Training)
  3. Pre-training vs Post-training Assessments (Timing Importance)

Feedback culture

A workplace environment where giving and receiving feedback is encouraged and valued.

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

Feedback for improvement

Providing feedback to employees with the goal of improving their skills and performance.

  1. Criterion-referenced vs Norm-referenced Evaluation (Assessment Types)
  2. Formative vs Summative Evaluation (Distinguishing Training Outcomes)
  3. Realistic vs Stretch Objectives (Setting Goals)

Feedback gathering techniques

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

Feedback loop

The process of receiving feedback, taking action based on that feedback, and then receiving further feedback on the effectiveness of those actions.

  1. Competencies vs Skills in Evaluation (Defining Outcomes)
  2. Continuous vs End-point Evaluation (Feedback Timing)
  3. Formative vs Summative Evaluation (Distinguishing Training Outcomes)
  4. Training Effectiveness vs Efficiency (Understanding Impact)
  5. Long-term vs Short-term Training Goals (Setting Objectives)
  6. 360-degree Feedback vs Self-evaluation (Sources of Input)
  7. Learning Outcomes: Expected vs Achieved (Comparing Results)
  8. How does Fiedler’s Cognitive Resource Theory relate to professional development goals? (5 Main Questions Answered)
  9. Why is evaluation important in professional development goals setting and achieving success? (5 Main Questions Answered)
  10. How can I assess my job performance? (6 Common Questions Answered)
  11. What technology-based training methods are available? (5 Main Questions Answered)
  12. Why is training evaluation important when it comes to advancing your career and developing a skill set? (4 Crucial Questions Answered)

Feedback mechanisms

The channels or methods used to collect and deliver feedback.

  1. Benchmarks vs Targets in Training (Setting Standards)
  2. Training Evaluation: Pre-test vs Post-test (Assessment Methods)
  3. Formative vs Summative Evaluation (Distinguishing Training Outcomes)
  4. Training Effectiveness vs Efficiency (Understanding Impact)
  5. Top-down vs Bottom-up Evaluation (Organizational Approach)
  6. Custom vs Standard Evaluation Forms (Choosing Tools)
  7. Self-assessment vs External Evaluation (Validity in Training)
  8. Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)
  9. Objective vs Subjective Evaluation (Bias in Training)
  10. Content vs Delivery Evaluation (Training Components)
  11. Reaction vs Learning Evaluation (Levels of Assessment)
  12. Behavioral vs Cognitive Objectives (Training Focus)
  13. Training Evaluation: Quantitative vs Qualitative Data (Choosing Methods)
  14. Long-term vs Short-term Training Goals (Setting Objectives)
  15. Training Needs: Current vs Future (Strategic Evaluation)
  16. Performance Metrics vs Learning Metrics (Measurement in Training)
  17. Pre-training vs Post-training Assessments (Timing Importance)
  18. In-house vs External Evaluation (Choosing Evaluators)
  19. Individual vs Group Evaluation (Assessing Performance)
  20. Formal vs Informal Training Evaluation (Choosing Approach)
  21. Training Transfer vs Training Retention (Achieving Outcomes)
  22. Criterion-referenced vs Norm-referenced Evaluation (Assessment Types)
  23. Competencies vs Skills in Evaluation (Defining Outcomes)

Feedback quality

The effectiveness and usefulness of feedback provided to employees.

  1. Custom vs Standard Evaluation Forms (Choosing Tools)

Feedback reports

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

Feedback sources

The individuals or groups providing feedback, such as peers, subordinates, and superiors.

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

Feedback surveys

A method of gathering feedback through structured questionnaires or surveys.

  1. Training Evaluation: Quantitative vs Qualitative Data (Choosing Methods)
  2. What is an effective evaluation design for training programs? (6 Common Questions Answered)
  3. Formal vs Informal Training Evaluation (Choosing Approach)
  4. Performance Metrics vs Learning Metrics (Measurement in Training)
  5. How do you evaluate training programs and courses? (6 Common Questions Answered)

Feedback timing

  1. Continuous vs End-point Evaluation (Feedback Timing)

Feedback to students

Providing students with feedback on their performance and progress towards learning goals.

  1. Criterion-referenced vs Norm-referenced Evaluation (Assessment Types)
  2. Continuous vs End-point Evaluation (Feedback Timing)
  3. Learning Outcomes: Expected vs Achieved (Comparing Results)

Feedback validity assessment

The process of evaluating the accuracy and usefulness of feedback received.

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

Feedforward loop

  1. Continuous vs End-point Evaluation (Feedback Timing)

Final assessment

  1. Continuous vs End-point Evaluation (Feedback Timing)
  2. Formative vs Summative Evaluation (Distinguishing Training Outcomes)

Financial impact

The effect of a decision or action on an organization’s financial resources and outcomes.

  1. Training ROI vs ROE (Financial vs Educational)
  2. Qualitative vs Quantitative Objectives (Setting Outcomes)
  3. Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)

Financial interest

The potential financial benefits or costs associated with achieving professional development goals.

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

Financial metrics

Quantitative measures used to assess the financial performance of an organization, such as revenue, profit, and return on investment.

  1. Training Effectiveness vs Efficiency (Understanding Impact)
  2. Training ROI vs ROE (Financial vs Educational)

Financial returns

The profits or gains earned from an investment or business activity.

  1. Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)
  2. Qualitative vs Quantitative Objectives (Setting Outcomes)
  3. Competency-based vs Task-based Objectives (Training Focus)
  4. Training Evaluation: Quantitative vs Qualitative Data (Choosing Methods)
  5. Training ROI vs ROE (Financial vs Educational)

Flexibility

The ability to adapt and change in response to new information or circumstances.

  1. What is the contingency theory of leadership? (6 Common Questions Answered)
  2. Custom vs Standard Evaluation Forms (Choosing Tools)
  3. In-house vs External Evaluation (Choosing Evaluators)
  4. Realistic vs Stretch Objectives (Setting Goals)
  5. Top-down vs Bottom-up Evaluation (Organizational Approach)
  6. How does the charismatic theory of leadership influence career advancement strategies? (5 Main Questions Answered)
  7. Content vs Delivery Evaluation (Training Components)
  8. How does Fiedler’s Cognitive Resource Theory relate to professional development goals? (5 Main Questions Answered)
  9. Long-term vs Short-term Training Goals (Setting Objectives)
  10. Which cross-cultural methods should be used in a training program to ensure success? (5 Main Questions Answered)
  11. What is the definition of employee development and how does it relate to setting professional goals? (5 Main Questions Answered)

Flexibility in adjusting goals as needed

The ability to modify professional development goals based on changing circumstances or feedback.

  1. Realistic vs Stretch Objectives (Setting Goals)

Flexibility of use

The ability to adapt and modify professional development resources and strategies to meet individual needs.

  1. Custom vs Standard Evaluation Forms (Choosing Tools)

Focus

The ability to concentrate and direct attention towards a specific task or objective.

  1. Realistic vs Stretch Objectives (Setting Goals)
  2. Behavioral vs Cognitive Objectives (Training Focus)
  3. Knowledge vs Skill Training Objectives (Setting Goals)
  4. Qualitative vs Quantitative Objectives (Setting Outcomes)
  5. Long-term vs Short-term Training Goals (Setting Objectives)
  6. Competency-based vs Task-based Objectives (Training Focus)
  7. Competencies vs Skills in Evaluation (Defining Outcomes)
  8. How do I psychologically self-evaluate for improvement purposes? (5 Main Questions Answered)
  9. What are core self-evaluations, and what strategies should be used for career advancement? (6 Common Questions Answered)
  10. Training Needs: Current vs Future (Strategic Evaluation)
  11. What methods should I use for self-evaluation of work performance? (6 Common Questions Answered)
  12. How can I develop my leadership practices? (6 Common Questions Answered)
  13. Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)
  14. How does Cognitive Resource Theory apply to leadership roles? (3 Biggest Questions Answered)
  15. Why is it important to set training objectives when striving for success professionally? (5 Main Questions Answered)
  16. Formative vs Summative Evaluation (Distinguishing Training Outcomes)
  17. What is the contingency theory of leadership? (6 Common Questions Answered)
  18. Self-assessment vs External Evaluation (Validity in Training)
  19. Training Evaluation: Quantitative vs Qualitative Data (Choosing Methods)
  20. What role does cognitive resource theory play in setting and achieving professional goals? (5 Main Questions Answered)
  21. How do I self-evaluate my job performance in order to achieve success? (6 Common Questions Answered)
  22. Training Effectiveness vs Efficiency (Understanding Impact)
  23. What is the self-evaluation definition, and what areas should be identified for improvement when creating a plan of action? (4 Crucial Questions Answered)
  24. How does one evaluate their own self-esteem in order to achieve success professionally? (6 Common Questions Answered)
  25. Training Evaluation: Pre-test vs Post-test (Assessment Methods)
  26. How can core evaluation help in setting and achieving professional success? (4 Crucial Questions Answered)
  27. How can self-evaluations help with professional development goals? (5 Main Questions Answered)
  28. What approaches should be taken for employee development and growth? (5 Main Questions Answered)
  29. What training methods are best for professional development goals? (6 Common Questions Answered)
  30. Which cross-cultural methods should be used in a training program to ensure success? (5 Main Questions Answered)
  31. Training Transfer vs Training Retention (Achieving Outcomes)
  32. Learning Outcomes: Expected vs Achieved (Comparing Results)
  33. In-house vs External Evaluation (Choosing Evaluators)
  34. Individual vs Group Evaluation (Assessing Performance)
  35. How can effective leadership be achieved? (5 Main Questions Answered)
  36. How do criteria deficiency, relevance, and contamination affect professional development goals? (5 Main Questions Answered)
  37. Content vs Delivery Evaluation (Training Components)
  38. How can cognitive resource theory help me identify areas for improvement when developing my skillset? (4 Crucial Questions Answered)
  39. Benchmarks vs Targets in Training (Setting Standards)
  40. Reaction vs Learning Evaluation (Levels of Assessment)
  41. What are the objectives of a training program and what is their purpose? (5 Main Questions Answered)

Focus groups

A research method that involves gathering a small group of individuals to discuss and provide feedback on a specific topic or product.

  1. Training Evaluation: Quantitative vs Qualitative Data (Choosing Methods)
  2. Training Evaluation: Pre-test vs Post-test (Assessment Methods)
  3. Direct vs Indirect Evaluation Methods (Choosing Tools)
  4. What is an effective evaluation design for training programs? (6 Common Questions Answered)
  5. Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)
  6. Reaction vs Learning Evaluation (Levels of Assessment)
  7. Top-down vs Bottom-up Evaluation (Organizational Approach)
  8. Formal vs Informal Training Evaluation (Choosing Approach)
  9. Performance Metrics vs Learning Metrics (Measurement in Training)
  10. Qualitative vs Quantitative Objectives (Setting Outcomes)
  11. Self-assessment vs External Evaluation (Validity in Training)
  12. Training ROI vs ROE (Financial vs Educational)

Focus groups and surveys

Methods for gathering feedback and input from a group of individuals.

  1. Benchmarks vs Targets in Training (Setting Standards)

Focus group sessions

  1. Direct vs Indirect Evaluation Methods (Choosing Tools)

Follow-up evaluation

An evaluation conducted after an intervention to determine its long-term effectiveness.

  1. Baseline vs Follow-up Evaluation (Measurement Timing)
  2. Formal vs Informal Training Evaluation (Choosing Approach)
  3. What is an effective evaluation design for training programs? (6 Common Questions Answered)

Forgetting curve

The rate at which information is forgotten over time without reinforcement or practice.

  1. Training Impact: Immediate vs Delayed (Timing Effects)
  2. Training Evaluation: Pre-test vs Post-test (Assessment Methods)
  3. Reaction vs Learning Evaluation (Levels of Assessment)

Formative assessment

The evaluation of learning progress and understanding during a learning process to inform instructional decisions.

  1. Learning Outcomes: Expected vs Achieved (Comparing Results)
  2. Reaction vs Learning Evaluation (Levels of Assessment)
  3. Competencies vs Skills in Evaluation (Defining Outcomes)
  4. Performance Metrics vs Learning Metrics (Measurement in Training)

Formative evaluation

The ongoing assessment of progress and feedback during a learning or development process to inform future improvements.

  1. Formative vs Summative Evaluation (Distinguishing Training Outcomes)
  2. Reaction vs Learning Evaluation (Levels of Assessment)

Formative feedback

  1. Continuous vs End-point Evaluation (Feedback Timing)

Framework

  1. Top-down vs Bottom-up Evaluation (Organizational Approach)
  2. Competency-based vs Task-based Objectives (Training Focus)
  3. Training Effectiveness vs Efficiency (Understanding Impact)
  4. Training Needs: Current vs Future (Strategic Evaluation)
  5. How does Cognitive Resource Theory apply to leadership roles? (3 Biggest Questions Answered)
  6. Content vs Delivery Evaluation (Training Components)
  7. How does Fiedler’s Cognitive Resource Theory relate to professional development goals? (5 Main Questions Answered)
  8. Individual vs Group Evaluation (Assessing Performance)
  9. Learning Outcomes: Expected vs Achieved (Comparing Results)
  10. Performance Metrics vs Learning Metrics (Measurement in Training)
  11. Pre-training vs Post-training Assessments (Timing Importance)
  12. Reaction vs Learning Evaluation (Levels of Assessment)