Glossary F

by

Glossary F

Facilitation techniques

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

  • 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.

  • 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.

  • 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.

  • Formal vs Informal Training Evaluation (Choosing Approach)

    • Fairness

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

  • Criterion-referenced vs Norm-referenced Evaluation (Assessment Types)

    • Favoritism

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

  • In-house vs External Evaluation (Choosing Evaluators)

    • Feasible outcomes

    Achievable and realistic goals for professional development.

  • 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.

  • Individual vs Group Evaluation (Assessing Performance)
  • Performance Metrics vs Learning Metrics (Measurement in Training)
  • 360-degree Feedback vs Self-evaluation (Sources of Input)
  • Criterion-referenced vs Norm-referenced Evaluation (Assessment Types)
  • Formal vs Informal Training Evaluation (Choosing Approach)
  • Learning Outcomes: Expected vs Achieved (Comparing Results)
  • Long-term vs Short-term Training Goals (Setting Objectives)
  • Reaction vs Learning Evaluation (Levels of Assessment)
  • Self-assessment vs External Evaluation (Validity in Training)

    • Feedback accuracy

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

  • Self-assessment vs External Evaluation (Validity in Training)

    • Feedback Analysis

    The process of reviewing and interpreting feedback to identify patterns, trends, and areas for improvement.

  • Pre-training vs Post-training Assessments (Timing Importance)
  • Performance Metrics vs Learning Metrics (Measurement in Training)

    • Feedback Collection

    The process of gathering feedback from multiple sources to evaluate employee performance and development.

  • Custom vs Standard Evaluation Forms (Choosing Tools)

    • Feedback culture

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

  • 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.

  • Criterion-referenced vs Norm-referenced Evaluation (Assessment Types)

    • Feedback gathering

    The process of collecting feedback from individuals or groups to inform decision-making or performance improvement.

  • Training Evaluation: Quantitative vs Qualitative Data (Choosing 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.

  • Formative vs Summative Evaluation (Distinguishing Training Outcomes)
  • Training Effectiveness vs Efficiency (Understanding Impact)
  • 360-degree Feedback vs Self-evaluation (Sources of Input)
  • Individual vs Group Evaluation (Assessing Performance)
  • Learning Outcomes: Expected vs Achieved (Comparing Results)
  • Long-term vs Short-term Training Goals (Setting Objectives)

    • Feedback mechanisms

    The channels or methods used to collect and deliver feedback.

  • Training Effectiveness vs Efficiency (Understanding Impact)
  • Benchmarks vs Targets in Training (Setting Standards)
  • Formative vs Summative Evaluation (Distinguishing Training Outcomes)
  • Custom vs Standard Evaluation Forms (Choosing Tools)
  • Long-term vs Short-term Training Goals (Setting Objectives)
  • Performance Metrics vs Learning Metrics (Measurement in Training)
  • Training Transfer vs Training Retention (Achieving Outcomes)
  • Behavioral vs Cognitive Objectives (Training Focus)
  • Formal vs Informal Training Evaluation (Choosing Approach)
  • Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)
  • Pre-training vs Post-training Assessments (Timing Importance)
  • Reaction vs Learning Evaluation (Levels of Assessment)
  • Self-assessment vs External Evaluation (Validity in Training)
  • Training Evaluation: Quantitative vs Qualitative Data (Choosing Methods)
  • Training Needs: Current vs Future (Strategic Evaluation)

    • Feedback Mechanisms Implementation

    The process of implementing systems and processes for gathering and providing feedback.

  • Benchmarks vs Targets in Training (Setting Standards)

    • Feedback quality

    The effectiveness and usefulness of feedback provided to employees.

  • Custom vs Standard Evaluation Forms (Choosing Tools)

    • Feedback sources

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

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

    • Feedback surveys

    A method of gathering feedback through structured questionnaires or surveys.

  • Training Evaluation: Quantitative vs Qualitative Data (Choosing Methods)

    • Feedback to students

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

  • Criterion-referenced vs Norm-referenced Evaluation (Assessment Types)

    • Feedback Utilization Strategy

    A plan for how to effectively use feedback to improve performance and achieve goals.

  • Pre-training vs Post-training Assessments (Timing Importance)

    • Feedback validity assessment

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

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

    • Financial impact

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

  • Training ROI vs ROE (Financial vs Educational)

    • Financial interest

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

  • 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.

  • Training Effectiveness vs Efficiency (Understanding Impact)

    • Financial performance metrics

    Metrics used to evaluate financial performance, such as revenue, profit, and return on investment.

  • Qualitative vs Quantitative Objectives (Setting Outcomes)

    • Financial returns

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

  • Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)

    • Flexibility

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

  • Realistic vs Stretch Objectives (Setting Goals)

    • Flexibility in adjusting goals as needed

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

  • Realistic vs Stretch Objectives (Setting Goals)

    • Flexibility in planning

    The ability to adapt and adjust plans based on changing circumstances or new information.

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

    • Flexibility of use

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

  • Custom vs Standard Evaluation Forms (Choosing Tools)

    • Focus

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

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

    • Focus groups

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

  • Training Evaluation: Quantitative vs Qualitative Data (Choosing Methods)

    • Focus groups and surveys

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

  • Benchmarks vs Targets in Training (Setting Standards)

    • Follow-up evaluation

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

  • Baseline vs Follow-up Evaluation (Measurement Timing)

    • Forgetting curve

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

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

    • Formal approach

    A structured and systematic approach to problem-solving or decision-making.

  • Formal vs Informal Training Evaluation (Choosing Approach)

    • Formative assessment

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

  • Performance Metrics vs Learning Metrics (Measurement in Training)
  • Learning Outcomes: Expected vs Achieved (Comparing Results)
  • Reaction vs Learning Evaluation (Levels of Assessment)

    • Formative evaluation

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

  • Formative vs Summative Evaluation (Distinguishing Training Outcomes)
  • Reaction vs Learning Evaluation (Levels of Assessment)