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Glossary I

Illusory superiority

The tendency to overestimate one’s abilities or performance relative to others.

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

Immediate response

  1. Continuous vs End-point Evaluation (Feedback Timing)
  2. Reaction vs Learning Evaluation (Levels of Assessment)

Immediate Results

  1. Training Impact: Immediate vs Delayed (Timing Effects)

Immediate training effects

  1. Training Impact: Immediate vs Delayed (Timing Effects)

Impact assessment

A process for evaluating the social, economic, and environmental impacts of a project or program.

  1. Baseline vs Follow-up Evaluation (Measurement Timing)
  2. Training Effectiveness vs Efficiency (Understanding Impact)
  3. In-house vs External Evaluation (Choosing Evaluators)
  4. Qualitative vs Quantitative Objectives (Setting Outcomes)

Impact assessment tools

Methods for evaluating the effectiveness and impact of professional development initiatives.

  1. Qualitative vs Quantitative Objectives (Setting Outcomes)

Impact measurement

The process of assessing the effects or outcomes of a program or initiative.

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

Impartial assessment

  1. Objective vs Subjective Evaluation (Bias in Training)

Impartiality

Fairness and lack of bias in the evaluation process.

  1. In-house vs External Evaluation (Choosing Evaluators)
  2. Competencies vs Skills in Evaluation (Defining Outcomes)

Implementation

  1. Custom vs Standard Evaluation Forms (Choosing Tools)
  2. In-house vs External Evaluation (Choosing Evaluators)
  3. How do I create a comprehensive training and development syllabus that meets my needs? (6 Common Questions Answered)
  4. Training Transfer vs Training Retention (Achieving Outcomes)
  5. Training Needs: Current vs Future (Strategic Evaluation)
  6. Baseline vs Follow-up Evaluation (Measurement Timing)
  7. How can cognitive resource theory help me identify areas for improvement when developing my skillset? (4 Crucial Questions Answered)
  8. Competency-based vs Task-based Objectives (Training Focus)
  9. What is an effective evaluation design for training programs? (6 Common Questions Answered)
  10. How does Fiedler’s Cognitive Resource Theory relate to professional development goals? (5 Main Questions Answered)
  11. Performance Metrics vs Learning Metrics (Measurement in Training)
  12. Top-down vs Bottom-up Evaluation (Organizational Approach)
  13. Training Evaluation: Quantitative vs Qualitative Data (Choosing Methods)
  14. Training ROI vs ROE (Financial vs Educational)

Implicit association test (IAT)

  1. Direct vs Indirect Evaluation Methods (Choosing Tools)
  2. Objective vs Subjective Evaluation (Bias in Training)

Impression management

The conscious or unconscious effort to control the perception others have of oneself.

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

Improved employee retention rates

Increased likelihood of employees staying with an organization.

  1. Training ROI vs ROE (Financial vs Educational)

Improvement

The overall goal of professional development to improve skills, knowledge, and performance.

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

Inability to identify specific areas for improvement

Difficulty in pinpointing specific areas that need improvement.

  1. Formal vs Informal Training Evaluation (Choosing Approach)

Inadequate documentation for legal or regulatory purposes

Insufficient record-keeping or documentation that does not meet legal or regulatory requirements.

  1. Formal vs Informal Training Evaluation (Choosing Approach)

Incentive structures

Rewards or benefits offered to employees for achieving their professional development goals.

  1. Training Needs: Current vs Future (Strategic Evaluation)

Inclusivity

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

Inconsistency

Lack of uniformity or reliability in results or processes.

  1. Criterion-referenced vs Norm-referenced Evaluation (Assessment Types)
  2. 360-degree Feedback vs Self-evaluation (Sources of Input)
  3. Formal vs Informal Training Evaluation (Choosing Approach)
  4. Objective vs Subjective Evaluation (Bias in Training)

Increased productivity

Improved efficiency and output in work or tasks.

  1. Realistic vs Stretch Objectives (Setting Goals)
  2. Benchmarks vs Targets in Training (Setting Standards)
  3. Objective vs Subjective Evaluation (Bias in Training)
  4. Reaction vs Learning Evaluation (Levels of Assessment)

Independence

The ability for an employee to pursue their professional development goals without interference or bias.

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

Independent review of evaluations by third-party experts

Having an outside expert review and provide feedback on employee evaluations.

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

Independent variable

The variable that is manipulated or controlled in a study to determine its effect on the dependent variable.

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

Indirect costs

Costs associated with a program or initiative that are not directly related to its implementation, such as lost productivity.

  1. Formal vs Informal Training Evaluation (Choosing Approach)
  2. Training ROI vs ROE (Financial vs Educational)
  3. Reaction vs Learning Evaluation (Levels of Assessment)

Indirect evaluation methods

  1. Direct vs Indirect Evaluation Methods (Choosing Tools)

Industry standards

Established benchmarks or best practices within a particular industry or field.

  1. Benchmarks vs Targets in Training (Setting Standards)
  2. Competencies vs Skills in Evaluation (Defining Outcomes)
  3. Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)
  4. Qualitative vs Quantitative Objectives (Setting Outcomes)
  5. Baseline vs Follow-up Evaluation (Measurement Timing)
  6. What methods should I use for self-evaluation of work performance? (6 Common Questions Answered)
  7. Top-down vs Bottom-up Evaluation (Organizational Approach)
  8. How do you evaluate training programs and courses? (6 Common Questions Answered)

Inferential statistics

Statistical methods used to make inferences about a population based on a sample.

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

Informal approach

A flexible and self-directed approach to professional development.

  1. Formal vs Informal Training Evaluation (Choosing Approach)

Information processing

The cognitive processes involved in receiving, interpreting, and responding to information.

  1. Behavioral vs Cognitive Objectives (Training Focus)

In-house evaluator

An individual or team within a company responsible for evaluating employee performance and development.

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

Initial assessment

An evaluation conducted at the beginning of a program or intervention to establish a baseline of knowledge or skills.

  1. Baseline vs Follow-up Evaluation (Measurement Timing)
  2. Formal vs Informal Training Evaluation (Choosing Approach)

Input-output measures

Metrics used to evaluate the efficiency of a process or system.

  1. Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)

Instructional design

The process of creating effective and efficient learning experiences.

  1. Content vs Delivery Evaluation (Training Components)
  2. Competency-based vs Task-based Objectives (Training Focus)
  3. Knowledge vs Skill Training Objectives (Setting Goals)
  4. Training Evaluation: Pre-test vs Post-test (Assessment Methods)
  5. Behavioral vs Cognitive Objectives (Training Focus)
  6. Learning Outcomes: Expected vs Achieved (Comparing Results)
  7. Training Transfer vs Training Retention (Achieving Outcomes)

Instructional design principles

  1. Competency-based vs Task-based Objectives (Training Focus)
  2. Content vs Delivery Evaluation (Training Components)
  3. Training Evaluation: Pre-test vs Post-test (Assessment Methods)
  4. Behavioral vs Cognitive Objectives (Training Focus)

Instructional methods

  1. Content vs Delivery Evaluation (Training Components)
  2. Training Effectiveness vs Efficiency (Understanding Impact)

Instructional strategies

  1. Competency-based vs Task-based Objectives (Training Focus)
  2. Learning Outcomes: Expected vs Achieved (Comparing Results)

Instrumentation effect

Changes in the measurement instrument or process that affect the results of a study.

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

Insufficient feedback from participants and stakeholders

A lack of input or response from those involved in a program or initiative.

  1. Formal vs Informal Training Evaluation (Choosing Approach)

Intangible benefits

Benefits that cannot be easily quantified or measured, such as improved morale or job satisfaction.

  1. Formal vs Informal Training Evaluation (Choosing Approach)
  2. Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)

Interdependence

The relationship between two or more things that depend on each other.

  1. Individual vs Group Evaluation (Assessing Performance)

Interference theory

  1. Training Impact: Immediate vs Delayed (Timing Effects)

Internal rate of return (IRR)

A financial calculation that determines the rate of return on an investment.

  1. Qualitative vs Quantitative Objectives (Setting Outcomes)

Internal validity

The extent to which a study accurately measures the relationship between variables without the influence of extraneous factors.

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

Interviews

A method of gathering information through direct conversation with individuals or groups.

  1. Training Evaluation: Pre-test vs Post-test (Assessment Methods)
  2. Training Evaluation: Quantitative vs Qualitative Data (Choosing Methods)
  3. What are the challenges associated with career planning? (5 Main Questions Answered)
  4. Direct vs Indirect Evaluation Methods (Choosing Tools)
  5. What is an effective evaluation design for training programs? (6 Common Questions Answered)
  6. Baseline vs Follow-up Evaluation (Measurement Timing)
  7. Training ROI vs ROE (Financial vs Educational)
  8. How does one measure neuroticism on a scale? (6 Common Questions Answered)
  9. Performance Metrics vs Learning Metrics (Measurement in Training)
  10. Qualitative vs Quantitative Objectives (Setting Outcomes)
  11. Top-down vs Bottom-up Evaluation (Organizational Approach)
  12. Self-assessment vs External Evaluation (Validity in Training)
  13. Reaction vs Learning Evaluation (Levels of Assessment)
  14. Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)
  15. Individual vs Group Evaluation (Assessing Performance)
  16. Formative vs Summative Evaluation (Distinguishing Training Outcomes)
  17. Formal vs Informal Training Evaluation (Choosing Approach)
  18. Benchmarks vs Targets in Training (Setting Standards)
  19. In-house vs External Evaluation (Choosing Evaluators)
  20. How do you evaluate training programs and courses? (6 Common Questions Answered)

Intrinsic value

The inherent value of something, independent of its market value.

  1. Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)

Investment efficiency

The effectiveness of an investment in terms of the return on investment.

  1. Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)

Investment return

The profit or loss made on an investment, typically expressed as a percentage of the initial investment.

  1. Training ROI vs ROE (Financial vs Educational)

Iterative process

A process that involves repeating a series of steps or actions to continuously improve and refine a product or process.

  1. Formative vs Summative Evaluation (Distinguishing Training Outcomes)