Glossary L

Lack of accountability for trainers and trainees

The absence of clear expectations and consequences for trainers and trainees to ensure they are meeting their learning and development goals.

1. Formal vs Informal Training Evaluation (Choosing Approach)

Lack of comparability between evaluations

The absence of a standardized method for evaluating the effectiveness of learning and development programs, making it difficult to compare results across different programs.

1. Formal vs Informal Training Evaluation (Choosing Approach)

Leadership buy-in

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

Leadership development

Programs and activities designed to enhance the leadership skills and abilities of individuals within an organization.

1. What approaches should be taken for employee development and growth? (5 Main Questions Answered)
2. Training ROI vs ROE (Financial vs Educational)
3. How does the charismatic theory of leadership influence career advancement strategies? (5 Main Questions Answered)
4. What is the definition of employee development and how does it relate to setting professional goals? (5 Main Questions Answered)
5. How does Fiedler’s Cognitive Resource Theory relate to professional development goals? (5 Main Questions Answered)
6. Formal vs Informal Training Evaluation (Choosing Approach)
7. What training methods are best for professional development goals? (6 Common Questions Answered)

Leadership support

1. Top-down vs Bottom-up Evaluation (Organizational Approach)
2. Objective vs Subjective Evaluation (Bias in Training)
3. Training Effectiveness vs Efficiency (Understanding Impact)

Learner-centered approach

An approach to education that focuses on the needs and interests of the learner.

1. Training Effectiveness vs Efficiency (Understanding Impact)

Learner engagement

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

Learner readiness

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

Learning analytics

The use of data analysis to measure the effectiveness of learning and development programs and identify areas for improvement.

1. Training Transfer vs Training Retention (Achieving Outcomes)
2. Reaction vs Learning Evaluation (Levels of Assessment)
3. Training Effectiveness vs Efficiency (Understanding Impact)
4. Performance Metrics vs Learning Metrics (Measurement in Training)

Learning and Development (L&D) programs

Programs designed to improve the knowledge, skills, and abilities of employees to enhance their job performance and career development.

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

Learning and development programs

Formal training programs designed to enhance the knowledge and skills of employees and improve their job performance.

1. Training Transfer vs Training Retention (Achieving Outcomes)
2. Training Needs: Current vs Future (Strategic Evaluation)

Learning and development strategy

A plan outlining the goals, objectives, and methods for improving the knowledge and skills of employees within an organization.

1. Pre-training vs Post-training Assessments (Timing Importance)

Learning assessment

The process of evaluating an individual’s knowledge or skills to determine their level of understanding and identify areas for improvement.

1. Reaction vs Learning Evaluation (Levels of Assessment)

Learning culture

The values, beliefs, and practices that support and promote continuous learning and development within an organization or community.

1. Training Transfer vs Training Retention (Achieving Outcomes)
2. Training ROI vs ROE (Financial vs Educational)

Learning curves

1. Training Evaluation: Pre-test vs Post-test (Assessment Methods)
2. Why is it important to set training objectives when striving for success professionally? (5 Main Questions Answered)
3. Training Impact: Immediate vs Delayed (Timing Effects)

Learning decay

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

Learning evaluation

The process of assessing the effectiveness of learning and development programs and activities.

1. Reaction vs Learning Evaluation (Levels of Assessment)

Learning goals

The specific outcomes or achievements that an individual aims to accomplish through learning and development activities.

1. Formative vs Summative Evaluation (Distinguishing Training Outcomes)
2. What are the objectives of training evaluation to advance one’s career strategies? (5 Main Questions Answered)
3. How do I create a comprehensive training and development syllabus that meets my needs? (6 Common Questions Answered)
4. Why is training evaluation important when it comes to advancing your career and developing a skill set? (4 Crucial Questions Answered)

Learning integration endurance

The ability to sustain and apply learning over time, even in the face of changing circumstances and challenges.

1. Training Transfer vs Training Retention (Achieving Outcomes)

Learning level

The degree of proficiency or expertise an individual has in a particular area of knowledge or skill.

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

Learning management system (LMS)

A software application used to manage and deliver online training and education.

1. Benchmarks vs Targets in Training (Setting Standards)

Learning metrics

Quantitative measures used to evaluate the effectiveness of learning and development programs.

1. Performance Metrics vs Learning Metrics (Measurement in Training)

Learning objectives

Specific, measurable goals that are set for learning and development activities.

1. Formative vs Summative Evaluation (Distinguishing Training Outcomes)
2. Content vs Delivery Evaluation (Training Components)
3. Learning Outcomes: Expected vs Achieved (Comparing Results)
4. Training Effectiveness vs Efficiency (Understanding Impact)
5. Competencies vs Skills in Evaluation (Defining Outcomes)
6. Continuous vs End-point Evaluation (Feedback Timing)
7. Criterion-referenced vs Norm-referenced Evaluation (Assessment Types)
8. How do I create a comprehensive training and development syllabus that meets my needs? (6 Common Questions Answered)
9. Behavioral vs Cognitive Objectives (Training Focus)
10. Benchmarks vs Targets in Training (Setting Standards)
11. Competency-based vs Task-based Objectives (Training Focus)
12. Training Evaluation: Pre-test vs Post-test (Assessment Methods)
13. Performance Metrics vs Learning Metrics (Measurement in Training)
14. Pre-training vs Post-training Assessments (Timing Importance)
15. Reaction vs Learning Evaluation (Levels of Assessment)
16. What technology-based training methods are available? (5 Main Questions Answered)
17. Why is training evaluation important when it comes to advancing your career and developing a skill set? (4 Crucial Questions Answered)
18. Training Transfer vs Training Retention (Achieving Outcomes)
19. Formal vs Informal Training Evaluation (Choosing Approach)
20. Training Needs: Current vs Future (Strategic Evaluation)
21. How do you evaluate training programs and courses? (6 Common Questions Answered)

Learning outcomes

The specific knowledge, skills, and abilities that an individual is expected to acquire as a result of learning and development activities.

1. Behavioral vs Cognitive Objectives (Training Focus)
2. Learning Outcomes: Expected vs Achieved (Comparing Results)
3. Competency-based vs Task-based Objectives (Training Focus)
4. Content vs Delivery Evaluation (Training Components)
5. Training Evaluation: Pre-test vs Post-test (Assessment Methods)
6. Reaction vs Learning Evaluation (Levels of Assessment)
7. Continuous vs End-point Evaluation (Feedback Timing)
8. Knowledge vs Skill Training Objectives (Setting Goals)
9. Performance Metrics vs Learning Metrics (Measurement in Training)
10. Self-assessment vs External Evaluation (Validity in Training)
11. Pre-training vs Post-training Assessments (Timing Importance)
12. Training ROI vs ROE (Financial vs Educational)
13. How do you evaluate training programs and courses? (6 Common Questions Answered)
14. Benchmarks vs Targets in Training (Setting Standards)
15. Training Effectiveness vs Efficiency (Understanding Impact)
16. Long-term vs Short-term Training Goals (Setting Objectives)
17. Formal vs Informal Training Evaluation (Choosing Approach)
18. Training Evaluation: Quantitative vs Qualitative Data (Choosing Methods)
19. Objective vs Subjective Evaluation (Bias in Training)
20. Why is training evaluation important when it comes to advancing your career and developing a skill set? (4 Crucial Questions Answered)
21. What are the objectives of training evaluation to advance one’s career strategies? (5 Main Questions Answered)
22. What is an effective evaluation design for training programs? (6 Common Questions Answered)
23. Training Transfer vs Training Retention (Achieving Outcomes)
24. What are the objectives of a training program and what is their purpose? (5 Main Questions Answered)

Learning progress tracking

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

Learning rate

The speed at which an individual acquires new knowledge and skills.

1. Long-term vs Short-term Training Goals (Setting Objectives)

Learning Retention

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

Learning strategies

Techniques and methods used to enhance learning and improve retention of information.

1. Behavioral vs Cognitive Objectives (Training Focus)
2. Reaction vs Learning Evaluation (Levels of Assessment)

Learning transfer

The process of applying knowledge and skills learned in training to the workplace.

1. Competency-based vs Task-based Objectives (Training Focus)
2. Knowledge vs Skill Training Objectives (Setting Goals)
3. Pre-training vs Post-training Assessments (Timing Importance)
4. Training Transfer vs Training Retention (Achieving Outcomes)

Learning transfer success

The degree to which learning is successfully applied in the workplace and leads to improved performance and outcomes.

1. Training Transfer vs Training Retention (Achieving Outcomes)

Learning transfer system inventory (LTSI)

A tool used to assess the factors that influence the transfer of learning from training to the workplace.

1. Performance Metrics vs Learning Metrics (Measurement in Training)

Legal compliance requirements

The legal requirements that must be met when conducting an evaluation.

1. Custom vs Standard Evaluation Forms (Choosing Tools)

Legal considerations

The legal requirements and regulations that must be considered when conducting an evaluation.

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

Level of independence needed

The degree to which an individual can work independently to achieve their goals.

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

Levels of assessment

The different stages or levels of evaluation used to measure learning outcomes and progress.

1. Reaction vs Learning Evaluation (Levels of Assessment)

Likert scale

1. Direct vs Indirect Evaluation Methods (Choosing Tools)
2. Training Evaluation: Quantitative vs Qualitative Data (Choosing Methods)

Limited data collection methods

The use of a restricted set of methods to collect data in research studies, which may limit the scope and accuracy of the findings.

1. Formal vs Informal Training Evaluation (Choosing Approach)

Logical reasoning

The ability to use reasoning and critical thinking skills to solve problems and make decisions based on evidence and sound arguments.

1. Behavioral vs Cognitive Objectives (Training Focus)

Longitudinal study

A study that follows participants over an extended period of time.

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

Longitudinal study design

A research design that follows participants over an extended period of time.

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

Long-term effects

1. What is an effective evaluation design for training programs? (6 Common Questions Answered)
2. Pre-training vs Post-training Assessments (Timing Importance)
3. Training Impact: Immediate vs Delayed (Timing Effects)

Long-term goals

Goals that are set for a significant period of time, typically several years or more, and require sustained effort and commitment to achieve.

1. Long-term vs Short-term Training Goals (Setting Objectives)
2. Top-down vs Bottom-up Evaluation (Organizational Approach)
3. Why is it important to set training objectives when striving for success professionally? (5 Main Questions Answered)
4. How can self-evaluations help with professional development goals? (5 Main Questions Answered)

Long-term impact

The lasting effects of learning and development on an individual’s personal and professional life.

1. Reaction vs Learning Evaluation (Levels of Assessment)
2. Training ROI vs ROE (Financial vs Educational)
3. Formative vs Summative Evaluation (Distinguishing Training Outcomes)
4. Performance Metrics vs Learning Metrics (Measurement in Training)
5. Top-down vs Bottom-up Evaluation (Organizational Approach)
6. What is an effective evaluation design for training programs? (6 Common Questions Answered)
7. Pre-training vs Post-training Assessments (Timing Importance)
8. Training Impact: Immediate vs Delayed (Timing Effects)

Long-term memory consolidation

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

Long-term memory storage

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

Long-term potentiation (LTP)

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