Glossary M

by

Glossary M

Managerial assessment

An evaluation of performance or progress towards a goal provided by a manager.

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

    • Managerial assessment process

    A structured approach to evaluating the performance of managers.

  • Individual vs Group Evaluation (Assessing Performance)

    • Managerial input value

    The value of feedback and guidance provided by a manager to support professional development.

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

    • Managerial review

    A process for evaluating the performance of managers and providing feedback.

  • Individual vs Group Evaluation (Assessing Performance)

    • Manipulation checks/quality control measures

    Procedures used to ensure that the variables being studied are accurately measured and controlled in research studies.

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

    • Market perception

    How a company or product is perceived by customers and competitors.

  • Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)

    • Mastery learning

    An approach to learning that emphasizes achieving a high level of proficiency in a specific skill or subject before moving on to the next level.

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

    • Mastery objectives

    Goals that focus on developing expertise in a specific area.

  • Knowledge vs Skill Training Objectives (Setting Goals)

    • Mastery-oriented grading

    A grading system that focuses on an individual’s progress towards mastery of a subject or skill.

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

    • Maturation effect

    The natural development and growth of an individual that can impact their learning and performance over time.

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

    • Measurability

    The degree to which a characteristic or attribute can be quantified or assessed.

  • Realistic vs Stretch Objectives (Setting Goals)

    • Measurable outcomes

    Specific, quantifiable results that can be achieved.

  • Formative vs Summative Evaluation (Distinguishing Training Outcomes)
  • Long-term vs Short-term Training Goals (Setting Objectives)
  • Qualitative vs Quantitative Objectives (Setting Outcomes)

    • Measurable results

    Outcomes that can be quantitatively evaluated.

  • Behavioral vs Cognitive Objectives (Training Focus)

    • Measurement

    The process of quantifying or assessing a characteristic or attribute.

  • Realistic vs Stretch Objectives (Setting Goals)

    • Measurement timing

    The frequency and timing of data collection for evaluation purposes.

  • Baseline vs Follow-up Evaluation (Measurement Timing)

    • Measurement Tools

    Instruments or methods used to collect data.

  • Performance Metrics vs Learning Metrics (Measurement in Training)

    • Measuring success

    The process of evaluating progress towards achieving a goal or objective.

  • Realistic vs Stretch Objectives (Setting Goals)

    • Memory consolidation

    The process of transferring information from short-term to long-term memory.

  • Reaction vs Learning Evaluation (Levels of Assessment)

    • Memory retention

    The ability to store and recall information.

  • Behavioral vs Cognitive Objectives (Training Focus)

    • Mental processes

    Cognitive activities such as perception, memory, and problem-solving.

  • Behavioral vs Cognitive Objectives (Training Focus)

    • Mentoring and coaching programs

    Programs designed to provide guidance and support to individuals seeking to improve their skills and abilities.

  • Training Needs: Current vs Future (Strategic Evaluation)

    • Metacognition

    Awareness and understanding of one’s own thought processes.

  • Reaction vs Learning Evaluation (Levels of Assessment)

    • Methodological approach

    The systematic and structured approach used to conduct an evaluation.

  • In-house vs External Evaluation (Choosing Evaluators)

    • Metrics

    Quantitative data used to measure progress or success.

  • Qualitative vs Quantitative Objectives (Setting Outcomes)
  • Baseline vs Follow-up Evaluation (Measurement Timing)
  • Custom vs Standard Evaluation Forms (Choosing Tools)
  • Performance Metrics vs Learning Metrics (Measurement in Training)

    • Metrics tracking

    The process of measuring and analyzing data to track progress towards a goal.

  • Benchmarks vs Targets in Training (Setting Standards)

    • Microlearning

    Learning in small, bite-sized chunks.

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

    • Milestones

    Specific achievements or events that mark progress towards a larger goal.

  • Realistic vs Stretch Objectives (Setting Goals)

    • Monitoring progress

    The ongoing process of tracking progress towards achieving desired outcomes.

  • Baseline vs Follow-up Evaluation (Measurement Timing)

    • Motivation

    The driving force behind behavior.

  • Realistic vs Stretch Objectives (Setting Goals)
  • Criterion-referenced vs Norm-referenced Evaluation (Assessment Types)
  • Individual vs Group Evaluation (Assessing Performance)
  • Long-term vs Short-term Training Goals (Setting Objectives)

    • Motivation sustainability factor

    The ability to maintain motivation over time.

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

    • Motivation techniques

    Strategies used to increase motivation.

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

    • Motivation theory

    The study of what drives behavior and how to increase motivation.

  • Behavioral vs Cognitive Objectives (Training Focus)

    • Multi-rater feedback

    Feedback from multiple sources, such as peers, subordinates, and superiors, to provide a comprehensive evaluation.

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