Glossary O

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Glossary O

Objective criteria

Standards used to evaluate performance based on specific, measurable goals.

  • Criterion-referenced vs Norm-referenced Evaluation (Assessment Types)
  • Individual vs Group Evaluation (Assessing Performance)

    • Objective evaluation

    An unbiased assessment of performance or progress towards a goal based on measurable criteria.

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

    • Objective evaluation criteria

    Standards used to assess whether objectives have been met.

  • Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)

    • Objective evaluation method

    A method of evaluation that is based on measurable criteria and produces unbiased results.

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

    • Objective feedback

    Feedback based on objective data rather than personal opinion.

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

    • Objective measurement tools

    Instruments or methods used to collect objective data.

  • Performance Metrics vs Learning Metrics (Measurement in Training)

    • Objective measures

    Quantitative data used to evaluate progress towards objectives.

  • Training Evaluation: Quantitative vs Qualitative Data (Choosing Methods)
  • Self-assessment vs External Evaluation (Validity in Training)

    • Objectives

    Specific, measurable goals to be achieved.

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

    • Objective setting

    The process of defining specific, measurable, achievable, relevant, and time-bound goals.

  • 360-degree Feedback vs Self-evaluation (Sources of Input)
  • Individual vs Group Evaluation (Assessing Performance)

    • Objective time frame

    A specific period of time in which objectives must be achieved.

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

    • Objectivity

    The absence of bias or personal opinion in evaluating something.

  • Self-assessment vs External Evaluation (Validity in Training)
  • 360-degree Feedback vs Self-evaluation (Sources of Input)
  • Criterion-referenced vs Norm-referenced Evaluation (Assessment Types)
  • Custom vs Standard Evaluation Forms (Choosing Tools)
  • In-house vs External Evaluation (Choosing Evaluators)

    • Objectivity of results

    The degree to which an evaluation method produces unbiased and accurate results.

  • Custom vs Standard Evaluation Forms (Choosing Tools)

    • Observable behavior

    Actions or reactions that can be seen or heard by others.

  • Behavioral vs Cognitive Objectives (Training Focus)

    • Observation

    The act of observing and recording behavior or phenomena.

  • Performance Metrics vs Learning Metrics (Measurement in Training)

    • Observational research

    A research method in which the observer observes and records behavior or phenomena.

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

    • Observation techniques

    Methods used to observe and record behavior or phenomena.

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

    • Ongoing evaluation

    Continuous assessment of the effectiveness of an intervention or program.

  • Formal vs Informal Training Evaluation (Choosing Approach)

    • On-the-job training

    Training provided to employees while they are performing their regular job duties.

  • Formal vs Informal Training Evaluation (Choosing Approach)
  • Training Effectiveness vs Efficiency (Understanding Impact)
  • Training Needs: Current vs Future (Strategic Evaluation)
  • Training Transfer vs Training Retention (Achieving Outcomes)

    • On-the-job training methods

    Methods used to train employees while they are performing their regular job duties.

  • Training Transfer vs Training Retention (Achieving Outcomes)

    • Open-ended questions

    Questions that allow for a wide range of responses and encourage discussion and exploration.

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

    • Operational efficiency metrics

    Measures used to evaluate the efficiency and effectiveness of business operations.

  • Qualitative vs Quantitative Objectives (Setting Outcomes)

    • Optimal frequency

    The ideal frequency at which a particular activity should be performed.

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

    • Organizational affiliation

    The relationship an individual has with an organization, such as being an employee or member.

  • In-house vs External Evaluation (Choosing Evaluators)

    • Organizational culture

    The collective values, beliefs, and behaviors that shape an organization’s identity and guide its actions.

  • Custom vs Standard Evaluation Forms (Choosing Tools)

    • Organizational culture and values

    The shared beliefs, attitudes, and behaviors that shape an organization’s identity and guide its actions.

  • In-house vs External Evaluation (Choosing Evaluators)

    • Organizational development interventions

    Activities designed to improve the effectiveness of an organization.

  • Formal vs Informal Training Evaluation (Choosing Approach)

    • Organizational effectiveness

    The degree to which an organization is successful in achieving its goals.

  • Pre-training vs Post-training Assessments (Timing Importance)
  • Training ROI vs ROE (Financial vs Educational)
  • Training Transfer vs Training Retention (Achieving Outcomes)

    • Organizational goals

    The objectives an organization aims to achieve.

  • Behavioral vs Cognitive Objectives (Training Focus)
  • Custom vs Standard Evaluation Forms (Choosing Tools)
  • Knowledge vs Skill Training Objectives (Setting Goals)
  • Training Effectiveness vs Efficiency (Understanding Impact)

    • Organizational goals and objectives

    The desired outcomes an organization aims to achieve through its actions and initiatives.

  • Training Needs: Current vs Future (Strategic Evaluation)

    • Organizational learning

    The process of acquiring knowledge and skills within an organization.

  • Training ROI vs ROE (Financial vs Educational)

    • Organizational learning strategies

    Methods used by an organization to promote and facilitate learning and development among its employees.

  • Training Transfer vs Training Retention (Achieving Outcomes)

    • Organizational strategy

    A plan or approach developed by an organization to achieve its goals.

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

    • Organizational support

    Resources and assistance provided by an organization to support the professional development of its employees.

  • Training Transfer vs Training Retention (Achieving Outcomes)

    • Outcome assessment

    The process of evaluating the effectiveness of an intervention or program.

  • Reaction vs Learning Evaluation (Levels of Assessment)

    • Outcome-based indicators

    Measures used to evaluate the effectiveness of a program or intervention based on its outcomes.

  • Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)

    • Outcome expectation clarity

    The clear definition and understanding of expected outcomes for a particular intervention or program.

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

    • Outcome measurement

    The process of using tools to assess the effectiveness of an intervention or program.

  • Qualitative vs Quantitative Objectives (Setting Outcomes)
  • Formative vs Summative Evaluation (Distinguishing Training Outcomes)
  • Reaction vs Learning Evaluation (Levels of Assessment)

    • Outcome measures

    Specific indicators used to measure progress towards achieving desired outcomes.

  • Baseline vs Follow-up Evaluation (Measurement Timing)
  • Performance Metrics vs Learning Metrics (Measurement in Training)

    • Outcome tracking

    The process of monitoring progress towards achieving desired outcomes.

  • Baseline vs Follow-up Evaluation (Measurement Timing)

    • Overconfidence bias

    The tendency to overestimate one’s own abilities and underestimate the likelihood of negative outcomes.

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