Glossary P

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Glossary P

Participant observation

A research method in which the observer actively participates in the activity being observed.

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

    • Pedagogy

    The study of teaching methods and strategies.

  • Learning Outcomes: Expected vs Achieved (Comparing Results)

    • Peer-assessment

    A process in which individuals assess the work or performance of their peers, providing feedback and constructive criticism.

  • Reaction vs Learning Evaluation (Levels of Assessment)

    • Peer evaluation

    The process of having colleagues evaluate each other’s job performance.

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

    • Peer evaluation benefits

    The advantages of having colleagues evaluate each other’s job performance.

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

    • Peer evaluation system

    A process for employees to provide feedback on each other’s job performance.

  • Individual vs Group Evaluation (Assessing Performance)

    • Peer review

    A process in which peers evaluate and provide feedback on each other’s work or performance.

  • Benchmarks vs Targets in Training (Setting Standards)
  • Individual vs Group Evaluation (Assessing Performance)
  • Performance Metrics vs Learning Metrics (Measurement in Training)

    • Peer review process

    A process in which peers evaluate and provide feedback on each other’s work or performance.

  • Individual vs Group Evaluation (Assessing Performance)
  • Self-assessment vs External Evaluation (Validity in Training)

    • Peer-to-peer learning opportunities

    Opportunities for individuals to learn from and with their peers in a collaborative and supportive environment.

  • Training Transfer vs Training Retention (Achieving Outcomes)

    • Percentile ranking scale

    A method of ranking an individual’s performance relative to others in a group.

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

    • Perception

    The way in which individuals interpret and make sense of information.

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

    • Performance analysis

    The process of analyzing performance data to identify areas for improvement.

  • Reaction vs Learning Evaluation (Levels of Assessment)

    • Performance appraisal

    A formal evaluation of an individual’s performance against established criteria.

  • Individual vs Group Evaluation (Assessing Performance)
  • Knowledge vs Skill Training Objectives (Setting Goals)
  • Long-term vs Short-term Training Goals (Setting Objectives)
  • Performance Metrics vs Learning Metrics (Measurement in Training)

    • Performance appraisal alternatives

    Alternative methods of evaluating an individual’s job performance.

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

    • Performance appraisal interview

    A meeting between an employee and their supervisor to discuss the employee’s job performance.

  • Individual vs Group Evaluation (Assessing Performance)

    • Performance appraisal methods

    The techniques used to evaluate an individual’s job performance.

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

    • Performance appraisal systems

    The process of evaluating an individual’s job performance using a standardized system.

  • Benchmarks vs Targets in Training (Setting Standards)
  • Individual vs Group Evaluation (Assessing Performance)
  • Training Needs: Current vs Future (Strategic Evaluation)

    • Performance assessment

    The process of evaluating an individual’s job performance.

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

    • Performance-based assessment

    An evaluation method that measures an individual’s skills and abilities based on their performance in real-life situations.

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

    • Performance benchmarking

    Comparing performance levels to industry or organizational standards.

  • Baseline vs Follow-up Evaluation (Measurement Timing)

    • Performance enhancement permanence

    The ability to maintain and sustain improvements in performance over time.

  • Training Transfer vs Training Retention (Achieving Outcomes)

    • Performance evaluation

    The process of assessing an individual’s performance against established criteria.

  • Qualitative vs Quantitative Objectives (Setting Outcomes)
  • Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)
  • Long-term vs Short-term Training Goals (Setting Objectives)
  • Pre-training vs Post-training Assessments (Timing Importance)
  • Reaction vs Learning Evaluation (Levels of Assessment)
  • Self-assessment vs External Evaluation (Validity in Training)
  • Training Needs: Current vs Future (Strategic Evaluation)

    • Performance evaluation criteria

    The standards used to evaluate an individual’s job performance.

  • Qualitative vs Quantitative Objectives (Setting Outcomes)

    • Performance evaluation metrics

    Specific measures used to evaluate performance.

  • Training Transfer vs Training Retention (Achieving Outcomes)

    • Performance feedback

    Information provided to individuals to improve their performance.

  • Reaction vs Learning Evaluation (Levels of Assessment)

    • Performance feedback loop

    The process of providing feedback to individuals to improve performance.

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

    • Performance gap

    The difference between current and desired performance levels.

  • Learning Outcomes: Expected vs Achieved (Comparing Results)

    • Performance gap analysis

    The process of identifying the difference between current performance and desired performance.

  • Formal vs Informal Training Evaluation (Choosing Approach)

    • Performance gap identification

    The process of identifying the difference between current and desired performance levels.

  • Baseline vs Follow-up Evaluation (Measurement Timing)

    • Performance goals

    Specific, measurable objectives set to improve performance.

  • Behavioral vs Cognitive Objectives (Training Focus)
  • Formative vs Summative Evaluation (Distinguishing Training Outcomes)

    • Performance improvement

    The process of enhancing performance to achieve desired outcomes.

  • Self-assessment vs External Evaluation (Validity in Training)
  • Behavioral vs Cognitive Objectives (Training Focus)
  • Long-term vs Short-term Training Goals (Setting Objectives)
  • Pre-training vs Post-training Assessments (Timing Importance)
  • Reaction vs Learning Evaluation (Levels of Assessment)
  • Training Effectiveness vs Efficiency (Understanding Impact)
  • Training ROI vs ROE (Financial vs Educational)
  • Training Transfer vs Training Retention (Achieving Outcomes)
  • Baseline vs Follow-up Evaluation (Measurement Timing)
  • Formal vs Informal Training Evaluation (Choosing Approach)
  • Formative vs Summative Evaluation (Distinguishing Training Outcomes)
  • Knowledge vs Skill Training Objectives (Setting Goals)
  • Performance Metrics vs Learning Metrics (Measurement in Training)
  • Training Evaluation: Quantitative vs Qualitative Data (Choosing Methods)

    • Performance Improvement Analysis

    The process of analyzing performance data to identify areas for improvement.

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

    • Performance improvement plan (PIP)

    A formal document outlining specific steps an employee must take to improve their performance.

  • Individual vs Group Evaluation (Assessing Performance)
  • Training Transfer vs Training Retention (Achieving Outcomes)
  • 360-degree Feedback vs Self-evaluation (Sources of Input)
  • Training Effectiveness vs Efficiency (Understanding Impact)
  • Training Needs: Current vs Future (Strategic Evaluation)

    • Performance improvement speed

    The rate at which performance improvements are achieved.

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

    • Performance improvement strategies

    Plans or approaches used to improve performance.

  • Formal vs Informal Training Evaluation (Choosing Approach)

    • Performance improvement sustainability

    The ability to maintain and sustain improvements in performance over time.

  • Training Transfer vs Training Retention (Achieving Outcomes)

    • Performance Indicators Analysis

    The process of analyzing data to measure progress towards achieving goals.

  • Benchmarks vs Targets in Training (Setting Standards)

    • Performance management

    The process of setting goals, monitoring progress, and providing feedback to improve an individual’s performance.

  • Training Needs: Current vs Future (Strategic Evaluation)

    • Performance management system

    A system used to monitor and improve an individual or organization’s performance through goal-setting, feedback, and coaching.

  • Individual vs Group Evaluation (Assessing Performance)
  • Training Needs: Current vs Future (Strategic Evaluation)

    • Performance measurement

    The process of evaluating an individual or organization’s performance against established goals or standards.

  • Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)
  • Learning Outcomes: Expected vs Achieved (Comparing Results)
  • Qualitative vs Quantitative Objectives (Setting Outcomes)

    • Performance measurement standards

    Criteria used to evaluate an individual’s performance against established benchmarks.

  • In-house vs External Evaluation (Choosing Evaluators)

    • Performance measures

    The specific indicators or criteria used to assess performance.

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

    • Performance metrics

    Quantitative measures used to evaluate performance.

  • Custom vs Standard Evaluation Forms (Choosing Tools)
  • Training Effectiveness vs Efficiency (Understanding Impact)
  • Formative vs Summative Evaluation (Distinguishing Training Outcomes)
  • Performance Metrics vs Learning Metrics (Measurement in Training)
  • Benchmarks vs Targets in Training (Setting Standards)
  • Individual vs Group Evaluation (Assessing Performance)
  • Long-term vs Short-term Training Goals (Setting Objectives)
  • Qualitative vs Quantitative Objectives (Setting Outcomes)
  • Training Evaluation: Quantitative vs Qualitative Data (Choosing Methods)
  • Formal vs Informal Training Evaluation (Choosing Approach)
  • Reaction vs Learning Evaluation (Levels of Assessment)
  • Self-assessment vs External Evaluation (Validity in Training)
  • Training Needs: Current vs Future (Strategic Evaluation)
  • Training ROI vs ROE (Financial vs Educational)

    • Performance metrics tracking

    The process of collecting and analyzing data to measure performance against established metrics.

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

    • Performance reviews

    A formal evaluation of an individual’s job performance.

  • Benchmarks vs Targets in Training (Setting Standards)

    • Performance standards

    Established criteria or benchmarks used to measure and evaluate performance.

  • Knowledge vs Skill Training Objectives (Setting Goals)
  • Formative vs Summative Evaluation (Distinguishing Training Outcomes)
  • Benchmarks vs Targets in Training (Setting Standards)

    • Performance support tools

    Resources or tools that help individuals perform their job tasks more effectively and efficiently.

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

    • Performance tracking

    The process of monitoring and measuring progress towards achieving specific goals or objectives.

  • Performance Metrics vs Learning Metrics (Measurement in Training)

    • Personal growth

    The process of developing one’s skills, knowledge, and abilities in order to achieve personal and professional goals.

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

    • Personal interest

    A topic or subject that an individual is passionate about and wants to learn more about.

  • In-house vs External Evaluation (Choosing Evaluators)

    • Personalized learning

    A learning approach that is tailored to an individual’s needs and preferences.

  • Training Effectiveness vs Efficiency (Understanding Impact)

    • Personalized learning paths

    Customized plans for professional development based on individual goals and learning styles.

  • Benchmarks vs Targets in Training (Setting Standards)
  • Training Effectiveness vs Efficiency (Understanding Impact)

    • Personal reflection

    The process of introspection and self-evaluation to improve personal and professional development.

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

    • Personal reflection accuracy

    The ability to accurately assess one’s own strengths and weaknesses.

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

    • Personal review

    The process of evaluating one’s own performance and identifying areas for improvement.

  • Individual vs Group Evaluation (Assessing Performance)

    • Placebo effect

    The phenomenon where a person experiences a positive outcome from a treatment or intervention, even if it has no real therapeutic effect.

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

    • Planning

    The process of setting goals, identifying resources, and creating a roadmap to achieve desired outcomes.

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

    • Post-intervention check

    An evaluation conducted after an intervention to determine its effectiveness.

  • Baseline vs Follow-up Evaluation (Measurement Timing)

    • Post-Training Assessment

    An evaluation conducted after a training program to measure its effectiveness and identify areas for improvement.

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

    • Post-training evaluation

    An evaluation conducted after training to determine its effectiveness.

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

    • Practical milestones

    Achievable and measurable steps towards achieving a larger goal.

  • Realistic vs Stretch Objectives (Setting Goals)

    • Pre and post-test assessments

    Assessments conducted before and after an intervention to determine its effectiveness.

  • Formal vs Informal Training Evaluation (Choosing Approach)

    • Prejudice

    Bias or discrimination based on personal beliefs or opinions.

  • In-house vs External Evaluation (Choosing Evaluators)

    • Pre-test analysis

    An assessment conducted before an intervention to establish a baseline of knowledge or skills.

  • Baseline vs Follow-up Evaluation (Measurement Timing)

    • Pretesting/post-testing

    The process of assessing knowledge or skills before and after training.

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

    • Pre-test/post-test

    An assessment conducted before and after an intervention to determine its effectiveness.

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

    • Pre-test/post-test design

    A research design that involves assessing knowledge or skills before and after an intervention.

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

    • Pre-training assessment

    An assessment conducted before training to determine the knowledge and skills of participants.

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

    • Prioritization

    The process of determining the order in which tasks or goals should be addressed.

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

    • Problem-solving

    The process of identifying and solving problems.

  • Behavioral vs Cognitive Objectives (Training Focus)

    • Problem-solving capabilities

    The ability to identify and solve problems.

  • Behavioral vs Cognitive Objectives (Training Focus)

    • Process improvement

    The process of improving the efficiency and effectiveness of a process.

  • Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)
  • Formative vs Summative Evaluation (Distinguishing Training Outcomes)
  • Formal vs Informal Training Evaluation (Choosing Approach)

    • Process optimization

    The process of improving efficiency and effectiveness by streamlining workflows and eliminating unnecessary steps.

  • Benchmarks vs Targets in Training (Setting Standards)
  • Qualitative vs Quantitative Objectives (Setting Outcomes)

    • Product development

    The process of creating and improving products or services.

  • Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)

    • Productivity

    The level of output or efficiency in achieving goals.

  • Realistic vs Stretch Objectives (Setting Goals)

    • Productivity improvement

    The process of increasing the efficiency and effectiveness of work.

  • Training ROI vs ROE (Financial vs Educational)

    • Productivity metrics

    Measures used to evaluate the efficiency and effectiveness of a process or system.

  • Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)

    • Product quality

    The degree to which a product meets established quality standards.

  • Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)

    • Professional development

    The process of improving one’s skills and knowledge in one’s profession.

  • Individual vs Group Evaluation (Assessing Performance)
  • Pre-training vs Post-training Assessments (Timing Importance)
  • Training ROI vs ROE (Financial vs Educational)

    • Professional growth

    The process of developing skills and knowledge in one’s profession.

  • Training Transfer vs Training Retention (Achieving Outcomes)

    • Professional growth opportunities

    Opportunities for individuals to develop their skills and knowledge in their profession.

  • Training Needs: Current vs Future (Strategic Evaluation)
  • Training Transfer vs Training Retention (Achieving Outcomes)

    • Professional relationship

    The interactions and connections between individuals in a professional setting.

  • In-house vs External Evaluation (Choosing Evaluators)

    • Proficiency levels

    The degree of skill or knowledge a person possesses in a particular area.

  • Knowledge vs Skill Training Objectives (Setting Goals)

    • Proficiency standards

    Established levels of skill or knowledge required for a particular job or task.

  • Knowledge vs Skill Training Objectives (Setting Goals)

    • Profitability analysis

    The process of evaluating the financial performance of a business or project.

  • Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)

    • Program effectiveness

    The degree to which a program achieves its intended outcomes.

  • Baseline vs Follow-up Evaluation (Measurement Timing)
  • Formative vs Summative Evaluation (Distinguishing Training Outcomes)
  • Qualitative vs Quantitative Objectives (Setting Outcomes)

    • Program evaluation

    The process of assessing the effectiveness of a program.

  • Formative vs Summative Evaluation (Distinguishing Training Outcomes)
  • In-house vs External Evaluation (Choosing Evaluators)
  • Qualitative vs Quantitative Objectives (Setting Outcomes)

    • Program implementation

    The process of putting a program or intervention into action.

  • Baseline vs Follow-up Evaluation (Measurement Timing)

    • Program implementation fidelity

    The degree to which a program or intervention is implemented as intended.

  • Baseline vs Follow-up Evaluation (Measurement Timing)

    • Program monitoring and evaluation

    The ongoing assessment of a program or intervention to ensure its effectiveness.

  • Baseline vs Follow-up Evaluation (Measurement Timing)

    • Program outcomes

    The intended results or impacts of a program or intervention.

  • Baseline vs Follow-up Evaluation (Measurement Timing)

    • Program sustainability

    The ability of a program or intervention to continue over time.

  • Baseline vs Follow-up Evaluation (Measurement Timing)

    • Progress

    The advancement or movement towards a goal.

  • Realistic vs Stretch Objectives (Setting Goals)

    • Progress evaluation frequency

    The frequency at which progress towards a goal is evaluated.

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

    • Progression

    The process of advancing or moving forward towards a goal.

  • Realistic vs Stretch Objectives (Setting Goals)

    • Progress monitoring

    The ongoing assessment of progress towards a goal or objective.

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

    • Progress tracking

    The process of monitoring progress towards a goal.

  • Long-term vs Short-term Training Goals (Setting Objectives)
  • Learning Outcomes: Expected vs Achieved (Comparing Results)
  • Realistic vs Stretch Objectives (Setting Goals)

    • Progress Tracking Tools

    Tools used to monitor and measure progress towards achieving goals.

  • Benchmarks vs Targets in Training (Setting Standards)

    • Project management

    The process of planning, organizing, and overseeing the completion of a project.

  • Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)

    • Psychometric testing

    The use of standardized tests to measure an individual’s mental abilities, personality traits, and other characteristics.

  • Benchmarks vs Targets in Training (Setting Standards)

    • Psychomotor skills

    Skills that involve the coordination of physical movements and mental processes.

  • Performance Metrics vs Learning Metrics (Measurement in Training)