Glossary R

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Glossary R

Random assignment

The random assignment of participants to different groups in a study or experiment.

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

    • Randomization

    The process of randomly assigning participants to different groups in a study or experiment.

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

    • Randomization process

    A method of selecting participants for a study in a random and unbiased manner.

  • Baseline vs Follow-up Evaluation (Measurement Timing)

    • Rating scales

    A method of evaluating performance or work based on a numerical or descriptive scale.

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

    • Reaction evaluation

    An assessment of participants’ immediate reactions to a program or intervention.

  • Reaction vs Learning Evaluation (Levels of Assessment)

    • Reaction level

    Participants’ immediate reactions to a program or intervention.

  • Reaction vs Learning Evaluation (Levels of Assessment)

    • Reaction level evaluation

    An assessment of participants’ immediate reactions to a program or intervention.

  • Performance Metrics vs Learning Metrics (Measurement in Training)

    • Realistic objectives

    Goals that are achievable given available resources and constraints.

  • Realistic vs Stretch Objectives (Setting Goals)

    • Real-world effects

    The impact of a program or intervention in a real-world setting.

  • Reaction vs Learning Evaluation (Levels of Assessment)

    • Reasonable aspirations

    Goals that are challenging but achievable.

  • Realistic vs Stretch Objectives (Setting Goals)

    • Recognition and rewards for meeting or exceeding objectives

    The acknowledgement and incentives provided for achieving goals.

  • Realistic vs Stretch Objectives (Setting Goals)

    • Recognition and rewards program

    A system that acknowledges and incentivizes employees for their achievements and contributions.

  • Individual vs Group Evaluation (Assessing Performance)

    • Recruitment strategies for future leaders

    The methods used to identify and attract potential leaders for future roles.

  • Training Needs: Current vs Future (Strategic Evaluation)

    • Reduced errors and mistakes in work processes

    The reduction of errors and mistakes in the execution of work tasks.

  • Training ROI vs ROE (Financial vs Educational)

    • Reflection

    The process of thinking back on experiences and analyzing them in order to gain insight and improve future performance.

  • Individual vs Group Evaluation (Assessing Performance)

    • Regression analysis

    A statistical method used to examine the relationship between variables.

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

    • Regression to the mean

    The tendency for extreme values to move closer to the average over time.

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

    • Regular evaluation of performance against established benchmarks

    The process of comparing performance to predetermined standards or benchmarks.

  • Realistic vs Stretch Objectives (Setting Goals)

    • Regular monitoring and feedback mechanisms

    The process of regularly checking progress and providing feedback to improve performance.

  • In-house vs External Evaluation (Choosing Evaluators)

    • Regular progress tracking

    The process of monitoring and recording progress towards goals on a regular basis.

  • Realistic vs Stretch Objectives (Setting Goals)

    • Reinforcement learning

    A type of machine learning where an algorithm learns through trial and error and receives feedback to improve its performance.

  • Training Effectiveness vs Efficiency (Understanding Impact)

    • Reinforcement principles

    The underlying theories and concepts that guide reinforcement strategies.

  • Behavioral vs Cognitive Objectives (Training Focus)

    • Reinforcement strategies

    Techniques used to increase the likelihood of a behavior being repeated.

  • Training Transfer vs Training Retention (Achieving Outcomes)

    • Relative grading system

    A method of evaluating performance based on how it compares to others in a group.

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

    • Relevance

    The degree to which something is applicable or useful to a particular situation or context.

  • Custom vs Standard Evaluation Forms (Choosing Tools)
  • Self-assessment vs External Evaluation (Validity in Training)

    • Reliability

    The consistency and accuracy of measurement or data collection.

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

    • Reliability and validity

    The consistency and accuracy of data or outcomes, and the extent to which they measure what they are intended to measure.

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

    • Reliability in criterion-referenced assessment

    The consistency and accuracy of evaluating performance based on predetermined criteria.

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

    • Reliability measures

    Metrics used to evaluate the consistency and accuracy of data or processes.

  • Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)

    • Reliability of results

    The consistency and accuracy of data or outcomes.

  • Custom vs Standard Evaluation Forms (Choosing Tools)

    • Reliable data sources

    Sources of data that are trustworthy and accurate.

  • Baseline vs Follow-up Evaluation (Measurement Timing)

    • Replication/reproducibility

    The ability to repeat a study or experiment with consistent results.

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

    • Research design

    The overall plan or strategy for conducting a research study.

  • Baseline vs Follow-up Evaluation (Measurement Timing)

    • Resource allocation

    The process of distributing resources to achieve desired outcomes.

  • Long-term vs Short-term Training Goals (Setting Objectives)
  • Realistic vs Stretch Objectives (Setting Goals)
  • Custom vs Standard Evaluation Forms (Choosing Tools)
  • Formal vs Informal Training Evaluation (Choosing Approach)
  • Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)
  • Qualitative vs Quantitative Objectives (Setting Outcomes)

    • Resource allocation balance

    The equitable distribution of resources to achieve desired outcomes.

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

    • Resource allocation planning

    The process of determining how to distribute resources effectively to achieve goals.

  • Realistic vs Stretch Objectives (Setting Goals)

    • Resources available

    The tools, materials, and support available to achieve professional development goals.

  • In-house vs External Evaluation (Choosing Evaluators)

    • Responsibility

    The obligation to complete tasks and fulfill duties in a timely and effective manner.

  • Individual vs Group Evaluation (Assessing Performance)

    • Results level

    The measurable outcomes and impact of a program or intervention.

  • Reaction vs Learning Evaluation (Levels of Assessment)

    • Results level evaluation

    An assessment of the impact and outcomes of a program or intervention.

  • Performance Metrics vs Learning Metrics (Measurement in Training)

    • Retention of skills

    The ability to maintain and apply learned skills over time.

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

    • Retrieval practice

    The process of actively recalling information from memory to improve retention and learning.

  • Reaction vs Learning Evaluation (Levels of Assessment)

    • Return on Education (ROE)

    The value gained from investing in education, such as increased earning potential or career advancement.

  • Training ROI vs ROE (Financial vs Educational)

    • Return on investment (ROI)

    The ratio of the profit or loss from an investment to the cost of the investment.

  • Qualitative vs Quantitative Objectives (Setting Outcomes)
  • Performance Metrics vs Learning Metrics (Measurement in Training)
  • Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)
  • Formal vs Informal Training Evaluation (Choosing Approach)
  • Training Effectiveness vs Efficiency (Understanding Impact)

    • Revenue growth

    The increase in a company’s revenue over time.

  • Training ROI vs ROE (Financial vs Educational)

    • Risk assessment

    The process of identifying and evaluating potential risks and hazards.

  • Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)
  • Long-term vs Short-term Training Goals (Setting Objectives)

    • Risk assessment and contingency planning

    The process of evaluating potential risks and developing a plan to address them if they occur.

  • Realistic vs Stretch Objectives (Setting Goals)

    • Risk management

    The process of identifying, assessing, and controlling potential risks that could negatively impact an organization.

  • Qualitative vs Quantitative Objectives (Setting Outcomes)

    • Risk management metrics

    Measures used to assess and mitigate potential risks in a project or organization.

  • Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)

    • Risk mitigation

    The process of identifying and reducing potential risks or negative outcomes.

  • Realistic vs Stretch Objectives (Setting Goals)

    • Risk of overlooking important training outcomes

    The possibility of not recognizing or addressing important training outcomes.

  • Formal vs Informal Training Evaluation (Choosing Approach)

    • Role-playing scenarios

    A training technique where individuals act out hypothetical situations to improve their skills.

  • Benchmarks vs Targets in Training (Setting Standards)

    • Root cause analysis

    The process of identifying the underlying cause of a problem or issue.

  • Benchmarks vs Targets in Training (Setting Standards)
  • Reaction vs Learning Evaluation (Levels of Assessment)

    • Rubric-based scoring

    A method of evaluating performance or work based on a predetermined set of criteria or standards.

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

    • Rubrics

    A set of criteria used to evaluate performance or achievement.

  • Learning Outcomes: Expected vs Achieved (Comparing Results)
  • Performance Metrics vs Learning Metrics (Measurement in Training)
  • Criterion-referenced vs Norm-referenced Evaluation (Assessment Types)
  • Reaction vs Learning Evaluation (Levels of Assessment)