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Glossary S

Sample size/power analysis

The process of determining the appropriate sample size for a research study to ensure statistical power.

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

Sampling techniques

Methods used to select a representative sample of a population for research purposes.

  1. Direct vs Indirect Evaluation Methods (Choosing Tools)

Satisfaction rating

  1. How do I create a comprehensive training and development syllabus that meets my needs? (6 Common Questions Answered)

Scaffolding techniques

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

Scalability of implementation

The ability to expand or adjust a plan or program to accommodate growth or changing needs.

  1. Custom vs Standard Evaluation Forms (Choosing Tools)

Scope of work required

Description of the tasks, responsibilities, and deliverables required for a project or job.

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

Scoring guides

Criteria and standards used to evaluate performance or achievement.

  1. Criterion-referenced vs Norm-referenced Evaluation (Assessment Types)
  2. Competencies vs Skills in Evaluation (Defining Outcomes)
  3. Learning Outcomes: Expected vs Achieved (Comparing Results)
  4. Reaction vs Learning Evaluation (Levels of Assessment)

Scroll mapping

  1. Direct vs Indirect Evaluation Methods (Choosing Tools)

Selection bias

A bias that occurs when the sample of participants in a study is not representative of the population being studied.

  1. Evaluation Design: Experimental vs Non-experimental (Research Methods)
  2. Formal vs Informal Training Evaluation (Choosing Approach)

Self-assessment

The process of evaluating one’s own skills, knowledge, and performance.

  1. Self-assessment vs External Evaluation (Validity in Training)
  2. Competencies vs Skills in Evaluation (Defining Outcomes)
  3. Benchmarks vs Targets in Training (Setting Standards)
  4. Continuous vs End-point Evaluation (Feedback Timing)
  5. Individual vs Group Evaluation (Assessing Performance)
  6. Objective vs Subjective Evaluation (Bias in Training)
  7. Reaction vs Learning Evaluation (Levels of Assessment)
  8. How can I assess my job performance? (6 Common Questions Answered)
  9. Performance Metrics vs Learning Metrics (Measurement in Training)
  10. How do I self-evaluate my job performance in order to achieve success? (6 Common Questions Answered)
  11. How can core evaluation help in setting and achieving professional success? (4 Crucial Questions Answered)
  12. Content vs Delivery Evaluation (Training Components)
  13. Pre-training vs Post-training Assessments (Timing Importance)
  14. What methods should I use for self-evaluation of work performance? (6 Common Questions Answered)
  15. How can self-evaluations help with professional development goals? (5 Main Questions Answered)
  16. Training ROI vs ROE (Financial vs Educational)

Self-assessment bias

The tendency for self-assessment to be influenced by personal biases and perceptions.

  1. 360-degree Feedback vs Self-evaluation (Sources of Input)
  2. Objective vs Subjective Evaluation (Bias in Training)

Self-assessment tools

Instruments used to evaluate one’s own skills, abilities, and performance.

  1. Individual vs Group Evaluation (Assessing Performance)
  2. What are the challenges associated with career planning? (5 Main Questions Answered)
  3. Benchmarks vs Targets in Training (Setting Standards)
  4. Why is evaluation important in professional development goals setting and achieving success? (5 Main Questions Answered)
  5. Performance Metrics vs Learning Metrics (Measurement in Training)

Self-awareness

The ability to recognize and understand one’s own emotions, strengths, and weaknesses.

  1. How can cognitive resource theory help me identify areas for improvement when developing my skillset? (4 Crucial Questions Answered)
  2. Why is it important to set training objectives when striving for success professionally? (5 Main Questions Answered)
  3. Objective vs Subjective Evaluation (Bias in Training)
  4. How can core evaluation help in setting and achieving professional success? (4 Crucial Questions Answered)
  5. Individual vs Group Evaluation (Assessing Performance)
  6. How can I assess my own job performance? (6 Common Questions Answered)
  7. What is transcendental leadership and how does it relate to developing a skillset? (4 Crucial Questions Answered)
  8. What are the objectives of training evaluation to advance one’s career strategies? (5 Main Questions Answered)
  9. How do I psychologically self-evaluate for improvement purposes? (5 Main Questions Answered)
  10. Realistic vs Stretch Objectives (Setting Goals)
  11. What methods should I use for self-evaluation of work performance? (6 Common Questions Answered)
  12. How can self-evaluations help with professional development goals? (5 Main Questions Answered)

Self-efficacy beliefs

An individual’s belief in their ability to successfully perform a task or achieve a goal.

  1. Behavioral vs Cognitive Objectives (Training Focus)

Self-enhancement

The tendency to view oneself in a positive light and seek validation of one’s abilities.

  1. 360-degree Feedback vs Self-evaluation (Sources of Input)

Self-esteem

Confidence and belief in one’s own abilities and worth.

  1. How does one evaluate their own self-esteem in order to achieve success professionally? (6 Common Questions Answered)
  2. Criterion-referenced vs Norm-referenced Evaluation (Assessment Types)
  3. How does one measure neuroticism on a scale? (6 Common Questions Answered)
  4. How can self-evaluations help with professional development goals? (5 Main Questions Answered)

Self-evaluation

Assessment of one’s own skills, abilities, and performance.

  1. 360-degree Feedback vs Self-evaluation (Sources of Input)
  2. How do I self-evaluate my job performance in order to achieve success? (6 Common Questions Answered)
  3. What is the self-evaluation definition, and what areas should be identified for improvement when creating a plan of action? (4 Crucial Questions Answered)
  4. What methods should I use for self-evaluation of work performance? (6 Common Questions Answered)
  5. How can self-evaluations help with professional development goals? (5 Main Questions Answered)
  6. How do I psychologically self-evaluate for improvement purposes? (5 Main Questions Answered)
  7. What are core self-evaluations, and what strategies should be used for career advancement? (6 Common Questions Answered)

Self-reflection exercises

Exercises that encourage individuals to reflect on their own thoughts, feelings, and behaviors.

  1. Training Transfer vs Training Retention (Achieving Outcomes)
  2. Formal vs Informal Training Evaluation (Choosing Approach)

Self-regulated learning

The process of taking control of one’s own learning through goal-setting, self-monitoring, and self-evaluation.

  1. Reaction vs Learning Evaluation (Levels of Assessment)

Self-serving bias

The tendency to attribute success to personal factors and failure to external factors.

  1. 360-degree Feedback vs Self-evaluation (Sources of Input)

Short-term effects

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

Short-term goals

Goals that can be achieved within a relatively short period of time, usually less than a year.

  1. Long-term vs Short-term Training Goals (Setting Objectives)
  2. Why is it important to set training objectives when striving for success professionally? (5 Main Questions Answered)
  3. How does Fiedler’s Cognitive Resource Theory relate to professional development goals? (5 Main Questions Answered)

Short-term memory capacity

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

Short-term memory consolidation

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

Simulation-based training

Training that uses simulations to replicate real-world scenarios and provide hands-on experience.

  1. Training Effectiveness vs Efficiency (Understanding Impact)
  2. Training Transfer vs Training Retention (Achieving Outcomes)

Simulation exercises

Exercises that replicate real-world scenarios to provide hands-on experience and training.

  1. Benchmarks vs Targets in Training (Setting Standards)
  2. Performance Metrics vs Learning Metrics (Measurement in Training)

Skill acquisition

The process of learning and acquiring new skills and knowledge.

  1. Training Effectiveness vs Efficiency (Understanding Impact)
  2. Objective vs Subjective Evaluation (Bias in Training)
  3. Training Impact: Immediate vs Delayed (Timing Effects)
  4. Training ROI vs ROE (Financial vs Educational)
  5. Content vs Delivery Evaluation (Training Components)
  6. Reaction vs Learning Evaluation (Levels of Assessment)
  7. Training Evaluation: Pre-test vs Post-test (Assessment Methods)
  8. What training methods are best for professional development goals? (6 Common Questions Answered)

Skill acquisition analysis

  1. Training Evaluation: Pre-test vs Post-test (Assessment Methods)
  2. How can core evaluation help in setting and achieving professional success? (4 Crucial Questions Answered)

Skill acquisition rate

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

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

Skill assessment criteria

  1. Competency-based vs Task-based Objectives (Training Focus)

Skill-building initiatives

Programs or activities designed to develop or improve specific skills.

  1. Training Transfer vs Training Retention (Achieving Outcomes)

Skill development

The process of improving an individual’s skills and knowledge through training, education, and practice.

  1. Content vs Delivery Evaluation (Training Components)
  2. Pre-training vs Post-training Assessments (Timing Importance)
  3. Training Effectiveness vs Efficiency (Understanding Impact)
  4. Behavioral vs Cognitive Objectives (Training Focus)
  5. What are the challenges associated with career planning? (5 Main Questions Answered)
  6. Formative vs Summative Evaluation (Distinguishing Training Outcomes)
  7. Knowledge vs Skill Training Objectives (Setting Goals)
  8. Long-term vs Short-term Training Goals (Setting Objectives)
  9. Training ROI vs ROE (Financial vs Educational)
  10. Competency-based vs Task-based Objectives (Training Focus)
  11. What is an effective evaluation design for training programs? (6 Common Questions Answered)
  12. Self-assessment vs External Evaluation (Validity in Training)
  13. Why is training evaluation important when it comes to advancing your career and developing a skill set? (4 Crucial Questions Answered)
  14. Training Evaluation: Pre-test vs Post-test (Assessment Methods)
  15. Training Impact: Immediate vs Delayed (Timing Effects)

Skill development plan

  1. Competencies vs Skills in Evaluation (Defining Outcomes)
  2. Individual vs Group Evaluation (Assessing Performance)
  3. Training Needs: Current vs Future (Strategic Evaluation)

Skill gap analysis

The process of identifying and analyzing the gaps in an individual’s skills and knowledge.

  1. Individual vs Group Evaluation (Assessing Performance)
  2. Benchmarks vs Targets in Training (Setting Standards)
  3. Competencies vs Skills in Evaluation (Defining Outcomes)
  4. Training Needs: Current vs Future (Strategic Evaluation)
  5. Pre-training vs Post-training Assessments (Timing Importance)

Skill gaps

The difference between the skills an individual currently possesses and the skills required for their job or career goals.

  1. What are the objectives of training evaluation to advance one’s career strategies? (5 Main Questions Answered)
  2. Behavioral vs Cognitive Objectives (Training Focus)
  3. Reaction vs Learning Evaluation (Levels of Assessment)
  4. Competencies vs Skills in Evaluation (Defining Outcomes)
  5. Knowledge vs Skill Training Objectives (Setting Goals)
  6. Pre-training vs Post-training Assessments (Timing Importance)
  7. Training Evaluation: Pre-test vs Post-test (Assessment Methods)
  8. Training Needs: Current vs Future (Strategic Evaluation)

Skill retention

  1. Training Evaluation: Pre-test vs Post-test (Assessment Methods)
  2. Training Impact: Immediate vs Delayed (Timing Effects)
  3. Pre-training vs Post-training Assessments (Timing Importance)

Skills

  1. Competencies vs Skills in Evaluation (Defining Outcomes)
  2. Training Needs: Current vs Future (Strategic Evaluation)
  3. Competency-based vs Task-based Objectives (Training Focus)
  4. Pre-training vs Post-training Assessments (Timing Importance)
  5. Training Transfer vs Training Retention (Achieving Outcomes)
  6. Benchmarks vs Targets in Training (Setting Standards)
  7. Performance Metrics vs Learning Metrics (Measurement in Training)
  8. Training Evaluation: Pre-test vs Post-test (Assessment Methods)
  9. Reaction vs Learning Evaluation (Levels of Assessment)
  10. Knowledge vs Skill Training Objectives (Setting Goals)
  11. Long-term vs Short-term Training Goals (Setting Objectives)
  12. Training Effectiveness vs Efficiency (Understanding Impact)
  13. Training Impact: Immediate vs Delayed (Timing Effects)
  14. What training methods are best for professional development goals? (6 Common Questions Answered)
  15. What is the definition of employee development and how does it relate to setting professional goals? (5 Main Questions Answered)
  16. Formal vs Informal Training Evaluation (Choosing Approach)
  17. Criterion-referenced vs Norm-referenced Evaluation (Assessment Types)
  18. What approaches should be taken for employee development and growth? (5 Main Questions Answered)
  19. What are the objectives of a training program and what is their purpose? (5 Main Questions Answered)
  20. What are core self-evaluations, and what strategies should be used for career advancement? (6 Common Questions Answered)
  21. What is an effective evaluation design for training programs? (6 Common Questions Answered)
  22. Why is training evaluation important when it comes to advancing your career and developing a skill set? (4 Crucial Questions Answered)
  23. How can I pursue paid research to further my professional development goals? (6 Common Questions Answered)
  24. Individual vs Group Evaluation (Assessing Performance)
  25. Behavioral vs Cognitive Objectives (Training Focus)
  26. What are the objectives of training evaluation to advance one’s career strategies? (5 Main Questions Answered)
  27. What strategies are available for overcoming a career plateau? (5 Main Questions Answered)
  28. What role does cognitive resource theory play in setting and achieving professional goals? (5 Main Questions Answered)
  29. How can cognitive resource theory help me identify areas for improvement when developing my skillset? (4 Crucial Questions Answered)
  30. Formative vs Summative Evaluation (Distinguishing Training Outcomes)
  31. Training ROI vs ROE (Financial vs Educational)
  32. In-house vs External Evaluation (Choosing Evaluators)
  33. How does Cognitive Resource Theory apply to leadership roles? (3 Biggest Questions Answered)
  34. Content vs Delivery Evaluation (Training Components)
  35. Why is it important to set training objectives when striving for success professionally? (5 Main Questions Answered)
  36. What areas of development should I assess in myself? (6 Common Questions Answered)
  37. How can I assess my own job performance? (6 Common Questions Answered)
  38. Learning Outcomes: Expected vs Achieved (Comparing Results)
  39. Self-assessment vs External Evaluation (Validity in Training)
  40. How do I self-evaluate my job performance in order to achieve success? (6 Common Questions Answered)
  41. How does one evaluate their own self-esteem in order to achieve success professionally? (6 Common Questions Answered)
  42. What is the contingency theory of leadership? (6 Common Questions Answered)
  43. Objective vs Subjective Evaluation (Bias in Training)
  44. Realistic vs Stretch Objectives (Setting Goals)
  45. How can I develop my leadership practices? (6 Common Questions Answered)
  46. What is the self-evaluation definition, and what areas should be identified for improvement when creating a plan of action? (4 Crucial Questions Answered)
  47. What methods should I use for self-evaluation of work performance? (6 Common Questions Answered)
  48. What is transcendental leadership and how does it relate to developing a skillset? (4 Crucial Questions Answered)
  49. How does the charismatic theory of leadership influence career advancement strategies? (5 Main Questions Answered)
  50. How do criteria deficiency, relevance, and contamination affect professional development goals? (5 Main Questions Answered)
  51. Training Evaluation: Quantitative vs Qualitative Data (Choosing Methods)
  52. Top-down vs Bottom-up Evaluation (Organizational Approach)
  53. Why is evaluation important in professional development goals setting and achieving success? (5 Main Questions Answered)
  54. Continuous vs End-point Evaluation (Feedback Timing)
  55. Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)
  56. What are the challenges associated with career planning? (5 Main Questions Answered)
  57. How can core evaluation help in setting and achieving professional success? (4 Crucial Questions Answered)
  58. Which cross-cultural methods should be used in a training program to ensure success? (5 Main Questions Answered)
  59. How can effective leadership be achieved? (5 Main Questions Answered)
  60. How can self-evaluations help with professional development goals? (5 Main Questions Answered)
  61. What technology-based training methods are available? (5 Main Questions Answered)
  62. How do I create a comprehensive training and development syllabus that meets my needs? (6 Common Questions Answered)
  63. How can I assess my job performance? (6 Common Questions Answered)
  64. How do you evaluate training programs and courses? (6 Common Questions Answered)

Skills assessment

  1. Competency-based vs Task-based Objectives (Training Focus)
  2. What are the challenges associated with career planning? (5 Main Questions Answered)
  3. Competencies vs Skills in Evaluation (Defining Outcomes)
  4. What approaches should be taken for employee development and growth? (5 Main Questions Answered)

Skills development

  1. Knowledge vs Skill Training Objectives (Setting Goals)
  2. What technology-based training methods are available? (5 Main Questions Answered)
  3. What role does cognitive resource theory play in setting and achieving professional goals? (5 Main Questions Answered)

Skills gap analysis

Assessment of the difference between current and desired skills within an organization.

  1. Competency-based vs Task-based Objectives (Training Focus)
  2. Training Needs: Current vs Future (Strategic Evaluation)

Skills inventory

A comprehensive list of an individual’s skills and abilities.

  1. Benchmarks vs Targets in Training (Setting Standards)

Skill tests

Assessments used to measure proficiency or mastery of a specific skill or set of skills.

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

Skill training objectives

Specific goals and outcomes for training programs designed to improve employee skills.

  1. Knowledge vs Skill Training Objectives (Setting Goals)

Skill utilization persistence

The ability to apply and maintain newly acquired skills over time.

  1. Training Transfer vs Training Retention (Achieving Outcomes)

Sleep-dependent memory consolidation

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

Social desirability bias

The tendency to present oneself in a positive light in order to conform to social norms.

  1. 360-degree Feedback vs Self-evaluation (Sources of Input)

Social learning theory

A theory that emphasizes the role of observation and modeling in learning and behavior.

  1. Behavioral vs Cognitive Objectives (Training Focus)

Social loafing

The tendency for individuals to exert less effort when working in a group than when working alone.

  1. Individual vs Group Evaluation (Assessing Performance)

Soft skills training

Development of interpersonal skills such as communication, teamwork, and leadership.

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

Sources of input

The various channels through which feedback and guidance on professional development can be obtained.

  1. 360-degree Feedback vs Self-evaluation (Sources of Input)

Spaced learning effect

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

Spaced repetition

A learning technique that involves reviewing material at increasing intervals to improve retention.

  1. Training Evaluation: Pre-test vs Post-test (Assessment Methods)
  2. Training Effectiveness vs Efficiency (Understanding Impact)
  3. Content vs Delivery Evaluation (Training Components)
  4. Reaction vs Learning Evaluation (Levels of Assessment)

Spaced repetition technique

  1. Training Impact: Immediate vs Delayed (Timing Effects)
  2. Reaction vs Learning Evaluation (Levels of Assessment)

Spacing Effect

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

Specificity

Clarity and precision in defining goals, objectives, and criteria for evaluation.

  1. Realistic vs Stretch Objectives (Setting Goals)

Stakeholder engagement

The process of involving stakeholders in decision-making and ensuring their needs and concerns are addressed.

  1. Top-down vs Bottom-up Evaluation (Organizational Approach)
  2. Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)
  3. In-house vs External Evaluation (Choosing Evaluators)
  4. Qualitative vs Quantitative Objectives (Setting Outcomes)

Stakeholder involvement

Active participation of stakeholders in planning and decision-making.

  1. In-house vs External Evaluation (Choosing Evaluators)
  2. Formal vs Informal Training Evaluation (Choosing Approach)

Stakeholder involvement planning

Process of engaging stakeholders in planning and decision-making.

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

Standard deviation

A measure of the variability or spread of a set of data from its mean.

  1. Formal vs Informal Training Evaluation (Choosing Approach)

Standard evaluation forms

Pre-designed forms used to collect and evaluate data.

  1. Custom vs Standard Evaluation Forms (Choosing Tools)

Standardization

The process of establishing uniformity or consistency in a system or process.

  1. Custom vs Standard Evaluation Forms (Choosing Tools)
  2. Self-assessment vs External Evaluation (Validity in Training)
  3. Training ROI vs ROE (Financial vs Educational)
  4. In-house vs External Evaluation (Choosing Evaluators)

Standardization of evaluation processes

Consistent application of evaluation criteria and procedures.

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

Standardized tests

Tests that are administered and scored in a consistent manner to ensure fairness and accuracy.

  1. Learning Outcomes: Expected vs Achieved (Comparing Results)
  2. Criterion-referenced vs Norm-referenced Evaluation (Assessment Types)
  3. How does one measure neuroticism on a scale? (6 Common Questions Answered)
  4. Benchmarks vs Targets in Training (Setting Standards)

Standards-based assessments

Evaluations based on established standards or benchmarks.

  1. Criterion-referenced vs Norm-referenced Evaluation (Assessment Types)

Standards-based grading

A system of grading that assesses student performance against specific learning standards or objectives.

  1. Competencies vs Skills in Evaluation (Defining Outcomes)

Starting point comparison

A method of evaluating progress by comparing current performance to a baseline or starting point.

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

Static evaluation

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

Statistical analysis

The process of analyzing data using statistical methods to draw conclusions or make predictions.

  1. Formal vs Informal Training Evaluation (Choosing Approach)
  2. Training Evaluation: Quantitative vs Qualitative Data (Choosing Methods)
  3. Baseline vs Follow-up Evaluation (Measurement Timing)
  4. Evaluation Design: Experimental vs Non-experimental (Research Methods)
  5. Formative vs Summative Evaluation (Distinguishing Training Outcomes)
  6. Performance Metrics vs Learning Metrics (Measurement in Training)
  7. Qualitative vs Quantitative Objectives (Setting Outcomes)

Statistical significance

The likelihood that a result or finding is not due to chance but is instead a true effect.

  1. Evaluation Design: Experimental vs Non-experimental (Research Methods)
  2. Training Evaluation: Quantitative vs Qualitative Data (Choosing Methods)
  3. Direct vs Indirect Evaluation Methods (Choosing Tools)

Stereotyping

  1. Objective vs Subjective Evaluation (Bias in Training)

Strategic planning

The process of defining an organization’s long-term goals and developing a plan to achieve them.

  1. How does the charismatic theory of leadership influence career advancement strategies? (5 Main Questions Answered)
  2. Top-down vs Bottom-up Evaluation (Organizational Approach)
  3. What is transcendental leadership and how does it relate to developing a skillset? (4 Crucial Questions Answered)
  4. Qualitative vs Quantitative Objectives (Setting Outcomes)

Strategic planning and execution

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

Strategic planning process

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

Stretch objectives

Goals that are challenging but achievable with effort and commitment.

  1. Realistic vs Stretch Objectives (Setting Goals)

Student achievement

The level of success a student has reached in their academic pursuits.

  1. Learning Outcomes: Expected vs Achieved (Comparing Results)

Student-centered approach

Teaching method that focuses on the needs and interests of individual students.

  1. Criterion-referenced vs Norm-referenced Evaluation (Assessment Types)
  2. Continuous vs End-point Evaluation (Feedback Timing)

Student-centered learning

An approach to education that prioritizes the needs and interests of individual students.

  1. Learning Outcomes: Expected vs Achieved (Comparing Results)

Student progress

The growth and development of a student over time, often measured through assessments and evaluations.

  1. Learning Outcomes: Expected vs Achieved (Comparing Results)
  2. Reaction vs Learning Evaluation (Levels of Assessment)
  3. Competencies vs Skills in Evaluation (Defining Outcomes)

Subjective assessment tools

Tools used to evaluate subjective factors such as attitudes, beliefs, and opinions.

  1. Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)

Subjective criteria

Standards for evaluation that are based on personal opinions or judgments rather than objective criteria.

  1. Criterion-referenced vs Norm-referenced Evaluation (Assessment Types)
  2. Training Evaluation: Quantitative vs Qualitative Data (Choosing Methods)

Subjective evaluation

Assessment based on personal opinions and perceptions rather than objective criteria.

  1. Objective vs Subjective Evaluation (Bias in Training)
  2. 360-degree Feedback vs Self-evaluation (Sources of Input)
  3. Competency-based vs Task-based Objectives (Training Focus)
  4. Custom vs Standard Evaluation Forms (Choosing Tools)
  5. Formative vs Summative Evaluation (Distinguishing Training Outcomes)
  6. Knowledge vs Skill Training Objectives (Setting Goals)
  7. Self-assessment vs External Evaluation (Validity in Training)

Subjective evaluation method

Assessment based on personal opinions or judgments rather than objective criteria.

  1. Criterion-referenced vs Norm-referenced Evaluation (Assessment Types)

Subjective feedback

Feedback that is based on personal opinions or interpretations rather than objective criteria.

  1. Self-assessment vs External Evaluation (Validity in Training)
  2. Objective vs Subjective Evaluation (Bias in Training)

Subjective opinions

Personal beliefs or judgments that may influence decision-making or evaluation.

  1. Training Evaluation: Quantitative vs Qualitative Data (Choosing Methods)
  2. Competency-based vs Task-based Objectives (Training Focus)

Subjectivity

The presence of personal opinions, biases, or interpretations in the evaluation of data or information.

  1. Objective vs Subjective Evaluation (Bias in Training)
  2. 360-degree Feedback vs Self-evaluation (Sources of Input)
  3. Custom vs Standard Evaluation Forms (Choosing Tools)
  4. Self-assessment vs External Evaluation (Validity in Training)

Subsequent review

A follow-up evaluation of a program or intervention to assess its ongoing effectiveness.

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

Success

Achievement of desired outcomes or goals.

  1. How does one evaluate their own self-esteem in order to achieve success professionally? (6 Common Questions Answered)
  2. How do I self-evaluate my job performance in order to achieve success? (6 Common Questions Answered)
  3. How can core evaluation help in setting and achieving professional success? (4 Crucial Questions Answered)
  4. Benchmarks vs Targets in Training (Setting Standards)
  5. Why is it important to set training objectives when striving for success professionally? (5 Main Questions Answered)
  6. How can I assess my own job performance? (6 Common Questions Answered)
  7. Realistic vs Stretch Objectives (Setting Goals)
  8. Baseline vs Follow-up Evaluation (Measurement Timing)
  9. What are core self-evaluations, and what strategies should be used for career advancement? (6 Common Questions Answered)
  10. Why is evaluation important in professional development goals setting and achieving success? (5 Main Questions Answered)
  11. Competencies vs Skills in Evaluation (Defining Outcomes)
  12. What methods should I use for self-evaluation of work performance? (6 Common Questions Answered)
  13. Qualitative vs Quantitative Objectives (Setting Outcomes)
  14. How can I assess my job performance? (6 Common Questions Answered)
  15. Top-down vs Bottom-up Evaluation (Organizational Approach)
  16. How do I psychologically self-evaluate for improvement purposes? (5 Main Questions Answered)
  17. How can I set professional goals for my own development? (5 Main Questions Answered)
  18. How can I develop my leadership practices? (6 Common Questions Answered)
  19. Pre-training vs Post-training Assessments (Timing Importance)
  20. Reaction vs Learning Evaluation (Levels of Assessment)
  21. How does the charismatic theory of leadership influence career advancement strategies? (5 Main Questions Answered)
  22. What is the self-evaluation definition, and what areas should be identified for improvement when creating a plan of action? (4 Crucial Questions Answered)
  23. Which cross-cultural methods should be used in a training program to ensure success? (5 Main Questions Answered)
  24. Training Transfer vs Training Retention (Achieving Outcomes)
  25. 360-degree Feedback vs Self-evaluation (Sources of Input)
  26. How can self-evaluations help with professional development goals? (5 Main Questions Answered)
  27. Training ROI vs ROE (Financial vs Educational)
  28. Content vs Delivery Evaluation (Training Components)
  29. What is an effective evaluation design for training programs? (6 Common Questions Answered)
  30. Training Effectiveness vs Efficiency (Understanding Impact)
  31. What approaches should be taken for employee development and growth? (5 Main Questions Answered)
  32. Training Needs: Current vs Future (Strategic Evaluation)
  33. How does Cognitive Resource Theory apply to leadership roles? (3 Biggest Questions Answered)
  34. Competency-based vs Task-based Objectives (Training Focus)
  35. How can effective leadership be achieved? (5 Main Questions Answered)
  36. What are the objectives of training evaluation to advance one’s career strategies? (5 Main Questions Answered)
  37. What training methods are best for professional development goals? (6 Common Questions Answered)
  38. Formal vs Informal Training Evaluation (Choosing Approach)
  39. Training Evaluation: Pre-test vs Post-test (Assessment Methods)
  40. Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)
  41. Why is training evaluation important when it comes to advancing your career and developing a skill set? (4 Crucial Questions Answered)
  42. Training Evaluation: Quantitative vs Qualitative Data (Choosing Methods)
  43. What role does cognitive resource theory play in setting and achieving professional goals? (5 Main Questions Answered)
  44. Long-term vs Short-term Training Goals (Setting Objectives)
  45. How do I create a comprehensive training and development syllabus that meets my needs? (6 Common Questions Answered)
  46. Learning Outcomes: Expected vs Achieved (Comparing Results)
  47. Knowledge vs Skill Training Objectives (Setting Goals)
  48. In-house vs External Evaluation (Choosing Evaluators)
  49. Formative vs Summative Evaluation (Distinguishing Training Outcomes)
  50. How does Fiedler’s Cognitive Resource Theory relate to professional development goals? (5 Main Questions Answered)
  51. What are the challenges associated with career planning? (5 Main Questions Answered)
  52. Behavioral vs Cognitive Objectives (Training Focus)
  53. Performance Metrics vs Learning Metrics (Measurement in Training)
  54. What are the objectives of a training program and what is their purpose? (5 Main Questions Answered)

Success factors analysis

Examination of the key factors that contribute to success in professional development.

  1. Qualitative vs Quantitative Objectives (Setting Outcomes)

Succession planning

A process of identifying and developing potential leaders within an organization to ensure continuity of leadership.

  1. Training Needs: Current vs Future (Strategic Evaluation)
  2. Competencies vs Skills in Evaluation (Defining Outcomes)
  3. Formal vs Informal Training Evaluation (Choosing Approach)

Succession planning committee or task force

Group responsible for developing and implementing a succession plan.

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

Succession readiness assessment

Evaluation of an organization’s readiness to fill key leadership positions in the event of a vacancy.

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

Summative assessment

An evaluation of learning at the end of a unit or course to determine mastery of content.

  1. Reaction vs Learning Evaluation (Levels of Assessment)
  2. Competencies vs Skills in Evaluation (Defining Outcomes)
  3. Learning Outcomes: Expected vs Achieved (Comparing Results)
  4. Performance Metrics vs Learning Metrics (Measurement in Training)

Summative evaluation

An assessment of the effectiveness of a program or intervention at the end of its implementation.

  1. Formative vs Summative Evaluation (Distinguishing Training Outcomes)
  2. Reaction vs Learning Evaluation (Levels of Assessment)

Summative feedback

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

Survey administration

  1. Direct vs Indirect Evaluation Methods (Choosing Tools)

Survey design

  1. Direct vs Indirect Evaluation Methods (Choosing Tools)

Survey questionnaire design

  1. Direct vs Indirect Evaluation Methods (Choosing Tools)

Survey research

The systematic collection and analysis of data from a sample of individuals using surveys.

  1. Training Evaluation: Quantitative vs Qualitative Data (Choosing Methods)

Survey research methods

Techniques used to design and conduct surveys to collect data for research purposes.

  1. Formal vs Informal Training Evaluation (Choosing Approach)

Surveys

A method of gathering information from a sample of individuals through a set of questions.

  1. Direct vs Indirect Evaluation Methods (Choosing Tools)
  2. Training Evaluation: Pre-test vs Post-test (Assessment Methods)
  3. Training ROI vs ROE (Financial vs Educational)
  4. Reaction vs Learning Evaluation (Levels of Assessment)
  5. Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)
  6. Benchmarks vs Targets in Training (Setting Standards)
  7. Content vs Delivery Evaluation (Training Components)
  8. Top-down vs Bottom-up Evaluation (Organizational Approach)
  9. Qualitative vs Quantitative Objectives (Setting Outcomes)
  10. Baseline vs Follow-up Evaluation (Measurement Timing)
  11. Training Effectiveness vs Efficiency (Understanding Impact)
  12. Performance Metrics vs Learning Metrics (Measurement in Training)
  13. How can I assess my job performance? (6 Common Questions Answered)
  14. Formal vs Informal Training Evaluation (Choosing Approach)
  15. What is an effective evaluation design for training programs? (6 Common Questions Answered)
  16. How do you evaluate training programs and courses? (6 Common Questions Answered)
  17. In-house vs External Evaluation (Choosing Evaluators)
  18. Why is evaluation important in professional development goals setting and achieving success? (5 Main Questions Answered)
  19. Formative vs Summative Evaluation (Distinguishing Training Outcomes)
  20. Self-assessment vs External Evaluation (Validity in Training)
  21. What are the challenges associated with career planning? (5 Main Questions Answered)
  22. Training Evaluation: Quantitative vs Qualitative Data (Choosing Methods)
  23. How does one measure neuroticism on a scale? (6 Common Questions Answered)

Sustainability

  1. Reaction vs Learning Evaluation (Levels of Assessment)
  2. Top-down vs Bottom-up Evaluation (Organizational Approach)
  3. Baseline vs Follow-up Evaluation (Measurement Timing)
  4. What is an effective evaluation design for training programs? (6 Common Questions Answered)
  5. Training Impact: Immediate vs Delayed (Timing Effects)

Sustainability of training outcomes

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

Sustainability of training programs

The ability of training programs to be maintained and continued over time.

  1. Reaction vs Learning Evaluation (Levels of Assessment)