Glossary T

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Glossary T

Talent management

The process of identifying, developing, and retaining talented employees.

  • Training Transfer vs Training Retention (Achieving Outcomes)

    • Talent Management Program

    Systematic approach to identifying, developing, and retaining top talent within an organization.

  • Training Needs: Current vs Future (Strategic Evaluation)

    • Talent retention

    Strategies to retain high-performing employees within an organization.

  • Training Needs: Current vs Future (Strategic Evaluation)

    • Tangible benefits

    The measurable benefits of achieving professional development goals.

  • Formal vs Informal Training Evaluation (Choosing Approach)

    • Targets

    Specific goals or objectives to be achieved in professional development.

  • Benchmarks vs Targets in Training (Setting Standards)

    • Task proficiency

    The ability to perform a specific task or set of tasks effectively.

  • Knowledge vs Skill Training Objectives (Setting Goals)

    • Teacher effectiveness

    The overall effectiveness of a teacher in their role as an educator.

  • Learning Outcomes: Expected vs Achieved (Comparing Results)

    • Teaching effectiveness

    The ability of a teacher to positively impact student learning and achievement.

  • Learning Outcomes: Expected vs Achieved (Comparing Results)

    • Teaching strategies

    Techniques used by educators to facilitate learning and engagement in the classroom.

  • Learning Outcomes: Expected vs Achieved (Comparing Results)

    • Team building activities

    Exercises designed to improve communication, trust, and cooperation among team members.

  • Training Needs: Current vs Future (Strategic Evaluation)

    • Team dynamics

    The interactions and relationships between team members that affect team performance.

  • Individual vs Group Evaluation (Assessing Performance)

    • Team feedback

    The process of providing feedback to team members to improve their performance and collaboration.

  • Individual vs Group Evaluation (Assessing Performance)

    • Team member perspective

    The viewpoint of colleagues and coworkers on an individual’s professional development.

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

    • Team performance measurement

    The process of evaluating the effectiveness of a team in achieving its goals.

  • Individual vs Group Evaluation (Assessing Performance)

    • Teamwork

    Collaborative effort of a group to achieve a common goal or objective.

  • Realistic vs Stretch Objectives (Setting Goals)

    • Technical competence evaluation

    The assessment of technical skills and knowledge necessary for achieving professional development goals.

  • In-house vs External Evaluation (Choosing Evaluators)

    • Technology infrastructure

    The necessary technology and infrastructure needed to support the evaluation process.

  • Custom vs Standard Evaluation Forms (Choosing Tools)

    • Testing effect

    The phenomenon where testing improves long-term retention of information.

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

    • Thematic analysis

    A qualitative research method used to identify patterns and themes in data.

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

    • Thinking and reasoning abilities

    The cognitive skills required for effective professional development.

  • Behavioral vs Cognitive Objectives (Training Focus)

    • Threats to internal validity

    Factors that may affect the accuracy and reliability of training evaluation results within a specific study.

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

    • Threats to validity

    Factors that may affect the accuracy and reliability of training evaluation results.

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

    • Time-bound

    Goals that have a specific deadline for achievement.

  • Realistic vs Stretch Objectives (Setting Goals)

    • Time efficiency

    The ability to achieve goals within a reasonable timeframe and with minimal waste of time.

  • Custom vs Standard Evaluation Forms (Choosing Tools)

    • Timeframe for evaluation

    The specific timeframe for evaluating progress towards professional development goals.

  • In-house vs External Evaluation (Choosing Evaluators)

    • Time horizon selection

    The process of selecting an appropriate timeframe for achieving professional development goals.

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

    • Time-lapse appraisal

    A method of evaluating progress over time by comparing current performance to past performance.

  • Baseline vs Follow-up Evaluation (Measurement Timing)

    • Timeline for implementation

    The specific timeframe for achieving professional development goals.

  • Custom vs Standard Evaluation Forms (Choosing Tools)

    • Timeliness

    The extent to which professional development goals are achieved within a specified timeframe.

  • In-house vs External Evaluation (Choosing Evaluators)
  • Self-assessment vs External Evaluation (Validity in Training)

    • Timeliness and responsiveness considerations

    The importance of timely and responsive action towards achieving goals.

  • In-house vs External Evaluation (Choosing Evaluators)

    • Timely reporting of findings and recommendations

    The prompt communication of evaluation results and recommendations to stakeholders.

  • In-house vs External Evaluation (Choosing Evaluators)

    • Time management

    The process of effectively managing time to achieve professional development goals.

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

    • Time management strategies

    Techniques for effectively managing time to achieve professional development goals.

  • Realistic vs Stretch Objectives (Setting Goals)

    • Time to competency

    The time required to achieve a desired level of competency.

  • Training ROI vs ROE (Financial vs Educational)

    • Total cost of ownership (TCO)

    The total cost of owning and operating a product or service over its entire lifecycle.

  • Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)

    • Tracking progress

    The process of monitoring and measuring progress towards professional development goals.

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

    • Traditional methods

    Conventional approaches to professional development.

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

    • Training and development needs

    The specific skills and knowledge needed to achieve professional development goals.

  • Custom vs Standard Evaluation Forms (Choosing Tools)

    • Training and development opportunities

    Programs and activities designed to enhance employee skills and knowledge.

  • Individual vs Group Evaluation (Assessing Performance)

    • Training and development opportunities to enhance skills necessary for goal attainment

    Opportunities for individuals to develop skills necessary for achieving their professional development goals.

  • Realistic vs Stretch Objectives (Setting Goals)

    • Training and development programs

    Programs designed to enhance the skills necessary for achieving professional development goals.

  • Training Needs: Current vs Future (Strategic Evaluation)

    • Training and development programs for evaluators

    Programs designed to enhance the skills of those responsible for evaluating progress towards goals.

  • In-house vs External Evaluation (Choosing Evaluators)

    • Training assessment

    The process of evaluating the effectiveness of training programs.

  • Long-term vs Short-term Training Goals (Setting Objectives)
  • Pre-training vs Post-training Assessments (Timing Importance)

    • Training budget allocation

    The process of allocating resources to training programs based on their importance and expected impact.

  • Training Effectiveness vs Efficiency (Understanding Impact)
  • Training Needs: Current vs Future (Strategic Evaluation)

    • Training completion rate

    The percentage of trainees who complete a training program.

  • Training ROI vs ROE (Financial vs Educational)

    • Training delivery methods

    The various ways in which training can be delivered, such as classroom instruction, e-learning, or on-the-job training.

  • Training Effectiveness vs Efficiency (Understanding Impact)
  • Knowledge vs Skill Training Objectives (Setting Goals)
  • Training Needs: Current vs Future (Strategic Evaluation)

    • Training design and delivery

    The process of designing and delivering effective training programs.

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

    • Training effectiveness

    The extent to which training programs achieve their objectives.

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

    • Training effectiveness index (TEI)

    A metric used to measure the effectiveness of training programs.

  • Performance Metrics vs Learning Metrics (Measurement in Training)

    • Training effectiveness longevity

    The duration of the effectiveness of training programs.

  • Training Transfer vs Training Retention (Achieving Outcomes)

    • Training effectiveness measurement

    The process of measuring the impact of training on employee performance and organizational outcomes.

  • Knowledge vs Skill Training Objectives (Setting Goals)
  • Training Needs: Current vs Future (Strategic Evaluation)
  • Pre-training vs Post-training Assessments (Timing Importance)

    • Training effectiveness metrics

    Measurements of the success of training programs in achieving desired outcomes.

  • Benchmarks vs Targets in Training (Setting Standards)

    • Training efficiency

    The extent to which training programs achieve their objectives in a cost-effective manner.

  • Formal vs Informal Training Evaluation (Choosing Approach)
  • Training Effectiveness vs Efficiency (Understanding Impact)
  • Training Evaluation: Quantitative vs Qualitative Data (Choosing Methods)

    • Training evaluation

    The process of assessing the effectiveness of training programs.

  • Performance Metrics vs Learning Metrics (Measurement in Training)
  • Knowledge vs Skill Training Objectives (Setting Goals)
  • Behavioral vs Cognitive Objectives (Training Focus)
  • Pre-training vs Post-training Assessments (Timing Importance)
  • Training Evaluation: Quantitative vs Qualitative Data (Choosing Methods)
  • Training ROI vs ROE (Financial vs Educational)
  • Training Transfer vs Training Retention (Achieving Outcomes)

    • Training evaluation methods

    Techniques used to evaluate the effectiveness of training programs.

  • Benchmarks vs Targets in Training (Setting Standards)
  • Training Effectiveness vs Efficiency (Understanding Impact)
  • Training ROI vs ROE (Financial vs Educational)

    • Training evaluation metrics

    Quantitative measures used to assess the effectiveness of training programs.

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

    • Training evaluation models

    Frameworks used to assess the effectiveness of training programs.

  • Training Effectiveness vs Efficiency (Understanding Impact)

    • Training feedback

    Feedback provided by trainees on the effectiveness and relevance of training programs.

  • Reaction vs Learning Evaluation (Levels of Assessment)

    • Training focus

    The specific areas of knowledge, skills, and behaviors that a training program is designed to address.

  • Behavioral vs Cognitive Objectives (Training Focus)

    • Training impact

    The degree to which a training program has a positive effect on learners and the organization as a whole.

  • Pre-training vs Post-training Assessments (Timing Importance)
  • Formative vs Summative Evaluation (Distinguishing Training Outcomes)

    • Training impact analysis

    Evaluation of the effectiveness of training programs on job performance and outcomes.

  • Benchmarks vs Targets in Training (Setting Standards)

    • Training impact assessment

    The process of evaluating the effectiveness of training programs in achieving their intended outcomes.

  • Training Effectiveness vs Efficiency (Understanding Impact)

    • Training intensity choice

    The level of intensity or rigor of a training program, based on the needs and abilities of learners.

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

    • Training measurement

    The process of assessing the effectiveness and impact of a training program.

  • Formative vs Summative Evaluation (Distinguishing Training Outcomes)

    • Training methods

    The specific techniques and activities used to deliver training content and facilitate learning.

  • Behavioral vs Cognitive Objectives (Training Focus)

    • Training needs analysis (TNA)

    The process of identifying the skills and knowledge required for employees to perform their job effectively.

  • Training Effectiveness vs Efficiency (Understanding Impact)
  • Individual vs Group Evaluation (Assessing Performance)
  • Knowledge vs Skill Training Objectives (Setting Goals)
  • Reaction vs Learning Evaluation (Levels of Assessment)
  • Self-assessment vs External Evaluation (Validity in Training)
  • Training Needs: Current vs Future (Strategic Evaluation)
  • Training Transfer vs Training Retention (Achieving Outcomes)

    • Training needs assessment

    The process of gathering data to determine the specific training needs of learners.

  • Behavioral vs Cognitive Objectives (Training Focus)
  • Benchmarks vs Targets in Training (Setting Standards)
  • Formative vs Summative Evaluation (Distinguishing Training Outcomes)
  • Knowledge vs Skill Training Objectives (Setting Goals)
  • Training Evaluation: Quantitative vs Qualitative Data (Choosing Methods)
  • Training Needs: Current vs Future (Strategic Evaluation)
  • Training ROI vs ROE (Financial vs Educational)

    • Training needs identification

    The process of identifying the knowledge, skills, and behaviors that learners need to acquire in order to achieve organizational goals.

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

    • Training objectives

    The specific goals and outcomes that a training program is designed to achieve.

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

    • Training outcomes

    The specific knowledge, skills, and behaviors that learners are expected to acquire as a result of a training program.

  • Formative vs Summative Evaluation (Distinguishing Training Outcomes)
  • Benchmarks vs Targets in Training (Setting Standards)
  • Knowledge vs Skill Training Objectives (Setting Goals)
  • Self-assessment vs External Evaluation (Validity in Training)
  • Training Effectiveness vs Efficiency (Understanding Impact)

    • Training program design

    The process of creating a training program that meets the needs of learners and achieves the desired learning outcomes.

  • Knowledge vs Skill Training Objectives (Setting Goals)
  • Long-term vs Short-term Training Goals (Setting Objectives)
  • Training Effectiveness vs Efficiency (Understanding Impact)
  • Training ROI vs ROE (Financial vs Educational)

    • Training program effectiveness

    The degree to which a training program achieves its intended learning outcomes.

  • Formal vs Informal Training Evaluation (Choosing Approach)

    • Training program evaluation

    The process of assessing the effectiveness and impact of a training program.

  • Formal vs Informal Training Evaluation (Choosing Approach)

    • Training programs

    Formal instruction designed to improve skills and knowledge in a specific area.

  • Benchmarks vs Targets in Training (Setting Standards)

    • Training requirements

    The necessary training and development programs needed to achieve professional development goals.

  • Custom vs Standard Evaluation Forms (Choosing Tools)

    • Training retention

    The ability of learners to retain and apply knowledge and skills learned in training over time.

  • Training Transfer vs Training Retention (Achieving Outcomes)

    • Training ROI Calculation

    The calculation of the return on investment for training and development programs.

  • Training Needs: Current vs Future (Strategic Evaluation)

    • Training ROI (Return on Investment)

    The financial benefits gained from a training program compared to the cost of the program.

  • Benchmarks vs Targets in Training (Setting Standards)
  • Long-term vs Short-term Training Goals (Setting Objectives)
  • Reaction vs Learning Evaluation (Levels of Assessment)

    • Training Standards Evaluation

    Assessment of the effectiveness and quality of training programs.

  • Benchmarks vs Targets in Training (Setting Standards)

    • Training strategies

    The methods and techniques used to deliver training content and facilitate learning.

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

    • Training transfer

    The degree to which knowledge and skills learned in training are applied on the job.

  • Training Transfer vs Training Retention (Achieving Outcomes)

    • Transfer of learning

    The ability to apply knowledge and skills learned in one context to another context.

  • Behavioral vs Cognitive Objectives (Training Focus)
  • Long-term vs Short-term Training Goals (Setting Objectives)
  • Reaction vs Learning Evaluation (Levels of Assessment)

    • Transfer of training

    The extent to which skills and knowledge learned in training are applied to the job.

  • Knowledge vs Skill Training Objectives (Setting Goals)

    • Transparency

    The openness and honesty in all aspects of the evaluation process.

  • Criterion-referenced vs Norm-referenced Evaluation (Assessment Types)
  • In-house vs External Evaluation (Choosing Evaluators)

    • Transparency and accountability requirements

    The need for clear communication and responsibility for achieving goals.

  • In-house vs External Evaluation (Choosing Evaluators)

    • Transparency in reporting findings

    The openness and honesty in reporting evaluation results to stakeholders.

  • In-house vs External Evaluation (Choosing Evaluators)

    • Treatment group

    The group of participants in a study that receives the intervention or treatment being tested.

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

    • Trends and patterns

    Patterns and trends in data that can provide insight into progress towards goals.

  • Custom vs Standard Evaluation Forms (Choosing Tools)

    • Triangulation

    The use of multiple methods or sources to confirm or validate research findings.

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

    • Trustworthiness

    The quality of being reliable and dependable in professional relationships.

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

    • T-test

    A statistical test used to determine if there is a significant difference between two groups.

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