08 Terms to Remember

Active Learning: Learning that requires trainees to engage with content through practice, discussion, problem-solving, or other participatory activities rather than just sitting there listening.

Apprenticeships: Formal on-the-job training approaches that combine hands-on practical instruction with classroom requirements – think skilled trades like electricians or plumbers.

Artificial Intelligence (AI): Technology that’s revolutionizing training through adaptive learning platforms that personalize content based on how each individual learns best.

Behavioral Criteria: Measures of how well behaviors learned in training actually transfer to real job performance – the “does it work in the real world?” question.

Behavioral Modeling: Training method that applies social learning theory principles by having trainees watch and copy behaviors demonstrated by exemplary models.

Competencies: Sets of behaviors that are instrumental to accomplishing desired outcomes – the specific skills and actions that lead to success.

Compliance Training: Any training that all employees must undergo to meet legal, regulatory, or organizational requirements – the stuff you have to do whether you want to or not.

Diversity Training: Training that teaches employees to work respectfully and effectively with people from various backgrounds – increasingly important in our interconnected world.

Distributed Practice: Dividing training into segments with rest periods between sessions rather than cramming everything into one marathon session.

E-learning: Training delivery via the Internet that enables remote access to content at trainee convenience – perfect for our digital age.

Feedback: Information provided to trainees about their performance, which is crucial for learning and behavior change – the more specific and timely, the better.

General Cognitive Ability: Mental capacity that consistently predicts performance in training contexts – basically, how quickly and effectively someone can learn new things.

Identical Elements Theory of Transfer: Theory suggesting that transfer likelihood increases when training situations closely resemble actual job conditions – practice like you play.

Kirkpatrick’s Taxonomy: Framework identifying four types of criteria for comprehensive training evaluation: reaction, learning, behavioral, and results – your roadmap for measuring training success.

Leadership Training: Training that focuses on soft skills enhancing interpersonal effectiveness with emphasis on leadership qualities – because good leaders are made, not just born.

Learning: A relatively permanent change in behavior that occurs as a result of experience or practice – the whole point of training.

Learning Criteria: Evaluation of how much trainees actually learned during training programs – did the information stick?

Mastery Orientation: Focus on increasing competence through training rather than merely appearing competent – learning for the sake of getting better, not just looking good.

Meaningfulness of Material: The extent to which training content is relevant and connects to actual work situations – make it matter, and people will pay attention.

Motivation to Learn: Trainee’s desire to acquire new knowledge and skills during training – without this, even the best training will fail.

On-the-Job Training: Training technique based on learning through observation and hands-on experience with actual job materials – learning by doing.

Organizational Analysis: Examination of organization’s goals compared to current performance levels to identify training needs – figuring out where the gaps are.

Overlearning: Continued practice even after trainees appear to have mastered behaviors – practice until it becomes automatic.

Person Analysis: Process of identifying which specific employees need training based on individual performance data – matching training to the people who need it most.

Positive Transfer: When training content improves job performance – the ultimate goal of any training program.

Reaction Criteria: Assessment of trainee attitudinal reactions to training programs including satisfaction with content and delivery – the “smile sheets.”

Reinforcement Theory: Theory suggesting that behavioral change occurs through manipulation of behavior consequences – reward good behavior, and you’ll see more of it.

Results Criteria: Assessment of ultimate value of training to organizational effectiveness including productivity gains and cost savings – the bottom-line impact.

Social Learning Theory: Theory proposing that behavioral change can occur through observation of others without direct reinforcement – we learn by watching.

Task Analysis: Examination of specific job requirements necessary for successful performance – breaking down exactly what the job entails.

Training: Formal procedures that companies use to help employees learn so that their performance contributes to achieving organizational goals and objectives.

Training Needs Analysis: Systematic process of determining whether training needs exist and what type of training is required – the detective work that should come before any training.

Transfer of Training: The extent to which material, skills, and procedures learned in training are applied in actual job settings – does it work when it counts?