HR chapters 4, 5, 6

learning

the acquisition know knowledge by individual employees or groups of employees who are willing to apply that knowledge in their jobs in making decisions & accomplishing tasks for the company, a relatively permanent change in human capabilities that does not result from growth processes

transfer of training

trainees applying to their jobs the learned capabilities gained in training

generalization

a trainees ability to apply learned capabilities to on the job work problems & situations that are similar but not identical to problems & situations in the learning environment

maintenance

the process of continuing to use newly acquired capabilities over time

verbal information

names or labels, facts, & bodies of knowledge

intellectual skills

the mastery of concepts & rules

motor skills

coordination of physical movements

attitude

combination of beliefs & feelings that predispose a person to behave in a certain way

cognitive strategies

stategies that regulate the learning processes, they relate to the learners decision regarding what information to attend to, how to remeber, & how to solve problems

reinforcement theory

a theory emphasizing that people are motivated to perform or avoid certain behaviors because of past outcomes that have resulted from those behaviors

social learning theory

a theory emphasizing that people learn by observing other persons (models) who they believe are crediable & knowledgeable

self-efficacy

employees belief that they can perform their job or lean the content of a training program sucessfully

verbal persuasion

offering words of encouragement to convince others that they can learn

logical verification

perceiving a relationship between a new task & a task that has already been mastered

modeling

having employees who have mastered the desired learning outcomes demonstrate them for trainees

past accomplishments

a system of allowing employees to build a history of successful accomplishments

goal setting theory

a theory assuming that behavior results from a persons conscious goals & intentions

goal orientation

a trainees goals in a learning situation

learning orientation

learners who focus on increasing their ability or competence in a task

performance orientation

learners who focus on a task performance & how they compare to others

need

a deficiency that a person is expereincing at any point in time

expectancy

the belief about the link between typing to perform a behavior (or effort) & actually performing well, the mental state that the learner brings to the instrctural process

instrumentality

in expectancy theory, a belief that performing a given behavior is associated with a particular outcome

valence

the value that a person places on an outcome

andragogy

the theory of adult learning

closed skills

training objectives that are linked to leanring specific skills that are to be identically produced by the trainee on the job

open skills

training objectives linked to general learning principles

theory of identical elements

theory that proposes transfer occurs when what is being learned in training is identical to the tasks the trainee has to perform on the job

fidelity

the extent to which a training environment is similar to a work environment

near transfer

a trainees ability to apply learned capabilities exaclty to the work situation

stimulus generalization approach

transfer of training occurs when the training emphasizes the most important features of a task or general principles that can be used to solve a task or complete a problem

far transfer

trainees ability to apply learned capabilities to the work envinronment even though it is not identical to the training session environment

key behavior

one of a set of behaviors that is necessary to complete a task, an important part of behavior modeling training

cognitive theory of transfer

transfer of training is enhanced through increasing trainees storage & retrieval of information through providing meaningful material & cognitive stragies for coding learned capabilities in memory

perception

the ability to organize a message from the environment so that it can be processed & acted upon

working storage

the rehearsal & repetition of information, allowing it be coded for memory

semantic encoding

the actual coding process of incoming memory

rehearsal

a learning strategy focusing on learning through reptition (memorization)

organizing

a learning stratgey that requires the learner to find similarties & themes in training materials

elaboration

a learning strategy requiring the trainee to relate the training material to other more familiar knowledge, skills, or behavior

retrieval

the identification of learned material in long term memory & use of it to influence performance

generalizing

adapting learning for use in similar but not identical situations

gratifying

the feedback that a learner receives form using learning content

instruction

the characteristics of the environment in which learning is to occur

objective

the purpose & expected outcome of training activities

training context

the physical, intellectual, & emotional environment in which training occurs

practice

an employees’s demonstration of a learned capability, the physical or mental rehearsal of a task, knowledge, or skill to achieve proficiency in performing the task or skill or demonstrating the knowledge

metacognition

a learning strategy whereby trainees direct their attention to their own learning process

self regulation

learners involvement with the training material & assessing their progress toward learning

advance organizers

outlines, texts, diagrams, & graphs that help trainees organize information that will be presented & practiced

overlearning

employees continuing to practice even if they have been able to perform the objective several times

error management training

training in which trainees are given opportunities to make erros, which can aid in learning & improve performance on the job

massed practice

a training approach in which trainees practice a task continously without resting

spaced practice

a training approach in which trainees are given rest intervals within the practice session

overall task complexity

the degree to which a task requires a number of distinct behaviors, the number of choices involved in performing the task, & degree of uncertainity in performing the task

mental requirements

the degree to which a person must use or demonstrate mental skills or cognitive skills or abilities to perform a task

physical requirements

the degree to which a person must use or demonstrate physical skills & abilities to perform & complete a task

whole practice

a training approach in which all tasks or objectives are practiced at the same time

part practice

a training approach in which each objective or task is practiced individually as soon as it is introduced in a training program

relfection

trainees spend a short amount of time, like 15 minutes, reviewing, & writing about what they learned & how they performed

automatization

making performance of a task, recall of knowledge, or demonstration of a skill so automatic that is requires little thought or attention

boosters

short multiple choice, short answer or other activities that can help learners consider training information as important & help retain it

microlearning

training delivered in a small pieces or chunks designed to engage trainees, motivate them to learn, & help facilitate retention

feedback

information that employees receive while they are performing about how well they are meeting objectives

learner-content interaction

the learner interacts with the training content like reading text on the web or in books, listening to multimedia modules, & engaging in activities that require the manipulation of tools or objects liek writing & completing case studies

learner-instructor interaction

discussion between the learner & the expert (trainer)

learner-learner interaction

discussion between learners with or without an instructor

community of practice (COP)

a group of employees who work together, learn from each other, & develop a common understanding of how to get work accomplished

training administration

coordination of activities before, during, & after a training program

self management

a persons attempt to control certain aspects of his or her decision making & behavior

lapse

situation in which a trainee uses previosuly learned, less effective capabilities instead of trying to apply capabiltities emphasized in a training program

climate for transfer

trainees perceptions about a wide variety of characteristics of the work environment, these perceptions facilitate or inhibit use of trained skills or behavior

microcredentials

a competency-based & skill focused form of credential that demonstrates skills, knowledge, & experience in a given subject area or capability

internal conditions

processes within the learner that must be present for leaning to occur

external conditions

processes in the learning environment that faciliate learning

program design

the organization & coordination of a training program

training site

the place where training is conducted

persona

a summary of the typical characteristics of the trainees including preferences, background, values, career aspirations, traditional demographic information, & training content & delivery preferences

neurodiversity

natural & valuable variations in brain function & behavior, which affect how individuals process information & interact with others

concept map

a figure showing all of the concepts in a course, the topics in each concept, & the relationship between concepts

application assignments

assignments that require trainees to identify work problems or situations & to apply training content to solve them

future letter

a letter trainees are asked to write to themselves that explain how they will use the training content (knowledge or skills) on the job

icebreaker

an activity at the beginning of training designed to welcome trainees & encourage conversation among them

curriculum

an organized program of study designed to meet a complex learning objectives like preparing a learner to become a salesperson, certified network technician or licensed nurse

course or program

includes units or lessons that are smaller sections or modules covering different topics that can involve several hours, half days or even weeks

terminal learning objective

the trainees expected level of performance, skills, competencies, or knowledge that they can apply on the job

enabling learning objective

objective that identifies parts of the terminal learning objective that trainees must learn during training

project management

the skills needed to manage a team of people & resources to create a learning solution

curriculum road map

a figure showing all of the courses in a curriculum, the paths that learners can take through it, & the sequences in which courses have to be completed

detailed lesson plan

the translation of the content & sequence of training activities into a guide used by the trainer to help deliver training

storyboard

a group of pictures created using pencil & paper or markers on notebooks, erasable marker board, flip charts, or powerpoint slides that tell a story

trainee prerequisites

preparation, basic skills, or knowledge that the trainee needs prior to participating in the program

content curation

the process of identifying relevant training content & organizing it in a way that makes it easy for trainees to access it

request for proposal (RFP)

a document that outlines for potential vendors & consultants the requirements for winning & fulfilling a contract with a company

manager/social support

the degree to which trainees managers emphasize the important of attending training, stress the application of training content to the job, & provide opportunties for trainees to use what they learned on the job

action plan

a written document detailing steps that a trainee & the manager will take to ensure that training transfers to the job

support network

a group of two or more trainees who agree to meet & discuss their progress in using learned capabiltities on the job

opportunity to perform

the chance to use learned capabiltities

electronic performance support system (EPSS)

a computer application that can provide, as requested, skills training, information access, & expert advice

knowledge management

the process of enhancing company performance by designing & implementing tools, processes, systems, structures, & cultures to improve the creating, sharing, & use of knowledge