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Ability The capacity to perform an act, either innate or as the result of
learning and practice.
Ability Grouping Arrangement whereby students are assigned to groups on the basis of
aptitude testing.
Accelerated Learning Combining adult learning theory and whole brain learning theory in
the learning environment to achieve a faster learning rate.
Accounts Payable Short term debts incurred as the result of day-to-day operations.
Accounts Receivable Monies due your organisation as the result of day-to-day operations.
Accrual Based
Accounting
An accounting method that enters income and expenses into the
books at the time of contract versus when payment is received or
expenses incurred.
Accuracy The degree of freedom from error or the degree of conformity to a
standard.
Achievement A measurement of what a person knows or can do after training.
Action Learning
top
This is a continuous process of learning and reflection with the
intention of getting something done. Learning is centred on the need
to find a solution to a real problem. Reg Ravens is said to be the
originator of action learning
The six steps are:
1) Formulate Hypothesis
2) Design Experiment
3) Apply in Practice
4) Observe Results
5) Analyse Results
6) Compare Analysis
Action Maze A case study which has been programmed. Learners receive enough
information to take them to their first decision point. The decision
then takes them to the next frame, which explains the consequence
of their decision. This process is continued until the maze has been
completed.
Action Verb A word that conveys action/behaviours and reflects the type of
performance that is to occur (i.e., place, cut, drive, open, hold).
Action verbs reflect behaviors that are measurable, observable,
verifiable, and reliable.
Active Learning
top
A process of learning new ideas, skills and attitudes through what we
do at work or in other behavioral situations. It is about learning from
doing, performing, and taking action. The action can be either mental
(e.g. reflection) or physical (e.g. case study). It uses such devices as
games, simulations, introspection, role playing, etc.
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Active Learning A learning principle that says participants learn more when they are
actively involved in the process. Remember the saying we learn
more by doing.
Activity Step The step of learner activity based on the enabling objective. In
achieving the activity the learner is carried through the teaching
points and the teaching steps.
Actuals Information about the current skills, knowledge, perspectives and
environment of individuals in an organisation. Specifics about what
people now do.
Adaptive Branching
(Adjustive Device)
Any of several techniques used in scheduling to accommodate
individual differences. It may permit the student to bypass material
they already know or may provide them with additional instruction as
needed.
Adjunct Program
top
An instructional or training method that applies programming
principles to existing course materials, texts, manuals, etc. Learnersare directed to specific areas within these materials that support
course objectives; then directed to respond and given confirmation
until they have progressed through the material and have
accomplished predetermined objectives.
Adult Learning
Principles
Based on the work of Malcolm Knowles, adult learning principles refer
to ways in which adult learning differs from child learning. Principles
include difference in self-concept, importance of mutual respect,
learning through discovery, responsibility for learning, ability to self-
evaluate, difference in accumulated experience, the need to unlearn
fixed habits, and the importance of applicability to real-life problems
(whats in it for me.)
Agenda A list, plan or outline of things to be done before, during and after the
training. An agenda is the road map that will lead to the achievement
of the learning objectives. Everyone needs a plan and wants to know
where you are leading them.
Analogy A cognitive process in which an example or schema is used to map a
new solution for a similar problem.
Analysis Phase First phase of any Instructional Design System. The purpose of this
phase is to determine what the job holder must know or be able to do
on the job and to determine training needs.
Anecdote A short story used to help illustrate a point, usually tailored to the
needs of the learner
Aptitude The ability of an individual to acquire a new skill or show the potential
for acquiring a skill when given the opportunity and proper training.
Assessment A measurement process of the learning that has either taken place or
can take place. Usually measured against stated learning outcomes:
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top Predictive assessment attempts to measure what the learner might
achieve given suitable training Attainment assessment attempts to
measure what the learner knows or can do, and is usually related to
the syllabus of a course the learner has followed
Assets All real or intellectual property owned by the organisation that has a
positive financial value.
Asynchronous Learning Any learning event that is delivered after the original live event. Also
used to indicate a learning event where the interaction is delayed
over time, such as a correspondence course.
Attitude A feeling or emotion of a person that influences choice of action and
response to stimulus. Defined as a disposition or tendency to respond
positively or negatively towards a certain thing (idea, object, person,
and situation). They encompass, or are often closely related to, our
opinions and beliefs and are based upon our experiences.
Audio-Visual Aids Training or educational materials directed at both the sense ofhearing and the sense of sight. Including: Flip charts, overhead
transparencies, graphical presentations, computer-based
presentations, slide presentations, videos and DVDs are some
examples of audio-visual aids.
Authoring A structured approach to developing all elements of a unit of
instruction.
Authoring Tool Software application used to produce media-based learning content.
Index -> ABCDEFGHIJKLMNOPQRSTU VW X Y Z
Balance Sheet A statement of assets and liabilities.
Bandwidth Information carrying capacity of a communication channel.
Barriers To Entry
top
Conditions that create difficulty for competitors to enter the market.
For example, copyrights, trademarks, patents, dedicated distribution
channels and high initial investment requirements.
Baseline A set of measurements (metrics) that seek to establish the current
starting level of a performance. These measurements are usually
established before implementing improvement activities.
Behaviour Any activity the learner will be expected to exhibit after training. The
activity should be observable and measurable. It is the primary
component of any objective.
Behaviorism Belief that learning results in a change in the learners behavior. The
focus of behaviorists is on the outputs of the learning process. The
study of learning only through the examination and analysis of
objectively observable and quantifiable behavioral events, in contrast
with subjective mental states.
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Block Of Instruction A group of related instructional units or modules covering a major
subject area.
Brain Dominance An individuals preference for using ones cognitive abilities. There are
two styles of thinking right brain (intuitive, spontaneous, and
qualitative) and left brain (factual, analytical and quantitative).
Brainstorming A group method for collecting ideas and suggestions from the
participants. This technique is used to problem solve and collect
information by stimulating creative thinking through unrestrained and
spontaneous participation in discussion.
Branching An instructional technique, usually in the form of programmed text, in
which the learners next step of instruction is determined by her
response to a previous step. Two or more directions in a program
path can go from a decision point.
Break-Even Point The point at which revenues are equal to expenses.
Broadcast Method of transferring learning content to many learners
simultaneously.
Business Services
top
Services offered to commercial organisations, such as: equipment
maintenance, supplying of part time personnel, engineering, design
and management consulting, etc.
Bypassing In programmed instruction, a technique that permits a student to skip
certain portions of the material because of prior knowledge.
Index -> ABCDEFGHIJKLMNOPQRSTU VW X Y Z
Capital The financial investment required to initiate and/or operate anorganisation.
Case Study A documented description of a problem situation that contains enough
detail to enable the learners to recommend a solution.
Cash Based Accounting An accounting method that enters income and expenses into the
books at the time when payment is received or expenses incurred.
Cash Flow The transfer of monies into and out of an organisation.
Causes What gets in the way of individual and organisational performance?
There are normally four kinds of causes: absence of skills and
knowledge or information, weak motivation, improper environment,and flawed incentives.
Certification Programme and process where a learner completes prescribed
training and passes an assessment with a minimum acceptable result.
Chaining An instructional technique that transforms a learned response into a
stimulus for the next desired response.
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Checklist A list of relevant items to be considered when preparing and
conducting a training programme or activity.
Clustering
top
A process of organizing many tasks into groups for the purpose of
deciding upon the optimal instructional setting mix for that group of
tasks. Also pertains to sequencing groups of objectives within a
course of instruction.
Coach A person, who instructs, demonstrates, directs, and prompts learners.
Cognitive From the Latin cogito; I think. The mental processes of perception,
memory, judgment, and reasoning. Cognitive also refers to attempts
to identify a perspective or theory in contrast to emphasizing
observable behavior.
Cognitive Engagement
top
The intentional and purposeful processing of lesson content.
Engagement, in effect, requires strategies that promote manipulation
rather than memorization, as the means through which learners
acquire both lesson knowledge and deeper conceptual insight.Engagement can be elevated through a variety of activities such as
inducing cognitive dissonance, posing argumentative questions
requiring the development of a supportable position, and causing
learners to generate a prediction and rationale during a lesson.
Cognitivists Believe that learning occurs when learners are able to add new
concepts and ideas to their cognitive structure by recognizing a
relationship between something they already know and what they are
learning. The focus of cognitivists is on the inputs of the learning
process. Cognitive theorists emphasize internal processes and
knowledge representations which are impossible to observe directly,
but which are inferred.
Collaborative Learning A more radical departure from cooperative learning. It involves
learners working together in small groups to develop their own
answer through interaction and reaching consensus, not necessarily a
known answer. Monitoring the groups or correcting wrong
impressions is not the role of the trainer since there is no authority on
what the answer should be.
Collateral Assets that can be pledged to guarantee a loan.
Collective Task A task that requires more than one individual to complete with each
individual performing a discreet part of the collective task.
Common Learning
Objective
A learning objective written for a task element (supporting skill or
knowledge) that is common to two or more tasks.
Competency
top
A knowledge, skill, ability, or trait which is needed to succeed at a
particular task or job.
Competency Model A list of critical knowledge, skills, abilities, and traits needed to
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succeed in a job, job family, or organisation. Competency models can
be used to select, develop, evaluate, and reward performers. Some
models focus on baseline (minimal level) skills needed while others
identify target competencies needed for mastery of performance.
Competency models often identify competencies which must be
selected for (because they are innate or hard to train) and thosewhich may be developed or learned through training or coaching.
Competency-Based
Training
Instruction that is organized around a set of learning objectives based
upon the knowledge, skills and attitudes required to perform a set of
skills called competencies.
Competent
(Competency)
Possessing sufficient or suitable skill, knowledge or experience to
achieve a specific objective. For example: He is competent to use a
ladder in our building.
Competitive Action
top
A purposeful event designed to overcome the advantages of another
company, or to advance your company over another. A competitive
action can be for or against your company. The key is to identify theaction taken as it pertains to a certain event, from the event then
identify the goals and objectives of the parties involved.
Compilation A learning process in which learners embed declarative knowledge in
highly domain specific rules or productions.
Computer-Assisted
Instruction (CAI)
The use of computers to aid in the delivery of instruction in which the
system allows for remediation based on answers but not for a change
in the underlying program structure.
Computer-Based
Training (CBT) or E-
Learning
Training that is delivered via a computer as opposed to a trainer or
paper-based format. CBT programmes usually incorporate a mix of
text, graphics, animation and interactive exercises.
Concept
top
A mental picture of a group of things that have common
characteristics. A generalization is a persons idea of the relationships
between two or more concepts. Concepts represent a group of solid
objects, such as an airplane or book; or abstract ideas, such as
leadership and honesty. A concept is an idea about a group of things.
A concept involves thinking about what it is that makes those things
belong to that one group.
Concept Map or
Learning Map
The arrangement of major concepts from a text or lecture into a
visual arrangement. Lines are drawn between associated concepts,
and relationships between the connected concepts are named. Theseconcept maps reveal the structural pattern in the material and
provide the big picture. Sometimes called Mind Maps.
Condition The component of an objective that describes the situation,
environment, or limitations in which the learner must exhibit the
specified behavior.
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Conditional Branching Branching which occurs when a specified condition or set of conditions
is satisfied.
Conditioned Response A response that has been learned through employing a specific
stimulus.
Conference A group of people who get together to exchange information and
ideas on a specific topic.
Confirmation
top
Giving each learner knowledge of the results of each exercise
throughout the training process. This reinforces or rewards the
learner during the entire learning situation.
Constraint Any element or factor that prevents a person from reaching a higher
lever of performance with respect to their goal.
Constructed Response An answer requiring recall or completion as opposed to recognition
(e.g., drawing a diagram, filling in a form, and labeling the parts of a
piece of equipment). A term often used in the construction of e-learning based materials
Contextual Interference Various factors inhibit a quick and smooth mastery of a skill.
Contract Learning Also known as self-directed learning. It is a relatively new concept to
trainers and learners. It allows the learner to select the topics or
competencies they want to learn.
Controlled Pacing
top
A programming principle that implies self-pacing within an
instructional system. The information and learner activity are
developed so that the learners can progress toward the criterion
objectives according to their own learning ability.
Convenience Goods - Goods often used by the consumer, but the consumer is unwilling to
spend shopping time to acquire them. This covers a broad spectrum
of products including candy, cigarettes, drugs, newspapers,
magazines and most grocery products.
Cooperative Learning Involves the more conventional notion of cooperation, in that learners
work in small groups on an assigned project or problem under the
guidance of the trainer. Also see collaborative learning.
Core Competencies Those things that are essential and must be learned for an
individual to accomplish the primary objectives of their job. The
central, innermost or most essential part of what the trainee must
know to do their job effectively.
Core Curriculum A curriculum in which all or some of the subjects or courses are based
on a central theme in order to correlate the subjects and the theme.
Corporate Image
Advertising
A corporate image ad is designed to primarily promote the
organisation and secondarily promote the products or services of the
organisation.
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Correlation The relationship between two sets of data, that when one changes,
the other is likely to make a corresponding change. If the changes are
in the same direction, then there is a positive correlation. If it is in
the opposite direction, then it is a negative correlation.
Cost Of Goods The direct costs involved in producing a product or service which
usually includes labour and materials.
Cost Of Sales The cost of goods plus the expenses involved in selling and delivering
the product or service.
Counselling
top
A means of assisting and developing students and subordinates. A
leader/instructor counsels subordinates: to praise and reward good
performance, to develop teamwork, to inform students on how well or
how poorly they are performing, to assist students to reach required
standards, to cause students to set personal and professional goals,
and to help students resolve personal problems.
Course A complete integrated series of lessons which are identified by acommon title and/or number.
Course Management
Plan
A document that includes the course description and the
administrative directions for managing a course. Sometimes called a
training management plan.
Course Map A chart that depicts the designed sequence for events of a course.
Course Trials A full length course conducted in a target environment (facilities,
trainers and students) using the curriculum and supporting training
material prepared for that course. It has as its purpose the shaking
down or validating of the curriculum and materials in a classroom
situation to determine their effectiveness in attaining the approved
learning objectives or training goals. Also called pilot course.
Courseware The media, either text, computer program, or CD-ROM, that contains
the instructional content of the course.
Criterion
top
The standard by which something is measured. In training, the task
or learning objective standard is the measure of student performance.
In test validation, it is the standard against which test instruments
are correlated to indicate the accuracy with which they predict human
performance in some specific area. In evaluation it is the measure
used to determine the adequacy of a product, process, or behavior.
Criterion Referenced
Instruction
Testing of the objectives as a learner progresses through the course
of instruction. Learners pass or fail depending upon their attainment
of the objectives and NOT in accordance with their rank or standing
among peers.
Critical Incident
Technique
A methodology of task analysis which determines the tasks to be
included in instruction. Experts identify the critical job incidents and
their products. Incidents are edited for redundancy, grouped into
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top similar tasks, and then classified as positive or negative incidents.
The incidents are summarized and then validated by the experts for
completeness. This is a useful means for obtaining a list of relevant,
real-world tasks to be included in instruction.
Cross-Training Providing training in several different areas, functions or activities.
This provides backup workers when the primary worker is
unavailable.
Current Assets Assets that can be converted quickly to cash.
Current Liabilities All debts incurred in the normal day-to-day business and due within
one calendar year.
Curriculum The aggregate of courses of study given in a learning environment.
The courses are arranged in a sequence to make learning a subject
easier.
Customer One that buys goods or services. One whose desires are fulfilled inmonetary exchange. Internally: An individual who is served by
another individual with a specific series of tasks or desired outcome.
Customer Interaction
Point
A moment where a product or service may be used, seen, or
considered by someone qualified to purchase it.
Index -> ABCDEFGHIJKLMNOPQRSTU VW X Y Z
Debt Service The regular payments required to keep a loan current.
Decay Rate The amount of time it takes learners to forget what they have learned
in training. The decay rate can be stopped or slowed by having them
use their new skills upon their return to the job.
Deductive Design An instructional design where rules are presented followed by
examples. The emphasis is on forming conclusions.
Delivery Any method of transferring offerings to learners. Variants are
instructor-led training, web-based distance learning, online
laboratory, CD-ROM, and books.
Delivery Of Training
top
The implementation of a training solution such as a workshop, job
aid, written or computer-based self-study program. When the training
solution is implemented, it is available to the learner and ready for
use.
Demographic
Information
Numbers and population, for example; the size of the audience,
location of the presentation etc. Factors which will impact the
effectiveness of the training.
Demonstration A method for showing participants how to do a specific task or skill.
Demonstration- A learning experience in which students observe and then participate
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Performance Method in a sequence of events designed to teach a procedure, a technique,
or an operation, frequently combining oral explanation with the
operation or handling of systems, equipment, or materials.
Dependent Learning
Objective
Skills and knowledge in one learning objective that are related to
those in another learning objective. In order to master one of the
learning objectives, it is first necessary to learn the other.
Depreciation The gradual erosion of the usability and value (possibly due to
obsolescence) of an organisations fixed assets. In some cases
depreciation can be declared as a tax deduction.
Design Of
Training/Learning
Intervention
The process of determining the purpose, objectives, structure,
format, and instructional methods for a training program or learning
intervention, such as coaching, OJT, and so forth.
Design Phase
top
The second of the Instructional System Design phases. The learning
objectives, tests, and the required skills and knowledge for a task are
constructed and sequenced.
Design Review A technique for evaluating a proposed design
Design Specifications
(Design Specs)
A written document summarizing the design blue print for a training
or learning intervention which helps to guide the design team. Design
specifications s usually include the following sections:
Background or context
Target audience
Purpose
Learning Objectives
Requirements
Constraints
Modules & Topics
Development Growth of people to acquire new horizons, technologies, or
viewpoints. It enables leaders to guide their organisations onto new
expectations by being proactive rather than reactive. It enables
workers to create better products, faster services, and more
competitive organisations. It is learning for growth of the individual,
but not related to a specific present or future job.
Development Of
Training/ Learning
Interventiontop
The development phase follows the design phase. It includes creation
of any materials involved in a training program, job aid, or
intervention. Development results in the finished products needed todeliver training, e.g. trainers( instructors) leaders guide, trainee
(participant) workbook, hand outs, flip charts, CBT story board
(script), video tape, etc.
Development Phase The third of the Instructional System Design phases. The purpose of
this phase is to develop and validate the instructional material
(courseware).
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Developmental Need A gap between an individuals current skill/knowledge/ability level and
the level required for effective performance success in the future.
Didactic Design Instructional design in which the student is presented information and
asked to respond to questions.
Differential Feedback Test response feedback specific to the multiple choice answer
selected by the student.
Difficulty-Importance-
Frequency Model
One of several models available for use in selecting tasks for training.
Using this model, tasks are identifies as critical based on The
difficulty, importance, and frequency of job task performance.
Direct Sales Method Selling direct to the end user with promotional efforts using
advertising, direct mail or telephone sales.
Discovery Learning Students learn by doing and experiencing, rather than relying only on
the trainer/ facilitator.
Discrimination The ability to choose between two closely related responses to a
specific stimulus.
Distance Learning
top
The provision of a structured learning programme delivered remotely
from the learners. Media may include books, workbooks, video, e-
learning etc. Many programmes have a level of classroom based
activity integrated. Often used for qualifications rather than work
based learning
Distracter In testing, incorrect answers provided as choices in multiple choice or
matching type test items.
Distributed Learning Students take courses from a variety of sources (and delivery modes)to customize a program of study. Often is used synonymously with
online learning.
Distribution Channel The path your product follows to be delivered to the end user. This
may be through distributors, retail outlets, self service outlets,
vending machines, telephone sales, direct mail sales, etc.
Distribution Method A way of delivering training/information electronically. Methods
include audio tape, cable TV, CD-ROM, Electronic Mail, Internet,
Intranet, LAN (local area network), Satellite TV, Telephone,
Videotape, Voice Mail, etc.
Distributor An organisation that purchases your products for resale to their
customers who are usually retail outlets. The distributor expects to
receive a significant price discount for providing the distribution
service.
Document Of
Understanding (DOU)
A written document which describes the background, purpose,
benefits, scope, deliverables, assumptions, resource requirements,
time frames, and change management procedure for a given project.
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It includes a sign-off section which should be signed and dated by
the sponsor, business partners, project manager, and other key
project resources once the project parameters have been finalized.
Duty A combination of related tasks equal a duty and duties combine to
form a job.
Index -> ABCDEFGHIJKLMNOPQRSTU VW X Y Z
E-Book Offerings that organize text and graphics into on-line lessons or
chapters like traditional print books.
Education
top
Training people to do a different job. It is often given to people who
have been identified as being promotable, being considered for a new
job either lateral or upwards, or to increase their potential.
Educational Technology A complex, integrated process involving people, procedures, ideas,
devices, and organisation, for analyzing problems, and devising,
implementing, evaluating and managing solutions to those problems,involved in all aspects of human learning.
Efficiency A measure (as a percentage) of the actual output to the standard
output expected. Efficiency measures how well someone is performing
relative to expectations.
E-Learning The use of innovative technologies and learning models to transform
the way individuals and organisations acquire new skills and access
knowledge.
Elements Components of a task or the smallest meaningful activity that
describes what an individual is expected to be able to do
Enabling Learning
Objective (ELO)
A statement in behavioural terms of what is expected of the student
in demonstrating mastery at the knowledge and skill level necessary
for achievement of a Terminal Learning Objective (TLO) or another
ELO.
Equity A percentage ownership of an organisation, usually in the form of
stock.
Ergonomics An approach to job design that focuses on the interactions between
the person and the environmental elements such as the work station,
light, sound, tools, etc.
Evaluation
top
The process of gathering information in order to make good decisions.
It is broader than testing, and includes both subjective (opinion) input
and objective (fact) input. Evaluation can take many forms including
memorization tests, portfolio assessment, and self-reflection. There
are at least six major reasons for evaluating training, each requiring a
different type of evaluation: *Improve the instruction (formative
evaluation) *Promote individual growth and self-evaluation
(evaluation by both trainer and learner) *Assess the degree of
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demonstrated achievement (summative evaluation) *Diagnose future
learning needs (of both trainer and learner) *Enhance ones sense of
merit or worth (learner) *Identify or clarify desired behaviours
(trainer)
Evaluation Testing and comparing results.
Evaluation Hierarchy
(Four Levels Of
Evaluation Model)
Donald Kirkpatrick identified the evaluation model most widely
recognized today in corporate training organisations. The Kirkpatrick
Model addresses the four fundamental behaviour changes that occur
as a result of training. *Level one is how participants feel about
training (reaction). This level is often measured with attitude
questionnaires. *Level two determines if people memorized the
material (learning). This is often accomplished with pre-testing and
post-testing. *Level three answers the question, Do people use the
information on the job? This level addresses transference of new
skills to the jobs (behavior change). This is often accomplished by
observation.
Evaluation Instrument A test or other measuring device used to determine achievement (go
and no-go) or the relative standing of an individual or group or a test
objective (i.e., attitude, behavior, performance objective, and other
attributes). Evaluation instruments include tests, rating forms,
inventories, and standard interviews.
Evaluation Phase The fifth of Instructional System Design phases. The purpose of this
phase is to determine the value or worth of the instructional program.
This phase is actually conducted during and between all the other
phases.
Evolutionary Approach A method for developing training programs. It includes bothdeterministic and incremental systems, in contrast to the systems
approach, which is entirely deterministic. This means that in an
evolutionary approach, tentative or short term goals may be
specified. This approach is particularly appropriate for situations
where there is limited past experience from which to draw guidance.
Exercise A structured experience in which the participants are involved.
Experiential Learning A learning activity having a behavioral based hierarchy that allows the
student to experience and practice job related tasks and functions
during a training session.
Extrapolationtop
A sub-level of the comprehension level of learning in which studentsdevelop sufficient understanding to estimate trends or predict
outcomes based upon the subject matter under study.
Index -> ABCDEFGHIJKLMNOPQRSTU VW X Y Z
Face-To-Face Learners and trainers are in the same location at the same time.
Facilitation The process of helping a group to accomplish its own goals by
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encouraging and leading discussion, tracking ideas and progress,
synthesizing ideas, and keeping the group on course by balancing
preplanned goals with spontaneously occurring needs. Facilitation
assists a group in discovering its own insights, learning, and needs.
Facilitator A person who makes it easier for learners to learn by attempting to
discover what a learner is interested in knowing, and then determines
the best way to make that information available to the learner by
providing the knowledge, systems, or materials which enable the
learner to perform a task more effectively. This is done by listening,
asking questions, providing ideas, suggesting alternatives, and
identifying possible resources.
Feedback Providing individuals or learners with information about the nature of
an action and its result in relation to some criterion of acceptability.
Fishbowl A group process using a discussion group and an observer of the
group.
Fixed Assets
top
Also called long term assets, these are usually non-liquid assets that
are integral to the organisations day-to-day business operations such
as plants, equipment, furniture and property.
Fixed Costs The day-to-day cost of doing business that is pre-committed, such as
salaries, insurance, lease expenses, utilities, etc.
Flip Chart An easel with large sheets of paper for presenting or collecting written
lists or ideas, usually ISO A1 in size.
Formative Assessment The focus of discussion between trainer and learner, as a result of
which both parties review their objectives or approach.
Front-End Analysis
top
The front end phase of the design process in which the job is
analyzed, tasks are selected for training, task performance measures
are constructed, existing courses are reviewed, and the instructional
setting tentatively determined.
Functional Grouping Organizing instruction such that tasks that relate to the same
procedures or equipment are presented together.
Index -> ABCDEFGHIJKLMNOPQRSTU VW X Y Z
Games Discovery exercises where participants learn by experience. The rules
for games should be clearly defined for all participates to understand.
Competition should be controlled so that all participants feel like
winners at the end.
Gaming A technique in which the student is presented situations involving
choice and risks. The choices and the consequences resemble real-life
situations, and the players are reinforced for various decisions.
Gaming is typically an enjoyable learning method for the student.
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Generalizations Responding in the same manner to several different stimuli.
Gestalt Study of human learning where understanding is based upon insight.
Gross Profit Revenues less cost of sales.
Group Trial Tryout of a training course on a representative sample of the targetpopulation to gather data on the effectiveness of instruction in regard
to error rates, criterion test performance, and time to complete the
course.
Group-Paced
Instruction (Lockstep)
Students progress as a group at a rate equal to that of the slowest
student. There is no fixed minimum time for a unit.
Guidance Package A complete self-instructional package that guides the learner through
various methods and media to achieve specific learning objectives
and directs the learner activities in the performance of a task.
Guided Discussion
Method
A learning experience in which students participate in an instructor-
controlled, interactive process of sharing information and experiences
related to achieving an instructional objective.
Index -> ABCDEFGHIJKLMNOPQRSTU VW X Y Z
Handouts
top
A written summary of the presentation that is distributed to the
audience before, during or after the presentation. Handouts will
reinforce important information, summarize action items for the
audience to follow up on and supply supporting data you dont want
to clutter your visual aids.
Hands-On Student practice on actual equipment, simulators, or training aids.
Hard Skills Skills to perform where job requirements are well defined in terms of
actions to be taken and expected outcomes.
Heuristic Routine A problem solving approach, not a direct step-by-step procedure, but
a trial-and-error approach frequently involving the act of learning.
Human Capital The value of the sum of attitudes, skills, and knowledge and
competencies of people in an organisation. Unlike structural capital,
human capital is owned by the individuals who have it. It is the
renewable part of intellectual capital and is the source of creativity
and innovation.
Human PerformanceImprovement (HPI)
A systematic process of discovering and analyzing humanperformance improvement gaps, planning for future improvements,
designing cost-effective interventions to close performance gaps,
implementing the interventions, and evaluating the financial and non
financial results.
Human Resource
Development (HRD)
An organized learning experience, conducted in a definite time period,
to increase the possibility of improving job performance and growth.
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Index -> ABCDEFGHIJKLMNOPQRSTU VW X Y Z
Icebreaker
top
A quick game or exercise designed to get participants settled or
mixing with each other.
Implementation Phase The fourth of the Instructional System Design phases. The instructionis delivered to the learners during this phase.
Income Statement Also called Profit & Loss statement or P&L, a statement of revenues
and expenses.
Inductive Design An instructional design where examples are presented and then
followed by the rule.
Instruction The delivery of information to enable learning. The process by which
knowledge and skills are transferred to students. Instruction applies
to both training and education.
Instructional Analysis The procedures applied to an instructional goal in order to identify therelevant skills and their subordinate skills and information required for
a learner to achieve the goal.
Instructional Concept An initial estimate of what the instruction should do, and what it
should look like.
Instructional Design The philosophy, methodology, and approach used to deliver
information. Some courseware aspects include question strategy,
level of interaction, reinforcement, and branching complexity.
Instructional Goals Clear statements of behaviour that learners are to demonstrate as a
result of instruction.
Instructional Method
top
A component of the instructional strategy defining a particular means
for accomplishing the objective. For example a traditional instructor
led instructional strategy may be accomplished using the lecture
method, a Socratic lecture technique, and a defined step-by-step
questioning procedure. Also called method of instruction.
Instructional Module A self-contained instructional unit that includes one or more learning
objectives, appropriate learning materials and methods, and
associated criterion-reference measures.
Instructional Setting The location and physical characteristics of the area in which
instruction takes place. The setting can be in a classroom, alaboratory, a field, or workplace location. An example is: a clean, well
lighted, temperature controlled classroom equipped with individual
desks, chairs, and individual video monitors.
Instructional Step A portion of material to which the student makes a response. It is a
stage in the instructional process that represents progress in the
students mastery. A subject to be taught is broken down into frames,
items, or segments (steps). It is assumed that students cannot take
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later steps in a given sequence before taking the earlier step and that
each segment or item represents a step forward.
Instructional Strategy The approach used to present information in a manner that achieves
learning. Approaches include tutorial, gaming, simulation, etc.
Aspects of instructional strategies include the order of presentation,
level of interaction, feedback, remediation, testing strategies, and the
medium used to present the information.
Instructional Systems
Design (ISD)
top
A formal process for designing training, be it computer-based or
traditional instructor-led training. The ISD process includes analysis,
design, development, implementation, and evaluation. Also known as
Systems Approach to Training (SAT).
Instructional
Technology
The use of technology (computers, compact disc, interactive media,
modem, satellite, teleconferencing, etc.) to support learning.
Instructor The person who teaches, trains or instructs an individual or a group of
people.
Intangible Assets Non-physical assets such as patents, trademarks, a customer base,
brand recognition of your products, etc. This is also called goodwill.
Interaction The act or process of interacting. Mutual or reciprocal action or
influence; as, the interaction of an individual and a product on each
other.
Interactive Training An umbrella term that includes both computer-based and multimedia
training.
Interim Summary A segment of instruction that reviews recent learning to reinforce
prior information.
Internal
top
Situated near the inside of a body (groups supporting direct customer
interactions), Relating to, or occurring within the confines of an
organized structure, Related or belonging to or existing within the
management process,
Internal Partnership Any relationship between leadership, managers, teams, or employees
with a common purpose to achieve business objectives and serve
customer needs.
Internet-Based Training Delivery of educational content via a Web browser over the internet
or intranet. It provides links to learning resources outside of the
course, such as references, email, bulletin boards, and discussion
groups.
Intranet A companys internal network which is based on Internet technology.
It is accessed using a Web browser and is protected from
unauthorized access by other Internet users via a firewall.
Introduction A major section of a lesson designed to establish a common ground
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between the presenter and students, to capture and hold attention, to
outline the lesson and relate it to the overall course, to point out
benefits to the student, and to lead the student into the body of the
lesson; usually contains attention step, motivation step, and
overview. A segment that provides a general statement of the course
content, target population, why the student is studying the material,and appropriate motivation to gain the students attention.
Inventory Turnover A ratio for evaluating sales effectiveness. For a given accounting
period divide total revenue for the product by the average retail value
of the product inventory.
Involving Question A question asked to the audience to involve the group and learn what
they are interested in learning about.
Index -> ABCDEFGHIJKLMNOPQRSTU VW X Y Z
Job
top
What a person does at work to satisfy an employers needs and
expectations in exchange for pay. A job consists of responsibilities,duties, and tasks that are defined and can be accomplished,
measured, and rated. It is used as an employment tool for classifying
work and for selecting employees.
Job Aid (Performance
Aid)
A device designed for use on the job and providing guidance on the
performance of a specific task or skill. May be printed or on-line. Used
in situations where it is not feasible or worthwhile to commit the
procedure to memory before on-the-job activity. Often these are
paper-based and posted on the wall in plain sight or in a small
reference notebook. They can also be, decals, manuals, cards, etc.
Job Analysis Breaking down the complexity of a persons job into logical parts such
as duties and tasks. It identifies and organizes the knowledge, skills,
and attitudes required to perform the job correctly. This is
accomplished by gathering task activities and requirements by
observation, interviews, or other recording systems.
Job Description A formal statement of duties, qualifications, and responsibilities
associated with a job.
Job Enlargement An increase in the number of tasks that an employee performs. It is
associated with the design of jobs to reduce employee dissatisfaction.
Job Enrichment An increase in the number of tasks that an employee performs and an
increase in the control over those tasks. It is associated with thedesign of jobs and is an extension of job enlargement.
Just-In-Time Training
(JITT):
A method of providing training when it is needed.
Ind