Unit 7: Glossary (2016)Apunte Inglés
Glossary unit 7 Mercè Mach ADE en inglés A6-B6
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Glossary unit 7
Behavioural modelling. A process that involves describing the behaviours to be
learned to trainees, having a role model provide a visual demonstration of the
desired behaviours, allowing the trainees to imitate the desired behaviours, and
Community of practice. A social network of people who share a common interest and who are committed to collaborating on projects related to their shared interest.
Demographic needs analysis. Study that determines the training needs of specific populations of workers.
Development. Activities intended to improve competencies over a longer period of time in anticipation of the organization’s future needs.
Developmental job assignments. Assignments that place employees in jobs that present difficult new challenges and hurdles that “stretch” the employee to learn more.
E-learning. Training and development activities conducted through web-based learning, virtual classrooms, computerized learning modules, interactive tv, satellite broadcasts, and other such technologies.
Emotional intelligence. The ability to recognize and regulate emotions in ourselves and in others, including self-awareness, self-management, social awareness, and relationship management.
Interactive video training programs. Training provided through the use of a short video and narrative presentation that then requires the trainee to respond.
Job needs analysis. Study that identifies the specific skills, knowledge, and behaviour needed to perform the tasks required by present or future jobs.
Job rotation programs. The rotation of employees through positions at a similar level of difficulty to train them in a variety of tasks and decision-making situations.
Mentoring. A process in which an established employee guides the development of a less experienced worker or protégé On-the-job training. The circumstances in which employees learn their jobs under direct supervision.
Organizational needs analysis. An assessment of short- and long-term training and development needs given the business strategy, company culture, and expected changes in the external environment of the company.
Orientation programs. The process of briefing new employees on the benefits and services offered to them, advising them of rules and regulations, and explaining the policies and practices of the organization.
Person needs analysis. The identification of gaps between a person’s current competencies and those identified as being necessary or desirable.
Personal coaches. People who observe employees in action and then provide feedback and guidance for how employees can improve their interaction skills in the future.
Reinforcement. A consequence that follows behaviour.
Simulations. The presentation of situations that are similar to actual job conditions meant to allow trainees to practice how to behave in those circumstances.
Socialization. The process of teaching employees about the organization’s history, culture, and management practices.
Training. Activities designed to improve performance in the near term and in a specific job by increasing employees’ competencies.
Training transfer. An employee’s ability to readily apply the knowledge and skills learned during training to his or her work.