Visionary Consulting - A Performance Consulting Company

Glossary

Active Learning
Case Study
C-Learning
Coach
Competency
Competency Model
Computer-Based Training (CBT)
Cooperative Learning
Courseware
Criterion
Cross Training
Delivery of Training
Design of Training/Learning Interventions
Design Specifications (Design Specs)
Development
Developmental Need
Development of Training
Document of Understanding (DOU)
Electronic Performance Support System (EPSS)
Experiential Learning
Facilitation
Facilitator
Hands-On
Human Resource Development (HRD)
Internet
Intranet
Just-In-Time Training (JITT):
Knowledge management
Learning Curve
Learning Objective
Learning Organization
Lifelong Learning
Myers-Briggs Type Indicator (MBTI)
Mentor
Multimedia Training
Needs Assessment
Needs Assessment Methods
On-The-Job-Training (OJT)
Performance
Performance Analysis
Performance Consultant
Project
Project Plan
Request for Proposal (RFP)
Simulation
Six Thinking Hats
Soft Skills
Status Report
Training
Training Evaluation Levels 1- 4
Training Evaluation Level 5 (ROI, Return on Investment)
Training Need
Training Needs Analysis
Vendor
Web-Based Training

Term	Definition
Action Learning	This is a continuous process of learning and reflection with the intention of getting something done. It does not use project work, job rotation, or any form of a simulation such as case studies or business games (see active learning). Learning is centered around the need to find a solution to a real problem. Most action learning programs take from four to nine months to complete. Learning is voluntary and learner driven, while individual development is as important as finding the solution to the problem.
Active Learning	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.
Case Study 　 Top	A printed description of a problem situation that contains enough detail to enable the learners to recommend a solution. The learners encounter a real-life situation under the guidance of an instructor or computer in order to achieve an instructional objective. Control of the discussion comes through by the amount of the detail provided.
C-Learning	Classroom learning or conventional learning as compared to e-learning (electronic).
Coach 　　 Top	A person who instructs, demonstrates, directs, and prompts learners. Generally concerned with methods rather than concepts. There are four coaching roles/styles: hands-on - acting as an instructor for inexperienced learners. hands-off - developing high performance in experienced learners. supporter - helping learners use a flexible learning package. qualifier - helping a learner develop a specific requirement for a competence-based or professional qualification.
Competency	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 succeed in a job, job family, or organization. Competency models can be used to select, develop, evaluate, and reward performers. Some competency models focus on baseline (minimal level) skills needed while others identify target competencies needed for the highest level (mastery) of performance. Competency models often identify competencies which must be selected for (because they are innate or hard to train) and those which may be developed or learned through training or coaching.
Computer-Based Training (CBT)	Training that is delivered via a computer as opposed to an instructor or paper-based format. CBT programs typically incorporate a mix of text, graphics, animation and interactive exercises. CBT is often used as an all-encompassing "umbrella" Term to represent any training delivered by computer, including multimedia training and Internet/Intranet. Other Terms that are often used interchangeably with CBT are Computer Assisted Instruction (CAI), Interactive Training, On-Line Training, and Technology-Based Training (TBT).
Cooperative Learning 　 Top	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 who monitors the groups, making sure the learners are staying on task and are coming up with the correct answers (if there is a right or a best answer). Also see collaborative learning.
Courseware	The media, either text, computer program, or CD-ROM, that contains the instructional content of the course.
Criterion	The standard by which something is measured. In training, the task or learning objective standard is the measure of employee 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.
Cross-Training	Providing training in several different areas or functions. This provides backup workers when the primary worker is unavailable.

Term	Definition
Delivery of Training	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.
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 Specifications (Design Specs) 　　　　　　　　 Top	A written document summarizing the design blue print for a training program or learning intervention which helps to guide the design team in developing program materials. Design specs usually include the following sections: Background or context for development of the program: business reason for offering a program at this time, history of the problem to be resolved, sponsorship, key issues, etc. Target audience: description of people to be trained, including job titles, numbers, location, and other characteristics that would affect the program design. Purpose: A clear statement of what the program is intended to do generally Learning Objectives: what trainees will be able to know or do as a result of the program Requirements & Constraints: conditions which must be adhered to by the designer, e.g. time frames, budget, methods to include or exclude, systems constraints, characteristics of the materials.
Development	Planned learning to develop skills, knowledge, abilities required for a future job.
Developmental Need	A gap between an individual-current skill/knowledge/ability level and the level required for effective performance success in the future.

Term	Definition
Development of Training/Learning Intervention 　　 Top	The development phase follows the design phase. It includes creation of any tangible materials involved in a training program, job aid, or intervention. Development results in creation of the finished products needed to deliver training, e.g. trainer( instructor) leader-guide, trainee (participant) workbook, hand outs, flip charts, CBT storyboard (script), video tape, etc. Development does not include arranging for program logistics, such as booking rooms, determining meals, arranging for travel, etc.
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. 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.
Electronic Performance Support System (EPSS) 　　 Top	Systems that provide employees with the information, advice, and learning experiences they need to get up to speed as quickly as possible and with the minimum support from other people. EPSS solutions include: On-line Help/Reference/Job Aids Best Practices/Expert Advice Frequently Asked Questions (FAQs) Task support (procedures, policies, examples)
Experiential Learning	A learning activity having a behavioral based hierarchy that allows the participant to experience and practice job related tasks and functions during a training session.
Facilitation	The process of helping a group to accomplish its goals by 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 　　 Top	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.
Hands-On	Learners practice on actual equipment, simulators, or training aids.
Human Resource Development (HRD)	According to Nadler and Nadler (1989), HRD includes training, education, and development. Training is planned learning that is focused on improving current job performance while education is planned learning focused on preparing an individual for a future job. Development is broader than education, not specifically job-related, learning pertaining to personal growth. According to Pat McLagan (1989) HRD is the integrated use of training and development, organization development and career development to improve individual, group, and organizational effectiveness. Training and development focuses on identifying, assuring and helping develop, through planned learning, the key competencies that enable individuals to perform current or future jobs.

Terms	Definition
Internet	The Internet is a global network of computers which supports electronic transmissions (file sharing, e-mail, etc.) between any type of computer anywhere in the world. The most popular component of the Internet is the World Wide Web (WWW or Web) which provides a graphical user interface and is accessed using Web browser software such as Microsoft Internet Explorer or Netscape Navigator.
Intranet	A company抯 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.
Just-In-Time Training (JITT) 　　　　 Top	A method of providing training when it is needed. Its advantages are: Eliminates the need for refresher training due to subject knowledge loss experienced if training precedes, over an extended period of time (prevents decay if the learner cannot use the material upon returning to the job). Prevents training being wasted on people who leave the job before the training they received is used on the job. Allows the learners to receive training when they need it...not weeks or months later.
Knowledge Management	Capturing, organizing, and storing knowledge and experiences of individual workers and groups within an organization and making it available to others in the organization. The information is stored in a special database called a knowledge base and is used to enhance organizational performance. Two of the most common ways are: Documenting individual's knowledge and disseminating through manuals or a database. Using such tools as groupware, email, and the internet that facilitates communication.
Learning Curve	A curve reflecting the rate of improvement in performing a new task as a learner practices and uses her newly acquired skills.
Learning Objective Top	Statement that identifies what learners need to learn, i.e., know and do (abilities, skills, behaviors) as a result of a learning intervention. Generally, learning objectives are phrased in this format: "As a result of completing X training, participants will be able to?"
Learning Organization	Continually learning new KSA's (knowledge, skills, abilities or attitudes) and applying them to improve product or service quality.
Lifelong Learning 　　　　　　　　 Top	The concept of 'continuous personal development' through self-actualized learning. Lifelong learners demonstrate: the ability to accept themselves as well as others spontaneous but ethical behavior a strong focus upon problems outside themselves the ability to capitalize on the qualities of detachment and solitude independent stability in the face of hard knocks freshness of appreciation deep feelings of identification, sympathy, and affection for humankind profound interpersonal relationships a democratic character structure strong ethics with definite moral standards philosophical, unhostile sense of humor a special kind of creativeness the ability to function independently as a part of the growing tip of humanity.
Myers-Briggs Type Indicator (MBTI) 　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　 Top	Known formally as Jung's theory of personality type, first developed by Carl Jung in the early 1920's and more recently resurrected and made into a practical instrument by Myers and Briggs. It is a particular test vehicle for personality typing. Personality typing essentially assumes that our whole personality can be divided into four orthogonal (or independent) areas or scales: extroversion (E) or introversion (I) sensing (S) or intuition (N) thinking (T) or feeling (F) judging (J) or perceiving (P) Within each scale we have a preference for one of two opposites that define the scale. This makes for a total of 16 different combinations (2x2x2x2), each of which defines one particular and unique personality type. Summary of the overall personality for each of the 16 types: ENFJ: "Pedagogue". Outstanding leader of groups. Can be aggressive at helping others to be the best that they can be. 5% of the total population. INFJ: "Author". Strong drive and enjoyment to help others. Complex personality. 1% of the total population. ENFP: "Journalist". Uncanny sense of the motivations of others. Life is an exciting drama. 5% of the total population. INFP: "Questor". High capacity for caring. Calm and pleasant face to the world. High sense of honor derived from internal values. 1% of the total population. ENTJ: "Field Marshall". The basic driving force and need is to lead. Tend to seek a position of responsibility and enjoys being an executive. 5% of the total population. INTJ: "Scientist". Most self-confident and pragmatic of all the types. Decisions come very easily. A builder of systems and the applier of theoretical models. 1% of the total population. ENTP: "Inventor". Enthusiastic interest in everything and always sensitive to possibilities. Non-conformist and innovative. 5% of the total population. INTP: "Architect". Greatest precision in thought and language. Can readily discern contradictions and inconsistencies. The world exists primarily to be understood. 1% of the total population. ESTJ: "Administrator". Much in touch with the external environment. Very responsible. Pillar of strength. 13% of the total population. ISTJ: "Trustee". Decisiveness in practical affairs. Guardian of time- honored institutions. Dependable. 6% of the total population. ESFJ: "Seller". Most sociable of all types. Nurturer of harmony. Outstanding host or hostesses. 13% of the total population. ISFJ: "Conservator". Desires to be of service and to minister to individual needs - very loyal. 6% of the total population. ESTP: "Promoter". Action! When present, things begin to happen. Fiercely competitive. Entrepreneur. Often uses shock effect to get attention. Negotiator par excellence. 13% of the total population. ESFP: "Entertainer". Radiates attractive warmth and optimism. Smooth, witty, charming, clever. Fun to be with. Very generous. 13% of the total population. ISTP: "Artisan". Impulsive action. Life should be of impulse rather than of purpose. Action is an end to itself. Fearless, craves excitement, master of tools. 5% of the total population. ISFP: "Artist". Interested in the fine arts. Expression primarily through action or art form. The senses are keener than in other types. 5% of the total population.
Mentor	A wise and trusted counselor. Three mentoring roles can exist in a work context: mainstream mentor - someone who acts as a guide, adviser and counselor at various stages in someone's career destined for a senior position. professional qualification mentor - someone required by a professional association to be appointed to guide a employee through a program of study, leading to a professional qualification. vocational qualification mentor; someone appointed to guide a candidate through a program of development and the accumulation of evidence to prove competence to a standard.
Multimedia Training	Multimedia training is CBT (training delivered via the computer) that includes audio and/or video components in addition to text, graphics, animation and interactivity. Due to the large size of media files, multimedia training is often delivered via CD-ROM.
Needs Assessment 　　 Top	The process of identifying, prioritizing and documenting gaps between performance goals/standards and actual performance for a target population. It also includes deTermining likely causes of gaps in performance. A needs assessment may uncover training needs as well as other types of needs, e.g. need for positive consequences, feedback, clear performance standards, etc. A training needs assessment focuses on uncovering and documenting training needs.
Needs Assessment Methods	A variety of methods used to assess gaps between goals and actual performance. Needs assessment methods can include questionnaires/surveys, interviews with individuals or groups, advisory groups, analysis of organizational documents, and observation of work situations, and so forth. Generally more than one method is used during an assessment to provide a broad picture and build support for the conclusions.

Term	Definition
On-The-Job-Training (OJT)	Formal training for learning the skills and knowledge to perform a job that takes place in the actual work environment.
Performance	The accomplishment of a task in accordance with a set standard of completeness and accuracy.
Performance Analysis 　　 Top	It is the process by which professionals partner with clients to identify and respond to opportunities and problems, and through study of individuals and the organization, to determine an appropriate cross-functional solution system. Performance analysis is a systematic and systemic approach to engaging with the client. It is the process by which we determine when and how to use education and information resources.
Performance Consultant	A role which is responsible for identifying and addressing the performance needs of people in an organization. The performance consultant determines performance gaps and the reasons for these gaps. He or she then provides services that assist in changing or improving performance. Interventions may or may not include training as well as other human resource related solutions that impact performance.
Project	A specific, unique work effort that produces a change in the organization. A project has dedicated resources, a specific start and end date, and one or more objectives, used to evaluate level of success.
Project Plan Top	A document that breaks the project down into specific activities, deliverables, responsibilities and timeframes. Different forms include Gantt Charts, Role/Responsibility Matrix, Work Breakdown Structure (WBS), etc.
Request for Proposal (RFP)	A consistent document submitted to one or more vendors (consultants) which requests that the vendors send a proposal to address a specific problem. The RFP usually includes a standard cover letter which briefly describes the situation and request and several attachments which provide more detailed information: Design specifications which describe the program(s) to be designed or developed UNUM background documents, e.g. summary of research describing the problem to be solved. For new vendors includes general company documents such as UNUM抯 vision and values, the 98 goals, recent annual reports, etc. Description of the vendor selection process and requirements: what must be included in the proposal, time frames for a decision, steps in decision making, etc. Vendor selection criteria (optional): RFPs may describe characteristics needed by vendors in order to help unqualified vendors to self-select out of the process.

Term	Definition
Simulation	Any representation or imitation of reality. An instructional strategy used to teach problem solving, procedures, or operations by immersing learners in situations resembling reality. The learners actions can be analyzed, feedback about specific errors provided, and performance can be scored. They provide safe environments for users to practice real-world skills. They can be especially important in situations where real errors would be too dangerous or too expensive.
Six Thinking Hats 　　　　　　　　　　 Top	A strategy devised by Edward de Bono which requires learners and trainers to extend their way of thinking about a topic by wearing a range of different ’thinking‘ hats: White hat thinking identifies the facts and details of a topic Purple hat thinking examines the negative aspects of a topic Yellow hat thinking focuses on the positive aspects of a topic Red hat thinking looks at a topic from the point of view of emotions and feelings Green hat thinking requires imagination and lateral thinking about a topic Blue hat thinking focuses on reflection, metacognition (thinking about the thinking that is required), and the need to understand the big picture The colors help learners to visualize six separate modes of thinking and to convey something of the meaning of that thinking, for example, red as pertaining to matters of the heart, white as neutral and objective. Learners learn to reflect on their thinking and to recognize that different thinking is required in different learning situations.
Soft Skill	Skills needed to perform jobs where job requirements are defined in terms of expected outcomes, but the process(es) to achieve the outcomes may vary widely. Usually, an area of performance that does not have a definite beginning and end (i.e., counseling, supervising, and managing).
Status Report 　　　　　 Top	A summary document which describes progress relating to accomplishment of a goals within the target time frame. Status reports may be in a standardized format or may be free form. They often include the following: key accomplishments problems in meeting goals (resource problems, external changes which impact the project, early warning signs of potential problems) whether or not deadlines will be met, including changes in the schedule variance from budget and any revisions to the budget.
Training	Planned learning to develop needed skills, knowledge, ability to improve performance in one抯 current job.
Training Evaluation Levels 1 - 4 　　　　　　 Top	According to Kirkpatrick, the effectiveness of a training intervention can be evaluated at four different levels. Level 1 = reaction/ satisfaction with the program. Did the trainees like the program? Generally assessed by "smile sheets" or program evaluation forms completed at the end of training. Level 2 = learning. Did the trainees obtain new knowledge, skills, or behaviors as a result of the training. Generally assessed through some form of test. Level 3 = application of learning on the job. Did the trainees apply their new knowledge/skill on the job? Assessment must occur after the training is complete and the trainee is in their work environment. Level 4 = results. How did the training intervention impact actual business results (both quantitative and qualitative)?
Training Evaluation Level 5 (ROI)	Jack Phillips measures training evaluation at Level 5 = return on investment (ROI) which compares the benefits (financial and other) of the training intervention compared with the cost of the intervention.
Training Need	A learning need. A gap in the knowledge, skill, behavior, or competencies required to perform a job.
Training Needs Analysis	A process to determine what people need to learn and how training may help. The result of the analysis is a training needs report which identifies prioritized training/learning needs and interventions needed to reduce key performance gaps.
Vendor	An external supplier who provides a product or service for a fee.
Web-based Training (WBT)	Sometimes referred to as Internet- or Intranet-based training, Web-based training (WBT) is a popular term for instruction that is delivered over the Internet or a company抯 intranet. The Web-based training program is accessed through a Web browser, such as Netscape or Internet Explorer. In addition to the instructional component, WBT technology supports collaborative learning through on-line chat rooms, forums, Bulletin boards, etc.