The process used to determine if training is necessary; the first step in the Instructional System Design (ISD) model?

What is trainee's applying to their jobs the learned capabilities gained in training?

What is the organization and coordination of a training program?

What is an evaluation conducted to improve the training process; usually conducted during program design and development?

What is the practice of using quantitative methods and scientific methods to analyze data from human resource databases, corporate financial statements, employee surveys, and other data sources to make evidence-based decisions and show that HR practices influence important company metrics?

A person who knows a great deal about (1) training issues, (2) the knowledge, skills, and abilities required for task performance, (3) necessary equipment, and (4) the conditions under which tasks have to be performed?

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

What are the skills needed to manage a team of people and resources to create a learning solution?

What is an evaluation of the extent that trainees have changed as a result of participating in a training program?

What is a document that outlines for potential vendors and consultants the requirements for winning and fulfilling a contract with a company?

Determining the difference between employees' current and expected performance?

What is the ability to organize a message from the environment so that it can be processed and acted upon?

What is a group of pictures created using pencil-and-paper or markers on notebooks, erasable marker boards, flip charts, or PowerPoint slides that tell a story?

What is the degree to which outcomes can be measured consistently over time?

What is the information that employees receive while they are performing about how well they are meeting objectives?

What is the condition of (1) employees having the personal characteristics necessary to learn program content and apply it on the job, and (2) the work environment facilitating learning and not interfering with performance?

What is a trainee's ability to apply learned capabilities exactly to the work situation?

What is the degree to which trainees' managers emphasize the importance of attending training, stress the application of training content to the job, and provide opportunities for trainees to use what they learned on the job?

What is the process of determining the economic advantages of a training program using accounting methods?

What is a learning strategy whereby trainees direct their attention to their own learning process?

What is a needs assessment that is done quickly and accurately but without sacrificing the quality of the process or the outcomes?

What is training delivered in small pieces or chunks designed to engage trainees, motivate them to learn, and help facilitate retention?

What is a computer application that can provide, as requested, skills training, information access, and expert advice?

What is the process through which evaluation demonstrates to key business stakeholders, such as top-level managers, that their expectations about training have been satisfied?

What is verbal comprehension, quantitative ability, and reasoning ability?