Blanchard and Thacker Chapter 1

The performance level of the organization, department or unit.

Employee beliefs and opinions that support or inhibit behavior.

A higher level of skill acquisition in which a high level of performance is achieved without conscious thought about each action.

A cluster of related knowledge, skills and attitudes required for a person to be successful in performing a group of related tasks. Valid measures of a competency will differentiate amoung high, medium and low performers.

A lower level of skill development associated with newly learned behaviors that the person must consciously think about to perform well.

A person's store of factual information.

A systematic process for the objectives of training and the most effective means of achieving the objectives (given organizational constraints).

The learning of KSA's (the outcome of training and other experiences).

Experience that is designed to provide more general learning that is not specific to a job.

Determining the training's success in meeting the training design and outcome objectives.

The level or goal that has been set and is expected of the organization, department, or unit in key performance areas (e.g., profits, market share, absenteeism).

Putting a training program into action through pilot testing and the actual training.

The world’s largest developer of voluntary International Standards. International Standards give state of the art specifications for products, services and good practice, helping to make industry more efficient and effective. Developed through global consensus, they help to break down barriers to international trade.

An organizaed body of facts, priciples, procedures, and information that has been acquired over the years.

An acronym that stands for knoweldge, skills, and attitudes.