WGU C235 Training and Development
1. 360 Degree Review: Receiving feedback from all those affected by the
work of a particular individual, including customers, suppliers, bosses,
subordinates, peers, and others.
2. 4 Cs: Communication skills, collaboration skills, cognitive skills, and
consulting skills.
3. ABC Rule: A way in which to deliver both positive and negative
feedback that is non-accusatory and non-inflammatory ("When you do
A, then I feel B, and the organizational consequences are C").
4. ADDIE Model: A common framework for training and development
where the five steps in the model are Assessment, Design,
Development, Implementation, and Evaluation.
,5. ASTD Competency Model: States the competencies needed by trainers
and facilitators, including "foundational" competencies, such as
interpersonal skills (e.g., communicating effectively), business and
management knowledge (e.g., thinking strategically), and personal
traits (e.g., adaptability).
6. Action Learning: An approach to leadership development that
integrates class- room learning and on-the-job learning by working on
real problems.
7. Adverse Impact: A substantially different rate of selection in hiring,
promotion or other employment decision which works to the
disadvantage of members of a race, sex or ethnic group.
8. Affirmative Defense: Supervisors are taught what sexual harassment
is, how to prevent it, and what to do in case an employee claims that he
or she has been a victim of sexual harassment.
,9. Alternation Rankins: A ranking approach where a supervisor will
identify the top and bottom performers, remove their names from the
group of ratees, and repeat this process until all employees are ranked.
10.Action Plan: A plan developed at the end of training to aid in
transfer, overcom- ing potential obstacles back at work, and avoiding
relapse.
11.Asychroneous: A type of e-learning in which students do not
interact at the same time, but whenever they are available.
12.Behavior Model Training: One well-researched approach to developing
leaders in a classroom setting, particularly at the supervisory level.
13.Behavior Shaping: Refers to the selective reinforcement of
, successfully ap- proximate performance of a target behavior until the
target is achieved.
14.Behavior thinking: If what a leader is doesn't seem to explain
effectiveness, perhaps it is what a leader does.
15.Behavior Objective: Clearly states what a participant should be able
to do at the end of the program.
1. 360 Degree Review: Receiving feedback from all those affected by the
work of a particular individual, including customers, suppliers, bosses,
subordinates, peers, and others.
2. 4 Cs: Communication skills, collaboration skills, cognitive skills, and
consulting skills.
3. ABC Rule: A way in which to deliver both positive and negative
feedback that is non-accusatory and non-inflammatory ("When you do
A, then I feel B, and the organizational consequences are C").
4. ADDIE Model: A common framework for training and development
where the five steps in the model are Assessment, Design,
Development, Implementation, and Evaluation.
,5. ASTD Competency Model: States the competencies needed by trainers
and facilitators, including "foundational" competencies, such as
interpersonal skills (e.g., communicating effectively), business and
management knowledge (e.g., thinking strategically), and personal
traits (e.g., adaptability).
6. Action Learning: An approach to leadership development that
integrates class- room learning and on-the-job learning by working on
real problems.
7. Adverse Impact: A substantially different rate of selection in hiring,
promotion or other employment decision which works to the
disadvantage of members of a race, sex or ethnic group.
8. Affirmative Defense: Supervisors are taught what sexual harassment
is, how to prevent it, and what to do in case an employee claims that he
or she has been a victim of sexual harassment.
,9. Alternation Rankins: A ranking approach where a supervisor will
identify the top and bottom performers, remove their names from the
group of ratees, and repeat this process until all employees are ranked.
10.Action Plan: A plan developed at the end of training to aid in
transfer, overcom- ing potential obstacles back at work, and avoiding
relapse.
11.Asychroneous: A type of e-learning in which students do not
interact at the same time, but whenever they are available.
12.Behavior Model Training: One well-researched approach to developing
leaders in a classroom setting, particularly at the supervisory level.
13.Behavior Shaping: Refers to the selective reinforcement of
, successfully ap- proximate performance of a target behavior until the
target is achieved.
14.Behavior thinking: If what a leader is doesn't seem to explain
effectiveness, perhaps it is what a leader does.
15.Behavior Objective: Clearly states what a participant should be able
to do at the end of the program.
