Glossary

Action Learning: Type of learning that builds opportunities for learning around real problems brought to the workplace by employees.

Cause Analysis: The process of determining the root cause of past, present and future performance gaps.

Ergonomics: The study of how physical laws of nature affect the worker and his environment.

Ethics: Defines good and bad standards of conduct.

Feedback: Information provided by others designed to help people adjust their behavior, continue successful performance or establish goals.

Gap Analysis: Type of analysis that describes the difference between current results and consequences and desired results and consequences. The last step in the performance analysis process.

Incentives: Linking pay with a standard for performance.

Interventions: Conscious, deliberate, and planned activities designed to improve human performance and solve workplace problems.

Job Aids: Used during the performance of a task to facilitate efficiency and effectiveness.
Organizational Analysis: Examines the organizational mission, vision, values, goals and strategies
Performance Analysis: Identifies and clarifies the problem or performance gap by focusing on three areas: desired performance, actual performance and the gap between the two.

Training: Instructional experiences provided by employers to employees.

Work Design: A blueprint of job tasks structured to improve organizational efficiency and employee satisfaction.