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Training and Development

Across
Ability to learn capabilities even though they are not identical to the training environment
Type of reward that employees receive for performing well
The belief that performing a given behavior is associated with a particular outcome
Employees in an evaluation study performing at a high level simply because of the attention they are receiving
Training method that is primarily based on reinforcement theory
Strategy emphasizing liquidation and divestiture of business
Inexpensive method of collecting data from a large number of people
Return on investment
Business level outcomes chosen to measure the overall value of training or learning initiatives
Down
Written document that includes the steps that a trainee and manager will take to ensure that training transfers to the job.
Individual control over one's thinking
Type of knowledge developed through experience and shared through interactions
The process of determining the economic benefits of a training program using the accounting methods that look at training costs and benefits
Type of evaluation of training that takes place during the program design and development
Process used to determine if training is necessary
The huge amount of data that is being generated and the speed with which it must be evaluated, captured, and made useful.
Strategy focusing on new market and product development, innovation, and joint ventures
An organized program of study designed to meet a complex learning objective
Ease with which training outcomes can be collected
Extent to which employees are rare and specialized, not highly available in the labor market
Device such as a pattern of letters, ideas, or associations that assists in remembering something.
Training outcome relating to trainees providing feedback about their satisfaction with a trainer