Performance Management: Training (Definitions)

"Formal and informal learning options, which may include in-class training, informal mentoring, Web-based training, guided self-study, and formalized on-the-job training programs. The learning options selected for each situation are based on an assessment of the need for training and the performance gap to be addressed." (Sandy Shrum et al, "CMMI®: Guidelines for Process Integration and Product Improvement", 2003)

[cross-training:] "When an employee in one primary job task is trained in another or other tasks." (Robert McCrie, "Security Operations Management" 2nd Ed., 2006)

"An umbrella term to include training, development, and education, where training is learning that pertains to the job, development is learning for the growth of the individual that is not related to a specific job, and education is learning to prepare the individual but not related to a specific job." (Richard Caladine, "Taxonomies for Technology", 2008)

"Learning is a personal construction of knowledge. In order to learn a particular concept or skill, the learner needs to consider how new information relates to the existing understandings that the learner has. The process of sifting through available information in order to select the most appropriate information to use in knowledge construction requires the skills of information literacy. Good information literacy skills are a prerequisite for effective learning." (Carmel McNaught, "Information Literacy in the 21st Century", 2008)

"Activities undertaken to ensure that all individuals have the knowledge and skills required to perform their assignments." (Sally A Miller et al, "People CMM: A Framework for Human Capital Management" 2nd Ed., 2009)

"It is the process of fixing meaning to stimulus. It is the process of constructing new knowledge. Learning should proceed from learner’s sense of vocation, occur in settings or activity systems where the function and purposes of the learning are clear and explicit, focus primarily on developing the capacity to do and where learners seek to accomplish goals. In addition, learning should involve sharing meaning and building connection among meanings and different renditions of the meaning." (Kisilu M Kitainge, "Challenges of Training Motor Vehicle Mechanics for Changing World Contexts and Emergent Working Conditions: Cases of Kenya and Australia", 2009)

"Learning occurs through a cognitive process that occurs in the mind of the individual or, in contrast, learning occurs through a process of socialization and increasing participation rather than formal inquiry." (Mary F Ziegler, "Three Theoretical Perspectives on Informal Learning at Work", 2009)

"The process to obtain or transfer knowledge, skills, and abilities needed to carry out a specific activity or task" (Bettina M Davis & Wendy L Combsand, "Demystifying Technical Training: Partnership, Strategy, and Execution", 2009)

[business training: "Training on concepts that teach skills to understand and work effectively within a company." (Bettina M Davis & Wendy L Combsand, "Demystifying Technical Training: Partnership, Strategy, and Execution", 2009)

[IT training:] "Training on content involving the development, maintenance, and use of computer systems, software, and networks." (Bettina M Davis & Wendy L Combsand, "Demystifying Technical Training: Partnership, Strategy, and Execution", 2009)

[non-technical training:] "Training that is not technical training, for example, personal effectiveness or business training." (Bettina M Davis & Wendy L Combsand, "Demystifying Technical Training: Partnership, Strategy, and Execution", 2009)

[cross-training:] "Enables personnel to learn tasks associated with more than one job." (Barry Berman & Joel R Evans, "Retail Management: A Strategic Approach" 12th Ed., 2013)

"Programs used to teach new (and existing) personnel how best to perform their jobs or how to improve themselves." (Barry Berman & Joel R Evans, "Retail Management: A Strategic Approach" 12th Ed., 2013)

"Is a multidimensional process that results in a relatively enduring change in a person or persons, and consequently how that person or persons will perceive the world and reciprocally respond to its affordances physically, psychologically, and socially. The process of learning has as its foundation the systemic, dynamic, and interactive relation between the nature of the leaner and the objective of the learning as ecologically situated in a given time and place as well as over time." (Francisco Cua, "Authentic Education: Affording, Engaging, and Reflecting", 2014)

[on-the-job training:] "Training from an experienced employee to a new employee while working on the job. This is a form of one-on-one training." (Darril Gibson, "Effective Help Desk Specialist Skills", 2014)

"It can be defined as a mental activities by means of which knowledge, skill attitude are acquired, retained and utilized. It is defined it as changes in the particular form, change in behaviour tendency, resulting in relatively permanent practice. It involves that the changes, which occurs as a result of reinforced practice that gives new meaning and orientation. This leads to acquisition of new skills, behaviour tendency that is permanent." (Monsuru B Muraina, "Relevance of the Use of Instructional Materials in Teaching and Pedagogical Delivery: An Overview", 2015)

"Learning is a dynamic concept; it refers to the various processes by which skills and knowledge are acquired by individuals and, through them by organizations. Learning encompasses processes and outcomes as well as both, individual and organizational levels; it´s use in theory emphasizes the continually changing nature of organizations, and that goes beyond the view of organizations as bundles of resources. Learning includes the capacity to create new capabilities both internally and by acquiring knowledge from sources external to the firm. It also includes the methods for the diffusion of the new knowledge throughout the firm organization." (Arturo T Vargas & Javier J Villazul, "Learning and Innovation in Multinational Companies from Emerging Economies: The Case of CEMEX", 2016)

"The process of improving performance in one or more aspects of an employee’s work output through additional knowledge and or skill." (Fred MacKenzie, "7 Paths to Managerial Leadership", 2016)

"Learning is the act of gaining new knowledge, behaviors, skills, or ability. It may be regarded as a process, rather than a collection of factual and procedural knowledge. Human learning may occur as part of education, professional development, or training." (Chunfang Zhou, "Developing Creativity and Learning Design by Information and Communication Technology (ICT) in Developing Contexts", 2018)

[technical training:] "covers the acquisition of knowledge, skills and competencies leading to overall individual or company performance in the use and application of technology." (BCS Learning & Development Limited, "CEdMA Europe", 2019)

"Learning involves any process that in living organisms leads to permanent capacity change. Learning develops knowledge, abilities, understandings, emotions, attitudes, and sociality, which are important elements of the conditions and raw material of society." (Chunfang Zhou & Zhiliang Zhu, "Fostering Problem-Based Learning (PBL) in Chinese Universities for a Creative Society", 2019)

"The capacity of an individual and an organization to explore new challenges and contexts. It is an opportunity to unlearn which is a dynamic way of learning. It is through unlearning that people shape their brain, to readjust and continue learning. It is essential condition for transformation, creativity and innovation." (Ana Martins et al, "Unravelling Hurdles to Organizational Sustainability by Virtue of Sharing and Creating Knowledge", 2019)

"A shift of mind and what goes on inside learners as they undertake to gain or acquire new knowledge, understanding, skill, attitudes, values, and interests. The ‘what goes on’ could be described as perceiving - sensing and feeling concrete reality, thinking or reasoning abstractly; and internalizing or processing - making it a part of ourselves by actively jumping in and trying it, or reflecting on and watching what is happening; thus, the learner - anywhere along his/her life path, at any age - would have going on inside of him/her the perceiving and internalizing of new knowledges, understandings, skills, attitudes, values, and interests." (John A Henschke,"Leadership Ethics in Higher Education Administration: An Andragogical Perspective", 2020)