ALL | A B C D E F G H I J K L M N O P Q R S T U V W X Y Z

Results per page:
Displaying Items 1 to 7 of 7< Prev 1 Next >
 
Displaying Items 1 to 7 of 7< Prev 1 Next >
 

K

Key Performance Indicator
A “key performance indicator” is a quantifiable measure of success, agreed to beforehand, that reflect the critical success factors of a company, department or project.
 
Key Skills
Specific required competencies, abilities, knowledge and experience for success in a job.
 
Kirkpatrick Model

Donald Kirkpatrick’s four-level Measurement Model has been widely published in many articles and its terminology is well-known to most training professionals. The original model was published in Training and Development Handbook, R. L. Craig, McGraw-Hill, 1976.


The Kirkpatrick measurement model was developed to help measure instructor led training.  The four levels it uses include:

* Learner satisfaction or Level 1 (how well did the course attendee like the course, instructor, materials, etc?  This is usually measured through an end-of-course questionnaire or online survey. )
* Learning outcome or Level 2(how well did the course attendee actually learn?  How well did they gain the desired learning objectives?  This is usually measured through a test or other form of evaluation)
* Job Impact or Level 3(how well did the course help the learner improve their on-the-job performance?  The Kirkpatrick model does not describe just how one would measure this, but the idea is to look at job-specific problems which are addressed by the training.  Here organizations look at job-level issues like sales revenue attainment, customer service, product quality)
* Organizational Impact or Level 4 (how well did the course impact the performance of the business or organization.  Again Kirkpatrick does not specifically talk about how to measure this, but there are many ways to accomplish this.  Organizational level impacts include lowered turnover, productivity, and engagement.)

The Kirkpatrick model is a first generation "thought model" for the measurement of training.  While it is widely understood, training managers typically want more detailed tools and solutions.  Josh Bersin's "The Training Measurement Book" describes the Bersin Impact Measurement Model and gives detail on how to measure training in great detail.
 
Knowledge Management
“Knowledge management” is a term that refers to the cataloging, storage, searching and indexing of job-related information to enable employees to quickly locate information to improve work performance. This differs from “learning on-demand” and training in that knowledge management tries to focus on delivering information and processes, not skills.
 
Knowledge Object
A “knowledge object” can be a paragraph of text, a chart or diagram, or any individual piece of content that can be linked with other objects to create any number of training courses.
 
Knowledge Worker
A “knowledge worker” is a person whose primary job involves acquiring, analyzing, developing or using information. These activities are typically in the pursuit of improving or developing goods and services that are available for purchase, but they may also be for the pure pursuit of more information (e.g., in a scientific or academic setting).
 
Knowledge-Sharing
Generally manages the repository of knowledge and subject matter experts for one or more areas in a company.