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Leadership Training & Development Chapters 1-8

Horizontales
A statement of the company's reason for existing.
Learning by doing.
A training method that represents a real-life situation, with trainees' decisions resulting in outcomes that mirror what would happen if they were on the job.
The exporting of jobs from developed countries to countries where costs are lower.
What is used to determine the training program's payoff for the company.
Training and development provided by individuals outside the company.
Beliefs about the link between trying to perform a behavior and performing well.
A company's ability to maintain and gain market share in an industry.
An organized program of study designed to meet a complex learning objective.
A training as well as formal education, job experiences, relationships, and assessments of personality skills, and abilities that help employees prepare for future jobs or positions.
Information about how well people are meeting the training objectives.
Learning by hearing.
Training delivered by computer.
Verticales
The process of trainees continuing to use what they have learned over time.
Learning by seeing.
Internal analysis of strengths, weaknesses, opportunities, and threats.
Shareholders, the community, customers, employees, and other parties that have interest in a company's success.
A set of skills, knowledge, abilities, and personal characteristic that enable employees to perform their jobs successfully.
How employees or an organization dealt with a difficult situation.
A planned effort by a company to facilitate learning of job-related competencies, knowledge, skills, and behaviors by employees.