Competition refers to a company’s ability to maintain and gain market share in an industry.

The strategic role of training influences the frequency and type of training and how the training function is organized in the company.

Job analysis is more work- and task-focused

Organizational analysis refers to the process used to determine whether training is necessary.

Competency refers to an area of personal capability that enables employees to successfully perform their jobs by achieving outcomes or accomplishing tasks.

Lesson plan overview or lesson plans are typically more detailed than the design document.

Strategic planning initiatives are learning-related actions that a company should take to help it achieve its business strategy.

Development strategy refers to the company’s decisions regarding where to find employees, how to select them, and the desired mix of employee skills and statuses (temporary, fulltime, etc.).

The roles that employees and managers have in a company influence the focus of training, development, and learning activity.

In training design process step 1 is to ensure that employees have the motivation and basic skills necessary to master the training content.

Needs assessment has involved identifying knowledge, skills, abilities, and tasks.

Training and development can help a company’s competitiveness by directly increasing the company’s value through contributing to intangible assets.

Employee engagement refers to the degree to which employees are fully involved in their work and the strength of their commitment to their job and the company.