Instructions:

• Answer 50 questions in 15 minutes.
• If you are not ready to take this test, you can study here.
• Match each statement with the correct term.
• Don't refresh. All questions and answers are randomly picked and ordered every time you load a test.

This is a study tool. The 3 wrong answers for each question are randomly chosen from answers to other questions. So, you might find at times the answers obvious, but you will see it re-enforces your understanding as you take the test each time.

1. Content validity

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2. Level 5 evaluation
When the cause of the problem is a lack of knowledge or skills
Monetary impact/ROI
External coaching - internal coaching
Interview - survey/questionnaire - observation - focus group - work diary/work log


3. Two examples of performance support systems
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
The outcome that depends on the independent variable and covariates
A variable that can have one of two possible values.
Job aids - and EPSS


4. Types of Level 5 instruments
Control groups - management estimates - extant data - external studies
Knowledge - skills
External coaching - internal coaching
Purpose and character of use (commercial or nonprofit educational use) - nature of the copyrighted work - amount of the work used in relationship to the whole of the work - effect on the market potential for or value of the copyrighted work


5. The four parts of the International Federation's (ICF) ethical standards
Reliability
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
The multiple dependent variables in a study with multiple independent variables
A measure of the variability of scores from the mean


6. The second component of the ASTD HPI model
Performance Analysis
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Language - speech - environmental - and psychological


7. Training that related to actual job circumstances
A variable the influences the dependent variable
Facilitation is used to involve participants - and to help them learn from one another.
Functional context
An unknown or uncontrolled variable that produces an effect


8. The five criteria to measure performance after coaching
Experiencing - publishing - processing - generalizing - and applying
Surveys
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Speed - quantity - quality/accuracy - thoroughness - timeliness


9. Factors that determine fair use
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Two-aix matrixes - flowcharts - dichotomy - graphic models
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Purpose and character of use (commercial or nonprofit educational use) - nature of the copyrighted work - amount of the work used in relationship to the whole of the work - effect on the market potential for or value of the copyrighted work


10. ROI
Solution Implementation
A variable in whole number or distinct units (opposed to continuous)
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles


11. Critical Path
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Behavior
Solution Selection
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.


12. Four cases when a trainer should not use a chart pack
Initiating - planning - executing - controlling - closing
Room size or number of participants is too large - when trainer wants to be more formal - when trainer has illegible handwriting - when the trainer presents the same program regularly.
Data - Information - Knowledge
Interview - survey/questionnaire - observation - focus group - work diary/work log


13. An assessment done during formation
Formative evaluation
Measures of quantity or numbers
Balanced scorecard
A group of people who share a common interest - and are willing to share the experiences of their common interest.


14. The reliability test where one test is split into two shorter ones - by randomly assigning test items to one half or the other
Split-half
Reality - feasibility - authority - and learning opportunities
Characteristics of adults as learners (CAL) conceptual framework
To aid in career planning


15. Who is credited with the idea that learning objectives should contain a condition statement - a performance statement - and a criterion statement
Rote skills
Measures looking at opinions - behaviors - and attributes
Robert Mager
Likert scale


16. The components of the VAK model
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Dictatorship - anarchy - democracy
Visual - Auditory - and Kinestethic
Rote skills


17. The two criteria that learners must demonstrate before leaving performance-based training (PBT)
Knowledge - skills
Bloom's taxonomy - six sigma - Kepner-Tregoe
Psychomotor skills
Walk towards a participant as they speak


18. The tell approach to learning - based on the theory that learning occurs through exposure to logically presented information - usually involving lecture
Measures looking at opinions - behaviors - and attributes
Cognitivism
Experiencing - publishing - processing - generalizing - and applying
Visual - Auditory - and Kinestethic


19. Four barriers to communication during training delivery
Language - speech - environmental - and psychological
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Inputs - outputs - process controls - and resources.


20. The instrument where participants rate two contrasting ideas or words by circling points on a line
Focused on learning and using new necessary skills through incremental change
Kurt Lewin's forcefield analysis
Opportunity-centered
Semantic differential


21. The three major tasks of analyzing data
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Interview - survey/questionnaire - observation - focus group - work diary/work log
Sorting - tabulating - and comparing raw to summarized data
Threat - problem - solution - habit


22. The sixth component of the ASTD HPI model
Results
Evaluation
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.


23. Four tools and techniques related to six sigma
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Technical competence - people skills - conceptual skills - results - taste - judgment - character
DMAIC methodology - IPO model - flowcharting - evaluation models


24. Two characteristics for any coaching program to succeed
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Functional context
Pilot tests - technical reviews - production reviews
Objectivity - confidentiality


25. Five conflict responses
Competing - accommodating - avoiding - collaborating - and compromising.
Audience - Behavior - Condition - and Degree
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Information that combined with understanding enables understanding


26. Two types of personality inventory instruments
Balanced scorecard
Create a vision - communicate the plan - connect the people - congratulate success
Validity
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile


27. The diagnostic model that identifies the performance problem cause - based on cause driving solution

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28. Tacit knowledge

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29. Level 2 evaluation
Learning
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire


30. Dichotomous
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
The multiple dependent variables in a study with multiple independent variables
A variable that can have one of two possible values.
The sum of the numbers divided by the total number of values


31. The elements of the 4-D cycle
Dictatorship - anarchy - democracy
Discovery - Dream - Design - and Destiny
Raw and non-contextual - and can exist in forms usable or not
Structure and processes - resources - information - knowledge and skills - motives - and wellness.


32. The theory that describes how intelligences reflect how people prefer to process information
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Speed - quantity - quality/accuracy - thoroughness - timeliness
Pilot tests - technical reviews - production reviews
Multiple intelligences theory


33. Contrast mentoring to coaching
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Mentoring is longer term - and mentors do not have responsibility for participants improvement.


34. The three foundations of action learning

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35. Levels of listening
External coaching - internal coaching
Culture - vision - strategy - and structure
Passive - active - empathetic - listening for knowledge - listening for clarification
The explicit and systematic management of intellectual capital and organizational knowledge for the purpose of improving organizations and the people in the organizations; as well as - associated processes like creating - gathering - organizing - ret


36. List seven principles of adult learning
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Validity
Knowledge - skills - desire - environment - and opportunity
Benefit-to-cost ratio (Total Benefit / Total Program Cost)


37. Three conditions that warrant multi-rater feedback
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Questionnaires - follow-up interviews - observation checklists


38. Steps of managing a change project
Asynchronous
Initiating - planning - executing - controlling - closing
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.


39. Change management
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Theatre style
Personal space
An unknown or uncontrolled variable that produces an effect


40. The six factors an instructional designer must consider before choosing techniques and training materials
Maslow's hierarchy - McGregor's Theory X and Y of management
Pedagogy
Kurt Lewin's forcefield analysis
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials


41. The purpose of strategic planning

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42. The two criteria for a successful training program that must be accounted for by the WLP professional
Current organization climate - available resources
Job aids - and EPSS
Asynchronous
Learning technologies


43. The technique - developed by Georgi Lazanov - that uses the instructional application of stimulating the body and mind at peak efficiency to develop super-learning capabilities
Suggestopedia
Harless' front-end analysis model
A collection of code containing instructions for a computer to perform a specific action
Threat - problem - solution - habit


44. BE
Perform a front-end analysis
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Robert Mager
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed


45. Predictive validity
An unknown or uncontrolled variable that produces an effect
The extent to which an instrument predicts future results
Theatre style
Something that disrupts the flow of information between source and receiver


46. The three competency elements that constitute most jobs
Managerial/administrative - supervisory - functional
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Experiencing - publishing - processing - generalizing - and applying
Central tendency


47. Four activites to consider when closing a presentation
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
External and environmental influences
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role


48. The tasks involved in the development phase of strategic development
Slides
Learning
Learning style
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals


49. Discrete
Measures looking at opinions - behaviors - and attributes
A variable in whole number or distinct units (opposed to continuous)
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Cognitive


50. Four personal social styles per Harvey Robbins
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Pilot tests - technical reviews - production reviews
Learning organizations - systems thinking
Analytical - amiable - drivers - expressive