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. The four components of a learning objective
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Audience - Behavior - Condition - and Degree
Cognitive
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.


2. Four stages of accelerated learning

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3. Extant
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
A measure of the variability of scores from the mean
Data from archival records - existing records - report - and data
Questions that stimulate discussion


4. Five mistakes managers can make to negatively impact employee motivation
Howard Gardner
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Solution Selection


5. Two theories of motivation for coaching

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6. The seven attributes essential for leadership per Warren Bennis
DMAIC methodology - IPO model - flowcharting - evaluation models
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Communication - client motivation - self-management - technical skills
Organization - process - and job/performer.


7. The process that measures if the practitioner measured what they intended to measure
Meta-evaluation
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Validity
Structures - patterns - events


8. Covariates
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
The multiple dependent variables in a study with multiple independent variables
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Performance audit


9. Exercises that include a form of real-life situation that allows participants to practice is called
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Results
The most frequently occurring value
Simulations


10. Three learner preferences as defined by the VAK model
Visual - Auditory - and Kinestethic
The most frequently occurring value
The expected range of a measurement
When the cause of the problem is a lack of knowledge or skills


11. The fifth component of the ASTD HPI model
Solution Implementation
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn


12. Steps of managing a change project
Discovery - Dream - Design - and Destiny
Initiating - planning - executing - controlling - closing
Audience - behavior - condition - and degree
Hypothetical


13. The three competency elements that constitute most jobs
An effective - structured way that captures people's learning from an experience.
DMAIC methodology - IPO model - flowcharting - evaluation models
Managerial/administrative - supervisory - functional
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic


14. The steps in the outsourcing process
Bloom's taxonomy - six sigma - Kepner-Tregoe
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Determining needs - defining scope and budget - creating and sending the RFP - evaluating proposals and selecting vendors - notifying the vendor and negotiating the contract - implementing the project - monitoring the project - completing and evaluat
Charts - graphs


15. The five stages of D. E. Super's developmental framework
An HTML tag identifying the context of the contents on a website or knowledge base.
The world is created in conversation
The extent to which an instrument predicts future results
Growth - exploratory - establishment - maintenance - decline


16. RFP
Questions that stimulate discussion
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
No right or final answers - cause and effect not related to space and time - all solutions require careful consideration - behavior gets worse before it gets better - all systems have limits - foresight benefits the organization
The whole is more than the sum of the parts - patterns are everywhere in the system - cause and effect is never simple - history does and does not repeat itself - change come from chaos - the future can and cannot be predicted


17. The instrument where participants rate two contrasting ideas or words by circling points on a line
Learning
Semantic differential
Cross-functional - cross-country/international
Pareto analysis


18. The purpose of an after-action review

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19. The HPI tool that can gather both qualitative and quantitative data
Driving forces - restraining forces - current state - desired state
Surveys
A variable that can have one of two possible values.
Learning Management System (LMS)


20. The analysis that identifies forces that maintain the status quo - and the approaches to allow change

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21. The system that uses knowledge - skills - and attitudes (KSAs) to describe three types of learning

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22. The two criteria that learners must demonstrate before leaving performance-based training (PBT)
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Silence
Sequence
Knowledge - skills


23. The analysis that serves as a reality check to identify a project's limiting factors
Chat rooms are essentially synchronous (real-time) message boards.
Maslow's hierarchy - McGregor's Theory X and Y of management
Accelerated Learning
Constraints analysis


24. The four areas measured during a training needs assessment
Business needs - performance needs - learning needs - and learner needs
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Reliability


25. The three levels of problems in systems thinking
Facilitation is used to involve participants - and to help them learn from one another.
Structures - patterns - events
Questionnaires - follow-up interviews - observation checklists
Business needs - performance needs - learning needs - and learner needs


26. The HPI tool used to collect current performance - learner analysis - and business needs
Focused on fundamental changes to thinking patterns and behaviors
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Interviews


27. Process Map
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Constraints analysis
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.


28. Nominal data
Review strategies - measure performance - take correction action
Facilitation is used to involve participants - and to help them learn from one another.
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Numbers or variables used to classify a system


29. Examples of courseware
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Learning Management System (LMS)
The extent to which an instrument predicts future results
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire


30. The methods learning organizations use to create and foster productive learning
Measures looking at opinions - behaviors - and attributes
Awareness - modeling - targeted interventions - desensitization - training
Culture - vision - strategy - and structure
Dictatorship - anarchy - democracy


31. List six categories of HPI solutions
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Polling questions
Meta-evaluation


32. BCR
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Electronic performance support system (EPSS)
Language - speech - environmental - and psychological


33. Five technologies that can be used to connect clients to coaches
Management - performance
Adult learning theories - instructional design techniques
Bloom's taxonomy - six sigma - Kepner-Tregoe
Phone - VoIP - online meetings - email - specialized software


34. The tasks involved in the formulation phase of strategic development
Identify organizational values - development mission - develop vision - develop value statements
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Image oriented - interactive - immediate - and intimate.
Personal space


35. Describe how facilitation differs from training
Facilitation is used to involve participants - and to help them learn from one another.
Growth - exploratory - establishment - maintenance - decline
Split-half
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.


36. The seventh component of the ASTD HPI model
Maslow's hierarchy - McGregor's Theory X and Y of management
Audience - Behavior - Condition - and Degree
Navigation
Change Management


37. Types of synthesis models
Design
To improve performance by systematically developing human expertise through organizational development and training
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Two-aix matrixes - flowcharts - dichotomy - graphic models


38. The theory that matches individual needs to instructional experiences
Entertainment - interaction - control - usability - and customization
Opportunity-centered
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Audience - behavior - condition - and degree


39. Contrast mentoring to coaching
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Competing - accommodating - avoiding - collaborating - and compromising.


40. Training that related to actual job circumstances
No right or final answers - cause and effect not related to space and time - all solutions require careful consideration - behavior gets worse before it gets better - all systems have limits - foresight benefits the organization
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Functional context
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise


41. Community of practice
Experiencing - publishing - processing - generalizing - and applying
Identify organizational values - development mission - develop vision - develop value statements
Low frequency - high complexity - high consequence of error - high probability of change in the future
A group of people who share a common interest - and are willing to share the experiences of their common interest.


42. When a WLP professional is preparing instructional objectives - an evaluation plan - and a sequence of content - which step in the ADDIE model is being performed
Presentation software
Documentation audit - information system survey - identification of external information sources
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Design


43. Types of formative evaluation
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
In statistics - it means probably true
Pilot tests - technical reviews - production reviews


44. Information Architecture
A description or design specification for how information should be treated and organized.
Constraints analysis
Likert scale
Form - storm - norm - perform - and adjourn.


45. Contrast synchronous to asynchronous e-learning
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Cross-functional - cross-country/international
Business needs - performance needs - learning needs - and learner needs
Social contexting - contexting - authority - and concept of time


46. Qualitative
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Numbers or variables used to rank order a system
Measures looking at opinions - behaviors - and attributes
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.


47. The six founding principles of systems thinking
A measure of the variability of scores from the mean
No right or final answers - cause and effect not related to space and time - all solutions require careful consideration - behavior gets worse before it gets better - all systems have limits - foresight benefits the organization
The expected range of a measurement
Disengagement - disidentification - disorientation - and disenchantment.


48. Four characteristics of tasks that are well-suited for job aids
Data from archival records - existing records - report - and data
Opportunity-centered
Low frequency - high complexity - high consequence of error - high probability of change in the future
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data


49. The factors that are defined during the performance gap analysis
Validity
Interviews
Driving forces - restraining forces - current state - desired state
Cause Analysis


50. Karl Albrecht's progressive psychological phases of change response
Hypothetical
DMAIC methodology - IPO model - flowcharting - evaluation models
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Threat - problem - solution - habit