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 type of question - often starting with 'what if ...' - that is used to get learners to thinking freely
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Hypothetical
Reaction
Low frequency - high complexity - high consequence of error - high probability of change in the future


2. Types of Level 4 instruments
DMAIC methodology - IPO model - flowcharting - evaluation models
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Performance records - direct observation - supervisor checklists
Awareness - modeling - targeted interventions - desensitization - training


3. Confounding
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
An unknown or uncontrolled variable that produces an effect


4. The four Cs of change
Create a vision - communicate the plan - connect the people - congratulate success
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Action plans - interviews - questionnaires - focus groups - performance contracts


5. Predictive validity
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
The extent to which an instrument predicts future results
Proxemics
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.


6. The three levels of problems in systems thinking
Structures - patterns - events
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
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.
Job analysis


7. The learning domain that focuses on the skills and knowledge relating to an activity such as changing a car's oil
Computer-based training. Any learning event that uses computers as the primary distributions method.
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Semantic differential
Cognitive


8. Karl Albrecht's progressive psychological phases of change response
Sorting - tabulating - and comparing raw to summarized data
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Threat - problem - solution - habit
Rote skills - and prerequisite material


9. Four characteristics of effective openers

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10. Median
Cross-functional - cross-country/international
Solution Selection
An effective - structured way that captures people's learning from an experience.
The mid-point of the distribution - 50% of the values are above/below this value


11. Meta-tag
An HTML tag identifying the context of the contents on a website or knowledge base.
Observe body language
Management - performance
Functional context


12. Types of formative evaluation
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Behavior
Control groups - management estimates - extant data - external studies
Pilot tests - technical reviews - production reviews


13. The framework developed by Patricia Cross to describe some differences between adult and child learners
Two-aix matrixes - flowcharts - dichotomy - graphic models
Written tests - oral Q&A - performance tests - role plays
Characteristics of adults as learners (CAL) conceptual framework
Numbers or variables used to rank order a system


14. The four dimensions of personality per the Myers-Briggs Type Indicator
Characteristics of adults as learners (CAL) conceptual framework
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Current organization climate - available resources


15. Extant
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Knowledge - skills
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Data from archival records - existing records - report - and data


16. Level 5 evaluation
Information - feedback
Feedback
Monetary impact/ROI
Dictatorship - anarchy - democracy


17. The elements of the 4-D cycle
Discovery - Dream - Design - and Destiny
Proxemics
Seels and Glasgow instructional systems design model
Simulations


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

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19. The three parts of the problem-solving model
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
The world is created in conversation
Harless' front-end analysis model
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals


20. Three examples of active training techniques
Learner-centered - content-centered
Objectivity - confidentiality
Brainstorming - case studies - and role plays
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments


21. The five criteria to measure performance after coaching
Information that combined with understanding enables understanding
Maslow's hierarchy - McGregor's Theory X and Y of management
Speed - quantity - quality/accuracy - thoroughness - timeliness
Raw and non-contextual - and can exist in forms usable or not


22. The three fundamental principles of HPI
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Facilitators establish the initial mood or climate of the class experience - and clarify the purpose of individuals as well as the general purposes of the group
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Functional context


23. The other names for a cause-and-effect diagram
To improve performance by systematically developing human expertise through organizational development and training
Psychomotor skills
Ishikawa - fishbone
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn


24. The three building blocks of knowledge management
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Measures looking at opinions - behaviors - and attributes
Learner-centered - content-centered
Data - Information - Knowledge


25. The learning theory that attempts to involve the left and right hemispheres of the brain to make learning more natural
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Economic - social - political and legislative - workforce - technological - and competitive.
Accelerated Learning
Rote skills - and prerequisite material


26. The four quadrants in W.E. (Ned) Herrmann's learning brain model
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Maslow's hierarchy - McGregor's Theory X and Y of management
Driving forces - restraining forces - current state - desired state
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.


27. Who is credited with the idea that learning objectives should contain a condition statement - a performance statement - and a criterion statement
Questionnaires - follow-up interviews - observation checklists
Seels and Glasgow instructional systems design model
Managerial/administrative - supervisory - functional
Robert Mager


28. Two theories of motivation for coaching

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29. Process Map
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
A variable that can have one of two possible values.


30. The kinds of objectives that support the final behavioral outcomes by breaking them down into more manageable chunks
Form - storm - norm - perform - and adjourn.
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
Enabling objectives
Preparation


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

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32. List six categories of HPI solutions
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Performance records - direct observation - supervisor checklists
Organization - process - and job/performer.
Central tendency


33. A method used to evaluation organizational effectiveness beyond financial measures
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
An unknown or uncontrolled variable that produces an effect
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Balanced scorecard


34. What is the best thing to do first when a client wants a designer to develop a training to improve declining business process
Howard Gardner
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Perform a front-end analysis
Measures of quantity or numbers


35. Four stages of accelerated learning

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36. The requirements of the ADA
External coaching - internal coaching
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Performance records - direct observation - supervisor checklists


37. Skills / knowledge areas that SMEs may lack
The sum of the numbers divided by the total number of values
In statistics - it means probably true
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Adult learning theories - instructional design techniques


38. Information
Something that disrupts the flow of information between source and receiver
Computer-based training. Any learning event that uses computers as the primary distributions method.
Ginzberg's theory
Data that has been given context


39. Things a forcefield analysis ensures
- measure - analyze - improve - control
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Solution Implementation
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need


40. Three disadvantages of focus groups
Learning organizations - systems thinking
Pilot tests - technical reviews - production reviews
Change Management
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes


41. The six steps in a training needs assessment
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Learning style
A variable that can have one of two possible values.


42. The three tasks of business analysis
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
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
Awareness - modeling - targeted interventions - desensitization - training
Program Evaluation Review Technique. A diagramming technique that enables project managers to estimate a range of task durations by estimating optomistic - pessimistic - and likely durations for each task.


43. The tasks involved in the formulation phase of strategic development
An HTML tag identifying the context of the contents on a website or knowledge base.
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
A variable in whole number or distinct units (opposed to continuous)
Identify organizational values - development mission - develop vision - develop value statements


44. Four things a coach does
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Visual - Auditory - and Kinestethic
Maslow's hierarchy
Initiating - planning - executing - controlling - closing


45. The five factors that affect human performance
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Knowledge - skills - desire - environment - and opportunity
Solution Implementation
Awareness - modeling - targeted interventions - desensitization - training


46. The purpose of an after-action review

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47. Four activites to consider when closing a presentation
Bloom's taxonomy - six sigma - Kepner-Tregoe
When the cause of the problem is a lack of knowledge or skills
Central tendency
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.


48. Types of Level 2 instruments
Written tests - oral Q&A - performance tests - role plays
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
Navigation
Hard data


49. Four tools and techniques related to six sigma
Terminal objectives
Structure
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
DMAIC methodology - IPO model - flowcharting - evaluation models


50. The difference between an icebreaker and an opening exercise
Understandable - accurate - functional
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Groupthink
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.