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 three tasks of business analysis
Opener - bridge - main body - and close
Communication - client motivation - self-management - technical skills
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Dictatorship - anarchy - democracy


2. Two types of personality inventory instruments
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.


3. Five approaches to facilitate inclusion
Information - feedback
Self-contained chunk of instructional material
Polling questions
Awareness - modeling - targeted interventions - desensitization - training


4. Four cases when a trainer should not use a chart pack
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
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.
Structure


5. The method where instruction is provided in a self-directed format that is available at all times - even with a facilitator is not online
Functional context
Asynchronous
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Growth - exploratory - establishment - maintenance - decline


6. The five characteristics of every job that influence employee motivation
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
Ishikawa - fishbone
Skill variety - task identity - task significance - autonomy - feedback


7. The seven attributes essential for leadership per Warren Bennis
A collection of code containing instructions for a computer to perform a specific action
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Results
Technical competence - people skills - conceptual skills - results - taste - judgment - character


8. List six categories of HPI solutions
Structures - patterns - events
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
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


9. The seventh component of the ASTD HPI model
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Solution Selection
Organization - process - and job/performer.
Change Management


10. Examples of courseware
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Learning style
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments


11. The phases of strategic development
Formulation - Development - Implementation - Evaluation
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Psychomotor skills
Brainstorming - case studies - and role plays


12. Factors that determine fair use
Maslow's hierarchy - McGregor's Theory X and Y of management
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
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Perform a front-end analysis


13. Five mistakes managers can make to negatively impact employee motivation
An unknown or uncontrolled variable that produces an effect
Discovery - Dream - Design - and Destiny
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise


14. Two theories of motivation for coaching

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15. The third component of the ASTD HPI model
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Cause Analysis
Bloom's Taxonomy
The outcome that depends on the independent variable and covariates


16. Four phases of succession planning
Evaluation
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
The selection of measurement points which can have a large impact on the research's ability to be generalized
To aid in career planning


17. The second component of the ASTD HPI model
Performance Analysis
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Charts - graphs


18. Things feedback to a learner that answered a question should do
Sorting - tabulating - and comparing raw to summarized data
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Data from archival records - existing records - report - and data
Validity


19. Content validity

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20. Tacit knowledge

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21. The instructional design model is based on the assumptions that design happens in a context of project management that establishes roles - tasks - timelines - budgets - checkpoints - and supervisory procedures
Seels and Glasgow instructional systems design model
An unknown or uncontrolled variable that produces an effect
The selection of measurement points which can have a large impact on the research's ability to be generalized
Control groups - management estimates - extant data - external studies


22. Three learner preferences as defined by the VAK model
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Visual - Auditory - and Kinestethic
Solution Implementation
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.


23. Four tasks typically done in the job analysis
To aid in career planning
Perform a front-end analysis
Change Management
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression


24. The tasks involved in the implementation phase of strategic development
Solution Implementation
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Knowledge - skills - desire - environment - and opportunity


25. The fourth component of the ASTD HPI model
Data from archival records - existing records - report - and data
Robert Mager
Solution Selection
Hard data


26. The method used to identify the efficiency and effectiveness of employees
Functional context
Performance audit
Image oriented - interactive - immediate - and intimate.
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance


27. The final behavioral outcomes of a specific instructional event
A variable in whole number or distinct units (opposed to continuous)
Terminal objectives
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic


28. Five stages of Tuckman's team-maturing model
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Culture - vision - strategy - and structure
Form - storm - norm - perform - and adjourn.
Skill variety - task identity - task significance - autonomy - feedback


29. Three tasks for knowledge mapping
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Questions that stimulate discussion
Documentation audit - information system survey - identification of external information sources
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement


30. The kinds of objectives that support the final behavioral outcomes by breaking them down into more manageable chunks
Enabling objectives
Cross-functional - cross-country/international
Reality - feasibility - authority - and learning opportunities
The multiple dependent variables in a study with multiple independent variables


31. The HPI tool used to collect current performance - learner analysis - and business needs
Central tendency
Interviews
Cost-effectiveness - accessibility and application - learner access - and self-direction
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.


32. A computer application that is linked directly to another application to train or guide workers through a task
Electronic performance support system (EPSS)
Review strategies - measure performance - take correction action
Hard data
Polling questions


33. The two mechanisms the chaos and complexity theory focus on
Information - feedback
Learning
Identify organizational values - development mission - develop vision - develop value statements
Seels and Glasgow instructional systems design model


34. The seating arrangement is the least conducive to stimulating group discussion
Behavorism
Skill variety - task identity - task significance - autonomy - feedback
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Theatre style


35. Double-loop learning
Focused on fundamental changes to thinking patterns and behaviors
Performance Analysis
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Observe body language


36. List 10 types of root causes

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37. Four characteristics of tasks that are well-suited for job aids
Low frequency - high complexity - high consequence of error - high probability of change in the future
The extent to which an instrument predicts future results
Bloom's Taxonomy
Performance Analysis


38. The type of question - often starting with 'what if ...' - that is used to get learners to thinking freely
Cognitivism
Job aids - and EPSS
Hypothetical
Benefit-to-cost ratio (Total Benefit / Total Program Cost)


39. LMS
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Monetary impact/ROI
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.


40. Software that automates the administration of training
Create a vision - communicate the plan - connect the people - congratulate success
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
Learning Management System (LMS)
Slides


41. The seven characteristics of good dialog
Measures looking at opinions - behaviors - and attributes
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
External coaching - internal coaching
Technical competence - people skills - conceptual skills - results - taste - judgment - character


42. PERT
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.
Social contexting - contexting - authority - and concept of time
Performance records - direct observation - supervisor checklists
Solution Implementation


43. 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.
Skill variety - task identity - task significance - autonomy - feedback
Electronic performance support system (EPSS)
Identify organizational values - development mission - develop vision - develop value statements


44. The philosophy of teaching focusing on the instructor rather than the participant - and is generally used to in reference to teaching children
Low frequency - high complexity - high consequence of error - high probability of change in the future
Facilitation is used to involve participants - and to help them learn from one another.
Pedagogy
The sum of the numbers divided by the total number of values


45. The processes performance management is primarily concerned with
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Opener - bridge - main body - and close
Numbers or variables used to classify a system
Entertainment - interaction - control - usability - and customization


46. Four basic components of a process
Split-half
Sorting - tabulating - and comparing raw to summarized data
Inputs - outputs - process controls - and resources.
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.


47. Mean
Hypothetical
The sum of the numbers divided by the total number of values
Formulation - Development - Implementation - Evaluation
Relevance - inquiry - freedom - connectedness - reception - empowerment - play


48. Five ways to use storytelling
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Learning Management System (LMS)
Interviews
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection


49. The three foundations of action learning

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50. Open questions
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Questions that stimulate discussion
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Cost-effectiveness - accessibility and application - learner access - and self-direction