The ASTD Learning System includes these components:
The ASTD Learning System was recently updated with Social Media Content.
Module 1: Designing Learning
This module focuses CPLP™ study preparation for the WLP professional toward an understanding of the foundational theories and concepts of adult learning, as well as the array of instructional methods available for designing learning. In addition, this module addresses how the various methods should be considered when designing learning solutions, including needs assessment, acquisition of core content to be taught, and the need to be adept at researching topics to create effective instruction. Designing, creating, and developing effective learning and training that meets the needs of participants are the basic elements in this study module. How technology affects instructional design is also important and must be maximized to create effective training (176 pages).
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Module 2: Delivering Training
This module centers its attention on the many different avenues of training delivery available. The WLP professional should be comfortable identifying each avenue’s characteristics, value, and applicability to online learning, as well as classroom, blended, and multimedia delivery. A fundamental understanding of the basics of adult learning theory combined with these delivery techniques and tools is required.In order to maintain flexibility within a training program, the WLP professional must have knowledge of the varying training delivery styles as well as the ability to recognize learning styles and instructor learning preferences. The WLP practitioner must also be able to distinguish between organizational learning needs and individual learner needs and styles (144 pages).
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Module 3: Improving Human Performance
CPLP™ exam preparation for the improving human performance area of expertise includes knowledge of data gathering, analysis, change management, and measurement. The WLP practitioner must be able to articulate internal and external elements that affect systems and contribute to the success of a performance initiative. Knowledge and identification of the various performance models is required. Exploring current culture, understanding desired performance and business goals, and maintaining a neutral mindset without preconceived solutions are critical to the success of any human performance initiative. The WLP professional needs to demonstrate expertise in collecting data; asking the right questions; determining needs and conducting analyses; dealing with people; and understanding behavioral styles and personalities, organizational cultures, and group facilitation strategies (144 pages).
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Module 4: Measuring and Evaluating
This module's focus is a foundational understanding and knowledge of the measurement and evaluation methods and metrics available. A basic understanding of statistics and data collection, as well as research methodology, is crucial to attaining a full level of comprehension of the material covered. Knowledge of systematic approaches to evaluation and various evaluation methodologies, how to design research methods to implement measurement and evaluation activities, assessment of proposed methods, and recommendations on how to implement a measurement and evaluation activity are required. It is also important for the WLP practitioner to understand the value of learning and performance solutions, how to focus individual programs and create overall measures of system effectiveness, and leverage findings to increase value and propose change initiatives. The ability to analyze existing business processes and procedures to determine overall organizational health is also needed (144 pages).
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Module 5: Facilitating Organizational Change
A foundational understanding of change theories is essential to help organizations successfully navigate and facilitate change. The WLP professional must understand organizational culture in its broadest sense; how it manifests itself in the day-to-day interactions of employees; and how to engage others to actively participate in the identification, solution, and assessment of problems and issues. Knowledge of motivating factors is critical when implementing organizational change to minimize resistance, turnover, and failure to institutionalize the change.From a testing preparation perspective, the WLP professional must be aware of the various change models and theories used by organizations, including appreciative inquiry, action research, and systems thinking (176 pages).
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Module 6: Managing the Learning Function
The WLP professional needs a deep level of knowledge on how the learning function affects all areas of an organization, as well as the core competencies involved with managing learning within an organization. An important element is knowledge of the business drivers of an organization that the learning function can best support. Knowledge of the various learning technologies available and their use in the learning function is critical for any program success. WLP professionals should be aware of how HR systems integrate into the success of the training function, as well as how external systems and laws or regulations shape the culture of an organization and affect business. Fundamentals include legal and ethical requirements, models and concepts of adult learning, administration of programs, project management, strategic planning, budgeting and financial acumen, learning management systems, and knowledge of marketplace resources to assist in the management of learning (176 pages).
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Module 7: Coaching
This module covers the core elements required in the field of coaching to improve performance for use by the WLP specialist. Coaching involves using an interactive process to help individuals and organizations develop and produce results. Knowledge of coaching competencies and standards are required. Factors, such as the organizational culture and structure, available resources, and how organizational business objectives affect coaching programs, need to be understood (112 pages).
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Module 8: Managing Organizational Knowledge
Understanding and comprehension of the foundational elements of knowledge management (KM) for the WLP professional is the focus of this module. KM involves the effective capture, use, and reuse of organizational knowledge to benefit the organization and individuals; it is especially through technology that the use of new and shared knowledge enables improvement. Awareness of the historical perspectives and best practices of KM; primary business processes, drivers, and analysis; information architecture and database management; systems analysis and design; after action review methodology; and how these elements help the WLP practitioner prepare learning goals and plans is required. In addition, acquaintance with the various KM tools and technologies that are available, including knowledge mapping, need to be considered (112 pages).
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Module 9: Career Planning and Talent Management
This module covers information for the WLP professional relative to individual career planning and organizational talent management. The WLP professional should be aware of the workforce planning process, its implementation, and its outcomes at each step, ensuring that employees have the right skills to meet the strategic challenges of the organization. From a testing perspective, knowledge of related HR functions, such as diversity, employee relations, succession planning, job analysis, effective evaluation methods, and the related supervisory skills is required. WLP professionals must have familiarity with interviewing skills, counseling, producing or interpreting reports based on various psychological instruments, and assisting individuals in developing realistic career plans (112 pages).
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ASTD Learning System User's Guide
The User's Guide will help explain everything you need to know to use the ASTD Learning System to its best advantage. This guide provides an overview of the Certified Professional in Learning and Performance (CPLP™) certification program, the purpose and use of the ASTD Learning System with examples from the text, study tips, a content outline, and a readiness assessment (76 Pages).
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