Training & Development, HRD, Learning and Performance, Workplace, CPLP

Getting Certified in Learning & Performance with the CPLP

For my time “between gigs” (and within contracts), I’ve decided to get certified for my work in Learning and Performance. The Association for Talent Development (ATD) provides the ATD Competency Model to outline what professionals in the industry of talent development needs to know and the relevant skills for industry.

In choosing to certify my knowledge and skills, it will require me to review and prepare for the Certified Professional in Learning and Performance (CPLP) exams. ATD certifies this and the Associate Professional in Talent Development (APTD). The CPLP is a globally recognized certification for those in the learning and performance, focused on the 10 areas of expertise (AOE):

  1. Training Delivery
  2. Instructional Design
  3. Learning Technologies
  4. Evaluating Learning Impact
  5. Managing Learning Programs
  6. Integrated Talent Management
  7. Coaching
  8. Knowledge Management
  9. Change Management
  10. Performance Improvement

These AOE’s have been part of my doctoral studies and what I’ve been teaching and researching this past decade. Since ATD confirmed my eligibility and I have a bit of time on my hands, I figured it would be an optimal time to review and prepare for the two CPLP exams that test Knowledge and Skills Application. Here are a few examples of the many (150) knowledge questions, to study for the Knowledge test:

  • Which theory of learning focuses on matching individual needs to appropriate instructional experiences and is particularly useful for helping employees adapt to changes in their work lives?
  • What are the five principles of andragogy?
  • What is an informal philosophy of teaching that focuses on what the instructor does rather than what the participants learn and usually refers to the teaching of children?
  • What is the difference between teaching and facilitating learning?

If you are interested (and maybe considering the CPLP), I will use my blog to post open “study notes” to let you know what I am reviewing. If you are interested, eligible, and have the time/resources to prepare — join me and we’ll form a digital study group. Here are 10 tips for taking the CPLP, from an ATD certified member. My goal is to work towards either the January/February 2020 exams for the CPLP Knowledge Exam and February/April 2020 for the CPLP Skills Application Exam. If you have completed the CPLP exams in the last couple of years — let me know! There has been a few updates to the I would love to gain you perspective and advice as I prepare.

HRD, Training, Training & Development

Does HR Influence Organizational Culture? #AHRD2015

Does the human resources (HR) function influence organizational culture?

To review all four roles of Ulrich’s (1997) HR function model –  administrative expert, employee champion, change agent, and strategic partner – our 2015 AHRD abstract presents the results from our literature search to identify scholarly publications from 1997 until 2014.

ulrichs-matrix

In human resource development (HRD) research, organizational culture is “limited to the rational managerial perspective on culture, employees and organization” (Plakhotnik & Rocco, 2005, p. 97). The HR function impacts organizational culture, that is, the set of beliefs, values, assumptions, and perceptions that influence organization members; however a comprehensive review of the research further identified HOW organizational culture has been impacted by HR. This has also taken into consideration human resource management (HRM) and organizational development (OD), as strategic partners with HRD in discussing the HR function.

Copyright © 2015 Mariya Gavrilova Aguilar, A. Esther Joshua-Gojer, Denise R. Philpot, & Laura A. Pasquini

The critical importance of utilizing the HR function towards organizational culture influence, identified two key themes:

  • The role of the Human Resources function is evolving.
    • Performance is influenced by employees’ perceptions & interpretations of their organization
    • HRD can support change, changing organizational culture, connecting with organizational stakeholders, and approaches/strategies
    • OD activities focus on changing or improving organizational culture; limited research done how these activities actually impact organizational culture
  • The HR Function is a Change Agent.
    • A direct link between HR and social common structures such as climate and culture
    • Organizational effectiveness depends on its culture;  developed by various HRD measures incorporated in everyday organizational life

Implications for HRD and Practice

Organizational culture is positively affected by the HR function, specifically in the areas of recruitment, selection, training, development, performance appraisal, progressive discipline, and organizational diversity, and inclusion. This means that HRD scholars and practitioners will need to consider  to secure and develop talented employees through effective organization implementations and interventions. For the HR function to best support organizational culture, it will need to align its practices with the strategic organizational goals and develop innovative approaches.

References

Plakhotnik, M. S., & Rocco, T. S. (2005). Organizational culture: A literature review of the AHRD 1994-2005. Proceedings of the 2005 AHRD International Research Conference in the Americas. Miami, FL.

Ulrich, D. (1997). Human resource champions: The next agenda for adding value and delivering results. Boston, MA: Harvard Business Review Press.