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Certified Professional In Learning And Performance Cplp

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 framework developed by Patricia Cross to describe some differences between adult and child learners
To improve performance by systematically developing human expertise through organizational development and training
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Characteristics of adults as learners (CAL) conceptual framework
Data from archival records - existing records - report - and data

2. Four characteristics of tasks that are well-suited for job aids
Asynchronous
Low frequency - high complexity - high consequence of error - high probability of change in the future
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
To systematically plan an organization's future

3. The four areas measured during a training needs assessment
Polling questions
Business needs - performance needs - learning needs - and learner needs
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Management - performance

4. Four common mistakes HPI professionals make in selecting - designing - and implementing interventions
Hypothetical
Focused on fundamental changes to thinking patterns and behaviors
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Passive - active - empathetic - listening for knowledge - listening for clarification

5. The seven attributes essential for leadership per Warren Bennis
Opener - bridge - main body - and close
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
A group of people who share a common interest - and are willing to share the experiences of their common interest.

6. The sixth component of the ASTD HPI model
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
Personal space
Structures - patterns - events
Evaluation

7. The four quadrants in W.E. (Ned) Herrmann's learning brain model
Social contexting - contexting - authority - and concept of time
An unknown or uncontrolled variable that produces an effect
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
DMAIC methodology - IPO model - flowcharting - evaluation models

8. The two criteria that learners must demonstrate before leaving performance-based training (PBT)
Formative evaluation
Knowledge - skills
To improve performance by systematically developing human expertise through organizational development and training
Harless' front-end analysis model

9. Four tasks typically done in the job analysis
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Hypothetical
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
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

10. Extant
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
Cognitive
Semantic differential

11. Two guiding principles of displaying quantative data in charts and graphs
Scaling and integrity
Navigation
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites

12. The purposes of training evaluation

13. 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
Slides
Seels and Glasgow instructional systems design model
Reliability
Disengagement - disidentification - disorientation - and disenchantment.

14. The four Cs of change
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Create a vision - communicate the plan - connect the people - congratulate success
Navigation
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.

15. Mode
Groupthink
Robert Mager
Meta-evaluation
The most frequently occurring value

16. The technique trainers should use when they want to use the revelation technique
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Presentation software
Growth - exploratory - establishment - maintenance - decline
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend

17. The theory that describes a person starting at age 18 - moving from career exploration to a series of events including educational specialization that leads to a career path and a final career commitment

18. The three levels of problems in systems thinking
Structures - patterns - events
Driving forces - restraining forces - current state - desired state
Semantic differential
Personal space

19. The characteristics of a complex system
Likert scale
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
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
Knowledge - skills - desire - environment - and opportunity

20. Two circumstances where e-learning is particularly useful
Rote skills - and prerequisite material
Reality - feasibility - authority - and learning opportunities
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Performance Analysis

21. LCMS
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Likert scale
Create a vision - communicate the plan - connect the people - congratulate success
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile

22. scripting
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Results
Speed - quantity - quality/accuracy - thoroughness - timeliness
A collection of code containing instructions for a computer to perform a specific action

23. The seating arrangement is the least conducive to stimulating group discussion
Structures - patterns - events
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Theatre style
Adult learning theories - instructional design techniques

24. The second component of the ASTD HPI model
The mid-point of the distribution - 50% of the values are above/below this value
Language - speech - environmental - and psychological
Performance Analysis
Audience - Behavior - Condition - and Degree

25. The tool instructors can leverage from WBT to immediately determine a group's understanding of the material
Self-contained chunk of instructional material
Polling questions
Seels and Glasgow instructional systems design model
Design

26. Knowledge
The most frequently occurring value
Information that combined with understanding enables understanding
A variable that can have one of two possible values.
Inputs - outputs - process controls - and resources.

27. What is the primary reason for 360-degree feedback
The explicit and systematic management of intellectual capital and organizational knowledge for the purpose of improving organizations and the people in the organizations; as well as - associated processes like creating - gathering - organizing - ret
Characteristics of adults as learners (CAL) conceptual framework
Job analysis
To aid in career planning

28. Four activites to consider when closing a presentation
The multiple dependent variables in a study with multiple independent variables
Learner-centered - content-centered
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Facilitation is used to involve participants - and to help them learn from one another.

29. The process where each member of a group makes their opinions conform to the perceived group consensus
A measure of the variability of scores from the mean
An effective - structured way that captures people's learning from an experience.
Groupthink
Discovery - Dream - Design - and Destiny

30. BE
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
The extent to which an instrument represents the program's content
Balanced scorecard
Focused on fundamental changes to thinking patterns and behaviors

31. The four parts of the International Federation's (ICF) ethical standards
Driving forces - restraining forces - current state - desired state
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Data from archival records - existing records - report - and data

32. Types of Level 2 instruments
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Written tests - oral Q&A - performance tests - role plays
Polling questions
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.

33. Two examples of performance support systems
Business Analysis
Job aids - and EPSS
Socratic questioning
Relevance - inquiry - freedom - connectedness - reception - empowerment - play

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

35. The method a trainer can use to encourage a participant to continue speaking
Walk towards a participant as they speak
Awareness - modeling - targeted interventions - desensitization - training
Slides
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.

36. The learning domain that focuses on the skills and knowledge relating to an activity such as changing a car's oil
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
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
Cognitive
Information - feedback

37. The five stages of D. E. Super's developmental framework
Growth - exploratory - establishment - maintenance - decline
Observe body language
Behavior
A collection of code containing instructions for a computer to perform a specific action

38. Three process principles of strategic management development that are likely to remain constant across organizations
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Rapid instructional design (RID)
Two-aix matrixes - flowcharts - dichotomy - graphic models

39. succession planning
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Culture - vision - strategy - and structure
Solution Selection
Meta-evaluation

40. The linear scale use to rate statements and attitudes
Likert scale
Bloom's taxonomy - six sigma - Kepner-Tregoe
Data - Information - Knowledge
Solution Selection

41. 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
Information that combined with understanding enables understanding
Behavior

42. When a WLP professional - prior to a learning session - plans seating arrangement - arranges refreshments - determines goals and expectations for the class - what are they attempting to affect
Questions that stimulate discussion
Groupthink
External and environmental influences
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability

43. What is the best thing to do first when a client wants a designer to develop a training to improve declining business process
Perform a front-end analysis
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Simulations
Skill variety - task identity - task significance - autonomy - feedback

44. the meaning of significant - in a statistical context
Likert scale
In statistics - it means probably true
A description or design specification for how information should be treated and organized.
Business needs - performance needs - learning needs - and learner needs

45. The criteria for determining if a project is appropriate for action learning
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Reality - feasibility - authority - and learning opportunities
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.

46. The type of results produced by quantative methods
Language - speech - environmental - and psychological
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Hard data
The explicit and systematic management of intellectual capital and organizational knowledge for the purpose of improving organizations and the people in the organizations; as well as - associated processes like creating - gathering - organizing - ret

47. Four barriers to communication during training delivery
Questions that stimulate discussion
Language - speech - environmental - and psychological
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Groupthink

48. Five mistakes managers can make to negatively impact employee motivation
Written tests - oral Q&A - performance tests - role plays
A collection of code containing instructions for a computer to perform a specific action
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
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise

49. Cordinal data
Numbers or variables used to rank order a system
Results
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Mentoring is longer term - and mentors do not have responsibility for participants improvement.

50. Four personal social styles per Harvey Robbins
Presentation software
Audience - behavior - condition - and degree
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Analytical - amiable - drivers - expressive