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Certified Professional In Learning And Performance Cplp

Instructions:

Answer 50 questions in 15 minutes.
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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 four characteristics of online communication
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Control groups - management estimates - extant data - external studies
Form - storm - norm - perform - and adjourn.
Image oriented - interactive - immediate - and intimate.

2. The elements of the 4-D cycle
Control groups - management estimates - extant data - external studies
Discovery - Dream - Design - and Destiny
Communication - client motivation - self-management - technical skills
Change Management

3. The purposes of training evaluation

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4. The reliability test where one test is split into two shorter ones - by randomly assigning test items to one half or the other
A variable in whole number or distinct units (opposed to continuous)
Monetary impact/ROI
Accelerated Learning
Split-half

5. The other names for a cause-and-effect diagram
Ishikawa - fishbone
Questions that check for understanding or test for consensus
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Inputs - outputs - process controls - and resources.

6. The technique that allows a WLP professional to present material in a professional manner - and keep a class focused on the correct topic
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Preparation
Raw and non-contextual - and can exist in forms usable or not
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need

7. Two types of job rotations
Facilitation is used to involve participants - and to help them learn from one another.
Seels and Glasgow instructional systems design model
Convergers - divergers - assimilators - and accommodators
Cross-functional - cross-country/international

8. List David Kolk's four learning styles
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Convergers - divergers - assimilators - and accommodators
Bloom's Taxonomy
Perform a front-end analysis

9. Data
Ginzberg's theory
Raw and non-contextual - and can exist in forms usable or not
The mid-point of the distribution - 50% of the values are above/below this value
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.

10. The technique trainers should use when a presentation is formal and should present a professional image
Asynchronous
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
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.
Slides

11. Mode
Lack of knowledge or skills - lack of physical resources - process problems - lack of information - lack of leadership - lack of information on consequences - lack of motivation - inadequate feedback - inadequate incentives - performer's lack of capa
The most frequently occurring value
Awareness - modeling - targeted interventions - desensitization - training
Passive - active - empathetic - listening for knowledge - listening for clarification

12. Sampling

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13. When a WLP professional is preparing instructional objectives - an evaluation plan - and a sequence of content - which step in the ADDIE model is being performed
Communication - client motivation - self-management - technical skills
Behavorism
Design
Measures of quantity or numbers

14. The five factors that affect human performance
Knowledge - skills
Form - storm - norm - perform - and adjourn.
Knowledge - skills - desire - environment - and opportunity
A variable in whole number or distinct units (opposed to continuous)

15. The guidelines Carl Rogers describes as critical elements to remember in adult learning situations
Questions that check for understanding or test for consensus
Monetary impact/ROI
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
Interview - survey/questionnaire - observation - focus group - work diary/work log

16. BE
Proxemics
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Questions that check for understanding or test for consensus
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )

17. Systems thinking
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Rote skills - and prerequisite material
Growth - exploratory - establishment - maintenance - decline
The world is created in conversation

18. Three tools for determining learner preferences
Rapid instructional design (RID)
Measures of quantity or numbers
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Knowledge - skills

19. Meta-tag
Agreeing with the client when another response would be better - being judgmental or too rigid - progressing at the wrong pace (too fast/too slow) for the client
Learner-centered - content-centered
An HTML tag identifying the context of the contents on a website or knowledge base.
Business needs - performance needs - learning needs - and learner needs

20. An evaluation of an evaluation
Hard data
Scaling and integrity
Meta-evaluation
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data

21. Two characteristics for any coaching program to succeed
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Opportunity-centered
Hard data
Objectivity - confidentiality

22. The characteristics of a complex system
Facilitation is used to involve participants - and to help them learn from one another.
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
Questionnaires - follow-up interviews - observation checklists
Data - Information - Knowledge

23. The steps of a needs analysis
Review strategies - measure performance - take correction action
Entertainment - interaction - control - usability - and customization
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Two-aix matrixes - flowcharts - dichotomy - graphic models

24. The HPI tool used to collect current performance - learner analysis - and business needs
Facilitation is used to involve participants - and to help them learn from one another.
Kurt Lewin's forcefield analysis
Interviews
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries

25. The third component of the ASTD HPI model
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Adult learning theories - instructional design techniques
Cause Analysis
Relevance - inquiry - freedom - connectedness - reception - empowerment - play

26. A method used to evaluation organizational effectiveness beyond financial measures
Balanced scorecard
Structures - patterns - events
Experiencing - publishing - processing - generalizing - and applying
Benjamin Bloom

27. Mean
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
The sum of the numbers divided by the total number of values
The expected range of a measurement
Suggestopedia

28. The components of the VAK model
Reliability
Results
Visual - Auditory - and Kinestethic
Create a vision - communicate the plan - connect the people - congratulate success

29. The two criteria that learners must demonstrate before leaving performance-based training (PBT)
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Structure
Knowledge - skills
Inputs - outputs - process controls - and resources.

30. Two examples of performance support systems
Job aids - and EPSS
Identify organizational values - development mission - develop vision - develop value statements
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Results

31. RFP
Hypothetical
When the cause of the problem is a lack of knowledge or skills
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
The expected range of a measurement

32. Four ways to create a learning climate based on Knowles' work
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Multiple intelligences theory
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Monetary impact/ROI

33. Training that related to actual job circumstances
Electronic performance support system (EPSS)
Functional context
Ginzberg's theory
Accelerated Learning

34. The five criteria to measure performance after coaching
Speed - quantity - quality/accuracy - thoroughness - timeliness
Chat rooms are essentially synchronous (real-time) message boards.
Cognitivism
Ginzberg's theory

35. The theory that describes how intelligences reflect how people prefer to process information
Accelerated Learning
Multiple intelligences theory
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Dictatorship - anarchy - democracy

36. The three fundamental principles of HPI
A variable in whole number or distinct units (opposed to continuous)
A variable that can have one of two possible values.
Groupthink
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.

37. Software that automates the administration of training
Central tendency
Performance records - direct observation - supervisor checklists
Learning Management System (LMS)
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action

38. The steps in the outsourcing process
Learning technologies
Determining needs - defining scope and budget - creating and sending the RFP - evaluating proposals and selecting vendors - notifying the vendor and negotiating the contract - implementing the project - monitoring the project - completing and evaluat
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.

39. The four components of a learning objective
Audience - Behavior - Condition - and Degree
Two-aix matrixes - flowcharts - dichotomy - graphic models
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Visual - Auditory - and Kinestethic

40. The two management practices similar to complexity theory
Accelerated Learning
Learning organizations - systems thinking
Semantic differential
Monetary impact/ROI

41. List seven principles of adult learning
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
Cognitive
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Observe body language

42. The criteria for determining if a project is appropriate for action learning
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Semantic differential
The outcome that depends on the independent variable and covariates
Reality - feasibility - authority - and learning opportunities

43. The tasks involved in the evaluation phase of strategic development
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Language - speech - environmental - and psychological
Review strategies - measure performance - take correction action
External and environmental influences

44. The six major factors that influence performance in Gilbert's behavior engineering model
Bloom's taxonomy - six sigma - Kepner-Tregoe
Kurt Lewin's forcefield analysis
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Personal space

45. The seven characteristics of good dialog
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Rehersal
Learning technologies
Relevance - inquiry - freedom - connectedness - reception - empowerment - play

46. The seating arrangement is the least conducive to stimulating group discussion
The multiple dependent variables in a study with multiple independent variables
Theatre style
Measures looking at opinions - behaviors - and attributes
Culture - vision - strategy - and structure

47. The three tasks of business analysis
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
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Central tendency
Identify business goals - clarify those goals - determine specificity and measurability of the goals.

48. Types of Level 5 instruments
Control groups - management estimates - extant data - external studies
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Communication - client motivation - self-management - technical skills
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need

49. DMAIC
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Questionnaires - follow-up interviews - observation checklists
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
- measure - analyze - improve - control

50. Steps of managing a change project
Organization - process - and job/performer.
Initiating - planning - executing - controlling - closing
Hypothetical
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence

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