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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. Three learner preferences as defined by the VAK model
Awareness - modeling - targeted interventions - desensitization - training
Adult learning theories - instructional design techniques
Visual - Auditory - and Kinestethic
Written tests - oral Q&A - performance tests - role plays

2. The facilitation tool that can create just enough tension to get people thinking
Silence
Information that combined with understanding enables understanding
Proxemics
Monetary impact/ROI

3. The six major factors that influence performance in Gilbert's behavior engineering model
Phone - VoIP - online meetings - email - specialized software
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Job analysis
Interviews

4. Examples of collaborative software
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Identify organizational values - development mission - develop vision - develop value statements
A variable that can have one of two possible values.
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

5. Confidence interval
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
A description or design specification for how information should be treated and organized.
The expected range of a measurement
Benefit-to-cost ratio (Total Benefit / Total Program Cost)

6. The kinds of objectives that support the final behavioral outcomes by breaking them down into more manageable chunks
Enabling objectives
Phone - VoIP - online meetings - email - specialized software
The extent to which an instrument represents the program's content
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics

7. VR
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Sorting - tabulating - and comparing raw to summarized data
Performance records - direct observation - supervisor checklists
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.

8. What is an SME
Sorting - tabulating - and comparing raw to summarized data
Subject-matter expert
Rote skills
Reality - feasibility - authority - and learning opportunities

9. Three tools for determining learner preferences
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Presentation software
Numbers or variables used to rank order a system

10. Mentoring
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
The extent to which an instrument predicts future results
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Hypothetical

11. Meta-tag
An HTML tag identifying the context of the contents on a website or knowledge base.
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Raw and non-contextual - and can exist in forms usable or not
Formulation - Development - Implementation - Evaluation

12. Two characteristics of distance learning
Experiential learning
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Knowledge - skills - desire - environment - and opportunity
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.

13. The six steps in a training needs assessment
Facilitation is used to involve participants - and to help them learn from one another.
A measure of the variability of scores from the mean
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action

14. Describe noise - in communication theory
External and environmental influences
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
- measure - analyze - improve - control
Something that disrupts the flow of information between source and receiver

15. The three foundations of action learning

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16. The method where instruction is provided in a self-directed format that is available at all times - even with a facilitator is not online
Asynchronous
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
An effective - structured way that captures people's learning from an experience.
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative

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

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18. The fifth component of the ASTD HPI model
Solution Implementation
Managerial/administrative - supervisory - functional
Entertainment - interaction - control - usability - and customization
Charts - graphs

19. The two management practices similar to complexity theory
Howard Gardner
Skill variety - task identity - task significance - autonomy - feedback
Formulation - Development - Implementation - Evaluation
Learning organizations - systems thinking

20. Standard deviation
Managerial/administrative - supervisory - functional
A measure of the variability of scores from the mean
Terminal objectives
Benefit-to-cost ratio (Total Benefit / Total Program Cost)

21. The technique that allows a WLP professional to present material in a professional manner - and keep a class focused on the correct topic
Something that disrupts the flow of information between source and receiver
Growth - exploratory - establishment - maintenance - decline
Knowledge - skills
Preparation

22. Types of synthesis models
The extent to which an instrument represents the program's content
Two-aix matrixes - flowcharts - dichotomy - graphic models
Image oriented - interactive - immediate - and intimate.
An effective - structured way that captures people's learning from an experience.

23. The steps in the outsourcing process
Functional context
Sorting - tabulating - and comparing raw to summarized data
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
Monetary impact/ROI

24. The process of giving advice or information from one person to another about the usefulness of an event - process or action
Chat rooms are essentially synchronous (real-time) message boards.
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
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
Feedback

25. Level 4 evaluation
Behavior
The extent to which an instrument predicts future results
Visual - Auditory - and Kinestethic
Action plans - interviews - questionnaires - focus groups - performance contracts

26. Level 3 evaluation
Behavorism
Robert Mager
Cognitivism
Results

27. The technique - developed by Georgi Lazanov - that uses the instructional application of stimulating the body and mind at peak efficiency to develop super-learning capabilities
External coaching - internal coaching
Bloom's taxonomy - six sigma - Kepner-Tregoe
Suggestopedia
Terminal objectives

28. Contrast mentoring to coaching
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Form - storm - norm - perform - and adjourn.
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Discovery - Dream - Design - and Destiny

29. Five technologies that can be used to connect clients to coaches
The extent to which an instrument predicts future results
Phone - VoIP - online meetings - email - specialized software
Documentation audit - information system survey - identification of external information sources
Dictatorship - anarchy - democracy

30. Four stages of accelerated learning

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31. Two examples of performance support systems
The expected range of a measurement
Job aids - and EPSS
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Self-contained chunk of instructional material

32. The six factors an instructional designer must consider before choosing techniques and training materials
Action plans - interviews - questionnaires - focus groups - performance contracts
Rote skills - and prerequisite material
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Analytical - amiable - drivers - expressive

33. Five approaches to facilitate inclusion
Reaction
Electronic performance support system (EPSS)
Awareness - modeling - targeted interventions - desensitization - training
Passive - active - empathetic - listening for knowledge - listening for clarification

34. The method a trainer can use to encourage a participant to continue speaking
Observe body language
Walk towards a participant as they speak
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
DMAIC methodology - IPO model - flowcharting - evaluation models

35. An assessment done during formation
Threat - problem - solution - habit
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Formative evaluation

36. Level 1 evaluation
Navigation
Reaction
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
Surveys

37. Three drawbacks of classroom training
Preparation
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Robert Mager
Data that has been given context

38. Three criteria for formative evaluation
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Understandable - accurate - functional
Chat rooms are essentially synchronous (real-time) message boards.
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.

39. Four tasks typically done in the job analysis
Robert Mager
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
The selection of measurement points which can have a large impact on the research's ability to be generalized
Cause Analysis

40. The phases of strategic development
Formulation - Development - Implementation - Evaluation
The world is created in conversation
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Sequence

41. The three competency elements that constitute most jobs
Managerial/administrative - supervisory - functional
Create a vision - communicate the plan - connect the people - congratulate success
Maslow's hierarchy - McGregor's Theory X and Y of management
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles

42. Things feedback to a learner that answered a question should do
Facilitation is used to involve participants - and to help them learn from one another.
Formative evaluation
Simulations
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed

43. Software that automates the administration of training
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Information that combined with understanding enables understanding
Learning Management System (LMS)
Structures - patterns - events

44. The elements of the 4-D cycle
Phone - VoIP - online meetings - email - specialized software
Learner-centered - content-centered
Initiating - planning - executing - controlling - closing
Discovery - Dream - Design - and Destiny

45. The six interactive and interdependent components of an action learning program
Organization - process - and job/performer.
Performance audit
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Dictatorship - anarchy - democracy

46. Double-loop learning
Balanced scorecard
Focused on fundamental changes to thinking patterns and behaviors
Numbers or variables used to rank order a system
Technical competence - people skills - conceptual skills - results - taste - judgment - character

47. Four personal social styles per Harvey Robbins
Analytical - amiable - drivers - expressive
Polling questions
Two-aix matrixes - flowcharts - dichotomy - graphic models
Cause Analysis

48. The technique that should account for 50% of the preparation for a presentation
Rehersal
Sorting - tabulating - and comparing raw to summarized data
The extent to which an instrument predicts future results
Multiple intelligences theory

49. Steps of managing a change project
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Initiating - planning - executing - controlling - closing
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Experiential learning

50. Data
Language - speech - environmental - and psychological
Entertainment - interaction - control - usability - and customization
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Raw and non-contextual - and can exist in forms usable or not