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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. Examples of internal factors that influence an organization
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Suggestopedia
Business needs - performance needs - learning needs - and learner needs
Interview - survey/questionnaire - observation - focus group - work diary/work log

2. Four ways to create a learning climate based on Knowles' work
Economic - social - political and legislative - workforce - technological - and competitive.
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Threat - problem - solution - habit
Meta-evaluation

3. Software that automates the administration of training
Dictatorship - anarchy - democracy
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Growth - exploratory - establishment - maintenance - decline
Learning Management System (LMS)

4. Describe a chat room
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
Charts - graphs
Chat rooms are essentially synchronous (real-time) message boards.
Establish scope - create plan - implement plan - monitor/evaluate/revise plan

5. scripting
Management - performance
A collection of code containing instructions for a computer to perform a specific action
Benjamin Bloom
Form - storm - norm - perform - and adjourn.

6. RFP
Adult learning theories - instructional design techniques
Change Management
Proxemics
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.

7. Four barriers to communication during training delivery
Language - speech - environmental - and psychological
Formative evaluation
The mid-point of the distribution - 50% of the values are above/below this value
Economic - social - political and legislative - workforce - technological - and competitive.

8. Three tasks for knowledge mapping
Rote skills
Documentation audit - information system survey - identification of external information sources
Behavior
Solution Implementation

9. The analysis that identifies forces that maintain the status quo - and the approaches to allow change

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10. succession planning
Managerial/administrative - supervisory - functional
Constraints analysis
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
In statistics - it means probably true

11. The method where instruction is provided in a self-directed format that is available at all times - even with a facilitator is not online
Meta-evaluation
A collection of code containing instructions for a computer to perform a specific action
Asynchronous
Learning

12. The four Cs of change
Create a vision - communicate the plan - connect the people - congratulate success
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Sorting - tabulating - and comparing raw to summarized data

13. Explicit knowledge
Walk towards a participant as they speak
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Two-aix matrixes - flowcharts - dichotomy - graphic models

14. The method used to identify the efficiency and effectiveness of employees
Performance audit
A variable that can have one of two possible values.
Review strategies - measure performance - take correction action
Accelerated Learning

15. Meta-tag
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
An HTML tag identifying the context of the contents on a website or knowledge base.
Two-aix matrixes - flowcharts - dichotomy - graphic models

16. Things feedback to a learner that answered a question should do
Terminal objectives
Kurt Lewin's forcefield analysis
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed

17. The seven steps in Krumboltz's DECIDES model
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Information - feedback
Performance Analysis
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities

18. Five mistakes managers can make to negatively impact employee motivation
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Polling questions
Cross-functional - cross-country/international

19. The characteristics of a complex system
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
To systematically plan an organization's future
The expected range of a measurement
Structure

20. Three advantages of interviews as a data gathering technique
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Form - storm - norm - perform - and adjourn.
Sorting - tabulating - and comparing raw to summarized data
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )

21. Sampling

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22. The technique that should account for 50% of the preparation for a presentation
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Numbers or variables used to rank order a system
Rehersal
Multiple intelligences theory

23. Mode
Language - speech - environmental - and psychological
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
The most frequently occurring value
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.

24. LCMS
Terminal objectives
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
The sum of the numbers divided by the total number of values
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action

25. The phases of strategic development
Formulation - Development - Implementation - Evaluation
Threat - problem - solution - habit
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Surveys

26. Two characteristics of distance learning
Terminal objectives
Speed - quantity - quality/accuracy - thoroughness - timeliness
A variable the influences the dependent variable
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.

27. Systems thinking
Terminal objectives
The multiple dependent variables in a study with multiple independent variables
Thinking about the whole organization - rather than individuals - and looking primarily at processes
The outcome that depends on the independent variable and covariates

28. The six steps in a training needs assessment
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Form - storm - norm - perform - and adjourn.
Results
Socratic questioning

29. The final behavioral outcomes of a specific instructional event
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Terminal objectives
Experiential learning
Business needs - performance needs - learning needs - and learner needs

30. The tasks involved in the development phase of strategic development
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Change Management
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.

31. Independent
Socratic questioning
Surveys
A variable the influences the dependent variable
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )

32. What is an SME
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Learning Management System (LMS)
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Subject-matter expert

33. Level 3 evaluation
Results
Charts - graphs
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Image oriented - interactive - immediate - and intimate.

34. Three drawbacks of classroom training
Computer-based training. Any learning event that uses computers as the primary distributions method.
A variable in whole number or distinct units (opposed to continuous)
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)

35. The term for the relationship of people's positions in space
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Convergers - divergers - assimilators - and accommodators
Proxemics
Scaling and integrity

36. The three fundamental principles of HPI
Performance records - direct observation - supervisor checklists
The extent to which an instrument predicts future results
Data from archival records - existing records - report - and data
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.

37. The e-Learning techniques allows learners to personally assess what can be learned - the value of the content - and the difficulty of the content
Navigation
Slides
Job analysis
Skill variety - task identity - task significance - autonomy - feedback

38. Open questions
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Management - performance
Questions that stimulate discussion
The sum of the numbers divided by the total number of values

39. The seventh component of the ASTD HPI model
Change Management
Observe body language
An effective - structured way that captures people's learning from an experience.
To aid in career planning

40. The way a person prefers to learn new content
Groupthink
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Learning technologies
Learning style

41. the meaning of significant - in a statistical context
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
In statistics - it means probably true
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.

42. Contrast synchronous to asynchronous e-learning
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Scaling and integrity
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Benefit-to-cost ratio (Total Benefit / Total Program Cost)

43. The two criteria for a successful training program that must be accounted for by the WLP professional
Current organization climate - available resources
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Chat rooms are essentially synchronous (real-time) message boards.
Form - storm - norm - perform - and adjourn.

44. Two types of personality inventory instruments
Social contexting - contexting - authority - and concept of time
Two-aix matrixes - flowcharts - dichotomy - graphic models
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
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile

45. The two management practices similar to complexity theory
Formulation - Development - Implementation - Evaluation
Reaction
Learning organizations - systems thinking
Growth - exploratory - establishment - maintenance - decline

46. The tasks involved in the implementation phase of strategic development
The mid-point of the distribution - 50% of the values are above/below this value
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Pilot tests - technical reviews - production reviews
Documentation audit - information system survey - identification of external information sources

47. The core belief of appreciative inquiry theory
The world is created in conversation
Competing - accommodating - avoiding - collaborating - and compromising.
Ginzberg's theory
Performance Analysis

48. The fifth component of the ASTD HPI model
Maslow's hierarchy
Solution Implementation
Cause Analysis
Understandable - accurate - functional

49. Double-loop learning
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Focused on fundamental changes to thinking patterns and behaviors
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative

50. The four components of a learning objective
Audience - Behavior - Condition - and Degree
Adult learning theories - instructional design techniques
Pedagogy
A description or design specification for how information should be treated and organized.