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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. Process Map
Perform a front-end analysis
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Maslow's hierarchy
Semantic differential

2. Three advantages of interviews as a data gathering technique
Image oriented - interactive - immediate - and intimate.
Measures looking at opinions - behaviors - and attributes
Suggestopedia
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods

3. The two criteria for a successful training program that must be accounted for by the WLP professional
Constraints analysis
Raw and non-contextual - and can exist in forms usable or not
Current organization climate - available resources
Convergers - divergers - assimilators - and accommodators

4. Closed questions
Meta-evaluation
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Opportunity-centered
Questions that check for understanding or test for consensus

5. learning object
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Self-contained chunk of instructional material
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.

6. The framework developed by Patricia Cross to describe some differences between adult and child learners
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Characteristics of adults as learners (CAL) conceptual framework
Audience - Behavior - Condition - and Degree

7. The purpose of strategic planning

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8. The seven attributes essential for leadership per Warren Bennis
The selection of measurement points which can have a large impact on the research's ability to be generalized
Economic - social - political and legislative - workforce - technological - and competitive.
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Technical competence - people skills - conceptual skills - results - taste - judgment - character

9. 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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10. Examples of internal factors that influence an organization
Learner-centered - content-centered
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves

11. The way a person prefers to learn new content
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
The mid-point of the distribution - 50% of the values are above/below this value
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Learning style

12. List seven principles of adult learning
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
A variable the influences the dependent variable
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles

13. The six founding principles of systems thinking
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Behavorism
Cost-effectiveness - accessibility and application - learner access - and self-direction
No right or final answers - cause and effect not related to space and time - all solutions require careful consideration - behavior gets worse before it gets better - all systems have limits - foresight benefits the organization

14. The method used to identify all duties - responsibilities - and tasks that make up a single job function or role
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
Job analysis
Current organization climate - available resources
Chat rooms are essentially synchronous (real-time) message boards.

15. Two guiding principles of displaying quantative data in charts and graphs
Create a vision - communicate the plan - connect the people - congratulate success
Scaling and integrity
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.
When the cause of the problem is a lack of knowledge or skills

16. Three criteria for formative evaluation
Questions that check for understanding or test for consensus
Evaluation
External coaching - internal coaching
Understandable - accurate - functional

17. ROI
Cognitive
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Theatre style

18. 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
Seels and Glasgow instructional systems design model
Social contexting - contexting - authority - and concept of time
Performance Analysis
Convergers - divergers - assimilators - and accommodators

19. Malcolm Knowles' work tipped the instructional systems design scale. The two ends of that scale
The mid-point of the distribution - 50% of the values are above/below this value
Control groups - management estimates - extant data - external studies
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
Learner-centered - content-centered

20. Levels of listening
Simulations
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Passive - active - empathetic - listening for knowledge - listening for clarification

21. The two mechanisms the chaos and complexity theory focus on
Audience - behavior - condition - and degree
Information - feedback
Cognitive
The selection of measurement points which can have a large impact on the research's ability to be generalized

22. The mode of training for which classroom training is most effective
Likert scale
Language - speech - environmental - and psychological
Psychomotor skills
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.

23. The four characteristics of online communication
Image oriented - interactive - immediate - and intimate.
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
An HTML tag identifying the context of the contents on a website or knowledge base.

24. Four characteristics of highly motivated clients
Bloom's taxonomy - six sigma - Kepner-Tregoe
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Information that combined with understanding enables understanding
Entertainment - interaction - control - usability - and customization

25. The analysis that serves as a reality check to identify a project's limiting factors
Constraints analysis
Speed - quantity - quality/accuracy - thoroughness - timeliness
Meta-evaluation
Growth - exploratory - establishment - maintenance - decline

26. Describe how facilitation differs from training
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Facilitation is used to involve participants - and to help them learn from one another.
Perform a front-end analysis
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need

27. The factors that are defined during the performance gap analysis
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Driving forces - restraining forces - current state - desired state
Knowledge - skills
A description or design specification for how information should be treated and organized.

28. Four stages of transition through M&As
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Disengagement - disidentification - disorientation - and disenchantment.
Social contexting - contexting - authority - and concept of time
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs

29. The technique trainers should use when they want to use the revelation technique
Solution Implementation
Presentation software
Rapid instructional design (RID)
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data

30. Types of Level 1 instruments
Theatre style
Questionnaires - follow-up interviews - observation checklists
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
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

31. The type of question - often starting with 'what if ...' - that is used to get learners to thinking freely
Hypothetical
Initiating - planning - executing - controlling - closing
Rote skills
Learning

32. The method by which a trainer recognize signs of boredom - disinterest - or lack of understanding
Proxemics
Silence
Observe body language
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments

33. Nominal data
Numbers or variables used to classify a system
Robert Mager
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Experiential learning

34. 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
Information - feedback
Robert Mager
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.

35. Dependent
Multiple intelligences theory
The outcome that depends on the independent variable and covariates
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors

36. Level 3 evaluation
Results
An unknown or uncontrolled variable that produces an effect
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend

37. Dichotomous
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
A variable that can have one of two possible values.
Facilitation is used to involve participants - and to help them learn from one another.
Observe body language

38. The measure that is defined by mean - median - and mode
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Performance Analysis
Central tendency
Preparation

39. 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
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
The mid-point of the distribution - 50% of the values are above/below this value
Suggestopedia
Hypothetical

40. The three major tasks of analyzing data
Sorting - tabulating - and comparing raw to summarized data
DMAIC methodology - IPO model - flowcharting - evaluation models
Learning
Enabling objectives

41. Level 5 evaluation
Reliability
Awareness - modeling - targeted interventions - desensitization - training
Ishikawa - fishbone
Monetary impact/ROI

42. A method used to evaluation organizational effectiveness beyond financial measures
Data that has been given context
Reaction
Balanced scorecard
Interview - survey/questionnaire - observation - focus group - work diary/work log

43. The HPI tool used to collect current performance - learner analysis - and business needs
Silence
Interviews
Social contexting - contexting - authority - and concept of time
To improve performance by systematically developing human expertise through organizational development and training

44. Factors that determine fair use
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
Walk towards a participant as they speak
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed

45. The difference between an icebreaker and an opening exercise
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire

46. Tacit knowledge

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47. The HPI tool that can gather both qualitative and quantitative data
Personal space
Performance records - direct observation - supervisor checklists
Surveys
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.

48. Types of Level 2 instruments
Written tests - oral Q&A - performance tests - role plays
Economic - social - political and legislative - workforce - technological - and competitive.
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Determine business impact - improve the design of the learning experience - determine the content's adequacy

49. The technique trainers should use when a presentation is formal and should present a professional image
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
Communication - client motivation - self-management - technical skills
Slides
Preparation

50. Three tasks for knowledge mapping
Documentation audit - information system survey - identification of external information sources
Managerial/administrative - supervisory - functional
The world is created in conversation
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.