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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 process where each member of a group makes their opinions conform to the perceived group consensus
Learning organizations - systems thinking
Analytical - amiable - drivers - expressive
Groupthink
Solution Implementation

2. The seven attributes essential for leadership per Warren Bennis
The extent to which an instrument represents the program's content
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Data - Information - Knowledge
Adult learning theories - instructional design techniques

3. Two types of job rotations
Cross-functional - cross-country/international
Job analysis
Initiating - planning - executing - controlling - closing
Low frequency - high complexity - high consequence of error - high probability of change in the future

4. Tacit knowledge

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5. The elements of the 4-D cycle
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
Personal space
Discovery - Dream - Design - and Destiny
Slides

6. Skills / knowledge areas that SMEs may lack
Adult learning theories - instructional design techniques
Structure
Passive - active - empathetic - listening for knowledge - listening for clarification
Managerial/administrative - supervisory - functional

7. The steps of a needs analysis
Formulation - Development - Implementation - Evaluation
Theatre style
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative

8. Four cases when a trainer should not use a chart pack
Rote skills - and prerequisite material
A variable in whole number or distinct units (opposed to continuous)
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
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.

9. The seven basic self-governing behaviors
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Learning style
Reality - feasibility - authority - and learning opportunities
Psychomotor skills

10. The tool instructors can leverage from WBT to immediately determine a group's understanding of the material
Polling questions
Business Analysis
Accelerated Learning
A variable the influences the dependent variable

11. The components of the action learning formula
Reality - feasibility - authority - and learning opportunities
Perform a front-end analysis
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection

12. Change management
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Communication - client motivation - self-management - technical skills
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Structure and processes - resources - information - knowledge and skills - motives - and wellness.

13. Five technologies that can be used to connect clients to coaches
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Groupthink
Raw and non-contextual - and can exist in forms usable or not
Phone - VoIP - online meetings - email - specialized software

14. The method used to identify all duties - responsibilities - and tasks that make up a single job function or role
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Job analysis
Cognitive

15. Four phases of succession planning
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Bloom's taxonomy - six sigma - Kepner-Tregoe
Pilot tests - technical reviews - production reviews
An unknown or uncontrolled variable that produces an effect

16. The three levels of problems in systems thinking
Terminal objectives
Evaluation
Structures - patterns - events
Raw and non-contextual - and can exist in forms usable or not

17. Four elements of an effective oral presentation
Form - storm - norm - perform - and adjourn.
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Opener - bridge - main body - and close
Computer-based training. Any learning event that uses computers as the primary distributions method.

18. Four tasks typically done in the job analysis
Solution Implementation
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Skill variety - task identity - task significance - autonomy - feedback

19. The five elements of learner engagement
Meta-evaluation
Entertainment - interaction - control - usability - and customization
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
To improve performance by systematically developing human expertise through organizational development and training

20. The core belief of appreciative inquiry theory
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
Subject-matter expert
The world is created in conversation
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.

21. EPSS
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Phone - VoIP - online meetings - email - specialized software
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.
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.

22. The six interactive and interdependent components of an action learning program
Speed - quantity - quality/accuracy - thoroughness - timeliness
Enabling objectives
Suggestopedia
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach

23. Four stages of transition through M&As
Suggestopedia
Kurt Lewin's forcefield analysis
Disengagement - disidentification - disorientation - and disenchantment.
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals

24. The HPI tool that can gather both qualitative and quantitative data
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Entertainment - interaction - control - usability - and customization
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Surveys

25. Two theories of motivation for coaching

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26. CBT
Threat - problem - solution - habit
Computer-based training. Any learning event that uses computers as the primary distributions method.
Rote skills - and prerequisite material
Chat rooms are essentially synchronous (real-time) message boards.

27. The three levels that - when in harmony - work to optimal performance in the Rummler and Brache's model
Organization - process - and job/performer.
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
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives

28. The instrument where participants rate two contrasting ideas or words by circling points on a line
Scaling and integrity
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Semantic differential
Psychomotor skills

29. Dependent
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Rote skills
The outcome that depends on the independent variable and covariates
Simulations

30. Cordinal data
Numbers or variables used to rank order a system
Results
Information that combined with understanding enables understanding
Passive - active - empathetic - listening for knowledge - listening for clarification

31. Nominal data
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Numbers or variables used to classify a system
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Psychomotor skills

32. The four parts of the International Federation's (ICF) ethical standards
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Form - storm - norm - perform - and adjourn.
Economic - social - political and legislative - workforce - technological - and competitive.
Solution Selection

33. List 10 types of root causes

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34. Sequencing and structure are closely related. What refers to the relationship among skills and topics
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Organization - process - and job/performer.
Structure

35. Karl Albrecht's progressive psychological phases of change response
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
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Threat - problem - solution - habit
Form - storm - norm - perform - and adjourn.

36. Training that related to actual job circumstances
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Focused on fundamental changes to thinking patterns and behaviors
Functional context
Cross-functional - cross-country/international

37. When is training the appropriate solution to a performance problem
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Interview - survey/questionnaire - observation - focus group - work diary/work log
Control groups - management estimates - extant data - external studies
When the cause of the problem is a lack of knowledge or skills

38. The four components of a learning objective
Two-aix matrixes - flowcharts - dichotomy - graphic models
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Learning Management System (LMS)
Audience - Behavior - Condition - and Degree

39. 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
Design
Evaluation
Maslow's hierarchy - McGregor's Theory X and Y of management
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.

40. Contrast synchronous to asynchronous e-learning
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
An HTML tag identifying the context of the contents on a website or knowledge base.
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
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.

41. List seven principles of adult learning
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Behavorism

42. The method used to identify the efficiency and effectiveness of employees
Visual - Auditory - and Kinestethic
Preparation
Performance audit
Personal space

43. Predictive validity
A collection of code containing instructions for a computer to perform a specific action
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Performance audit
The extent to which an instrument predicts future results

44. Two types of coaching situations that primarily differ on the degree of confidentiality and sensitivity
Inputs - outputs - process controls - and resources.
External coaching - internal coaching
Enabling objectives
A variable the influences the dependent variable

45. The phases of strategic development
Inputs - outputs - process controls - and resources.
Formulation - Development - Implementation - Evaluation
Silence
Initiating - planning - executing - controlling - closing

46. The requirements of the ADA
Reliability
A variable that can have one of two possible values.
Convergers - divergers - assimilators - and accommodators
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.

47. The way a person prefers to learn new content
Learning technologies
Preparation
Learning style
Navigation

48. Three process principles of strategic management development that are likely to remain constant across organizations
Image oriented - interactive - immediate - and intimate.
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)
Performance audit

49. The seventh component of the ASTD HPI model
Suggestopedia
Business needs - performance needs - learning needs - and learner needs
Change Management
The multiple dependent variables in a study with multiple independent variables

50. scripting
A variable the influences the dependent variable
A collection of code containing instructions for a computer to perform a specific action
Behavorism
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications