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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. Data
Raw and non-contextual - and can exist in forms usable or not
Disengagement - disidentification - disorientation - and disenchantment.
Something that disrupts the flow of information between source and receiver
Seels and Glasgow instructional systems design model

2. The tasks involved in the evaluation phase of strategic development
Review strategies - measure performance - take correction action
Something that disrupts the flow of information between source and receiver
Low frequency - high complexity - high consequence of error - high probability of change in the future
Ishikawa - fishbone

3. 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
Asynchronous
Design
Subject-matter expert
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire

4. The four quadrants in W.E. (Ned) Herrmann's learning brain model
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Interview - survey/questionnaire - observation - focus group - work diary/work log
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Formulation - Development - Implementation - Evaluation

5. The collection of strategies for quickly producing instructional packages
Benjamin Bloom
Rapid instructional design (RID)
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Mentoring is longer term - and mentors do not have responsibility for participants improvement.

6. Level 4 evaluation
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Behavior
Polling questions

7. Types of Level 4 instruments
Charts - graphs
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Performance records - direct observation - supervisor checklists
Culture - vision - strategy - and structure

8. The five characteristics of every job that influence employee motivation
Skill variety - task identity - task significance - autonomy - feedback
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Form - storm - norm - perform - and adjourn.
Rote skills

9. 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
Slides
Suggestopedia
Facilitation is used to involve participants - and to help them learn from one another.
Information that combined with understanding enables understanding

10. Three drawbacks of classroom training
Howard Gardner
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Likert scale
Presentation software

11. Malcolm Knowles' work tipped the instructional systems design scale. The two ends of that scale
Questions that check for understanding or test for consensus
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Learner-centered - content-centered
Hypothetical

12. Four cases when a trainer should not use a chart pack
Entertainment - interaction - control - usability - and customization
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.
A measure of the variability of scores from the mean
Accelerated Learning

13. Level 5 evaluation
Semantic differential
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Monetary impact/ROI

14. Skills / knowledge areas that SMEs may lack
Growth - exploratory - establishment - maintenance - decline
Measures of quantity or numbers
Adult learning theories - instructional design techniques
Rote skills

15. Meta-tag
Rapid instructional design (RID)
The selection of measurement points which can have a large impact on the research's ability to be generalized
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
An HTML tag identifying the context of the contents on a website or knowledge base.

16. The characteristics of a complex system
Feedback
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
Formative evaluation
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

17. LCMS
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Knowledge - skills
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Observe body language

18. The tell approach to learning - based on the theory that learning occurs through exposure to logically presented information - usually involving lecture
Cognitivism
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
The explicit and systematic management of intellectual capital and organizational knowledge for the purpose of improving organizations and the people in the organizations; as well as - associated processes like creating - gathering - organizing - ret
Knowledge - skills - desire - environment - and opportunity

19. Types of formative evaluation
Objectivity - confidentiality
Pilot tests - technical reviews - production reviews
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Knowledge - skills - desire - environment - and opportunity

20. The six founding principles of systems thinking
Learning technologies
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
Information - feedback
Computer-based training. Any learning event that uses computers as the primary distributions method.

21. The HPI tool that can gather both qualitative and quantitative data
Surveys
Change Management
A collection of code containing instructions for a computer to perform a specific action
Behavior

22. The creator of the theory of three types of learning - knowledge - skills - and attitudes
Learner-centered - content-centered
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
An HTML tag identifying the context of the contents on a website or knowledge base.
Benjamin Bloom

23. Who is credited with the idea that learning objectives should contain a condition statement - a performance statement - and a criterion statement
Robert Mager
Raw and non-contextual - and can exist in forms usable or not
Convergers - divergers - assimilators - and accommodators
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn

24. The method used to identify the efficiency and effectiveness of employees
The outcome that depends on the independent variable and covariates
- measure - analyze - improve - control
Performance audit
Knowledge - skills

25. The framework developed by Patricia Cross to describe some differences between adult and child learners
Characteristics of adults as learners (CAL) conceptual framework
A description or design specification for how information should be treated and organized.
Solution Selection
Observe body language

26. The factors that are defined during the performance gap analysis
Organization - process - and job/performer.
Driving forces - restraining forces - current state - desired state
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Two-aix matrixes - flowcharts - dichotomy - graphic models

27. Cordinal data
The sum of the numbers divided by the total number of values
Experiential learning
Management - performance
Numbers or variables used to rank order a system

28. Extant
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Validity
Data from archival records - existing records - report - and data

29. Triple-loop learning
Questionnaires - follow-up interviews - observation checklists
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection

30. Karl Albrecht's progressive psychological phases of change response
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Low frequency - high complexity - high consequence of error - high probability of change in the future
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Threat - problem - solution - habit

31. The learning domain that focuses on the skills and knowledge relating to an activity such as changing a car's oil
Questions that stimulate discussion
Reaction
Cognitive
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.

32. List seven principles of adult learning
Cause Analysis
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Convergers - divergers - assimilators - and accommodators
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles

33. Three learner preferences as defined by the VAK model
Walk towards a participant as they speak
Visual - Auditory - and Kinestethic
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Semantic differential

34. Open questions
Questions that stimulate discussion
Experiential learning
Robert Mager
Phone - VoIP - online meetings - email - specialized software

35. PERT
Program Evaluation Review Technique. A diagramming technique that enables project managers to estimate a range of task durations by estimating optomistic - pessimistic - and likely durations for each task.
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
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
Hard data

36. The seventh component of the ASTD HPI model
Change Management
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Technical competence - people skills - conceptual skills - results - taste - judgment - character
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

37. The fourth component of the ASTD HPI model
Current organization climate - available resources
Solution Selection
Review strategies - measure performance - take correction action
Reality - feasibility - authority - and learning opportunities

38. The term for the relationship of people's positions in space
An effective - structured way that captures people's learning from an experience.
Computer-based training. Any learning event that uses computers as the primary distributions method.
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
Proxemics

39. Three examples of active training techniques
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Reaction
Dictatorship - anarchy - democracy
Brainstorming - case studies - and role plays

40. Predictive validity
The extent to which an instrument predicts future results
Business needs - performance needs - learning needs - and learner needs
Polling questions
Knowledge - skills - desire - environment - and opportunity

41. Level 3 evaluation
Results
Audience - Behavior - Condition - and Degree
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
The selection of measurement points which can have a large impact on the research's ability to be generalized

42. Mean
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
The multiple dependent variables in a study with multiple independent variables
Program Evaluation Review Technique. A diagramming technique that enables project managers to estimate a range of task durations by estimating optomistic - pessimistic - and likely durations for each task.
The sum of the numbers divided by the total number of values

43. The five principles of andragogy
Experiential learning
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Low frequency - high complexity - high consequence of error - high probability of change in the future
Driving forces - restraining forces - current state - desired state

44. Types of Level 1 instruments
Surveys
Questionnaires - follow-up interviews - observation checklists
DMAIC methodology - IPO model - flowcharting - evaluation models
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.

45. List six external factors that may affect an organization
Two-aix matrixes - flowcharts - dichotomy - graphic models
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
Economic - social - political and legislative - workforce - technological - and competitive.
Identify organizational values - development mission - develop vision - develop value statements

46. Information Architecture
Subject-matter expert
DMAIC methodology - IPO model - flowcharting - evaluation models
A description or design specification for how information should be treated and organized.
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)

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

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48. When a WLP professional - prior to a learning session - plans seating arrangement - arranges refreshments - determines goals and expectations for the class - what are they attempting to affect
In statistics - it means probably true
Maslow's hierarchy
Audience - Behavior - Condition - and Degree
External and environmental influences

49. The three major tasks of analyzing data
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Results
Sorting - tabulating - and comparing raw to summarized data
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries

50. Sequencing and structure are closely related. What is the order in which skills and information are taught
Speed - quantity - quality/accuracy - thoroughness - timeliness
Communication - client motivation - self-management - technical skills
An unknown or uncontrolled variable that produces an effect
Sequence