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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. Four ways to create a learning climate based on Knowles' work
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Feedback
Solution Selection
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.

2. Contrast mentoring to coaching
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
The world is created in conversation
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Solution Implementation

3. learning object
Self-contained chunk of instructional material
Learning Management System (LMS)
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
Analytical - amiable - drivers - expressive

4. Four benefits of web-based training
Perform a front-end analysis
Organization - process - and job/performer.
Cost-effectiveness - accessibility and application - learner access - and self-direction
Results

5. The HPI tool that uses the 80/20 rule
Formulation - Development - Implementation - Evaluation
Pareto analysis
Reality - feasibility - authority - and learning opportunities
The extent to which an instrument predicts future results

6. Types of formative evaluation
A description or design specification for how information should be treated and organized.
Convergers - divergers - assimilators - and accommodators
Pilot tests - technical reviews - production reviews
Performance Analysis

7. Nominal data
Simulations
Numbers or variables used to classify a system
A description or design specification for how information should be treated and organized.
Bloom's taxonomy - six sigma - Kepner-Tregoe

8. Examples of internal factors that influence an organization
Managerial/administrative - supervisory - functional
Rapid instructional design (RID)
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies

9. The type of question - often starting with 'what if ...' - that is used to get learners to thinking freely
Review strategies - measure performance - take correction action
Harless' front-end analysis model
Entertainment - interaction - control - usability - and customization
Hypothetical

10. The steps of a needs analysis
The mid-point of the distribution - 50% of the values are above/below this value
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Walk towards a participant as they speak

11. The three fundamental principles of HPI
Phone - VoIP - online meetings - email - specialized software
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
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
Social contexting - contexting - authority - and concept of time

12. Examples of courseware
Learner-centered - content-centered
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments

13. 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
Questions that stimulate discussion
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Thinking about the whole organization - rather than individuals - and looking primarily at processes

14. The learning theory that includes activities like behavioral modeling - simulations - role plays - skill drills - and rewards
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Behavorism
Enabling objectives
Change Management

15. The two primary tools for the visual display of quantitative data
Managerial/administrative - supervisory - functional
Pilot tests - technical reviews - production reviews
Charts - graphs
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

16. The method used to identify the efficiency and effectiveness of employees
Facilitation is used to involve participants - and to help them learn from one another.
Formulation - Development - Implementation - Evaluation
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Performance audit

17. Extant
Data from archival records - existing records - report - and data
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Passive - active - empathetic - listening for knowledge - listening for clarification
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire

18. 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
External and environmental influences
Silence
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Evaluation

19. The other names for a cause-and-effect diagram
External and environmental influences
Ishikawa - fishbone
Brainstorming - case studies - and role plays
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need

20. The first component of the ASTD HPI model
Groupthink
Information that combined with understanding enables understanding
Business Analysis
Behavorism

21. The process of giving advice or information from one person to another about the usefulness of an event - process or action
Groupthink
Meta-evaluation
Competing - accommodating - avoiding - collaborating - and compromising.
Feedback

22. The three tasks of business analysis
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Rapid instructional design (RID)
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
Identify business goals - clarify those goals - determine specificity and measurability of the goals.

23. The tell approach to learning - based on the theory that learning occurs through exposure to logically presented information - usually involving lecture
Sequence
Cause Analysis
Growth - exploratory - establishment - maintenance - decline
Cognitivism

24. Compare/contrast chaos and complexity
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
External coaching - internal coaching
Questions that check for understanding or test for consensus

25. Dichotomous
A variable that can have one of two possible values.
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Focused on learning and using new necessary skills through incremental change
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.

26. The tool instructors can leverage from WBT to immediately determine a group's understanding of the material
Learning organizations - systems thinking
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Computer-based training. Any learning event that uses computers as the primary distributions method.
Polling questions

27. The two mechanisms the chaos and complexity theory focus on
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
An HTML tag identifying the context of the contents on a website or knowledge base.
Information - feedback
Pilot tests - technical reviews - production reviews

28. The two criteria that learners must demonstrate before leaving performance-based training (PBT)
Knowledge - skills
Growth - exploratory - establishment - maintenance - decline
Thinking about the whole organization - rather than individuals - and looking primarily at processes
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.

29. The three levels of problems in systems thinking
Structures - patterns - events
Scaling and integrity
Performance records - direct observation - supervisor checklists
Experiential learning

30. Standard deviation
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Constraints analysis
Analytical - amiable - drivers - expressive
A measure of the variability of scores from the mean

31. Describe a message board
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Facilitation is used to involve participants - and to help them learn from one another.
Experiencing - publishing - processing - generalizing - and applying
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes

32. LCMS
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Navigation
Job aids - and EPSS
The extent to which an instrument predicts future results

33. Knowledge management
Management - performance
Business needs - performance needs - learning needs - and learner needs
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
The sum of the numbers divided by the total number of values

34. Four tools and techniques related to six sigma
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
DMAIC methodology - IPO model - flowcharting - evaluation models
Business needs - performance needs - learning needs - and learner needs

35. succession planning
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Seels and Glasgow instructional systems design model
Rote skills
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.

36. Four elements of an effective oral presentation
Scaling and integrity
Focused on fundamental changes to thinking patterns and behaviors
Opener - bridge - main body - and close
Hard data

37. EPSS
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Interviews
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Objectivity - confidentiality

38. Five conflict responses
Culture - vision - strategy - and structure
Competing - accommodating - avoiding - collaborating - and compromising.
Entertainment - interaction - control - usability - and customization
Thinking about the whole organization - rather than individuals - and looking primarily at processes

39. The way of learning that stresses experience and reflection - and uses an inductive learning process that takes a learner through five stages: experiencing - publishing - processing - generalizing - and applying
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Questions that stimulate discussion
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Experiential learning

40. The factors that are defined during the performance gap analysis
Pedagogy
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Driving forces - restraining forces - current state - desired state
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise

41. Mean
The sum of the numbers divided by the total number of values
A variable that can have one of two possible values.
Current organization climate - available resources
Constraints analysis

42. Closed questions
Robert Mager
Cost-effectiveness - accessibility and application - learner access - and self-direction
Hypothetical
Questions that check for understanding or test for consensus

43. The six founding principles of systems thinking
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
Learning Management System (LMS)
Inputs - outputs - process controls - and resources.
Disengagement - disidentification - disorientation - and disenchantment.

44. Types of synthesis models
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Cognitivism
Two-aix matrixes - flowcharts - dichotomy - graphic models
A variable in whole number or distinct units (opposed to continuous)

45. List David Kolk's four 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
Convergers - divergers - assimilators - and accommodators
Socratic questioning
Behavior

46. Level 1 evaluation
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Robert Mager
Reaction
The world is created in conversation

47. The four areas measured during a training needs assessment
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Performance records - direct observation - supervisor checklists
Pedagogy
Business needs - performance needs - learning needs - and learner needs

48. The tasks involved in the development phase of strategic development
A description or design specification for how information should be treated and organized.
Hard data
Understandable - accurate - functional
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals

49. The technique trainers should use when they want to use the revelation technique
Perform a front-end analysis
Monetary impact/ROI
Competing - accommodating - avoiding - collaborating - and compromising.
Presentation software

50. The technique trainers should use when a presentation is formal and should present a professional image
Business Analysis
Slides
Interview - survey/questionnaire - observation - focus group - work diary/work log
Presentation software