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 common mistakes HPI professionals make in selecting - designing - and implementing interventions
Job analysis
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data


2. Five conflict responses
Competing - accommodating - avoiding - collaborating - and compromising.
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
Visual - Auditory - and Kinestethic
Howard Gardner


3. Four tools and techniques related to six sigma
Experiencing - publishing - processing - generalizing - and applying
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
Validity
DMAIC methodology - IPO model - flowcharting - evaluation models


4. The first component of the ASTD HPI model
Business Analysis
Driving forces - restraining forces - current state - desired state
Likert scale
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)


5. The type of learning that E-Learning is outstanding for teaching because it has infinite patience
Rote skills
Focused on fundamental changes to thinking patterns and behaviors
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Knowledge - skills - desire - environment - and opportunity


6. Meta-tag
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
To aid in career planning
Thinking about the whole organization - rather than individuals - and looking primarily at processes
An HTML tag identifying the context of the contents on a website or knowledge base.


7. The HPI tool that can gather both qualitative and quantitative data
Surveys
Feedback
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
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


8. Discrete
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
A variable in whole number or distinct units (opposed to continuous)
Performance Analysis
Accelerated Learning


9. The criteria for determining if a project is appropriate for action learning
Reality - feasibility - authority - and learning opportunities
Driving forces - restraining forces - current state - desired state
Structure
Audience - Behavior - Condition - and Degree


10. The ability of the same measurement to produce consistent results over time
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Questions that check for understanding or test for consensus
An unknown or uncontrolled variable that produces an effect
Reliability


11. Knowledge management
Sequence
The sum of the numbers divided by the total number of values
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
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


12. Five mistakes managers can make to negatively impact employee motivation
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Maslow's hierarchy - McGregor's Theory X and Y of management
Howard Gardner
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise


13. The purpose of workforce planning
Split-half
To improve performance by systematically developing human expertise through organizational development and training
Job analysis
Validity


14. The three parts of the problem-solving model
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Adult learning theories - instructional design techniques
Benjamin Bloom


15. Critical Path
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Convergers - divergers - assimilators - and accommodators
Data that has been given context
Maslow's hierarchy


16. ROI
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Pareto analysis
Social contexting - contexting - authority - and concept of time


17. The method a trainer can use to encourage a participant to continue speaking
Walk towards a participant as they speak
Measures of quantity or numbers
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
Change Management


18. What is the best thing to do first when a client wants a designer to develop a training to improve declining business process
Perform a front-end analysis
The expected range of a measurement
Self-contained chunk of instructional material
Subject-matter expert


19. Two guiding principles of displaying quantative data in charts and graphs
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Scaling and integrity
Behavorism
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.


20. Examples of courseware
Maslow's hierarchy
Audience - Behavior - Condition - and Degree
Psychomotor skills
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments


21. BE
Business needs - performance needs - learning needs - and learner needs
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Image oriented - interactive - immediate - and intimate.
Managerial/administrative - supervisory - functional


22. Extant
Data from archival records - existing records - report - and data
A variable in whole number or distinct units (opposed to continuous)
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
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 accelerated learning

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24. The requirements of the ADA
Semantic differential
Pedagogy
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.


25. The three levels of problems in systems thinking
Perform a front-end analysis
Structures - patterns - events
External coaching - internal coaching
Electronic performance support system (EPSS)


26. Confidence interval
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Language - speech - environmental - and psychological
The expected range of a measurement
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed


27. The seven attributes essential for leadership per Warren Bennis
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Convergers - divergers - assimilators - and accommodators
Written tests - oral Q&A - performance tests - role plays
Technical competence - people skills - conceptual skills - results - taste - judgment - character


28. When is training the appropriate solution to a performance problem
Identify organizational values - development mission - develop vision - develop value statements
When the cause of the problem is a lack of knowledge or skills
Cost-effectiveness - accessibility and application - learner access - and self-direction
Action plans - interviews - questionnaires - focus groups - performance contracts


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

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30. Predictive validity
The extent to which an instrument predicts future results
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 collection of code containing instructions for a computer to perform a specific action
Structures - patterns - events


31. Information Architecture
A description or design specification for how information should be treated and organized.
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Speed - quantity - quality/accuracy - thoroughness - timeliness


32. 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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33. The sixth component of the ASTD HPI model
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
- measure - analyze - improve - control
Evaluation


34. A method used to evaluation organizational effectiveness beyond financial measures
Formative evaluation
Data from archival records - existing records - report - and data
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Balanced scorecard


35. Three pitfalls of coaching
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
Scaling and integrity
Subject-matter expert
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors


36. The method by which a trainer recognize signs of boredom - disinterest - or lack of understanding
Suggestopedia
Evaluation
Observe body language
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).


37. LCMS
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Learning Management System (LMS)
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Documentation audit - information system survey - identification of external information sources


38. The learning theory that attempts to involve the left and right hemispheres of the brain to make learning more natural
Skill variety - task identity - task significance - autonomy - feedback
Accelerated Learning
Walk towards a participant as they speak
Information - feedback


39. The five elements of learner engagement
Results
Entertainment - interaction - control - usability - and customization
Experiential learning
Raw and non-contextual - and can exist in forms usable or not


40. The reliability test where one test is split into two shorter ones - by randomly assigning test items to one half or the other
Business Analysis
Split-half
Results
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.


41. The creator of the theory of three types of learning - knowledge - skills - and attitudes
Organization - process - and job/performer.
Ishikawa - fishbone
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Benjamin Bloom


42. The three foundations of action learning

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43. What is the primary reason for 360-degree feedback
Information - feedback
To aid in career planning
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
Maslow's hierarchy


44. The analysis that serves as a reality check to identify a project's limiting factors
Constraints analysis
Culture - vision - strategy - and structure
- measure - analyze - improve - control
Focused on fundamental changes to thinking patterns and behaviors


45. The processes performance management is primarily concerned with
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Psychomotor skills
Audience - behavior - condition - and degree
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.


46. Content validity

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47. The two criteria for a successful training program that must be accounted for by the WLP professional
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Questionnaires - follow-up interviews - observation checklists
Current organization climate - available resources
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative


48. The four characteristics of online communication
Performance audit
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Asynchronous
Image oriented - interactive - immediate - and intimate.


49. The theory that describes how intelligences reflect how people prefer to process information
Multiple intelligences theory
Reaction
Experiencing - publishing - processing - generalizing - and applying
Awareness - modeling - targeted interventions - desensitization - training


50. List 10 types of root causes

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