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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 six steps in a training needs assessment
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Job aids - and EPSS
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.

2. The steps of a needs analysis
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
The selection of measurement points which can have a large impact on the research's ability to be generalized
Likert scale
Interview - survey/questionnaire - observation - focus group - work diary/work log

3. The final behavioral outcomes of a specific instructional event
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Constraints analysis
Terminal objectives
Communication - client motivation - self-management - technical skills

4. The seven characteristics of good dialog
Surveys
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Reliability

5. Community of practice
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Numbers or variables used to classify a system
Identify organizational values - development mission - develop vision - develop value statements
Polling questions

6. LCMS
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Split-half
The most frequently occurring value

7. The instrument where participants rate two contrasting ideas or words by circling points on a line
Semantic differential
Behavior
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Harless' front-end analysis model

8. 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
Pedagogy
Current organization climate - available resources
External and environmental influences
External coaching - internal coaching

9. Four characteristics of tasks that are well-suited for job aids
Low frequency - high complexity - high consequence of error - high probability of change in the future
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Seels and Glasgow instructional systems design model
The expected range of a measurement

10. The purpose of strategic planning

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11. The phases of strategic development
Formulation - Development - Implementation - Evaluation
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Seels and Glasgow instructional systems design model
Management - performance

12. Four barriers to communication during training delivery
Language - speech - environmental - and psychological
Simulations
Raw and non-contextual - and can exist in forms usable or not
Validity

13. Three examples of active training techniques
Brainstorming - case studies - and role plays
Visual - Auditory - and Kinestethic
The extent to which an instrument represents the program's content
Opportunity-centered

14. Covariates
Validity
Functional context
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
The multiple dependent variables in a study with multiple independent variables

15. Standard deviation
Learning technologies
Monetary impact/ROI
A measure of the variability of scores from the mean
Change is a process not an event. Change management is the process of directing change at each level of an organization.

16. Compare/contrast chaos and complexity
Results
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Polling questions
Experiencing - publishing - processing - generalizing - and applying

17. Two characteristics of distance learning
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Phone - VoIP - online meetings - email - specialized software
Entertainment - interaction - control - usability - and customization

18. Levels of listening
Measures of quantity or numbers
Image oriented - interactive - immediate - and intimate.
Passive - active - empathetic - listening for knowledge - listening for clarification
An effective - structured way that captures people's learning from an experience.

19. The kinds of objectives that support the final behavioral outcomes by breaking them down into more manageable chunks
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Scaling and integrity
Enabling objectives
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)

20. Types of Level 1 instruments
Understandable - accurate - functional
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Questionnaires - follow-up interviews - observation checklists
Written tests - oral Q&A - performance tests - role plays

21. LMS
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Current organization climate - available resources
An unknown or uncontrolled variable that produces an effect
Questions that check for understanding or test for consensus

22. Discrete
Experiential learning
Action plans - interviews - questionnaires - focus groups - performance contracts
A variable in whole number or distinct units (opposed to continuous)
Charts - graphs

23. 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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24. ROI
Cognitivism
Maslow's hierarchy - McGregor's Theory X and Y of management
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Visual - Auditory - and Kinestethic

25. The technique that should account for 50% of the preparation for a presentation
DMAIC methodology - IPO model - flowcharting - evaluation models
Rehersal
Split-half
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments

26. The four Cs of change
Create a vision - communicate the plan - connect the people - congratulate success
Learning Management System (LMS)
Socratic questioning
Personal space

27. The tasks involved in the formulation phase of strategic development
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Identify organizational values - development mission - develop vision - develop value statements
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.
Monetary impact/ROI

28. The requirements of the ADA
When the cause of the problem is a lack of knowledge or skills
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
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.
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile

29. The learning theory that attempts to involve the left and right hemispheres of the brain to make learning more natural
Semantic differential
Questions that stimulate discussion
Accelerated Learning
Results

30. 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
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Design
Formative evaluation

31. Two characteristics for any coaching program to succeed
To improve performance by systematically developing human expertise through organizational development and training
Objectivity - confidentiality
Behavior
Perform a front-end analysis

32. The six interactive and interdependent components of an action learning program
Silence
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Slides
Maslow's hierarchy - McGregor's Theory X and Y of management

33. The ability of the same measurement to produce consistent results over time
Reliability
Growth - exploratory - establishment - maintenance - decline
Cause Analysis
Change is a process not an event. Change management is the process of directing change at each level of an organization.

34. Level 5 evaluation
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Monetary impact/ROI
Information that combined with understanding enables understanding
Brainstorming - case studies - and role plays

35. Independent
A variable the influences the dependent variable
Business needs - performance needs - learning needs - and learner needs
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Performance records - direct observation - supervisor checklists

36. The popularizer of the multiple intelligences theory
Howard Gardner
Disengagement - disidentification - disorientation - and disenchantment.
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Navigation

37. The processes performance management is primarily concerned with
Driving forces - restraining forces - current state - desired state
Experiential learning
Passive - active - empathetic - listening for knowledge - listening for clarification
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance

38. The HPI tool that can gather both qualitative and quantitative data
Surveys
Monetary impact/ROI
Business needs - performance needs - learning needs - and learner needs
Image oriented - interactive - immediate - and intimate.

39. Malcolm Knowles' work tipped the instructional systems design scale. The two ends of that scale
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Learner-centered - content-centered
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.

40. Types of Level 2 instruments
Written tests - oral Q&A - performance tests - role plays
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Numbers or variables used to rank order a system
Job aids - and EPSS

41. Four stages of accelerated learning

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42. The three competency elements that constitute most jobs
The outcome that depends on the independent variable and covariates
Focused on fundamental changes to thinking patterns and behaviors
Rote skills
Managerial/administrative - supervisory - functional

43. Five approaches to facilitate inclusion
Inputs - outputs - process controls - and resources.
Brainstorming - case studies - and role plays
Awareness - modeling - targeted interventions - desensitization - training
Solution Selection

44. Quantitative
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Rehersal
Measures of quantity or numbers
Low frequency - high complexity - high consequence of error - high probability of change in the future

45. BE
Enabling objectives
A collection of code containing instructions for a computer to perform a specific action
Visual - Auditory - and Kinestethic
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )

46. The HPI tool that uses the 80/20 rule
Numbers or variables used to rank order a system
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Business needs - performance needs - learning needs - and learner needs
Pareto analysis

47. List six categories of HPI solutions
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Audience - behavior - condition - and degree
Two-aix matrixes - flowcharts - dichotomy - graphic models
Experiencing - publishing - processing - generalizing - and applying

48. The measure that is defined by mean - median - and mode
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Maslow's hierarchy
Central tendency
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.

49. Four phases of succession planning
Objectivity - confidentiality
Experiencing - publishing - processing - generalizing - and applying
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Establish scope - create plan - implement plan - monitor/evaluate/revise plan

50. Mode
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Culture - vision - strategy - and structure
The most frequently occurring value
Balanced scorecard