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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 characteristics of tasks that are well-suited for job aids
Numbers or variables used to classify a system
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Questions that stimulate discussion
Low frequency - high complexity - high consequence of error - high probability of change in the future

2. The three competency elements that constitute most jobs
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
The multiple dependent variables in a study with multiple independent variables
Personal space
Managerial/administrative - supervisory - functional

3. Two theories of motivation for coaching

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4. The HPI tool that can gather both qualitative and quantitative data
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Surveys
Pedagogy
Learning technologies

5. Contrast mentoring to coaching
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Proxemics

6. The purpose of an after-action review

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7. Two types of personality inventory instruments
Numbers or variables used to classify a system
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Bloom's taxonomy - six sigma - Kepner-Tregoe
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile

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

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9. The methods learning organizations use to create and foster productive learning
Interviews
When the cause of the problem is a lack of knowledge or skills
Culture - vision - strategy - and structure
Observe body language

10. What does proxemics refer to?
Personal space
Solution Selection
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Slides

11. ROI
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Economic - social - political and legislative - workforce - technological - and competitive.
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Focused on learning and using new necessary skills through incremental change

12. The two criteria for a successful training program that must be accounted for by the WLP professional
Current organization climate - available resources
Questionnaires - follow-up interviews - observation checklists
Image oriented - interactive - immediate - and intimate.
Meta-evaluation

13. Factors that determine fair use
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Written tests - oral Q&A - performance tests - role plays
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
Formative evaluation

14. Five mistakes managers can make to negatively impact employee motivation
Managerial/administrative - supervisory - functional
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
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

15. The two mechanisms the chaos and complexity theory focus on
Action plans - interviews - questionnaires - focus groups - performance contracts
Audience - Behavior - Condition - and Degree
Constraints analysis
Information - feedback

16. Malcolm Knowles' work tipped the instructional systems design scale. The two ends of that scale
Sorting - tabulating - and comparing raw to summarized data
The expected range of a measurement
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Learner-centered - content-centered

17. The learning domain that focuses on the skills and knowledge relating to an activity such as changing a car's oil
Cognitive
- measure - analyze - improve - control
Ginzberg's theory
The extent to which an instrument represents the program's content

18. The six interactive and interdependent components of an action learning program
Measures of quantity or numbers
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.

19. Examples of collaborative software
Data from archival records - existing records - report - and data
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Phone - VoIP - online meetings - email - specialized software
Walk towards a participant as they speak

20. The method where instruction is provided in a self-directed format that is available at all times - even with a facilitator is not online
Asynchronous
Speed - quantity - quality/accuracy - thoroughness - timeliness
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
The extent to which an instrument predicts future results

21. A computer application that is linked directly to another application to train or guide workers through a task
Subject-matter expert
Electronic performance support system (EPSS)
Presentation software
An HTML tag identifying the context of the contents on a website or knowledge base.

22. The tasks involved in the formulation phase of strategic development
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Identify organizational values - development mission - develop vision - develop value statements
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Robert Mager

23. The questioning technique that seeks to develop critical thinking and creativity
Self-contained chunk of instructional material
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Passive - active - empathetic - listening for knowledge - listening for clarification
Socratic questioning

24. Three tasks for knowledge mapping
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Documentation audit - information system survey - identification of external information sources
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods

25. The components of the action learning formula
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Performance audit
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
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection

26. The process that measures if the practitioner measured what they intended to measure
Validity
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Electronic performance support system (EPSS)

27. Three advantages of interviews as a data gathering technique
Learning
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Dictatorship - anarchy - democracy
Analytical - amiable - drivers - expressive

28. LMS
Multiple intelligences theory
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Polling questions
Sorting - tabulating - and comparing raw to summarized data

29. The way a person prefers to learn new content
Learning style
A variable the influences the dependent variable
Passive - active - empathetic - listening for knowledge - listening for clarification
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.

30. An evaluation of an evaluation
Seels and Glasgow instructional systems design model
Reality - feasibility - authority - and learning opportunities
Constraints analysis
Meta-evaluation

31. 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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32. The measure that is defined by mean - median - and mode
Central tendency
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
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Low frequency - high complexity - high consequence of error - high probability of change in the future

33. Things a forcefield analysis ensures
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Discovery - Dream - Design - and Destiny
Data from archival records - existing records - report - and data
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need

34. The five criteria to measure performance after coaching
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Evaluation
Speed - quantity - quality/accuracy - thoroughness - timeliness
Cross-functional - cross-country/international

35. Four tasks typically done in the job analysis
Formulation - Development - Implementation - Evaluation
Experiencing - publishing - processing - generalizing - and applying
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn

36. Four phases of succession planning
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Raw and non-contextual - and can exist in forms usable or not
Howard Gardner
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.

37. What is an SME
Cognitive
Performance audit
Multiple intelligences theory
Subject-matter expert

38. Two examples of performance support systems
Bloom's Taxonomy
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Job aids - and EPSS
An HTML tag identifying the context of the contents on a website or knowledge base.

39. Meta-tag
An HTML tag identifying the context of the contents on a website or knowledge base.
Structures - patterns - events
Constraints analysis
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic

40. The final behavioral outcomes of a specific instructional event
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Charts - graphs
Terminal objectives
To improve performance by systematically developing human expertise through organizational development and training

41. The method used to identify the efficiency and effectiveness of employees
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Initiating - planning - executing - controlling - closing
Performance audit
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented

42. Confounding
External and environmental influences
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Rehersal
An unknown or uncontrolled variable that produces an effect

43. Three tools for determining learner preferences
Solution Selection
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Visual - Auditory - and Kinestethic
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.

44. Types of Level 2 instruments
Data that has been given context
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Phone - VoIP - online meetings - email - specialized software
Written tests - oral Q&A - performance tests - role plays

45. The method by which a trainer recognize signs of boredom - disinterest - or lack of understanding
Rapid instructional design (RID)
Observe body language
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Analytical - amiable - drivers - expressive

46. The tell approach to learning - based on the theory that learning occurs through exposure to logically presented information - usually involving lecture
Cognitivism
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Performance audit
Charts - graphs

47. The second component of the ASTD HPI model
Questionnaires - follow-up interviews - observation checklists
Walk towards a participant as they speak
Performance Analysis
Numbers or variables used to rank order a system

48. Describe a message board
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
The multiple dependent variables in a study with multiple independent variables
Rote skills - and prerequisite material

49. Who is credited with the idea that learning objectives should contain a condition statement - a performance statement - and a criterion statement
Competing - accommodating - avoiding - collaborating - and compromising.
Current organization climate - available resources
Visual - Auditory - and Kinestethic
Robert Mager

50. The kinds of objectives that support the final behavioral outcomes by breaking them down into more manageable chunks
Enabling objectives
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Bloom's taxonomy - six sigma - Kepner-Tregoe
Hard data