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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. Types of Level 3 instruments
Cognitive
Electronic performance support system (EPSS)
The most frequently occurring value
Action plans - interviews - questionnaires - focus groups - performance contracts

2. Five approaches to facilitate inclusion
- measure - analyze - improve - control
Awareness - modeling - targeted interventions - desensitization - training
Characteristics of adults as learners (CAL) conceptual framework
Control groups - management estimates - extant data - external studies

3. 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
Knowledge - skills
Driving forces - restraining forces - current state - desired state
Inputs - outputs - process controls - and resources.

4. The reliability test where one test is split into two shorter ones - by randomly assigning test items to one half or the other
To systematically plan an organization's future
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Split-half
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn

5. What is the primary reason for 360-degree feedback
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Structures - patterns - events
To aid in career planning

6. The framework developed by Patricia Cross to describe some differences between adult and child learners
Characteristics of adults as learners (CAL) conceptual framework
Kurt Lewin's forcefield analysis
Hard data
Slides

7. Describe a message board
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Surveys
Visual - Auditory - and Kinestethic
Job analysis

8. Level 1 evaluation
Reaction
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
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

9. Things feedback to a learner that answered a question should do
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Formative evaluation
Visual - Auditory - and Kinestethic
Questions that check for understanding or test for consensus

10. Extant
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Data from archival records - existing records - report - and data
Raw and non-contextual - and can exist in forms usable or not
Psychomotor skills

11. Five mistakes managers can make to negatively impact employee motivation
Perform a front-end analysis
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
External coaching - internal coaching
Hypothetical

12. the meaning of significant - in a statistical context
- measure - analyze - improve - control
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
In statistics - it means probably true
Driving forces - restraining forces - current state - desired state

13. Four characteristics of highly motivated clients
Business needs - performance needs - learning needs - and learner needs
Personal space
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Results

14. Examples of collaborative software
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Reality - feasibility - authority - and learning opportunities
Theatre style

15. Process Map
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Reality - feasibility - authority - and learning opportunities
Opportunity-centered

16. The tool instructors can leverage from WBT to immediately determine a group's understanding of the material
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Polling questions
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Learning

17. List 10 types of root causes

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

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19. Karl Albrecht's progressive psychological phases of change response
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
The mid-point of the distribution - 50% of the values are above/below this value
Organization - process - and job/performer.
Threat - problem - solution - habit

20. The philosophy of teaching focusing on the instructor rather than the participant - and is generally used to in reference to teaching children
Pedagogy
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Balanced scorecard
Bloom's taxonomy - six sigma - Kepner-Tregoe

21. 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
Organization - process - and job/performer.
Experiential learning
Multiple intelligences theory
Electronic performance support system (EPSS)

22. 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
- measure - analyze - improve - control
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
External and environmental influences
Accelerated Learning

23. Four phases of succession planning
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
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.
Electronic performance support system (EPSS)

24. The three levels of problems in systems thinking
Numbers or variables used to rank order a system
Structures - patterns - events
Electronic performance support system (EPSS)
A variable in whole number or distinct units (opposed to continuous)

25. Who is credited with the idea that learning objectives should contain a condition statement - a performance statement - and a criterion statement
Robert Mager
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Behavorism
Business Analysis

26. The learning theory that includes activities like behavioral modeling - simulations - role plays - skill drills - and rewards
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Behavorism
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Audience - Behavior - Condition - and Degree

27. The three fundamental principles of HPI
Computer-based training. Any learning event that uses computers as the primary distributions method.
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Change Management
To systematically plan an organization's future

28. CBT
Computer-based training. Any learning event that uses computers as the primary distributions method.
Competing - accommodating - avoiding - collaborating - and compromising.
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
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

29. BCR
A variable that can have one of two possible values.
Performance audit
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Image oriented - interactive - immediate - and intimate.

30. Sampling

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31. 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
Design
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
Business needs - performance needs - learning needs - and learner needs
Bloom's taxonomy - six sigma - Kepner-Tregoe

32. Four steps to prepare for training delivery
Focused on fundamental changes to thinking patterns and behaviors
Observe body language
Review strategies - measure performance - take correction action
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.

33. Two types of coaching situations that primarily differ on the degree of confidentiality and sensitivity
External coaching - internal coaching
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Polling questions
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.

34. The four dimensions of personality per the Myers-Briggs Type Indicator
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Learner-centered - content-centered
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Two-aix matrixes - flowcharts - dichotomy - graphic models

35. Five ways to use storytelling
Focused on learning and using new necessary skills through incremental change
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Rehersal
Performance Analysis

36. The final behavioral outcomes of a specific instructional event
Job aids - and EPSS
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
Central tendency
Terminal objectives

37. Factors that determine fair use
Convergers - divergers - assimilators - and accommodators
External coaching - internal coaching
Validity
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

38. The ability of the same measurement to produce consistent results over time
Learning organizations - systems thinking
Reliability
Experiencing - publishing - processing - generalizing - and applying
Data - Information - Knowledge

39. The four characteristics of online communication
Low frequency - high complexity - high consequence of error - high probability of change in the future
Howard Gardner
Image oriented - interactive - immediate - and intimate.
Knowledge - skills - desire - environment - and opportunity

40. Knowledge Mapping
Data from archival records - existing records - report - and data
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.

41. Software that automates the administration of training
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Data - Information - Knowledge
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Learning Management System (LMS)

42. PERT
Semantic differential
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
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.
Performance audit

43. Nominal data
Structure
Design
Numbers or variables used to classify a system
Learner-centered - content-centered

44. The processes performance management is primarily concerned with
Subject-matter expert
Electronic performance support system (EPSS)
An HTML tag identifying the context of the contents on a website or knowledge base.
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance

45. Four benefits of web-based training
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Cost-effectiveness - accessibility and application - learner access - and self-direction
Management - performance
Focused on learning and using new necessary skills through incremental change

46. learning object
Simulations
Identify organizational values - development mission - develop vision - develop value statements
Self-contained chunk of instructional material
An effective - structured way that captures people's learning from an experience.

47. A method used to evaluation organizational effectiveness beyond financial measures
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Pedagogy
Balanced scorecard
Electronic performance support system (EPSS)

48. The tasks involved in the development phase of strategic development
Visual - Auditory - and Kinestethic
Documentation audit - information system survey - identification of external information sources
Data from archival records - existing records - report - and data
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals

49. The tasks involved in the formulation phase of strategic development
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Identify organizational values - development mission - develop vision - develop value statements
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites

50. The model (a pyramid) from bottom to top is: physiology - safety - belongingness - esteem - and self-actualization

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